Taleo ACE and Pre-screening

Caf
Adding Value to you Recruitment Strategy

Presenting Today
Michelle M. Koppenol
Background
HR Specialist
Change Management
Training Manager
HR Process Optimization
Joined Oracle through the

acquisition of Taleo

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Principal Consultant
at Oracle

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Agenda
Getting Started with ACE
Achieving ACE Effectiveness
Examples
ACE Best Practices
Configuration Actions

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Getting Started With ACE

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Why is automated pre-screening important ?

Because the Internet today has greatly influenced both candidates and
employers
Candidates have more choices and are less patient with inefficient staffing

processes
In todays marketplace there is war on talent
Recruiting processes are clogged with Candidates, and Recruiters are faced

with a difficult choice:

Worklong hours by reviewing
EVERY cv manually

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OR

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Screen only enough cvs to

create a viable short-list

What is ACE

NO ACE

With ACE

Sort
Screen

Efficiency

2/3s of
Recruiters
Time

Select

1/3 of
Recruiters
Time

Data
1/3 of
Recruiters
Time

TOP
Candidates

2/3s of
Recruiters
Time

Effective Automated Pre-screening helps

accomplish three important goals
Shorten list of candidates that must be reviewed by
Recruiters
Candidate
Profile

Help to quickly differentiate top Candidates from

those minimally qualified

Will provide an important tool to build relationships

and drive accountability with Hiring Managers

Achieving ACE
effectiveness

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Achieving ACE effectiveness

Tell me about your favorite Hiring
Manager
Least Favorite

Engagement &
Accountability

Most Favorite

They tell me what they are looking for

They KNOW what they are looking for
They make time to meet with me
They give me feedback on resumes
They give me feedback on failed Candidates
They DONT change job specs in the middle
of a search
They keep interview appointments
They make quick decisions

Achieving ACE effectiveness

TO DEFINE POSITIONS &
IDENTIFY
THE IDEAL CANDIATE

TO FILTER, RANK, DISTRIBUTE

AND SELECT CANDIDATES

TO INSTANTLY NOTIFY
RECRUITERS, HIRING MANAGERS
& CANDIDATES

TO ANALYZE PROFILE
EFFECTIVENESS AND IMPROVE

ABILITIES
CERTIFICATIONS
EXPERIENCE

= CONSISTENCY

ACCELERATED
CANDIDATE
EVALUATION

= BETTER RETURN ON

AUTOMATED
COMMUNICATION
EXCHANGE

= EFFICIENCY

ASSESSING
CANDIDATE
EXCELLENCE

= CONTINUOUS
IMPROVEMENT

Sorting Strategy
DIFFICULT
to Fill
Use Required
Recommende Use Assets
d format Weight neither

AVERAGE
To Fill

EASY
To Fill

Use Required
Use Assets
Weight Assets only

Use Required
Use Assets
Weight both

Between 30 and 100

More than 100

Less than 12

As many as
required

(Required,
Asset, Score)

Low less than 20

No. Expected
Applicants

5 or less
No. Pre- Can also be None
screening
questions

Examples

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Pull Questions from Library

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Apply Model

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Add Questions

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Requirements & Assets defined

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Candidate View

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Candidates are Ranked & Sorted

ACE
Candidates

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Setting the ACE Alert

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Viewing Candidate Answers

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ACE Best Practices

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ACE Best practices - Partnering

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Best practice suggestions

Understand the ACE methodology

Centralize content control
Questions and competencies should be linked to Locations and

Functions
Questions and competencies should be marked as Profiler and/or
Model
Limit the amount of text-based answers
Ensure candidate lists reflect and sort by ACE in the NEW step
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Best Practices
Role and responsibilities

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Best Practices

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Best Practices

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Best Practices

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Best Practices

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Suggested approach

Define /
Review Job
Functions

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Define the
In Model
plan

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Recruiter
skill
developme
nt

Enforce
Library and
maintenance
protocol

Questions and
competencies setup

30

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Accessing the libraries

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Creating a question

Single answer
Multiple answer
Free text
Can be visible to a specific group only
All candidates
Internal candidates
External candidates

Can and should be linked to a structure

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Associating questions or competencies to a

Function or a Location
In the question select the desired structure

Or
In the function or location view, select the desired folder
Add an existing question in the folder

Or
Create a new question in this folder

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Adding a question or a competency to the

Profiler or the Model
You must navigate to either Location or Function view
Select the question(s) and choose the appropriate action from the

More Actions drop down

Or
Open and Edit the selected question, and in the Associated Structure
select the desired options

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Top 10 Common Errors in Question

Development

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1. Too Many / Too Few Questions

5. Questions with Yes/No Answers

2. Wrong Question Type

6. Errors in Question Wording

3. Poor Answer Range

7. Non-Standardized Formats

4. No way out in Responses

8. Years Versus Proficiency

5. Multiple Functions Per Question

9. No Prescreening Value

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Realize the benefits

Achievable Results
Drop Time-to-Fill from Months to Days
Accomplish 75% of the work in just 20%
of the Time-to-Fill
Reduce Cost of Spend >25%

Close the loop with Hiring Managers to

drive engagement and accountability

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Questions