Please Don’t Screen Me Out By Eric Hartwell – March 2005

Please Don’t Screen Me OutBy Eric Hartwell – March 2005

www.ehartwell.com 2 of 14Eric Hartwell

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 }

resume.submit();resume.submit();


Our Situation

• dpe = new MicrosoftCanada.Position();dpe.greatopportunity = true;if (You.HavePassion){ resume.submit(); // http://www.microsoft.ca/jobs

} STOP: 0x00000012 TRAP_CAUSE_UNKNOWNSTOP: 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.


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?


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.”


Objective

• Find the right person


Problem

• Computers are stupid


Problem

• Over 40% of hires actually come from web site applications

• This means up to 60% of hires This means up to 60% of hires don’tdon’t come come from web site applicationsfrom web site applications

• Why not?– not working?– process broken?

• Why direct applicants to use web site when it’s likely to fail?


Alternatives Considered

• Give up• Gripe• Hack

– Tweak applicationto “beat” filter

BypassBypass– Go for the 60% that

don’t apply throughthe web

FixFix



• 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-houseDo not bring in-house



• 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)

SolutionSolution

Simplify

Simplify

Wra

pW

rap

Refactor

Refactor

Conclusion: Review outsourced applicationReview outsourced application



• Fix: Improvedtechnology?• .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 firstNeed to fix the business rules first


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


Next Steps

• Eric HartwellEric [email protected](416) -

• www.ehartwell.com/About

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Please Don’t Screen Me Out By Eric Hartwell – March 2005