Post on 23-Jan-2018
2017
Total Talent Acquisition & The State of Sourcing & Recruiting
Johnny CampbellCEO & Co-Founder
SocialTalent“Improve and Measure your
Recruiter ROI”
@socialtalent @johnnycampbell
linkedin.com/in/johnnycampbell
10
“Virtually all CEOs (90%) believe their company is facing disruptive change
driven by digital technologies, and 70% say their organization does not have the
skills to adapt.”*Deloitte 2017 Deloitte Global Human Capital Trends
http://bit.ly/humcap2017
https://www.careerxroads.com/2017/07/the-recruiting-robots-arent-coming-theyre-already-here/
V
2017Global Recruiting Survey
2,000 responses, 81 countries, in-house & third party, third year running.*yet to be published
The Average Recruiter Funnel• To hire 1 person, recruiters need to find
approximately 225 potential profiles per search, of which they will only deem 28% relevant enough to contact about the role
• The average recruiter will need to contact 63 candidates in order to reach 1 hire
• The average response rate remained flat at 35% (vs 2016)
• Relevancy? An average of only 27% of respondents will go forward for the role.
225
63
22
6
4
1
Candidates Contacted
Candidates Responses
Submissions
Interviews
Hire
0.4% Conversion Rate
225
63
22
6
4
1
225
63
22
6
4
1
Candidates Contacted
Candidates Responses
Submissions
Interviews
Hire
0.4% Conversion Rate
21
It’s a clear case of quality over quantity. Fewer candidates are identified in the first place but with higher percentages making it through each level of the sourcing funnel- indicating a much higher calibre of candidate.
Candidates Contacted
Candidates Responses
Submissions
Interviews
Hire
91
33
12
6
4
1
Super Recruiter Sourcing Funnel
35% 90%5.5X
40
12
11
6641
225
63
22
6
41
27% 51%
225
63
22
6
4
1
Candidates Contacted
Candidates Responses
Submissions
Interviews
Hire
0.4% Conversion Rate
21
It’s a clear case of quality over quantity. Fewer candidates are identified in the first place but with higher percentages making it through each level of the sourcing funnel- indicating a much higher calibre of candidate.
Candidates Contacted
Candidates Responses
Submissions
Interviews
Hire
91
33
12
6
4
1
Super Recruiter Sourcing Funnel
255
66
22
6741
225
63
22
6
41
-12%
OutputCost of Input Recruiter Efficiency=
Previously, we have focused on “Cost of Input”
Recruitment Administration Sourcing
The opportunity for output improvement is huge!
The cost of labour is rising whilst the cost of automation is plummeting
How can we all become super recruiters (and beat the robots)?
1. Incentives: does performance related pay work better?
2. Connections: what role does networking play?
3. Sources: where do we look for/ find talent?
4. Engagement: how important is one on one communication?
Performance Related Pay Delivers Results!
Answer: YES!
Performance related pay is put in place by employers who wish to reward individual or team based performances.
But the real question is: do performance related pay systems work?
62% of our respondents receive performance related pay according to this year’s report. This is more or less the same as last year (63%). Which goes to show
that if it ain’t broke- don’t fix it!
And those recruiters who receive high performance based pay ( >51% of their remuneration) are more likely to:
Fill jobs faster (within 39 days) vs 50 days
Phone a candidate vs using e-mail and InMail alone
Have higher quality shortlists and typically deliver with 50% delivering an average of
1-3 candidates submitted to the hiring manager vs 83% of recruiters who submit 4-7
candidates
Work longer weeks (46+ hours a week) vs a 35-40hr work week
Work from home vs inflexible working schedules
62%
1. Incentives: does performance related pay work better?
62 % of respondents receive performance related pay. These recruiters are more likely to:
• Deliver higher quality shortlists
• Fill jobs faster
• Work longer hours
Yet their top to bottom funnel is still not much more efficient than the average recruiter
• Super-Recruiters are 15% less likely to have PR pay!
• SR’s work less hours but on 26% more reqs!
Are they merely working harder rather than smarter?
2. Connections: what role does networking play?
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
US & CANADAEMEA APAC
21% 29%19%
24%21%
24%
21% 19% 22%
19%17% 24%
15% 14% 10%
1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections
2. Connections: what role does networking play?
We focused on the super-connectors, those with 5000+ connections. Our findings showed:
• No difference in response rates
• No difference in submittal conversions
• No difference in shortlist quality
Quantity doesn’t matter but perhaps Quality does?
14
Have recruiters upgraded their linkedin in the last year?
How Large is the Average Recruiter’s Network?
59% have not upgraded their account in the last yearOf those who did upgrade, the majority upgraded to Linkedin Recruiter Corporate
46% have more than 2000 connections 40% of those surveyed in 2016 had more than 2000 connections so it’s great to see that more recruiters are reaching out and pushing that connect button!
22% have more than 5000 connections This is also up from last year’s 15%. Recruiters are getting more exposure, showcasing their trade and practicing what they preach.
59%
2000+ Connections
46%
5000+ Connections
22%
3. Sources: where do we look for/ find talent?
34%
26%
4%5%
6%
10%
13%
1%
Social Media
Paid Job Boards
Non Paid Job Boards
Recruitment Agencies
Other
Internal Referrals
Direct Applicants or
Own Carrer site
Other Media
(e.g. Radio, newspaper,...)
(including Professional
3. Sources: where do we look for/ find talent?
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
46
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
46
We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they were much more likely to:
• Recruit on Facebook (15% more likely)
• Recruit on Twitter (121% more likely)
• Recruit on Instagram (142% more likely)
• Recruit on Google+ (53% more likely)
• Use WhatsApp to recruit (145% more likely)
There is no one place that it is “better”; it’s being multi-channel that matters!
3. Sources: where do we look for/ find talent?Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
Going Up Steady Going Down
Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous
years
LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with
only a small drop from last year
Twitter: 23% 2017 (37% in 2016) (56% in 2015)
G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of
a year!
4. Engagement: how important is one-on-one communication?
Maximising Response Rates
Phone Email InMail LinkedIn Connections
2017 2016
10%
20%
30%
40%
50%
30% 44% 36% 36% 29%31% 35% 32%
Response rates by medium
4. Engagement: how important is one-on-one communication?
First Contact with Candidates
50%LinkedIn
InMail
10%Email
3%Phone
2%Other
35%LinkedIn Connection
Request
48%LinkedIn
InMail26%
LinkedIn ConnectionRequest
14%Email
12%Phone
We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they are:
• 4 times more likely to use the phone, one third less likely to use connection request on LinkedIn
• Not just better at getting responses, they are 2 times as likely to progress those candidates to shortlist
• On average, 2 years more experienced (9.5 yrs vs 7.6 yrs)
Personalisation is the number one contributor to getting a high response rate therefore we suspect that these recruiters are more specialist, know more about their candidates and therefore can communicate and screen more efficiently!
4. Engagement: how important is one-on-one communication?
26
Why Don’t Recruiters Use The Phone More?
Only 3% of those surveyed use the phone as first point of contact with a candidate. 67% of recruiters stated they either didn’t have contact details or prefer to gauge candidate interest via inMail first.
Perhaps with stealthier searches for phone numbers the recruiters’ use of the phone would increase and it could take a convincing lead again.
Becoming a Super-Recruiter!1. Volume Sourcing and Recruitment Administration will be automated. If your job involves these
tasks, you need to re-skill ASAP!
2. Being connected to everyone in your sector is not as important as knowing that sector inside out! Domain knowledge is the new differentiator in sourcing and recruiting!
3. There is no one place you will find the talent, you need to be multi-channel and be able to mix up where you search and research.
4. Communication is the most valuable skill of the super-recruiter. Become adept at listening and communicating and you will never be replaced by a robot!
“Reinventing careers and learning is now the #2 issue in business” Deloitte
Digital disruption requires you to adapt your skills or may replace you!
Thank you!
www.socialtalent.com
These slides: slideshare.net/socialtalent
Changing the way recruiters work and measuring the return on learning