PLACE YOUR COPY

WITH THE KEYWORD

HIRING MADE EASY

RIGHT HERE.

Areas of Impact – Offer Lead Time Reduction and

Enhanced recruiting experience for Stakeholders
1 Copyright © 2017 HCL Technologies Limited | www.hcltech.com
 Need
Needfor
forRecruitment
AutomationAutomation
and AI

• Quality of hire is
• For a single hire 23 major Issue
• Manually
hours are spent on
screening
screening resumes • Human Bias
resumes is still
most time
• In person interview • Multiple
consuming part recruitment drives
are time consuming
of recruiting lead into bad
and cost in effective
candidate
experience

2 Copyright © 2017 HCL Technologies Limited | www.hcltech.com

Copyright © 2018 HCL Technologies Limited | www.hcltech.com
Recruitment Workflow
iTAP EDGE

Demand Creation
Open Soft HM can soft block for
Skill Matching Supply
Demand Block SR under approval
Job View
process
Job Family
Approved Internal
Band
Exp. Demand
Scored and HM can directly Select/Reject
Propose
SMART RECRUIT stack ranked propose after SR is
Profile
approved
External
iTAP EDGE HM can look at
external profile
Propose /Shortlist
screened by recruiter BGV
Profile post interest check

Joined Offer release HR

TAG Manager assigns NCJ Offer Accept Assessment
SR/Auto assignation

iTAP Screening HM Review TP - 1 TP - 2

iTAP EDGE
Sources
Demand Supply
• Career Sites
Location …. Location …. • Job Boards
Band …. Band …. • ER ASIS Process
Skill …. Skill …. • Agency

Post interest check screening form will be filled in iTAPEDGE screen and same will be auto updated on iTAP

Post HM review form will be filled in iTAPEGE screen and same will be auto updated on iTAP

HM feedback will be auto update TP1 and TP2 form on iTAP through Talview interface
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 Offer Lead Time : ~36 Days
* 5 Days – Doc Collection , Negotiation
TA Automation- 8Days potential Lead Time Reduction and Approvals

Current Timelines TP2 Selection Lead Time : ~31 Days

Demand iTAPEDGE-Sourcing from

Screening- ReckRut
Talview-Scheduling
existing inventory and Assessment
Demand Creation Assignation

• Auto Assignation • Tool will do real time • Tool to provide

• Enables recruiter
to recruiter basis auto search & match interview scheduling ,
to get candidate
defined logic from existing external video interviewing
interest along with
resume inventory
• Validation checks Audio interview • Act as interface for
which is 26% of
to be upstream in administrating tests
hiring
team from other platforms

Time taken in day Days Days Days Days

2 12-13 3-4 10-12

Tools In House App i-TAP Edge Reckrut Talview

Post Integration – Estimated Timelines TP2 Selection Lead Time: ~23 Days

Days Days Days Days

1 10-11 1-2 8-9

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Internal FF and External Sourcing & Screening – Process Flow

Internal
Fulfilment

External
Fulfilment

Private
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Benefits

Reduction in
overdue demands and Revenue Strategic impact:
leakage

Faster allocation
Bench visibility position HM for better planning & customer expectation
Reduction in marked to
setting
external demands
Reduce manual iterations between WPC/Recruiter and Hiring Manager
Employee engagement (Career pathing opportunities)
Improved utilization
Enhanced supply
visibility

Process impact: Organization efficiencies

Condensed fulfillment lead time
Faster allocation
Adherence to SLAs Fulfillment Cycle
Governance standards Time Reduction

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New Assessment Platform
Screening
• Multi-device profile /
engagement experience
• Video profiling
• Social connectors
Candidates
• Avoid impersonation
• Quicker turnaround
• Integration with core ATS
Recruiter
• Richer profile information
• Access anytime / anywhere
• Multi-team feedback
Hiring Manager
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Assessments
• Self-service assessments
• Domain / technology skill-
based assessments
• Know competency & job fit
• Online remote proctoring
• Minimal effort to deploy
• Optimized & predictable
outcomes
• Objective decision making
• Easier comparison
• Standardized evaluation
practices
Scheduling
• Ongoing engagement with org
stakeholders
• Self-service convenience
• Automate reminders
• Lower scheduling time
• Automated scheduling &
reminders
• Reduced number of No Shows
• Avoid scheduling conflicts
• Seamless visibility
• One-click reschedule / suggest
alternate panel
Interview & Selection
• Reduced travel & logistics
planning & cost
• Multi-device interview capability
• Digital interviewing experience
• Shorter turnaround time
• Higher conversion
• Parallel processing of more
candidates
• Better assessment -> better on-
the-job performance
• Remote interviewing
• Live & predictable experience
• Decision support & collaboration
tools
Benefits
Asynchronous Interview
Multi-Device Support- Web, Mobile,
Tablet
Multi-Panel Support
Evaluation End Date & Escalation
Customisable Evaluation Forms
Share Responses with Panel via Public
Links
Talview Behavioral Insights
Behavioural Reports of Candidates
Based on Video Interviews
Job Specific Reports
Custom Reports Specific to Job &
Client
Video Proctored Written
Tests
Multiple-Test Formats
Mobile Support
Advanced Video Proctoring
Aptitude Test
Marking Schemes with Cut-Off
Overall Section Time
Skip Question Provision
Question Performance Reports
Extensive Question Bank
Auto-Generated Score card
Cut-Off Based Selection to Next Section
Multi-Device Support- Web, Mobile, Tablet
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Third Party Assessments
Integrate with Third Party Content
Providers
Proctoring via Talview
Centralised Data Management
Seamless Candidate Experience
Live Interview
Multi-Panel Support
Private/Targeted Chat
Whiteboard with Drawing, Text Tools
Upload and View Presentations, Documents
Screen-Sharing and Switching
Customisable Evaluation Forms
Recording of Entire Session for Audit and Future
Reference
General
Customisable Multi-Section* Workflow
Role based access control- Recruiter, Panel, Vendor,
Manager
Scheduled Reminders
Menu Card Provision
Document Management- Application, Background Check
Job Description in Invitation
Bulk Upload of Questions
Practice Assessment
Candidate Profile Across Jobs
Section Duplication/Inheritance
Configurable Pre and Post Section Instructions
Bulk Upload of Candidate List
8
Redefining the Hiring Manager Role

