An Online Approach to Recruiting and Interviewing Thank you for having me… As I discuss the approach our Co has taken…merging techno/behavioral interviewing/recruiting… Please understand we are not alone…even if you are not interested in Enterprise, this is a growing area which many companies have taken steps toward and it is a vital part of your future career choices and job searches. Indiana University October 15, 2002

The Business Case The Enterprise Rent-A-Car Strategic Selection Initiative was created for the purpose of improving the selection process for the Management Training program. The selection of outstanding employees is critical to the long term success of Enterprise. A little bkgd into why “e” chose this path.. Growth is steady double digit continues each year Hire for mainly one position-MT-and then promote entirely from w/in throughout therefore need to bring in many and right people is there Very decentralized structure but necessary for Recruiting to remain consistent—both from it’s processes to the people we are hiring #s needed to accomplish all of this are aggressive

Goals of the Strategic Selection Initiative SSI supports key business issues such as: Attracting and retaining the best talent with the best fit for the job Improving the speed and efficiency of the selection and recruitment process Leveraging the Internet Bottom Line: Increasing the value of people increases competitiveness and improves success! SSI supports key business issues such as: Attracting and retaining the best talent with the best fit for the job –not only do we have big goals in hiring #s but they need to be the right fit—skills/desires Improving the speed and efficiency of the selection and recruitment process—our recruiters were promoted to that role because of their marketing ability and ability to work with people so we wanted them to be spending more time on that and less with paperwork—PLUS the job market was getting more competitive every day Leveraging the Internet—we began the pilot in 1996 and using the internet for something like this was very new at that point Bottom Line: Increasing the value of people increases competitiveness and improves success

Benefits of Computer Assisted Interviews Objectivity Computers are unbiased Thoroughness Computers don’t tire, get bored, lose focus Asks every applicant the same question Computer Assisted Interview: The idea behind the SSI is to have the computer play a role in the initial info gathering and structure of the interview process so the Co/Recruiter/Candidate all have a more meaningful experience when they become involved Benefits: Objectivity Computers are unbiased—not making judgments based on 1st impression, similar personality, etc Thoroughness Computers don’t tire, get bored, lose focus Asks every applicant the same question—their not rushing to catch flights or lunch, trying to get back on schedule, pre-judging, etc

Benefits to Enterprise Allows recruiters to obtain a detailed profile prior to meeting a candidate Produces “fit scores” based on core competencies for the job Structures and organizes open-ended, behavioral interview questions for face-to-face interviews Online, integrated system of applicant management Benefits to E: Allows recruiters to obtain a detailed profile prior to meeting a candidate---ex of on-campus 30 minute interview…. Reveals any contradictory information provided by the applicant---talk later, not necessarily “neg” but important Produces “fit scores” based on core competencies for the job—again, talk about later but impt to point out this is a tool only Structures and organizes open-ended, behavioral interview questions for face-to-face interviews—Professor Powell discussed beh ints in depth---we’ll show how the OLI helps to develop both initial and probing questions Overall, this provides an integrated tool for managing an applicant through the process, analysis of processes, etc

Benefits to Applicants Flexibility to Interview 24/7 Able to access the interview from any internet connection Ability to provide more thorough information about skills and competencies than is possible from a resume No suit necessary! Benefits to applicants: Flexibility to Interview 24/7….necessary at beginning stages Able to access the interview from any internet connection Ability to provide more thorough information about skills and competencies than is possible from a resume---again, more in depth pic AND able to show competency in an area even if you don’t have an “experience” to list No suit necessary! 

Online Application Candidate’s Site www.enterprise.com/careers GO TO RECRUITING SITE ….please check it out sometime and let us know what you think…you are a target audience Our goal is to get a person interested either in person or through the content of the site and then have them “apply” how to get to apply now….make it easy Will come back to the live site throughout the pgm but a quick look at what candidate sees/does

Registration

Similar to many sites out there…you create a user name and password to give you access….

This will be your personal career hub…as you’ll see later it fills in as you go….

1st few sections are basically filling out the std application---not too exciting but very necessary for any Co…

Can have 1 or 5….flexibilty

Same for employment…

Click through…

When we get to Bkgd. Info section a candidate is actually beginning to give data to be used in the behavioral ?s and interview guide (23total) Examples include: How often do you seek feedback regarding your wk behavior? _weekly _monthly _rarely _never __daily What role do you typically assume in a conversation with others? __listener _advocate _expert _leader _compromiser _critic Etc… Remember..there are not right/ wrong answers—these are simply tools for us to gauge your interests and skills

Here’s the career hub now… As you can see, it outlines what you’ve done. The last section is where the info is gathered for the behavioral ?s, interview guide and fit score…

Online Application Candidate’s Site www.enterprise.com/careers Going back to the live site We’ll sign on as candidate and complete work styles so you can see the competency based aspect 67 Questions make up this section….produce what I keep referring to as a fit score—again, a tool to help measure how well a candidate matches with the core (vital) competencies we look for. Here are a few…. User: jeff0618 Pwd: 0618 All complete but wk styles

Just Answer Honestly There are no right or wrong answers The system is set up to ask similar questions so that inconsistencies are noticed Your responses should show your “fit” and therefore will help you to end up somewhere you want to work Again, this is not an Enterprise specific thing…but when it comes to any type of assessment or testing you may encounter the advice is: Just be honest… There are no right or wrong answers The system is set up to ask similar questions so that inconsistencies are noticed—set up to catch those trying to “figure out” the system Your responses should show your “fit” and therefore will help you to end up somewhere you want to work—same as in an interview….answering what you think we want to hear vs what you really think means you may end up in a position that you don’t have the skills for or just don’t enjoy….

