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Recruitment and talent acquisition tools: access, attract and assess
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Transcript of Recruitment and talent acquisition tools: access, attract and assess
© Presentation by Talkpush
Access, Attract and Assess
The New Tools of Talent Acquisition
by Max Armbruster, Founder / CEO of Talkpush
November, 2014
© Presentation by Talkpush
Hiring Technology Solutions Map
Job boards
Careerbuilder
Monster
Indeed
Glassdoor
JobsDB / Jobstreet
Likejobs
Recruiting and Applicant Tracking
Bullhorn Cornerstone Silkroad SuccessFactors (SAP)
Kenexa (IBM) Lumesse Peoplefluent Findly
Taleo (Oracle) Zoho Recruit The Resumator Natural HR
Social Media
Jobvite
Work4
Tweetmyjob
Testing, Certifications
Smarterer
Pearson VUE / Versant
Berlitz
DSI (safety test)
Background screening
HireRight
Sterling BackCheck
First Advantage
Tazworks
Video screening
Sonru
Hirevue
WePow
Spark Hire
Referrals
Careerify
Greenhouse
Power2Motivate
Sourcing Screening Interviewing Validating Onboarding
Phone screening
Hire IQ
Talkpush
Jobaline
3rd party Validation
SHL / Brainbench
Evolv
Pearson
Business Intelligence/ Big data
Burning Glass Entelo
eQuest Ziprecruiter
Hireology Broadbean
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Can you change an entire Industry
just by pressing a button?
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The best Innovation from 2013:
The LinkedIn Button
• Slowly killing the resume, LinkedIn released a new feature in 2013 that allows candidates to apply for jobs using their LinkedIn instead of uploading a resume. It started to appear on every ATS, and every career website.
• With the click of a button, candidates can forget about toiling over key words and tailoring each resume for each position.
• Employers get a more complete look at candidates through connections and endorsements.
© Presentation by Talkpush
Sourcing: the Power of BIG Data
available to the small Guys
• Entelo: Post to 50+ Job Boards with one submission. By monitoring personal data predicts when a candidate is more likely to move.
• Ziprecruiter: Post to 50+ Job Boards with one submission
• eQuest: Job posting across hundreds of sites, and performance analysis on how to best spend on job posting.
• ClearFit : Post your ad on Indeed, Craigslist, Simplyhired, and Monster and map applicants to job success.
• Burningglass: Match job and people, resume parsing, and re-employment pathways / building skills.
• Hireology: Data driven hiring. Use biometric data and proprietary algorithms to predict which candidates are a fit.
“You’re never going to replace the human element in the recruiting process. The role of data analytics is to accelerate the funneling process.” -Hireology CEO, Adam Robinson
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What if an
“Average Candidate”
is actually the better Candidate?
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Big Data can help you answer
difficult Questions
• Should you even be looking for top performers?– The job may not have what it takes to hire them, let alone retain them.
– Can I shift salaries from average performance staff to high performance staff and increase retention?
• Should you change your selection criteria?– What if performance is more closely related to province of origin than
to past job experience?
Case in point: Evolv recently released a study on hourly wage workers, showing that employees with no past relevant work experience performed better and stayed on the job longer than their more experienced peers.
© Presentation by Talkpush
Employee Referral:
The best of all Sources
• Employee Referrals are 7 X more likely to be hired than a candidate coming from a job board
• The best source in hiring volume and hire
quality
• The best source for time to fill a position
• The best source in employee retention
© Presentation by Talkpush
Employee Referral Programs
The essentials
• Prioritize your jobs• Link with social media and mobile• Link with employer branding• Prioritize your employee’s referrals based on their
past success • Focus on “target firms”• Expand eligibility to include non-employees
(candidates in particular)• Educate employees on how to search• Provide videos!
