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Can old Kenexa data help us to have a better recruitment? Yes, because...

- - - - cheapest prices
      - Automatic posting
        
        text
    - - measured by new solution :explode:
    - - measured by new solution :explode:
    - - measured by new solution :explode:
    - - measured by new solution :explode:
  - - - measured by web analytics :explode:
    - - know what the candidate searches for (keyword, filters, see on 1st page)
        
        measured by web analytics :explode:
      - measured by web analytics :explode:
    - - good example for job ad for 'sales co-worker'
        
        per country/region/languages/target group
    - - measured by new solution :explode:
    - - probabilty that candidate get offer/ accept the offer
        
        measured by new solution :explode:
    - - many candidate in later stages (funnel)
        
        measured by new solution :explode:
- - - - share positive feedback in social media
        
        share job ad in social media
        
        refer a friend to IKEA
        
        see scoring in glassdoor, Kununu etc.
      - Still a customers (candidate survey)
      - customer create an account without applying (job alert)
        
        customer create an account without applying (job alert)
        
        rejected candidate are still using their account to find another job
    - - provide objective criteria to get a good/bad candidate
      - perform well
      - high retension rate?
      - change jobs within IKEA
      - reflect the IKEA values
      - reference profile/ recommendation of 'good' candidates
      - provide pattern for a good candidate
    - - gender/ age/ location/ languages
    - - on time communication
        
        reply/participate in channels
        
        gather feedback from candidate (direct and indirect)
      - 2 way communication
      - offer detailed feedback
        
        process improvement
      - it was worth to apply at IKEA
    - - offer cloud storage/ keep up with 'state of the art'
        
        *measured by new solution :explode:
      - 3 new ways to apply (social media, job kiosk, WeChat, family members)
        
        *measured by new solution :explode:
      - We are present where our candidates are (incl social media)
        
        *measured by new solution :explode:
      - system not working
        
        user stops during application process due to errors
        
        measured by web analytics :explode:
    - - reasonable length: lesser pages than today
        
        measured by Kenexa :explode:
      - reuse social media credentials
        
        measured by new solution :explode:
      - decrease clicks to apply
        
        measured by web analytics :explode:
      - less drop off rate
        
        measured by web analytics :explode:
      - apply from everywhere, anytime
        
        job kiosk
        
        mobile (all browsers)
        
        pc
      - application without account creation
        
        measured by new solution :explode:
      - intuitive
        
        less wrong clicking on webage
        
        measured by web analytics :explode:
      - rec process too long
        
        measured by Kenexa :explode:
    - - content job ad is understandable
        
        measured by web analytics :explode:
      - Candidate sees status of application
- - - - users dont use other tools than rec
        
        usage of tool
    - - simpler interview scheduler
      - 'search' for potential candidates
      - prepare the onboarding
      - 1 click for all info for interview
      - remove manual work
        
        interview/assessment scheduling (invite, date, confirmation)
        
        reference for candidate
        
        prepare the hire/pre-boarding
- - - - use talent pool/ pipeline
        
        reuse the 2nd candidate/ cross borders
        
        reuse talent pool/ pipeline. can be migrated : :star:
      - time to hire org unitr/ position/leadership time: measured by Kenexa (and no migration needed, report is enough)/ rework the measurement in future
        
        understand at what stage the process lost the most time
    - - new store
      - new unit/org
      - forecast
  - - - how to find out motivation/enthusiasm?
  - - - competence profile
      - task
      - assignment
      - org unit
    - - location/site
      - be strong in 'local' channels
      - mobility package/ offer
      - candidate mobility