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Three Onboarding Processes

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A group of onboarding experience coordinators will be given additional tasks outlined below. Wanted an outsider looking in to review this and let me know if it makes sense. This is for a group of young ladies in their mid twenties working for a fortune 200 company in the Recruitment area.

Value Added Tasks Onboarding Experience Coordinator

Workflow Process #1
Interview scheduling/Coordinate interview days - facilitate interview/candidate meetings and provide continuous improvement/advisory based on observations.
Recommended Processes
Onboarding Experience Coordinator is expected to facilitate a minimum of 25 candidate interviews weekly for their respective business practices CDB, AIA, Interactive, and CDE. Target group of FTH candidates will include SA, Manager and SM+.
Monday
Complete list of interview candidates provided by Team Lead Recruiter to coordinator or Team Leader recruiter can supply the interview candidates on the shared tracker for the respective business unit for that particular week. (Trackers for each practice will be shared in Teams with the expectation to keep all trackers updated in real time).
⦁ Name
⦁ Email
⦁ Resume
⦁ Skillset Description
⦁ Area
⦁ Team Lead
⦁ Recruiter
⦁ Interviewer
⦁ Onboarding Experience Coordinator
⦁ Pending
⦁ Confirmed
⦁ Date
⦁ Time
⦁ Selected -Yes or No
Coordinator will reach out to the candidate via Teams (phone call) within 4 hours on Monday of each week introducing themselves and obtain the candidates availability to interview. Once availability is confirmed with the candidate, coordinator will use the standardized email template below:
Hi Candidate,
It was a pleasure speaking to you today. I am confirming your interview on _______at _____am/pm CST/EST. During this interview you will meet with __________, with the estimated duration to be about 45 minutes.
During this step, you will be considered for the following position(s):
IOS Developer (Example)
Microsoft Teams works best through the Google Chrome browser on desktop or mobile. We will provide further step by step instructions on how to join the meeting along with the full interview team and schedule. As for dress code, we recommend treating this video interview the same as you would an onsite interview (business professional). We also recommend a quiet room with good lighting. Another tip, please review our website to research about our product lines, history and a review our culture at cognizant.com.
We look forward to you meeting the team!
Thank you,
Your signature goes here.

Coordinator will send an invite via Teams Calendar to the candidate to confirm the date/time of the interview with the Team Lead, Recruiter and Interviewer in copy - screenshot is below:

Friday
Coordinator is expected to follow up with the Team Lead weekly to get an update on the candidate interviews and disposition accordingly in their respective Trackers in Teams or the Team Lead Recruiter or Interviewer can update the tracker.
KPI Expectation
A minimum of 25 candidate interviews weekly. Coordinator to be measured on a quarterly basis by team lead recruiter and onboarding experience coordinator team lead.

Workflow Process #2
Sourcing and targeted campaigns (targeted head hunting)/Seek & engage referrals from upcoming joiners/Coordinating referral/Phenom campaigns - support Talent Lab serving as liaison between TAG Practice team and Talent Lab.
Recommended Process
High level overview
⦁ Expectation - minimum of 1 event per week virtual or in a specific geographic location
⦁ Coordinator to look for and engage with referrals from upcoming joiners
⦁ Sourcing itself and targeted campaigns for Digital (FSE, Dev Ops, Cyber Security)
⦁ Exposure to Phenom/CRM (training for coordinators is mandatory)
⦁ Talent Innovation Lab and TAG Leader to partner with respective Team Lead Recruiter and Coordinator
⦁ Set up and design of the specific campaigns to be discussed further to include detailed outline of organization approved by Team Lead Recruiter, onboarding experience coordinator team lead and leadership

KPI Expectation
KPI metric to be set up and measured quarterly by respective team lead recruiter and onboarding experience coordinator team leader.

Workflow Process #3
Local events virtual/In-person (career fairs, coding school interview days) - delegate and assign necessary tasks to local support staff/manage milestones up to date of event (Post COVID 19).
Recommended Processes
Onboarding experience coordinator team leader to partner and coordinator to collaborate with team to coordinator to discuss initial outline of schedule and timelines related to the specific event.
Tracker of specific event with timelines/organization is created by the onboarding experience team leader and coordinator and shared with the team involved with the event.
Weekly updates required by Friday about the status of the event from the coordinator and onboarding experience coordinator team leader.
KPI Expectation
KPI metric to be set up and measured quarterly by respective team lead recruiter and onboarding experience coordinator team leader.

Discuss further tracking of milestones from specific events (how many wins, possible a survey given to the candidate at the event to rate the quality of their experience with Cognizant).

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Solution Summary

This posting evaluates three recruitment processes in Cognizant.

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Workflow Process 1

This process gives the company recommended process of recruitment. This means receiving the list of interview candidates, updating the trackers, and communicating with the candidate. The On-boarding Experience Coordinator (OEC) is expected to facilitate 25 candidate interviews every week. The process gives the detailed procedure that the OEC must follow. It also gives a performance indicator that the OEC must achieve at least 25 candidate interviews.

Process 1 makes sense because it gives the detailed procedure that the OEC must follow in the case of each candidate. Besides, it gives the day when the complete list of candidates will be received by the OEC, the process by which the OEC has to fix the interviews, and on the last day of the week get updates on the interviews. Process 1 makes sense because it places OEC actions in context, seeks to bring consistency in interviewing procedures, and establishes good control (a).

The weaknesses of process 1 are that the KPI is based on the number of interviews and not on the number of candidates selected. Also, the process addresses only a limited area of ...

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Kasim Johar, MBA
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  • BSc, University of Calcutta
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