Big Bang Theory: The Evolution of a Recruitment Process
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What is the universe made of? How did it start? For an organization that invented the World Wide Web, & works to discover answers to huge questions probing the fundamental structure of the universe, CERN found themselves with their own huge internal recruitment challenge. How to source & attract the smartest candidates and, at the same time, completely reinvent their recruitment process. Hear from Anna Cook, Recruitment Unit Leader as she takes you on the CERN journey, detailing how they reinvented their recruiting process, embraced multiple channels, with leading edge recruiting technology and the results that followed.
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Big Bang Theory: The Evolution of a Recruitment Process
- 1. Big Bang Theory: the evolution of a recruitment process Anna Cook, Recruitment Unit leader, CERN SONRU StandOut 2015 event
- 2. About CERN • World’s largest particle physics centre • World’s largest scientific instrument • 1954: Europe’s first joint ventures • 2014: 21 member states • Collaboration with Romania and Serbia • Geographical “enlargement” underway • 1bnCHF budget • Cca. 2500 staff • 200 - 1000 recruits pa • 10,000 visiting scientists (half of world’s particle physicists)
- 4. To infinity and beyond?
- 5. The LHC, or the Large Hiring Challenge
- 6. Achieving great science requires great talent… yet we recruit very few physicists! 3?
- 7. Common misconception: CERN only hires elite physicists and engineers The reality…. 2515 79 RESEARCH PHYSICISTS 1048 ENGINEERS 996 TECHNICIANS 402 SUPPORT FUNCTIONS Figures: 1 Dec. 2014 3%
- 8. Diversity of countries & cultures Diversity of Programmes Limited duration contracts Adapting communi- cation to audience Diversity of professions Under- represented countries «War for talent» CERN’s recruitment challenges
- 9. The 3 wishes of our hiring managers 1. Excellence (Quality) 2. Yesterday (Time) 3. Low budget / no agency (Cost)
- 10. CERN is a great place to work!
- 11. Same recruitment practices for >25 years. Lack of strategy for: • Recruitment • Sourcing • Talent attraction • Communication “The incumbent will take an active part in all questions related to scientific information” … but we used to make it sound rather boring!
- 12. Since 2010: CERN Recruitment team
- 13. Talent Acquisition Proactive approach: finding the right candidates in the right place at the right time
- 14. Define your EVP “Your EVP can be thought of as your Higgs field for attracting talent”
- 15. CERN. Take part. Purpose Challenge Integrity Collaboration Imagination Qualityof Life CERN’s EVP
- 16. Design an Online / Social Media Strategy around your EVP Sourcing strategy Online Social Youtube Employer branding clips Interview process Job insights Misc Facebook Twitter Tumblr Professional Job boardsCareers fairs Print Agencies Candidate DB Move from informing to communicating
- 21. cern.ch/jobs
- 22. Create time…. … by reducing the time consuming activities Reduce print adverts Implement multiposting for adverts to job boards Reduce career fair organisation with low ROI Get the best out of your ATS Replace telephone screening with asynchronous video interviews
- 24. CERN Jobs Group is everywhere, follow us !
- 26. Friends of fans reach > 50 million Facebook users
- 29. Measure & manage…. Google Analytics ApplicantTracking In House Reporting Insights - reach
- 30. So how has it evolved?%ofposts Number of applicants Year
- 31. ~50 applicants 5 interviewed 1 selected Generic Advertising Specialised Sourcing Candidate Database 200-500 applicants 4 interviewed 1 selected 10-15 screened pro-active staff recruitment Evolution of CERN Staff recruitment process Automated Multiposting Sourcing & advertising Pro-active Multi-channel Social & Professional Media Multi-step process Competency Model Industry recognition Etc.
- 32. CERN’s staff recruitment Process Plan Define Source Long list Med. list Short list Select Hire Video interview
- 33. Asynchronous Video Screening – why? • High number of candidates • Many candidates look good on paper • Telephone/Skype screening logistics too heavy • To reduce cost & increase quality of invited candidates for F2F interview
- 34. Challenges
- 35. Challenges Convince HM Personal brief Documents support Training Formulate questions Guidelines Relevant Support candidates CERN docs invitations
- 36. Advantages for CERN 1. Quick and easy to set up, flexible 2. Design questions in language(s) of choice 3. Evaluate more candidates upstream: better certainty of inviting the most suited & qualified 4. Increased quality, time and efficiency gain 5. Generates healthy debate 6. Useful in our training for managers 7. Now ‘standard’ in our process
- 37. Our managers challenging us….
- 38. Communication
- 39. Common branding
- 40. Email to candidates This is a relatively new selection tool which is more flexible for both candidates and CERN, and we thank you for your participation. It is a very useful way for us to gather more information, in addition to the CV and application form, about candidates on specific competencies through a few job-specific or general questions. We’re not looking for a communication performance, just be yourself. Practice questions are there at the start of the process to help you get acquainted and comfortable with the tool. We certainly do bear in mind the difficulties of this exercise. All candidates are treated in an equal way, all candidates experience the same impressions and effects of this having a one-way interview (stuttering, blanks, etc.), don’t worry, it is normal. and we take it into account in our assessment. You may find the following video helpful in preparing for it: bitly.com/Qqm05z Communication
- 41. What profiles? Used in all CERN recruitment processes: • From firefighters to Head of security • Technicians • Engineers • Legal advisers • Purchasing/KT officers • Admin posts • Fellowships • Etc.
- 43. E.g.Firefighters
- 44. 2014 statistics • 142 SONRU interviews sent • 1525 candidates • Response rate 90% • Mobile use starts! (based on 315 CERN respondents) Average use of mobile to record videos: 5.5%
- 45. Videos anywhere, anytime…recorded in a pub in Ireland, before a trek at base Camp in Nepal, In Mozambique….
- 46. Sept 2012: SONRU won the Best International Business category of the Irish Internet Association's award and dedicated it to CERN for our extremely successful collaboration.
- 47. Press coverage
- 48. Conclusion • In context of increased visibility & increase in candidate numbers • Asynchronous video screening has enabled: • Better quality candidates through to F2F interview • Increased efficiency in recruitment process • Time and cost savings • No more time zone issues • Objectivity, comparability • Flexibility • What it doesn’t do? • It does not replace face to face interviews
- 49. “It is not the strongest of species that survive, nor the most intelligent, but the one most responsive to Change”