© Presentation by Talkpush
Employee Referral Programs
Name Price Headquarter Referral system (how does it work)
Customers
Individual quotes
California, USA Product: Recruiting@WorkFeature: “Social Recruiting” Incentive: No monetary incentives defined in software. Company HR needs to structure employee incentive plan by their own
ABN Amro, AAA, China Construction Bank
Individual quotes
New York, USA Product: Greenhouse platformFeature: “Boost Referrals”Incentive: Employee uses web-based UI with tracking links. Company HR needs to structure employee incentive plan by their own
Pinterest, Airbnb,Vimeo, Evernote
Individual quotes
San Francisco, USA
Product: SMART Referral systemFeature: “Boost Referrals”Incentive: Employer defines referral program in SMART including rewards, eligibility, location, “hard to fill” positions
SAS, Emerson, Kenexa, Inmet Mining
Individual quotes
Ontario, Canada Product: Channel Partner programFeature: Individually customizedIncentive: They built system with rewards like Travel, Merchandise, Evens, Media, Gift cards, Experiences
Novartis, ING Direct, Miele, Cisco
Individual quotes
Richardson, USA Product: Employee Referral systemFeature: Referral is an extension to HRsmart ATSIncentive: Employer defines rewards (based on the level, location etc.) Rewards can be designated for each step the candidate passes (i.e. interview, getting hired etc.)
BP, Rosewood, Du Pont, AAA
© Presentation by Talkpush
Employee Referral Programs:
How to get Millennials involved
1. Flatter them– This generation prefer on-the-
spot recognition to traditional performance reviews. 80% of millennials prefer feedback in real-time.
2. Motivate them– Coupling structure
assignments with frequent feedback. Do not respond well to a environment with criticism.
3. Encourage collaboration– Millennials are strong
collaborators provided the goals, rules and deadlines are well defined.
• A perfect example (courtesy of PCCW’s Twitter account):
WarningEmployees can also share criticism. Are you confident they would recommend you? If not, why not?
© Presentation by Talkpush
Employer Branding: Be Searchable,
Like-able and Shareable
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Employer Branding: Amtrak
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Employer Branding: Sodexo
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Employer Branding: Adidas Russia
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Employer Branding: [24]7Supercharge your Employer Branding: Articulate your Corporate Culture
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Empower your Employees to be
Brand Ambassadors
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Advertising - easier and more
targeted than ever before
• “Make it simple. Make it memorable. Make it inviting to look at.” Leo Burnett.
• Promote your brand and your job
• Support your ad spend with fresh content on your page
• Target your ideal audience:
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Social Job Sharing
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The Social Media Experts
• TweetMyJobs – Distribute jobs through tweets via highly targeted channels.
• Work4 - Offers a platform to run social network job campaigns from, including social career pages.
• Jobvite – a job invitation you share with your social network
Warning: be ready for duplicates
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“Finding People is easy,
recruiting People is hard.”
Jim D’Amico, director of talent acquisition at Spectrum Health
© Presentation by Talkpush
Testing and CertificationName Pricing model Methodology Skills it is focused on Customers
Free Automated Administrative, finance, marketing, design, sales and software development skills
Employers and individuals
USD 10 per candidate
Automated Spoken and written language (e.g.English, Spanish, French, Chinese)
Corporations, government agencies, and academic institutions
Varies Human rater over the phone
Language skills assessment Corporates
DSI
USD 25 per candidate
Automated (onlinepsycho-metric test)
Reliability, Dependability, Safety, i.e. punctuality, safety consciousness, stress handling, motivation
Nissan Automobile, Quantas Airlines,Smartone Vodaphone
© Presentation by Talkpush
Example: Smarterer
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The Problems with using Resume for
screening
People are…
• Voices
• Story tellers
• Energizers
• Untapped potential
• The future of your company
Resumes are…
• Static
• Biased, rehearsed summaries of the past
• Hard to rank/measure (no metrics)
• Have varying levels of authenticity (40% contain false or exaggerated info)
© Presentation by Talkpush
Why Recruiters prefer to
screen via Video or Phone• They can hear the motivation and purpose of the
candidates
• They can let the candidate answer all the standard questions upfront, so they can focus on the interpersonal later
• They gain clarity & valuable insight which resumes cannot offer
• The killer feature: it is asynchronous, so a more efficient use of everyone’s time.
