Transcript Please Don`t Screen Me Out - Eric Hartwell`s InfoDabble

Please Don’t Screen Me Out
By Eric Hartwell – March 2005
Our Situation
• We are looking for great people to join our
team
dpe = new MicrosoftCanada.Position();
dpe.greatopportunity = true;
if (You.HavePassion)
{
resume.submit(); // http://www.microsoft.ca/jobs
}
Eric Hartwell
www.ehartwell.com
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Our Situation
• dpe = new MicrosoftCanada.Position();
dpe.greatopportunity = true;
if (You.HavePassion)
{
resume.submit(); // http://www.microsoft.ca/jobs
}
 STOP: 0x00000012 TRAP_CAUSE_UNKNOWN
After careful consideration and assessment, your
profile was not selected for participation in the
interview process as we have identified other
applicants whose skills and experience are more
aligned to the specific requirements of this position.
Eric Hartwell
www.ehartwell.com
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Our Problem
Automated online screening:
“Your profile was not selected for participation in the
interview process”
• My problem:
– I expected an interview with Microsoft
• Microsoft’s problem:
– Microsoft may or may not want an interview with
me, but they’re not getting the chance to decide.
– Is this an isolated case?
Eric Hartwell
www.ehartwell.com
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How Did This Happen?
• Web Based Application System
– Microsoft Canada currently outsources the
management and hosting of the Microsoft Canada
web based Recruitment Management System.
• Over 40% of hires actually come from web
site applications
– “We are incredibly proud of the fact that our
numbers of hires are so high from applications
through the web and it is our desire to keep this
number as high as it is.”
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www.ehartwell.com
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Objective
• Find the right person
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Problem
• Computers are stupid
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Problem
• Over 40% of hires actually come from web
site applications
• This means up to 60% of hires don’t come
from web site applications
• Why not?
– not working?
– process broken?
• Why direct applicants to use web site when
it’s likely to fail?
Eric Hartwell
www.ehartwell.com
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Alternatives Considered
• Give up
• Gripe
• Hack
– Tweak application
to “beat” filter
 Bypass
– Go for the 60% that
don’t apply through
the web
 Fix
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Alternatives Considered
• Fix: Bring In-House?
– Is it Microsoft’s business to write software?
YES.
– Is it Microsoft’s business to write HR software?
NO (currently, except for demos).
MAYBE after future acquisitions for MBS.
– Will bringing it in-house give Microsoft a
competitive advantage?
PROBABLY NOT.
 Conclusion: Do not bring in-house
Eric Hartwell
www.ehartwell.com
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Alternatives Considered
• Fix: Outsourcing
– Will improving the outsourced
application give Microsoft a
competitive advantage?
YES
– Will it help Microsoft partners?
YES (if they use the same service)
Solution
 Conclusion: Review outsourced application
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Alternatives Considered
• Fix: Improved
technology?
•
•
•
•
.NET 2.0
Web Services
HR-XML
Microsoft Office Solution
Accelerator for Recruiting
• Improving only the
technology will still
make the same
mistakes, but faster
and better
 Conclusion: Need to fix the business rules first
Eric Hartwell
www.ehartwell.com
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Recommendations
• Fix: Review Business Rules
– Web form fields
• Redundant,
obsolete skills
– Rules for filtering
• Validate resume parsing
• Check weighting system
• Exceptions for certain
keywords?
– Process
• Better feedback! Instant, or by email?
– Testing
• Try your own resume; Regional Directors; MVPs
Eric Hartwell
www.ehartwell.com
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Next Steps
• Eric Hartwell
[email protected]
(416)  - 
• www.ehartwell.com/About
•
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Eric Hartwell
www.ehartwell.com
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