A Fun House Recruiting the entire s

A Fun House
Recruiting the entire staff for the Bellagio hotel in Las Vegas in record time and at minimum cost may sound like mission impossible. But Arte Nathan came up trumps. Talk about long odds. Arte Nathan was Vice President of Human Resources for the launch of the Bellagio in Las Vegas. Everything about Bellagio was larger than life. So too was the challenge that confronted Nathan: hire 9,600 workers in 24 weeks. Nathan and his HR team would have to screen 84,000 applicants in 12 weeks, interview 27,000 finalists in 10 weeks, and process 9,600 hires in 11 days. In the end, they nailed the deadline and here's how they did it.
This started out as an experiment. But in the end, the guinea pig survived. We saved Bellagio $1.9 million. Most HR people are afraid to let go of their hire-and-fire authority. But if you really want to sit at the big table, you've got to start thinking strategically and globally. And the only way to do that is to eliminate HR transactions from your life. You have to be willing to say,'I am in the wrong place in this process:You have to take yourself out of the system. If a manager wanted to hire you, he would click on CONDUCT BACKGROUND CHECK. Law-enforcement officials would then receive your application online and check your employment and education history. We rejected about eight per cent of our candidates at this stage for various reasons, such as lying on their applications. If you passed this and a drug test, the manager would then make the final decision. When you appoint somebody, you create three files: a personnel file, an equal employment opportunity commission file and a medical file. Why not have an electronic personnel file? In the process, we could eliminate the files that managers usually keep at their desks. So we developed one and transmitted everything from the application database to the new-hire database. Using the same technology for all of our personnel and payroll forms meant that we no longer had to collect, input, and file thousands of paper forms.
The only way to hire so many so fast was to move everything online. That meant we had to build an online job application and HR system. 1 told our managers that this technology would give them hire-and-fire responsibility, which they say they want, and complete authority, which they rarely get. And it would make them 100 per cent accountable for their decisions. Going online would take human resources out of the process.
Next came the interviews. Every day, 180 hiring managers, who we had specially trained, conducted 740 interviews of 30 minutes each. Applicants were asked a set of behavioral questions that we had developed, like (Tell me about a time when you were at the front desk, and a you couldn't guest was late. What did you do when you couldn't find the reservation?' Using a PC embedded in their desktop the managers evaluated the answers on a rating sheet and the scores were fed into the database.
In 14 months we had designed, built, and implemented the system. This is how it worked: to apply for a position, you set up an appointment. When you arrived, an HR staff person wearing a microphone confirmed your identity and notified staff, who greeted you by name and assigned you to a computer terminal. Once you completed the application, the computer would ask you to proceed to a checkout desk where a staff member would review it. In fact what our people were really doing was assessing your communication skills and your overall demeanor. At that point, we weeded out about 20 per cent of the applicants.

Результаты (русский) 1:

A Fun House Recruiting the entire staff for the Bellagio hotel in Las Vegas in record time and at minimum cost may sound like mission impossible. But Arte Nathan came up trumps. Talk about long odds. Arte Nathan was Vice President of Human Resources for the launch of the Bellagio in Las Vegas. Everything about Bellagio was larger than life. So too was the challenge that confronted Nathan: hire 9,600 workers in 24 weeks. Nathan and his HR team would have to screen 84,000 applicants in 12 weeks, interview 27,000 finalists in 10 weeks, and process 9,600 hires in 11 days. In the end, they nailed the deadline and here's how they did it. Это началось как эксперимент. Но в конце концов, морская свинка выжил. Мы спасены Белладжо $1,9 млн. Большинство HR люди боятся отпустить их полномочий на прокат и огонь. Но если вы действительно хочу сидеть за большим столом, вы должны начать думать стратегически и глобальном уровнях. И единственный способ сделать это состоит в ликвидации HR транзакций из вашей жизни. Вы должны быть готовы сказать,' я в неправильном месте в этом процессе: вы должны взять себя из системы. Если менеджер хотел нанять вас, он бы нажмите на проведение ФОНОВОЙ проверки. Правоприменительных органов будет затем получить вашу заявку онлайн и проверить историю занятости и образования. Мы отвергли около восьми процентов наших кандидатов на данном этапе по различным причинам, например, лежа на их приложения. Если вы прошли этот и допинг, менеджер бы затем сделать окончательное решение. Когда вы назначить кого-то, вы создать три файла: персонала файл, файл Комиссии равных возможностей и медицинское файл. Почему бы не иметь файл электронной персонала? В процессе мы могли бы устранить файлы, которые менеджеры обычно держат на их столах. Поэтому мы разработали один и передается от базы данных приложения в базу данных новой Аренда. Используя ту же технологию для всех наших сотрудников и начисления заработной платы форм означало, что мы больше не пришлось сбора, ввода и файла тысячи бумажных форм.The only way to hire so many so fast was to move everything online. That meant we had to build an online job application and HR system. 1 told our managers that this technology would give them hire-and-fire responsibility, which they say they want, and complete authority, which they rarely get. And it would make them 100 per cent accountable for their decisions. Going online would take human resources out of the process. Next came the interviews. Every day, 180 hiring managers, who we had specially trained, conducted 740 interviews of 30 minutes each. Applicants were asked a set of behavioral questions that we had developed, like (Tell me about a time when you were at the front desk, and a you couldn't guest was late. What did you do when you couldn't find the reservation?' Using a PC embedded in their desktop the managers evaluated the answers on a rating sheet and the scores were fed into the database.In 14 months we had designed, built, and implemented the system. This is how it worked: to apply for a position, you set up an appointment. When you arrived, an HR staff person wearing a microphone confirmed your identity and notified staff, who greeted you by name and assigned you to a computer terminal. Once you completed the application, the computer would ask you to proceed to a checkout desk where a staff member would review it. In fact what our people were really doing was assessing your communication skills and your overall demeanor. At that point, we weeded out about 20 per cent of the applicants.

Результаты (русский) 3:

веселый дом
наборе всех сотрудников для охраны казино отеля в лас - вегасе в рекордные сроки и при минимальных затратах может показаться невозможным.но Arte натан подошел козыри.поговорим о большие ставки.Arte натан был вице - президентом людских ресурсов для запуска "белладжио" в лас - вегасе.все о "белладжио" был больше, чем жизнь.это является вызовом, с которым сталкивается натан:нанять 9600 рабочих в 24 недель.нейтан и его команде придется экран HR - 84 000 заявителей в 12 недель, интервью 27 финалистов в 10 недель, и процесс 9600 нанимает в 11 дней.в конце концов, они прижали срок, и вот как они это сделали.
это началось как эксперимент.но, в конце концов, свинка выжила.мы спасли "белладжио" $1,9 млн. долл. сша.большинство HR - люди боятся отпустить своих автомобилей и пожарной охраны.но если вы действительно хотите сесть за большой стол, ты должен начать думать стратегически и на глобальном уровне.и единственный способ сделать это, чтобы ликвидировать HR сделок из вашей жизни.ты должен быть готов сказать, я не в том месте в этом процессе: вы должны взять на себя из системы.если менеджер хотел нанять вас, он бы нажать провести проверку.сотрудники правоохранительных органов будут получать вашу заявку онлайн и проверить их занятости и образования истории.мы отклонили около 8% наших кандидатов на данном этапе, по различным причинам, таким, как лежал на их применение.если вы приняли это и тест на наркотики,менеджер будет принято окончательное решение.когда ты назначить кого - то, ты создать три файла: личного дела обеспечения равных возможностей в сфере занятости комиссии файл и медицинские файлы.почему бы не электронного личного дела?в процессе, мы могли бы уничтожить файлы, что менеджеры обычно держать на столах.