© Presentation by Talkpush
Video Interviews: Vendor Overview
Active InterviewAsync InterviewCandid CaptureCloud InterviewInterviewStreamInterview Studio
JetHRJobOnKira TalentMontage TalentNext EmployeeRecruitLoop
RefrekRIVSTake the InterviewTalentCirclesTalentRoosterTalentVX
TalkingCVTazioViastoVidCruiterVideoRecruitVideoView
ViepleWowzer
Name Price Headquarter Tagline Customers
Unlimited video for USD 400 to $1.250 a month
Utah, USA This is Modern Recruiting
Hilton, General Electric, Ebay, Morgan Stanley
Depending on company size
Wexford, Ireland Reinvent your Recruiting
Qatar Airways, Wm Morrisons Supermarkets
Unlimited video interviews for USD 209 a month
London, UK Video Interviewing made simple
Berkshire Hathaway, KFC, New Castle Hotels
Free for 1 job opening, up to USD 250 a month
California, USA Recruit hearts and minds, not just resumes
Fox nex, Walmart, Box, Fletcher Allen Health Care
And many others to choose from…
© Presentation by Talkpush
• Positives: – Easy/cheap to implement– Stable technology with plenty of options– Makes recruiting faster and cheaper– Facilitates collaboration
• Negatives:– Some candidates not comfortable with video– Places technological barriers between applicants and
interviewers– Lighting, camera angles, delays, interference and other
problems can be distracting – Could be used to apply discriminatory practice
Video Interview
© Presentation by Talkpush
A Week in the Life of a Recruiter:
Traditional vs. Virtual/Digital
Monday Tuesday Wednesday Thursday Friday
Actions (traditionalmethod)
• Receive 100 resumes, screens and retains 15.
• Calls the 15 candidates to schedule a call
• Starts interviewing the candidates
• Manages to speak to 6 that day
• Speaks to another 6 candidates that day
• Sends hiring manager recommendations
• Hiring Manager selects 6 candidates to speak to
• Recruiter schedules meetings
• Recruiter to inform 6 non-shortlisted candidates of decision
Recruiter Time 1h30 3h00 3h30 0h30 0h30
Monday Tuesday Wednesday Thursday Friday
Actions (digital method)
• Builds a standard questionnaire
• Receives 100 resumes who are instantly invited to participate
• Listen to the 70 candidates who participated in the virtual interview
• Shortlist the best 10 and send audio/videoprofiles to hiring manager
• Hiring manager loves 6 of the candidates
• Recruiters invites candidates
• Recruiter informs 92 others that they aren’t retained
• Recruiter enjoys some time at the beach
Recruiter Time 0h20 2h00 0h30 0h00
© Presentation by Talkpush
Phone/Digital Screening Vendors
• Candidates get an immediate chance to be heard as soon as they apply
• They get feedback on their application within a couple of days
• Shortlisted candidates move immediately into the second interview stage within the first week
• They spend less time on the phone and more time in person.
• Career website for the hourly workers
• Screens all candidates using a combination of resume and phone questionnaire
• Allows candidates who do not have smart phones or fast connections to still get heard
• Offers video and audio option
• Promotes ability to save time via asynchronous interviews
• Predictive hiring analytics.
• Focused on industries where voice matters such as call centers, BPOs, restaurant chains
© Presentation by Talkpush
How long does it take to listen to
100 new job applicants?
Where do you want your recruitment team to spend their time? Screening candidates VS onboarding new employees
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Machine going from just recording to
engaging with People
• Evolv (recently acquired by Cornerstone): Machine learning platform technology to gain insights on your workforce
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The Mobile Handset Experts
• nsPIRE – the Tinder of recruitment, combines Tinder and Linkedin for a quick matching
• Findly: A complete ATS, designed with the mobile users first in mind.
• mResource –text-based tool for recruiters to pre-screen candidates via SMS.
More people access the internet from mobile than from desktop. Some companies are responding to this shift.
© Presentation by Talkpush
Applicant Tracking Systems:
Plenty of good options
Recruiting and Applicant Tracking
Performance Recruiting Learning / Training
Mobile platform Onboarding
SuccessFactors (SAP) ★★★★☆ ★★★★☆ ★★★★★ ★★★☆☆ ★★★☆☆
Bullhorn ★★★★★ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆
Kenexa (IBM) ★★★☆☆ ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★☆☆
Taleo (Oracle) ★★★★★ ★★★★★ ★★★★☆ ★★★☆☆ ★★★★★
Cornerstone ★★★★★ ★★★☆☆ ★★★★★ ★★★★☆ ★★★☆☆
Lumesse ★★☆☆☆ ★★★★☆ ★★★★★ ★★☆☆☆ ★★★★☆
Silkroad ★★★★☆ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆
Peoplefluent ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★★☆ ★★★☆☆
The Resumator ★★★☆☆ ★★★☆☆ ★☆☆☆☆ ★☆☆☆☆ ★★☆☆☆
© Presentation by Talkpush
Leaders keeping Pace with Innovation
via Acquisitions
34
Date Buyer Target Target Main activity Deal size (USD)
October 2014 Skillsoft SumTotal Systems Technology delivered training solutions $ 650m (est.)
