1. 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 7, 2004

2. 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 – dbl digit each yr
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

3. 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

4. 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

5. Benefits to Enterprise
Allows recruiters to obtain a detailed profile prior to meeting a candidate
Reveals any contradictory information provided by the applicant
Produces “fit scores” based on core competencies for the job
Structures and organizes open-ended, behavioral interview questions for face-to-face interviews
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

6. 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! 

7. Online Application Candidate’s Site www.enterprise.com/careers
Show new site, plug….please check it out sometime and let us know what you think…you are a target audience
Our goal is to get you interested either in person or through the content of the site and then have you “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

8. Registration

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

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

11. 1st few sections are basically filling out the std application---not too exciting but very necessary for any Co…

12. Can have 1 or 5….flexibilty

13. Same for employment…

14. Click through…

15. When you get to Bkgd. Info the 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

16. 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…

17. 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
********Jenn and Carl—need to create an incomplete candidate for here************

18. 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
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….

19. Online Recruiting Application
Walk through recruiter site
(show ability to manage the candidate pool)
Quick search- l.n. stufflebeam
Walk through:
*Candidate grid—what we se right away
*Application--briefly
*candidate detail—here’s each section in detail
*finish with work styles broken down w/ fit score by competency
Recruiter’s Site

20. 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

21. 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?

22. 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

23. 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

24. Online Recruiting Application
Recruiter’s Site
Back to site…..
Let’s look at the interview guide…. (Patrick stufflebeam)
Walk through…sec2 and 3 mainly
Probing questions….
Processes they can expect…

25. 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
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.

26. Thank you!!
Thank you again!
Questions?