AOC

1. Successful Strategies for
cutting recruitment costs
within the FE sector
Jim Shaw & Alica Morgan
Monster
AOC Human Resource Conference , May 2011

2. 1 Current Challenges we will review..
• Recruitment cost -advertisement & management
• How to do more with Less or “different with less” Katie Langham - Acer
• Reaching efficiencies in-house
• Adopting a shared services model within HR/Recruitment
• Working collaboratively - “collaborate to save” OR “compete to spend”

3. 2 Case studies we will cover
• How to migrate advertising away from traditional methods, and work more
effectively to reduce overall recruitment spend?
(Monster / Acer case study)
• How to improve back end processes, through the use of technology by
implementing eRecruitment solutions to automate manual tasks.
(CCN case study)

4. 3 Migrating Advertising away from Traditional methods
ACER/Monster case study
Background/ Overview
• Preferential rates on Media
• Capacity to migrate towards on-line media
• Ability to widen the reach of talent attraction for colleges
Preferential package
Unlimited Job Posting over 12 months
CV search licence for 12 months
Total cost - £3500 per College which is a 70% discount on rate card cost
Who is currently using this?
Great Yarmouth College, SEEVIC college, City College Norwich, Amersham & Wycombe, Peterborough Regional
College, West Hertfordshire College, Barnfield College, New College Stamford, and West Suffolk College

5. 4 ACER continued ...
Results so far....
By March 31st 2009, 11 colleges had agreed to sign up to the annual media package, and to date we
have 11 Colleges on board as part of this framework.
Key Stats from Last year...
• 1,883 adverts were placed
• Attracting over 153,181 views
• Generating 10,857 clicks to apply
In total 1098 CVs were downloaded by the member colleges over twelve months, an average of 99 per
college.
The Average cost per advert was £31, compared to the average cost of £800-£1000 per recruitment
advert in traditional regional press

6. 5 ACER continued ...
Overall Savings?
• 11 colleges saved approx £20,000 each
• Over the last 2 years overall savings £440,000
Examples of Success within the Framework:
Peterborough regional College joined the framework in January 2011 and were able to fill
both an Academic and Support role within the 1st 2 months of utilising the package.
Oakland's College advertised a campaign to increase their hourly paid Lecturing bank.
From this campaign 198 people applied directly to register their interest.
They have also been able to fill 2 vocational lecturing positions over the last few months,
by utilising CV search and Job Posting inventory.

7. 6 eRecruitment solution with Monster
City College Norwich Case Study
Strategic objectives for this project:
Introduce a simple application process which is structured and specific to the college’s needs.
Establish an internal careers site
Cost / time savings.
Automate the job approval process to save time
Proving a ROI
Improving customer experience
Changing mindsets to process applicants as they arise rather than in batches.
Creation of Talent Pools to fast track recruitment – reduce need to recruitment agencies

8. 7 Migrate colleges to on-line e-recruitment applicant tracking

9. 8 Key Benefits City College Norwich found with Monster TMS
Online Application forms
Allows candidates to apply online - data is captured in the applicant tracking system and managers can track the status of applications at
the click of a button
Improved candidate experience / Maintain College Brand
Candidates can find jobs easily and the application process is smooth and seamless . Career page in line with the College Brand
Cross Posting / Job advert distribution:
Ability to upload jobs to your career site once and then send to any other external sites without having to re-type the job
HRIS Integration:
Integrate hired candidates data into our existing HR and Payroll system (CHRIS 21), which will avoid rekeying for the HR team.
Talent Pool:
Use previous bank of applications to recommend new vacancies to prior to advertising the vacancy again.
Register for future vacancies:
Enable your candidates to register for future vacancies through your career site – talent pool
Letters:
Bulk interview invites and reject correspondence (send bulk letters/emails), and manage ‘offer management’ and ‘on-boarding’
electronically
Reporting:
The ability to review the source where the hired applicants found the advert, which guides future advertising spend

10. 6 Quote for City College Norwich ...
‘Monsters TMS ticked all the boxes for the College and offered a
flexible e-Recruitment approach that is the next logical step in the
development of the service we provide to Managers and Applicants.
The partnership with Monster gives the College the opportunity to
create real efficiency savings within the HR team’
Sarah Sneap
Human Resources Business Partner
City College Norwich

11. 7 What is your current process?
1. Does your HR team use Excel / Outlook to manage applications? (time)
2. Can candidates start and application form and complete at a later date? (talent pool)
3. Do your candidates need to research for your job adverts more than once in order to
apply for a role? (missing out on talent)
4. Do you still have a paper based approval process between managers and HR? (time /
efficiencies)
5. How do you indentify key talent available through your existing talent pool? (cost /
improving efficiencies)
6. Does your HR team need to upload job postings more than once to external sites,
internal sites? (time/cost)
7. What is the overall experience that candidates have when applying to your college?
(brand)
8. Does your HR team need to re-key data to your HR system once you make a hire?
(time/cost)

12. 8 Checklist for Colleges when researching e-Recruitment
solutions
1. Implementation time - no longer than 8-12 weeks
2. No hidden Training – should be included in the overall cost
3. Is it a Web-based solution?
4. Job distribution?
5. Accessible remotely
6. The solution should be mapped to any current process/workflow
7. Application forms are printable – some systems do not allow this such as HR select
8. Candidates can register for future vacancies – Talent pool
9. Ability to integrate to your existing HR/Payroll system
10. Option to collaborate with other colleges and share the cost “Hub effect”
11. Has the option to customise reports within the core package
• A typical college with 800 FTE should be paying no more than £10,000 per year for core solution like this.
• On a collaborative purchase model a system could cost as little as £5,000 per college

13. 9 Source – Matching – Managing
JOBSEEKER & TALENT MANAGEMENT SOLUTION
Plan for
Future Needs
Develop
your own
Map Current Employees
Talents
Performance Metrics
Educational
Job Fit Course
Assessments Career Providers
Information Employee Employee Self
Center Referral Service Portal
Personalized Vendor Employee Job Performance
Candidate Career Skills
Help Menus Management Board Management
Communication Development Assessment
Job Job Seeker Portal Out Placement
Seamless Applicant Tracking Off
Monster
Distribution Solutions OnBoarding Post Hire Solutions Boarding
Integration Solutions Evolutions
Media Social OnBoarding Offer Succession Personality
Solutions Networking Learning
Management Management Planning Assessment
Management
Career Recruitment
Fair Metrics Compensation
Other Other
Vendors Vendors
Professional
Services
Retain
Analyse
Feedback
HRIS / HRMS / Payroll
Interfacing

14. 10 LSIS – Preferential Offer to the Sector
“Monster is one of the world’s leading on line recruitment and talent
management companies and through this discount service colleges and
other providers will have access to its main candidate
databases, recruitment and cost saving systems “
“As a result, any sector provider taking advantage of this exclusive offer will
not only be able to reduce the costs associated with more traditional
recruitment and talent management activities, but will also be able to
enhance their efficiency and effectiveness across these critical areas. “
It also offers the opportunity for providers in local areas to implement a
collaborative HR ‘hub’ across several colleges in order to reduce costs
even further.
Paul Calkin, LSIS Programme Development Manager explained.

15. Thank you
Q&A