October 2014 Cornerstone Evolv Call center hiring management solutions $44m
August 2014 Cornerstone Workpop Platform that enables employers to hire $8m
March 2014 CareerBuilder Broad bean Technology Online recruitment software for talent sourcing NA
Feb 2014 Linkedin Bright Job matching service $ 120m
Feb 2014 Workday Identified HR predictive analystics $24m (Est.)
Feb 2014 CEB Knowledge Advisors Talent measurement solutions $52m (est. 9x revenue)
Feb 2014 CEB Talent Neuron Talent analytics platform to automate evaluation $8m
Oct 2013 Sequoia Cap. HireVue Asynchronous Video Recruiting $25m (150m EV = 30x rev.)
March 2013 Pearson Learning Catalytics Cloud-based learning analytics and assessment NA
March 2013 Pearson Exam Design Examination development software for hiring NA
Feb 2013 CEB Valera Employee insights $24m (est. 2x rev)
July 2012 CEB SHL Talent measurement solutions $660m (est. 8x revenue)
May 2012 Pearson Certiport Performance-based certification practice test $140m (est. 7x rev.)
March 2012 Cornerstone Sonar Limited Online performance management & succession planning $ 13.5m
Jan 2012 ETS MyCollegei Platform to build online interview profile NA
Jan 2012 SHL Previsor Talent assessment NA
Sample of recent activity
© Presentation by Talkpush
The Integration Dilemma
• SAP, Oracle, Microsoft (or Yonyou in China) offer all core HR and talent applications
• BUT most of the innovation continues to come from startups in this space:
Recommendations:
1. When working with new solutions from Oracle, SAP, and Microsoft (often from acquisitions), ask their respective partners which innovation areas they are interested in investing in. Without their support, your implementation will suffer. Find out if they can also integrate third- party solutions.
2. Push for integration when possible but look outside of core processes and don’t let your focus on integration block you from innovation.
3. Manage change carefully. Remember to address people, process and technology together.
Networked recruiting
Automated Screening
CrowdsourcingReal time
engagement management
Predictive analytics
Social recognition
© Presentation by Talkpush
Word of Caution: Startups that are too
Network-dependent
• Raised USD 49m and Grew to 33 million users• Facebook changed its viral channel, (no more wall posts with spam)
leading Branchout to lose users faster than it could acquire them• In January 2013, Facebook launched Graph search, making it easy
to natively see where friends worked. • Now the “Linkedin within Facebook”. Wants to throw in the towel
and is selling its remaining assets to the highest bidder.
Lesson learned: if a provider is dependent on another platform, they become very vulnerable
© Presentation by Talkpush
Metrics matter: define how your
Impact will be measured
Keeping recruiters happy:- % of interviews lead to hire?- Reduction in manual processes- Increase in RPO solutions?
Keeping hiring managers happy:- % Top Performers - % Poor Performers- Employee turnover- # of applicants
Knowing what makes people unhappy:- % employee who would NOT
recommend their employers
Keeping finance happy:- Recruiter productivity- Overall cost per hire
Keeping candidates happy:- Mobile vs desktop accessibility- % applicants who were heard- Time between application and
interview- Time from interview to offer- Overall candidate satisfaction?- Engagement level of your passive
candidate pool (e.g. # tweets per followers)
- Size of your company’s network of “friends” on Facebook, Linkedin
Word of caution on automated reports: Often more work than manual ones.
© Presentation by Talkpush
Parting words…
What’s in? What’s out?
– Resumes
– Cover letters and reference letters
– Phone interviews
– Classified and advertising
LinkedIn profiles
Pre-qualifying questions and Assessment testing
Virtual asynchronous interviews
Online communities
Better transparency
Faster screening process and reduced time-to-hire
Improved recruitment productivity
Improved quality of hire
OUT IN
© Presentation by Talkpush
About the presenter
Max Armbruster• Founder/CEO of Talkpush• ex-Director of Channel Sales @SAP• Ex-Co-founder of e-recruitment software
company Aqayo in Singapore in 2010• Ex-CNET, ex- Altran, ex-Edgilis
+852 3051 9250