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Taleo Prescreening: ACE methodology

Overview of the prescreening capabilities in Taleo with special focus on ACE methodology
by

Irene Lopez

on 7 August 2015

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Transcript of Taleo Prescreening: ACE methodology

What is ACE?
ACE is a prescreening method that uses the answers provided by candidates to the
prescreening

questions
and
competencies
to rank them as more or less suitable for the job.
ACE Candidate Management
ACE Alert
It identifies candidates that meet or exceed the
ACE alert threshold
set for a job based on their responses to the questions.
Taleo offers 3 elements to prescreen candidates
When assigning prescreening questions to a requisition we need to determine the skills we are looking for and the kind of
answers
that would have more weight in terms of
suitability for the role
to be able to identify
ACE Canditates.
Taleo Prescreening:
ACE Methodology

Disqualification Questions:
Single answer questions that contain the minimum requirement to be eligible for a job.
Abilities
Hard Skills:
Meassurable and clearly identified professional and trade skills:

Java, C++
16PF, Big Five
People Soft, Sage Payroll
Determine which answers need points. There is no limit to the number of points that can be awarded or the number of answers that can have points.
Setting up the ACE Alert
Competencies:
Used to gather proficiency level and years of experience of a candidate.
Prescreening Questions:
used to sift candidates and find the best match for job.
Soft Skills:
Harder to quantify they refer to skills that can be formulated as 'The ability to...'.

i.e. 'The ability to manage a project with £1m budget and a team of 20 to perform a system integration' as opposed to 'Project Management'.
Certifications
Experience
Academic Certifications:
BA
MBA
PhD
Professional Certifications:
CIPD
ACCA
Prince2
Role specific:
Knowledge and experience gained working on a particular role:
Executive PA
Primary school English teacher
Agency recruitment
Industry Specific:
Media
Financial Services
Events
ACE is made up of 3 dimensions drawn from the JD:
This 3 prescreening tools can be found in the
recruitment library
And can be added to
templates
, to a
job profile
or
prescreening model.
If added to a template:
The questions will automatically populate the prescreening section of the new ATR we are creating using the template.
If added to a job profile:
The questions will be associated with a
job function
or
location
and will automatically populate the prescreening section of the ATR, if the relevant job function or location are selected.
If added to the prescreening model:
These questions will automatically populate the prescreening section of the ATR we are working on by clicking on
Taleo comes with a pre-built library of questions and competencies ready to be used.
Best practice dictates that a review and cleanse of the available data is conducted and limit the ability to manipulate the library to very few people to ensure
consistency
in the prescreening process.
Example:
ACE List for a Media Recruiter:

Internet Sourcing
Negotiation of Offers
Bacherlor's Degree
CIPD
5+ years in corporate recruitment
2+ years in Media industry
This methodology is part of a multitiered approach to screening:
Calibrating ACE Questions
The answers provided by the candidates can be classified as:
Required:
Minimum criteria for a candidate to be considered for the role.
'Is there any circumstance in which this criteria could be waived?'
For example we are looking for a PA with minimum 5 years experience - if we are willing to take 3 years of experience instead, this is not a requirement.
Asset:
Those skills that are not required but are a 'nice to have'.
We can also differentiate between assets that are 'strongly preferred' and assets that are a 'nice to have' in order to separate the minimally qualified candidates from the ideal ones.
This differentiation is done by assigning a weight to the different answers available for each prescreening question marked as 'Asset'.
Mark the minimum answer and those above it as
required.
Remember:
For example, if we are looking for candidates with a minimum or a
Bachelor's degree
we need to mark this answer as
Required
along with
those above
it we would accept for the role, if we don't do so, someone with a Master's degree wouldn't be included in the pool of suitable candidates.
Weight:
This is a numerical value added to a competency or answer to a question marked as asset to give it more consideration when prescreening candidates.
Using weights is helpful in high volume recruitment campaigns or where we want to add a 3rd level filtering.
Weights are added to the answers marked as assets that are more relevant and that will help us select the candidates that meet our requirements closer. They can also be applied to single answer questions with required answers:
Indicate which computer application you have used to perform your job duties in the past. Select all that apply:
How many years experience do you have as a HR Generalist?:
Only weight assets, not requirements, and only those assets that need to stand out.
Requirements can weights when the answers are of 'Minimum...' or 'Greater than...' kind.
Identify the required criteria first, and then determine whether there are any asset criteria.
Weight differently 'strongly preferred' and 'nice to have' adding more weight to the first.
Do not add weight right away, make sure you have classified the answer in the right category and that there are assets stronger than others.
Only use weights if there are assets more relevant than others, if there is only one answer considered asset there is no need to add a weight to it.
Tips:
It is based on how we have set up the required and asset criteria and it splits the candidates into 3 groups
ACE
Candidates met all the required and asset criteria.
Consider these candidates first.
Minimally Qualified
Candidates meet all the required criteria but not all of the asset criteria.
Consider these candidates after reviewing ACE list
Other Candidates
Don't meet any of the criteria
Do not consider these candidates
If you want to use the ACE alert to notify certain people of the submission of an application from a top scoring candidate you need to determine the following two elements:
The
Criteria:
what is the minimum result we are going to accept to consider someone an ACE candidate.
And the
Recipients
: who needs to be notified of an ACE candidate submitting an application.
Once we start receiving application from candidates, there are several ways to filter ACE candidates:
The candidate list of a specific requisition contains the ACE column represented by this icon:
You can sort the candidate list by 'ACE candidates', 'Requirements', 'Assets' and 'Result' columns.
The “ACE” filter available on the left hand side of the page can help you to only display ACE candidates for a requisition.
If your Candidate list shows too many or too few ACE candidates, you can go back to the requisition Prescreening section and
adjust the Required and Asset criteria
.
If you do adjust the Required and Asset criteria, then you need to review the ACE Alert based on the modifications you made in the requisition Prescreening section.
Candidates marked with this icon on that list are ACE candidates.
Sorting ACE Candidates:
Using Quick Filters:
The “Meets required criteria” is another way to quickly filter your Candidate list to show active candidates who meet all the required criteria of the Prescreening section of the requisition file.
You can also use the “Assets Met” and “Results between (%)” features to filter your list.
Adjusting Required and Asset Criteria:
Updating the ACE Alert:
3-5 years is the most desirable out of all the choices. 5-7 years is a medium level. And over 7 years gets the least amount of points as they may be overqualified.
When utilizing a list that includes requirements and assets, never assign weight to requirements. The candidate will either meet the requirement or not.
You may realize that a response you marked as an asset should have been marked as a requirement.
Once the points are assigned, the system automatically calculates a percentage. This percentage is the amount that question earns relative to the entire questionnaire
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