Online Recruiting Application Recruiter’s Site www.enterprise.com/careers Walk through recruiter site (show ability to manage the candidate pool) Quick search- l.n. Stufflebeam (no loc) Walk through: *Candidate grid—what we se right away *Application--briefly *candidate detail—here’s each section in detail (Marie or Patrick) *finish with work styles broken down w/ fit score by competency (2ndary scales calc)

What is a Fit Score? Questions are all related to the core competencies we wish to measure The results are NOT used by themselves but are to provide indications of a person’s potential competence They are a tool to help recruiters in their overall decision-making Finally!!! Questions are all related to the core competencies we wish to measure The results are NOT used by themselves but are to provide indications of a person’s potential competence They are a tool to help recruiters in their overall decision-making

Enterprise Core Competencies Customer Service Orientation Persuasiveness Flexibility Results Driven *Communication *not measured on-line Although we look at MANY attributes and skills…all starts w/ core competencies as they are what is absolutely necessary! Ours are (briefly) Customer Service Orientation, Persuasiveness, Flexibility, Results Driven, *Communication *not measured on-line Realize every company will have their own list of C.C.s and best way to prepare for what those are…research employent website, job decriptions, co info How do they describe their successful employees? Co culture? Job descriptions? This is also very impt for when you find yourself on the other side of the interview (hiring mgr or recruiting)---take the time to build a solid job description w/ competencies and skills and then dev ?s to help you find the preferred behaviors in your candidates

CUSTOMER SERVICE ORIENTATION     CUSTOMER SERVICE ORIENTATION       Definition: Concerned to provide a prompt, efficient and personalized service to customers; goes out of way to ensure that individual customer needs are met. Ineffective Behaviors Effective Behaviors Is dismissive of customers’ complaints. Shows a tendency to lose customer business. Leaves customers dissatisfied. Rarely gives customers or others special treatment. Is not very concerned about helping others. Is not very driven to provide total satisfaction. Leaves customers waiting to be helped. Provides prompt and efficient service to customers. Increases customer satisfaction. Is driven by customer demands. Makes customers feel cared about. Puts customers first. Aims to please customers. Works hard to meet customer needs. Receives very positive customer feedback. Is prepared to make sacrifices for others. Regularly helps others beyond the call of duty. 1 Poor 2 Marginal 3 Acceptable 4 Above Average 5 Exceptional

Ineffective Behaviors   RESULTS-DRIVEN   Definition: Achieves results and handles demanding tasks. Sets and exceeds challenging personal targets. Ineffective Behaviors Effective Behaviors Is motivated to get results. Readily tackles demanding tasks. Enjoys a challenge. Gets outstanding results. Is always concerned with improving performance. Evaluates own performance. Is constantly learning and developing new skills. Accepts higher personal targets and new responsibilities. Sets ambitious targets and personal objectives. Exceeds targets frequently. Prefers simple tasks. Is not especially motivated by a challenge. Gets mediocre results. Is complacent about achievements. Has a limited awareness of his/her own level of performance. Is not very interested in growing or acquiring new skills. Prefers not to take on new responsibilities. Sets easy targets and personal objectives. Rarely exceeds targets.     Prefers simple tasks. Is not especially motivated by a challenge. Gets mediocre results. Is complacent about achievements. Has a limited awareness of his/her own level of performance. Is not very interested in growing or acquiring new skills. Prefers not to take on new responsibilities. Sets easy targets and personal objectives. Rarely exceeds targets. Prefers simple tasks. Is not especially motivated by a challenge. Gets mediocre results. Is complacent about achievements. Has a limited awareness of his/her own level of performance. Is not very interested in growing or acquiring new skills. Prefers not to take on new responsibilities. Sets easy targets and personal objectives. Rarely exceeds targets.   1 Poor 2 Marginal 3 Acceptable 4 Above Average 5 Exceptional

Online Recruiting Application Recruiter’s Site www.enterprise.com/careers Back to site….. Let’s look at the interview guide…. (Patrick or Marie stufflebeam) Walk through…sec2 and 3 mainly Probing questions—dig deep…. Processes they can expect…

Back to The Business Case The Enterprise Rent-A-Car Strategic Selection Initiative was created for the purpose of improving the selection process for the Management Training program. The selection of outstanding employees is critical to the long term success of Enterprise. As you have seen, the SSI has become an integral part of our hiring process We have seen the desired results in Recruiter Productivity ---increased # hires, less time on admin fcns More efficient ( both cost and time) hiring due to reporting and analysis that tool allows Most importantly—retention—since began hiring all MTs through OLI—15% increase in retention… Hope you have gained some insight into what we as employers are doing with technology and how it can be a positive force to you as you prepare for what lies ahead and how you may be able to use it when it’s your turn to hire someone.

Thank you!! www.enterprise.com/careers Thank you again! Questions?