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Home My WebLink AboutIR 10106 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10106 To the Mayor and Members of the City Council February 13, 2018 h�T�i7 Page 1 of 5 �i �i7 Y *a SUBJECT: TALENT ACQUISITION UPDATE #qrF rn Yg7'3 Typically, Human Resources (HR) reports every summer on the City of Fort Worth's employee demographics and special efforts/projects that are occurring around diversity. The purpose of this report is to provide a global update on the two-year transition of the Human Resources' Talent Acquisition Division's efforts to transform the city's recruitment model to that found in the private sector. Goals of the Selection Process • Find the best candidate for each position through a competitive process. This means that nearly all positions are posted both externally and internally to allow for as wide of a pool of candidates as possible. • The applicant pool reflects the diversity of the community. You will see, later in this report, the results of Human Resources' efforts to focus on ensuring the city recruits diverse pools of candidates. • Remove bias from the selection process. Through efforts to change the hiring process, as well as the Applicant Tracking System, Human Resources believes the process is very sound. Changes in Talent Acquisition Over the past two years, the following changes have occurred in the Talent Acquisition Division of Human Resources: 1. Changed the Hiring Process — In an effort to reduce the number of steps in the recruitment process, changes were implemented which resulted in the process being reduced from 15 steps to eight steps for each position. This has reduced the workload for city departments as well as the Human Resources recruiting team, and added efficiencies on both sides. These process improvements have also allowed for a reduction in the amount of time it takes to fill positions. 2. Updated the Applicant Tracking System — The Human Resources department has moved to a much more user-friendly system resulting in significantly larger applicant pools for nearly all the positions posted. Furthermore, accessibility has increased due to the system allowing applications to be submitted via mobile device and being compatible with almost every web browser commonly used, including internet explorer, Google Chrome, Safari and Firefox. 3. Increased Professional Development for the Talent Acquisition Team — The Human Resources Talent Acquisition team all participated in a 90-day training program focused on learning and utilizing the most modern and efficient best practices in the talent recruiting industry, both for the public and private sectors. Each recruiter in the department received a certification after their completion of the training. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10106 To the Mayor and Members of the City Council February 13, 2018 h�T�i7 Page 2 of 5 �i �i7 Y *a SUBJECT: TALENT ACQUISITION UPDATE #qrF rn Yg7'3 Key Metrics Total # of Candidates and Applications Has Increased Significantly: i 30,000 40,000 50.000 50,000 70,000 80,000 90.000 a Number of Applications Number of Candidates Note: Year over year increase of 76% in the number of candidates and 106% in the number of applications. Average Days to Fill Positions Have Improved Dramatically: 118 Days • 93 Days MF1 • 70 Days ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10106 To the Mayor and Members of the City Council February 13, 2018 h�T�i7 Page 3 of 5 �i �i7 Y *a SUBJECT: TALENT ACQUISITION UPDATE #qrF rn Yg7'3 % of New Hires Who Complete Probation: 1W I 2015 - 88% 2016 • • 2017 87% Looking at the six-month probation completion rates, the department has managed to exceed the key performance indictor for this measurement every year, which is 85% or above. With the hiring process improvements helping to significantly drop the average days to fill positions, this metric shows that the increased efficiency has not affected the quality of hire metric significantly. The expectation is that the improvements will positively impact the probation completion percentage moving forward. Human Resources Advertising Strategy With investment from management, in the past two years, the Human Resources Talent Acquisition team has changed the advertising strategy, from the majority of postings being on the city's website and in the newspaper, to providing the following online advertising opportunities for all posted positions: • Indeed.com - #1 Job Site in the US • Glassdoor.com - #2 Job Site in the US • ZipRecruiter— This provides advertising on over 100 additional job sites • CareerslnGovernment.com —A top Government focused job site • CareerBuilder— Popular career site that powers more than 300 newspapers and leading portals nationally In addition to the main websites listed above, the city has partnered with the Texas Diversity Council, a non-profit 501(c)(3) organization committed to helping organizations enhance their appreciation for and understanding of the value of Diversity and Inclusion, both in the workplace and in the community. Through this partnership the city has been able to advertise its positions on most of their diversity associated websites (see list below). To add to the advertising efforts that are handled through the Human Resources department directly, the Talent Acquisition team is consistently working with city departments individually to execute supplementary advertising efforts, for select positions, encouraging outreach to industry specific associations and publications that would enhance and diversify their candidate pools. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10106 To the Mayor and Members of the City Council February 13, 2018 h�T�i7 Page 4 of 5 �i �i7 Y *a SUBJECT: TALENT ACQUISITION UPDATE #qrF rn Yg7'3 Diversity in Recruiting Diversity in Recruiting Focused on Diversity in Recruiting Focused Focused on Women and Race, Ethnicity and Culture on Veterans and Hires with LGBT Hires Disabilities • LGBTConnect.com African American Job Network VeteransConnect.com • OutandEqual.com Latino Job Network Veteran's Job Exchange • LGBT Job Network HispanicDiversity.com HireVeterancs.com • Women's Job Network Divers ityFirstJobs.com VetJobs.com • The Association for Workplace Divers ity.com RecruitMilitary.com Women in Divers itylnEducation.com Job Path Communications Divers ityinHigherEducation.com Veteran Career Services • Divers ityConnect.com Veterans Enterprise • Divers ityMBA.com MilitarySpot.com • National Forum for Black Public JobSoldier.com Administrators (NFBPA) Disability Job Network • Black Police Officers Association Veteran Job Network • Society of Hispanic Professional DisabilityConnect.com Engineers Retirement Job Network • Dallas Hispanic Bar Association Candidate Pool / Hired Candidate Statistics These increased strategic advertising efforts have resulted in more diverse candidate pools, and subsequent diverse candidate selections, as presented in the following statistics showing the hiring results from 2017: Total Candidate Pool Total Hired Candidates (38,000 Applicants)* (1000+ Hires)* Gender Gender Female 50% Female 47% Male 48% Male 52% Did Not Disclose 2% I Did Not Disclose 1% Ethnicity Ethnicity Caucasian 41% Caucasian 39% African-American 26% Hispanic 26% Hispanic 21% African-American 24% Other 8% Other 7% Did Not Disclose 4% Did Not Disclose 4% ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10106 To the Mayor and Members of the City Council February 13, 2018 h�T�i7 Page 5 of 5 �i �i7 Y *a SUBJECT: TALENT ACQUISITION UPDATE #qrF rn Yg7'3 Next Steps Continued Focus on Diversity Efforts: Department Specific Needs —Work with departments to determine positions lacking a minority presence. Once determined, work to create a recruitment plan of action to target and attract a diverse pool of candidates. Talent Development—Work with the Performance Management Office in identifying skill gaps and develop professional staff in preparing them for manager positions. Improve Employment Branding — Improving the City's Employment brand to show the diversity of our current employees, and the focus of having a workforce that reflects the diversity and culture of the community. More Changes in Talent Acquisition: Enhanced Responsibilities for Human Resources Recruiters to Source Talent— Recruiters will now be charged with proactively sourcing candidates and conducting phone screenings to improve the process of finding top talent. Continuous Improvements to Reduce the Time to Fill — Reviewing processes and procedures, by Department and/or Division, to determine where the barriers are during the hiring process in order to continue to improve timely hiring of all positions. New Talent Acquisition Staff will have a Variable Compensation Structure — Fill available positions on the Talent Acquisition team with Senior Level Recruiters trained in pro-active recruiting techniques, and tie their pay to their performance using a base plus commission salary structure. Please contact David Cooke, City Manager at (817) 392-6115 or Brian Dickerson, Human Resources Director at (817) 392-7783, if you have any questions. David Cooke City Manager ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS