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Abtech Partnership
The Future of RecruitmentIs Now!
The Future of RecruitmentIs Now!
20 June 2013Alan Whitford
Abtech Partnership
20 June 2013Alan Whitford
Abtech Partnership
Abtech Partnership
Why Me?Why Me? Over 25 years experience in recruitment and in the start-up and
expansion of high technology businesses in Europe
Provide strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activities throughout Europe
Clients include Times 500 companies and software and services vendors in the Human Resources and e-commerce arenas
Founder of RCEURO, web portal for the European recruitment industry
Operations Director of the Direct Employers Association Europe
Published in a number of on-line and off-line media covering technical and strategic issues around HR, technology, social media and business
Lead training programmes on the use of social media and networking tools
Founding board member of HR-XML Consortium European Chapter
Chair of the highly successful Social Recruitment Conference series
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Why You?Why You?
Who are you? What do you do? Why are you at iRecruit? Why are you in this session?
The Importance of TalentThe Importance of Talent
80% of executives surveyed globally believed that "the ability to attract and
retain the best people" will be the Primary Force influencing business strategy
80% of executives surveyed globally believed that "the ability to attract and
retain the best people" will be the Primary Force influencing business strategy
Source: Deloitte - 2001
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What Is The Future of Recruitment?What Is The Future of Recruitment?
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Recurrent ThemesRecurrent Themes
Improved or emerging technology
Candidate communications
The War for Talent
Workplace talent shortages
HR has no budget
Cultural changes
Candidates as customers (and vice versa)
This xxxx will change Recruitment As We Know It
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The Candidate SceneThe Candidate Scene
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Marketplace and Societal ChallengesMarketplace and Societal Challenges
The War For Talent is now 15 years old
The Candidate Won 14.9 years ago
Everybody knows
Not enough skilled workers
Too many unskilled workers
They are all in the wrong place
5+ Generations in the Workplace
Our brand is what ‘they’ say about us
Double Dip Recession (or “economic correction”)
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Recruitment Hasn’t Ever Really ChangedRecruitment Hasn’t Ever Really Changed
Identify your target audience
Select the channel/media that reaches that audience
Develop the messaging that suits the channel and the audience
Deliver the message
Ensure that you have in place the procedures and systems to manage and measure the response
Communicate throughout the process with the candidates and your hiring managers
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Managing Candidate And Employer RelationshipsManaging Candidate And Employer Relationships
How do the emerging phenomena of social networking sites and communications tools such as LinkedIn, FaceBook and Twitter change the way we stay in touch with our prospective employees?
Do we have to communicate differently with the GenY candidate?
What affect do new mobile technologies such as the iPhone and apps have on the way that candidates consume information?
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Candidate BehavioursCandidate Behaviours According to an Inavero study, 98 percent of candidates reported
using search engines at the beginning of their research phase (when they’re searching on a more broad level, and not yet researching specific companies).
58 percent of candidates say they complete all research before they ever apply to an organisation.
Only 14 percent of candidates believe what a company says about themselves
The “Social Conundrum”: 78 percent of candidates believe what users or employees say about a company
88% of employees leave a company for reasons other than money
89% of employers thought that employee left BECAUSE of money
60% of employees would recommend job to friend or family
Only 23% participate in referral programmes
55% of employees believe it is important that people want to work here
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What Are The Candidates Saying?What Are The Candidates Saying?
Remove the long winded application process
Treat me with respect - CALL ME!
Why do I want to be in your Community?
Be transparent
Your job is a step down in class for me (Academia)
I want a job that:
Pays more money
Gives me satisfaction
I can contribute to society
Career progression - FAST
I don’t really care about your recruiting/sourcing technology or platform
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Candidate Perception of a Talent PoolCandidate Perception of a Talent Pool
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You’ve Got To Fish Where The Fish AreYou’ve Got To Fish Where The Fish Are
Job seekers are spending time on social media sites, search engines and mobile devices, so it’s important to reach them in these places.
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CommunityCommunity
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Researchgate.netResearchgate.net
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Qualified ScientistsQualified Scientists
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Where Are The Candidates Coming From Now?Where Are The Candidates Coming From Now?
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Referrals Are EfficientReferrals Are Efficient
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FuturesTechnology, Trends
and Engagement
FuturesTechnology, Trends
and Engagement
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The Impatient GenerationThe Impatient Generation
Eager to live “now” Social networks are live, ongoing
and instant One to one communication
channels Mobile is always on, always
accessible Mobile is live and interactive
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Candidates Never Leave Their Mobile Phone
Candidates Never Leave Their Mobile Phone
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Always On - Always LocatableAlways On - Always Locatable
1984: Big Brother is Watching You
2011: Person of Interest
“You are being watched. The government has a secret system, a machine that spies on you every hour of every day. I know because I built it. I designed the Machine to detect acts of terror but it sees everything.”
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Mobile Is EverywhereMobile Is Everywhere
75% of the world population now has access to a mobile phone
World Bank Study - 2012
6 billion active mobile phone subscriptions
5 billion are in developing countries
30 billion apps downloaded in 2011
Comscore estimates that the UK has 2.8 million job-seekers a month accessing job listings from mobile devices,
67% are looking every day
PotentialPark research says that 88% of job seekers are or would search for jobs via the mobile Internet
One in three job seekers wanting to actually apply from their handset
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What Do Jobseekers Want To Do On Mobile?What Do Jobseekers Want To Do On Mobile?
