Fieldglass Features: #7 Sending Job postings to suppliers – cut your sourcing cycle times

Hi There,

As a Fieldglass Product Adoption Executive in Australia – I manage a portfolio of 10-15 customers at any one point in time. Each customer is different with different program goals, operational, organisational or regulatory constraints.

The purpose of these blog posts is to highlight opportunities for Customers to drive more value creation out of using the Fieldglass application or improve the user experience for your audiences. The Features we’ll discuss should be of interest to the majority of customers – no matter the program type or geographical region.

Each update will contain information on 1 specific feature (or group of features with a topic in common) that should be of interest and that if you are not currently using – are probably not aware of

So, welcome to my seventh blog post highlighting some of the great features in Fieldglass that you may not be aware of. This week – we’re looking at 2 configurations that will help you get your requisitions to market quicker and give your suppliers more time to find the top quality candidates without sacrificing total time to source.

The configurations are  “Submit Job Posting to Suppliers before any approvals “ + “Allow Suppliers to submit Job Seeker before any approvals”

What does it do:

  • Submit Job Posting to Suppliers before any approvals  – suppliers will see the details of the job postings and see they are pending approval. But they don’t have the ability to submit a job seeker until the job posting is approved, OR
  • Allow Suppliers to submit Job Seeker before any approvals – The supplier can view and submit job seekers when the job posting is in Pending Approval status. If the job posting is subsequently rejected, all submitted job seekers are automatically rejected.
  • (and although they are selected at company config level, there is further control at the job posting template level to enable or not, and again at the individual job posting level – so if you don’t want to send all JP’s to suppliers before approval – Fieldglass provides you the flexibility to accommodate this)

Why should it be of interest:

  • Dramatically improve cycle times
  • Give you the upper edge in the market, securing top talent ahead of your competitor’s in what we are seeing as an increasing candidate driven market at the moment
  • Deepen relationships with your contingent suppliers

Now I know what you’re going to say– it’ going to be something along the lines of

  • We don’t like the idea of recruiters speaking to candidates about roles that aren’t approved to go to market.
  • We don’t want to be wasting suppliers time on roles that get cancelled
  • Our suppliers will focus less on our roles on the expectation they may get cancelled
  • Our stakeholders are hesitant

But I’ll challenge those assumptions and ask you to consider 2 of your program statistics which may be surprising

  1. what is your job posting rejection %?
  2. What is your average cycle time for Job posting approval.

(if you aren’t measuring these stat’s yourselves,  they are provided by Fieldglass in your 1/4ly diagnostics report – if you are not currently receiving this, reach out to your Adoption Rep to enquire)

The regional average for Fieldglass customers;

  • JP rejection is only 2.6%
  • Average job posting approval cycle time is ~2 days
  • The average total cycle time for the recruitment process is ~15 days.

So for the sake of 3 out of every 100 roles not being approved to go to market, for the remaining 97 that are,  you’re adding an additional 10% onto your cycle times by not giving your suppliers access to the pipeline of roles to be released. Or conversely, if you enable visibility to the future pipeline, your suppliers will have an additional 2 days to source and proactively tap their network for talent for your roles vs your competitors.

So I challenge you:

  • Think about how hard you might have to try in other area’s to improve cycle times by 10%– that’s a big win for you to report back to your clients
  • Understand how these configs can provide that competitive advantage in securing talent against your market competitors who are looking for the same talent. – on a like for like your suppliers have an additional 2 days to secure talent for you than your competitors
  • Appreciate how this will deepen the relationship with suppliers – showing them the pipeline of work and investing in that trust. I’d wager if you asked 10 of your suppliers would they appreciate visibility into the potential pipeline of job requisitions – 10/10 suppliers would say yes

And your currently forgoing these benefits for the sake of 3 in every 100 job requisitions raised being rejected and not going to market?

I’d challenge you to pause your automatic hesitation, if you’re an MSP – talk to your client proactively demonstrating how you’re looking to add value to their talent attraction strategy, improve cycle times and demonstrate to the business that the program is proactive in working with suppliers to address the needs of hiring managers.

Effort to implement – easy – once stakeholders are aligned

Effort to test  –easy, company config change, change to JPT’s, then raising test JP’s to understand behaviour

Benefits to business – BIG, demonstrating to the business that the program isn’t a roadblock to going to market, improving cycle times across the organisation, sourcing better talent, stronger supplier relationships

Configuration:

  1. Required to be enabled on company config – so contact Fieldglass support to assist
  2. Update on JPT’s
  3. Communicate changes in process to your suppliers
  4. Enablement with PMO / JP distributers – as rule can be enabled on job posting by job posting basis, discuss with team the business rules around when it’s appropriate to enable rule on job postings
  5. (start tracking your cycle times so you can report back to client to demonstrate impact and benefits to the business)

I hope this has helped you consider some the existing SAP Fieldglass functionality and how it can be leveraged to add value to your wider Diversity and Inclusion Program. If you have any thoughts on the above features, or have leveraged other features to aid in your diversity and inclusion goals – comment below and let me know!