Adaptation of a GIS by a Small Business to Analyze Applicant Data GEOG 583 July 2014

1. Adaptation of a GIS by a Small Business to Analyze Applicant Data GEOG 583 July 2014 Lance C. Armstrong Future GIS Specialist Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

2. TABLE OF CONTENTS • Overview • Users • Their Needs • Needs Assessment • Needs of the Manager of Human Resources • Needs of the Recruitment Officer • Current System • Data Collection • Data Extraction/Conversion • Proposed System • Overview • Concept/Prototype • Prototype • Overview of Creating the User Dashboards • User Dashboard for Manager of HR • User Dashboard for Recruitment Officer • Evaluation • Implementation • Conclusion Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

3. OVERVIEW “I need to hire applicants to meet Affirmative Action requirements. I need to know gender, race, and Veteran breakdown of our applicants…” The Users and their Needs “I need to reduce the time to find and hire qualified candidates… and reduce turnover rate”. Where are our applicants applying from? “I think I need a histogram showing the count of applicants by the distance from the job”. “I think I need charts that show me visually those breakdowns” Where are our applicants applying from? Manager of Human Resources Recruitment Officer “How am I going to do this? We’re applying from ANYWHERE in the world (that has an Internet connection) “ArcGIS API for FLEX!” GIS Data Specialist Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

4. NEEDS ASSESSMENT Manager of Human Resources Recruitment Officer • Needs: • 1. Ensure that recruitment is compliant with metrics specified by Affirmative Action. Required to submit an annual report that justifies hiring decisions. • Information required: • Number of candidates applied per job requisition • Breakdown of each job applicant pool by race, gender, and veteran status. • Spatial analysis so that applicant diversity and locations can be visualized easily aiding in justification of hiring decisions. • Needs: • 1. Reduce time to find and hire qualified candidates • 2. Reduce turnover rate of those hired • Information required: • Obtain demographic and geospatial intel to implement a marketing strategy regarding where to advertise. • Understand where applications are located and distances they are willing travel; might help reduce turnover and improve recruitment strategies. • Needs spatial analysis so that applicant diversity and locations can be visualized easily aiding in better marketing strategy and the writing of job descriptions. Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

5. NEEDS – MANAGER OF HUMAN RESOURCES The Manager of Human Resources • Needs a tool that will provide analysis: • A map showing the geographic extent of all applicants • Charts showing the Race and Gender breakdown for the selected applicants Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

6. NEEDS – RECRUITMENT OFFICER The Recruitment Officer Needs a tool that will provide analysis to learn: How to reduce time to find and hire qualified candidates and to reduce the turnover rate of those hired. Needs to understand where applications are located and the distances they are willing travel. Will this help reduce turnover and improve recruitment strategies? Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

7. CURRENT DATA COLLECTION SYSTEM WEB FORM Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

8. CURRENT DATA EXTRACTION/CONVERSION SYSTEM Data Specialist extracts and converts data for reports for Manager of Human Resources. Recruitment Officer has no reports (can perform data inquiries only). • Data exported from web datastore as comma-separated values (.csv) • Import into MS Access and run scripts to prepare data • Import into Excel. Arrange and tabulate data via named ranges, lookup tables, and functions • Create reports for Manager of Human Resources Data Specialist The Manager of Human Resources receives Excel reports. The Recruitment Officer presently has no reports but has to inquire data from datastore. Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

9. TABLE OF CONTENTS – where are we? • Overview • Users • Their Needs • Needs Assessment • Needs of the Manager of Human Resources • Needs of the Recruitment Officer • Current System • Data Collection • Data Extraction/Conversion • Proposed System • Overview • Concept/Prototype • Prototype • Overview of Creating the User Dashboards • User Dashboard for Manager of HR • User Dashboard for Recruitment Officer • Evaluation • Implementation • Conclusion Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

10. Adaptation of a GIS by a Small Business to Analyze Applicant DataOverview of Proposed System DATA made geospatial for USER DASHBOARDS DATA COLLECTION Geo code Applicant data is stored in a secured database within a Tier III+ Datacenter. Applicants submit their data via the Internet from anywhere in the world using a web browser. MS Access ESRI Geodatabase ESRI ArcGIS Adobe Flex Raw Applicant data are exported to Access and scripts are run to prepare it for the geodatabase. Data is then made geospatial by the Geocoding process. Data bases are Joined to include all Applicant attributes such as race, gender, and Veteran status. Internet User dashboards Server DATA EXTRACTION USER DASHBOARDS Exported Applicant data (.csv), MS Access, Geodatabase, files, and scripts are stored on an in-house server. The Manager and Recruitment Officer access their GIS Tools using a web browser. GIS Developer Users Manager, Human Resources Recruitment Officer Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

11. CONCEPT/PROTOTYPE Concept Create concept with wireframes Prototypes Build prototype with ArcGIS API for FLEX Conceptual models made via Wireframes Prototype for the Manager of Human Resources Prototype for the Recruitment Officer Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

12. PROTOTYPES - CREATING THE USER DASHBOARDS ArcGIS API for Flex Dashboards for the Manager of Human Resources and the Recruitment Officer are created using ArcGIS, the ArcGIS API for Flex, and Adobe Flex. • Basemap • Task + Task Parameters > Query Task • QueryTask + Query Parameter > FeatureSet • MXML and ActionScript Dashboard for the Recruitment Officer Dashboard for the Manager of Human Resources Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

13. PROTOTYPES - CREATING THE USER DASHBOARDS The Manager of Human Resources Can choose of these variables: 1. Candidates: select all candidates or limit to only those that were hired 2. Jobs: select all jobs or limit to specific jobs 3. Time frame: use a Data Picker to select both a Begin Date and an End Date4. Gender: show all genders or limit to either Male or Female 5. Race: select all races or limit to any of the specific Race categories Analysis provided by this tool: 1. A main map showing the geographic extent of all applicants comprised of a symbol for each point corresponding to a geocoded address. The symbology shows applicant locations categorized by Job number. 2. Hover action: by hovering over a symbol, a dialog box appears showing the attribute data for that point (Name, Job applied for, address, gender, race, etc.) 3. Below the map are bar charts showing the Race and Gender breakdown for the selected applicants Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

15. PROTOTYPES - CREATING THE USER DASHBOARDS The Recruitment Officer Can choose of these variables: 1. Candidates: select all candidates or limit to only those that were hired 2. Jobs: select all jobs or limit to specific jobs 3. Time frame: use a Data Picker to select both a Begin Date and an End Date4. Distance from Job Location: select all distance or limit to any of the distance classes (0-5 miles, 5-10 miles, etc.) Analysis provided by this tool: 1. A main map showing the geographic extent of all applicants comprised of a symbol for each point corresponding to a geocoded address. The symbology shows applicant locations categorized by Job number. 2. Hover action: by hovering over a symbol, a dialog box appears showing the attribute data for that point (Name, Job applied for, address, gender, race, etc.) 3. Below the map is a histogram showing the count of applicants by the distance from the job. The x-axis will have break values of 1, 5, 10, 15, 20, 25, 30+ miles. Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

17. EVALUATION • Evaluation session “Field Exercises” • Two user types: Manager of Human Resources and Recruitment Officer • Directed by the Data Specialist • Procedure for each user type: • Pre-generated questions • Specific tasks to be completed • Tasks increase in complexity • Uses data the users are familiar with • Obtaining feedback: • “Think aloud” protocol • Sessions audio recorded for transcription and analysis • Feedback will be accomplished via both verbal and written means.   Manager of Human Resources • Initial Field Exercise Data Specialist • Revisions Recruitment Officer • Second Field Exercise Evaluate, revise, and evaluate again cycle Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

18. IMPLEMENTATION Data Specialist Manager of Human Resources Implementation occurs after Evaluation phase has been completed. For evaluation to be considered complete, a turnover procedure, completed by the users and the GIS Data Specialist, will have to confirm that the tools are functioning as expected. The turnover procedure consists of specific checks that users confirm. After the turnover procedure has been completed, data are updated, put in place on the server and tested. Final Training occurs if needed since the evaluation phases. After implementation, periodic reviews will occur to verify that the system continues to work as intended and that data are secure. Recruitment Officer Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014

19. CONCLUSION “I need to reduce the time to find and hire qualified candidates… and reduce turnover rate”. “I need to hire applicants to meet Affirmative Action requirements. I need to know gender, race, and Veteran breakdown of our applicants…” “I think I need charts that show me visually those breakdowns” “I think I need a histogram showing the count of applicants by the distance from the job”. Recruitment Officer Manager of Human Resources The system creates GIS-based tools that replace traditional Excel-based reports with dynamic, interactive maps and associated charts. These maps and charts are presented in the form interactive dashboards that allow the Recruitment Officer and Manager of Human Resources to query applicant data and provide the details they need to reduce the time it takes to hire applicants, reduce the turnover rate, and provide demographic justification of hired employees based on their gender, race, and Veteran status. The tool is a step in the right direction in transforming data into spatial data, making the application of those data more timely and meaningful, aiding in the overall efficiency and effectiveness of the company. Adaptation of a GIS by a Small Business to Analyze Applicant DataLance C. Armstrong, GEOG 583 Term Project | July 2014