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Smartphones and AppsSmartphones and Apps If hiring organisations want to reach their
candidates (and vice versa) then they have to have a plan for using Mobile technology, whether it is by voice, text messaging, websites designed specifically for Mobile web browsing or the burgeoning market for apps
Comsore: 64% of the 49.5 million mobile phones in UK are smart phones
80% of all new mobile phones are smart phones
A smart phone app is becoming the entry point for a candidate to find out about their available slots
Competition in the Apps stores as marketing opportunities
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Mobile Websites Mobile Websites 1995 - Only 10% of the Fortune 500 had a corporate Career Site
2012 - 90% of the Fortune 500 do not have a Career Site that is optimised for mobile
Recent UK recruiting conference: 6% of delegates had mobile website
Some Google Stats from 2012
1in 5 of all recruitment searches are on a mobile device
40% of all mobile visitors to a non mobile-enabled website - with a bad experience - said they will go to a competitor
Targeted mobile advertising is 50% cheaper than desktop search advertising
What does this mean?
They can find us on mobile
Can they view our website on their phone?
Can they apply for our jobs?
If Not: “I’m outa here”
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Responsive Website DesignResponsive Website Design
Responsive websites respond to their environment
Day by day, the number of devices, platforms and browsers that need to work with your site grows.
Responsive web design represents a fundamental shift in how we’ll build websites for the decade to come.
Jeffrey Veen, author of “The art and science of web design”
One site for every screen is the final goal
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Social Social SocialSocial Social Social What can I say that you haven’t heard before?
Social today is what job boards were in 2000
The next generation of talent sourcing will find out who is your best fit instead of who has this keyword in her resume in the database
It won't just use boolean results from static resume databases, rather it will use the social graph to find the most influential people you know (or even better, don't know) in the primary skills you are looking for
Rather than getting a list of email addresses and some resumes, a recruiter will have a candidate synopsis at their fingertips where they can learn everything possible before contacting them, drastically increasing the conversion rates of the initial conversations
Social networking is simply an evolution of what recruiters have been doing for decades in person and over the phone (building and maintaining relationships) and taking it online
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Social ReferralsSocial Referrals
Social and business networks become the repositories of the Big Data
Candidates and employees becoming more pro-active in the hiring conversation
“Get Referred” = How are you connected to the hiring company and message the contacts there
Some solutions have ‘matching engine’ - matching social profiles of employee connections - so employees can refer jobs out to potential candidates
Need Trust, Accountability, Review process, Reward on referral, Speed
Why many social referral programmes fail
After 3 months, cease to be a priority (to employee), become a distraction, rewards and/or recognition doesn’t come
The automation and engagement of “get referred” should improve referral pipelines
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Social Metrics and ROISocial Metrics and ROI 2009
Influence, not popularity
Traffic. Get eyeballs to your careers website and possibly, specific job postings.
Chatter. Related to both influence and traffic, how much engagement you have with fans.
Intelligence + candidate experience. Qualitative measurements driving toward quality of hire and candidate satisfaction.
2013
Increased applicant flow
Source of hire
Decreased time to fill
Improved candidate quality or better yet, quality of hire
Brand preference
Improved candidate experience
Source: Jessica Lee, Fistful of Talent
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What’s Next?What’s Next?
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What Is Next?What Is Next?
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My TakeawaysMy Takeaways
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Seamless and Sustainable ConversationsSeamless and Sustainable Conversations
We must communicate in the preferred medium(s) of our constituency
Conversation and engagement cross multiple channels
Meet via online or offline ad, search or agency
Research the employer online - mobile device or laptop
Apply online via the Career Site
Continue the engagement from the ATS and recruiter via multiple comms channels
How many devices are we going to use in this journey?
There is no “One Size Fits All”
Let’s eradicate recruitment’s legacy of poor communications
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Recruitment Experience, Not A ProcessRecruitment Experience, Not A Process Recruiting is personal, unique and all about
relationships
Build relationships with website visitors on their terms
Immediate response to potential candidates - qualified or not
Manage expectations: Inform of timelines
Follow through on above!
Prepare for visit (interview)
Make the potential employee feel welcome
Follow up immediately after interview
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Enjoy The JourneyEnjoy The Journey
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THANK YOU!! THANK YOU!!
Any Questions?Any Questions?
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Contact Me At Any TimeContact Me At Any Time
Contact Information:
alan@abtechpartnership.com
Tel: +44 (0)7971 864620
Twitter:
@alanwhitford
@rceuro
Sites:
www.abtechpartnership.com
www.rceuro.com
INTRODUCTION TO THE DIRECT EMPLOYERS ASSOCIATION
Alan Whitford
Operations Director
+44 7971 864620
alan@directemployers.eu
Website: www.directemployers.eu
Copyright Direct Employers Association 2013
What Is The DEA?
The first UK Trade Body specifically created for commercial hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda
Provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers
Work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting
Formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring
The DEA Agenda
Influence Government and Policy Makers
Educate and Support Business Leaders
Establish Best Practices, Develop and Support Resourcing Practitioners
Engagement with Government, industry and the vendor supply chain
Community and Talent Acquisition
Educate the Supply Chain