Hiring Manager

Selection Screening Feedback

• HM can soft block profile for open SR

Sourcing & • HM can directly propose after SR is
approved
Screening
• HM will have access to select internal
or external supplies for the demand
HM can look at external profile screened • Post HM review , HM review form will be
by recruiter post interest check and filled on iTAPEDGE screen and automatically
propose and shortlist profiles updated on iTAP

Screening Assessments Scheduling Interview & Selection Feedback

Candidate • HM feedback will be

• Better assessment ->
• Richer profile filled by HMs in the
assessment information
• Objective decision • Avoid scheduling better on-the-job
Talview
and selection making conflicts performance
• Access anytime /
• Easier comparison • Seamless visibility • Remote interviewing
anywhere • Candidate feedback will
• Standardized • One-click reschedule / • Live & predictable
• Multi-team include skill wise rating
evaluation practices suggest alternate panel experience
feedback on each skill candidate is
• Decision support &
evaluated on
collaboration tools

9 Copyright © 2017 HCL Technologies Limited | www.hcltech.com

Redefining the Process

Then Now
Hiring Manager 1. Mandatory Feedback on portal/app by HM
1. Offline/email feedback where recruiter cannot fill on behalf of HM
2. Candidate scorecard – General 2. Candidate scorecard – Specific to skill wise
3. Candidate can be assessed in person rating for all the skills candidates are
subjected to physical availability or over evaluated on
telephonic call 3. Candidates can be remotely assessed by
Hiring Manager
4. Too many weekend recruitment drives 4. HM can select from various types of
assessments like coding, aptitude,
asynchronous questions etc.

Recruiter 1. Unable to search the candidate database 1. Candidate database can be explored with
effectively advanced search capabilities
Recruiter 2. Lack of reutilization of already assessed 2. Screening is aided by Artificial Intelligence
candidates and natural language processing – Low
3. Screening is manual – Human Bias Human Bias
General Process 1. Disjunct process 1. Seamless process
2. Offline 2. Online
3. Ease and Speed of hiring – Low 3. Ease and Speed of hiring – High
4. Quality of hires – Low 4. Quality of hires – High
5. 100% data not updated in ATS , quality of 5. 100% candidate data is updated in ATS
analysis and reporting is an issue including all reject cases

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 Annexures

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Edge – Business Impact

12 Copyright © 2017 HCL Technologies Limited | www.hcltech.com

Talview – Business Impact

Candidates Basic Screening Offer

Pre
Talview

Candidate Registration Round 1 Interview Round 2 Interview Round 3 Interview Selected

& Resume Screening (Technical) (Tech / Managerial) (HR)

TOTAL
Elapsed Time (Days) 4 4 4 12

Processing Time (hrs) 5 hrs (30 mins x 10) 2.5 hrs (30 mins x 5) 1 hr (30 mins x 2) 8.5 hrs

TOTAL
1 Year

Elapsed Time (Days) 3 6 6 10

Processing Time (hrs) 4 hrs (30 mins x 8) 1 hr (20 mins x 3) 0.6 hrs (20 mins x 2) 5.6 hrs

TOTAL
2 4 4 8
3 Years

Elapsed Time (Days)

Processing Time (hrs) 3 hrs (30 mins x 6) 0.5 hr (15 mins x 2) 0.25 hrs (15 mins x 1) 3.75 hrs

Candidates Recruiter

Post
Talview

Proctored MCQ / Code Test Live / Video Live / Video Offer

Candidate Registration Proposal
Interview Interview
& Profile Screening Automated Video Profiling with
Talview Talent Insights

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 $7.3 BILLION ENTERPRISE | 119,000 IDEAPRENEURS | 32 COUNTRIES

WX0000
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