and Spending The BMJ experience Pre ATS Process o HR - - PowerPoint PPT Presentation

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and Spending The BMJ experience Pre ATS Process o HR - - PowerPoint PPT Presentation

Sep 01, 2022 422 likes •534 views

ATS -Taking Control of Sourcing and Spending The BMJ experience Pre ATS Process o HR involvement in recruitment largely admin based o Clunky paper based process o 40+ vacancies with many open for >6 months Lack of control o

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ATS -Taking Control of Sourcing and Spending The BMJ experience

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Pre ATS

  • Process
  • HR involvement in recruitment largely admin based
  • Clunky paper based process
  • 40+ vacancies with many open for >6 months
  • Lack of control
  • Over costs
  • Tracking/metrics/data or analysis available
  • Poor HR awareness of vacancies
  • Digital
  • No use of social media for recruitment
  • Limited online recruitment
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Post ATS

  • Increased control
  • Overhead costs - centralised budget, year on year CPH reduced by

40%, annual spend on track to reduce by 45% with increased volume

  • Funding of internal recruitment specialist who engages managers and

provides continuous improvement

  • Tracking/metrics/data or analysis available e.g. time to recruit, advert

source and diversity monitoring

  • Total HR awareness of vacancies
  • Required engagement programme
  • Digital
  • Use of social media for recruitment - LinkedIn, Twitter, Indeed

(Facebook in pipeline)

  • Completely online recruitment - shocked to receive postal application!
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Post ATS

  • Process
  • HR fully involved
  • Far more automated - from authorisation through assessment,

interview and offer stage

  • 10-15 vacancies with average time to recruit 4-6 weeks

(depending on level of role)

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What we have learned

  • Need to treat as a project with dedicated resource
  • Need to get manager buy-in right from the start (change behaviours)
  • Reporting tool improving - able to set KPIs
  • Provides a good ROI via analysis
  • Leads to a more efficient and robust process (more HR support for

managers)

  • Provides a good shop window and user experience - employer branding
  • Raised profile of HR
  • Customer support responsive
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Next steps…

  • Making managers more self sufficient
  • Automate the job offer
  • Use of the Talent Management tool
  • Using the new reporting tool
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Summary

  • Decide what’s important to your organisation
  • Provide a robust business case based on efficiency and ROI
  • Be realistic about time frame & allocate dedicated resource
  • Communicate change and provide support
  • Provides control, efficiency, good ROI and improves user

experience internally and externally

Overall a very satisfactory and worthwhile investment

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