Sourcing and Recruiting 2007

ACHIEVE TALENTMANAGEMENT SUCCESSACHIEVE TALENTMANAGEMENT SUCCESS

Sourcing and Recruiting 2007Key Issues and Lessons for Success

Copyright © 2007. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.


Welcome

Agenda

– Introduction (10 Min.)

– Key Issues and Lessons for Success (40 Min.)

– Questions/Wrap-up (10 Min.)



Introduction:The 2007 Sourcing and Recruiting Survey

April, 2007. 600+ Respondents. Titles included: Corporate Recruiter Corporate Sourcing Specialist

Staffing/Recruiting Mgmt Agency Recruiter

HR Generalist Executive HR/Staffing

Consultant

Key areas covered by the survey:Recruiting challenges Sourcing/posting

Recruiting operations Diversity sourcing

Technology Recruitment strategy

Metrics



Why Are We Here Today?

• Roadmap

• Recurring Themes

• Decision-making Framework



Lessons for Success

• Investigate the marketplace

• Workforce planning driven by business goals

• Validate your processes and roles

• Support processes effectively with technology

• Move toward a strategic, proactive perspective to sourcing, and developing pipeline



What dynamics are driving recruiting/sourcing today?

• Growing Expectations– As technology advances, so do client and candidate

expectations, competition, and complexity of processes

• Challenges to Recruiting Effectiveness– Broad advances in technology also create widespread

challenges to recruiting effectiveness

• The Need to Enable People– People, process, and technology are essential, but

opportunities begin with the “people” part of the recruiting equation



Key Issues in the Recruiting Landscape

• Marketplace for talent

• Recruiting technologies

• Driving the recruiting process

• Focused sourcing



Key Issue #1: The Tightening Marketplace for Talent

• Transition/evolution of skill sets in both traditional, mature industries and new technologies and industries

• Potential retirees - a large part of the workforce is approaching retirement

• Fewer US students are being trained in required fields of study

• Candidates more selective about career opportunities



Key Issue: The Tightening Market for Talent (Cont’d)

• Work/life balance and relocation is a driving concern of candidates

• A need to better compete for experienced candidates is driven by presence of other companies with similar needs.

• Demand for flexibility is important, as qualified candidates (both skilled and non-skilled) often have more employment options to choose from



Key Issue: The Tightening Market for Talent

Tightening Market Leads to Recruiting Challenges

Survey Highlight: Recruiting Challenges What primary challenges have you or your company faced when recruiting for

particular functions?

52%

62%

28%

10%

54%

8%

0%

10%

20%

30%

40%

50%

60%

70%

Geographicallocation of job

Lack ofavailable high-level technical

skill sets

Lack of directlabor

employeecandidate

pool

Lack ofgraduates inrequired area

of study

Competitivesalary for skill

set

Benefits plan



The Tightening Market: Lessons for Success

The Candidate Experience

Everyone is focused on the candidate experience, from job bid to on-boarding…

– Candidates are customers, and marketplace ambassadors– Company insight through experience– “Buyer’s market”– “Silver medalists”– Planning relationships– Clarity on follow up



Key Issue #2: Recruiting Processes and Technologies

• Addresses organizational needs

• Can assist in qualifying candidates



Key Issue: Processes & Technologies

• Recruitment Process Outsourcing

• Evaluating roles and tasks

• Insight to business hiring forecast• 50% of companies in the survey reported that their workforce

planning feeds into sourcing strategies



Recruiting Technology: Lessons for Success

• ATS functionality fully utilized by staffing teams

• Technology facilitates, not alienates!

• Electronic signatures

• Preferred communication mode of some workforce segments



Key Issue #3: Driving the Recruitment Process

• Who owns the requisition?

• Who owns the sourcing strategy?

• What are common obstacles?

• What are common goals?



Driving the Recruitment Process: Lessons for Success

Recognize the Burden on the Recruiter

Survey Highlight:The Role of Recruiters Describe the role of recruiters within your organization?

8%

9%

83%

They develop candidate pools from an in-house sourcer or recruitment research

person.

They access pools of candidates createdby an in-house sourcer who establishes

initial interest.

They manage the full cycle of a requisition,from sourcing to offer.



Driving the Recruitment Process: Lessons for Success

Recognize the Burden on the Recruiter (Cont’d)

Survey Highlight: Interview Scheduling Who in your organization schedules in-person interviews?

7%

9%

28%

56%

0% 10% 20% 30% 40% 50% 60%

Hiring manager staff

Hiring manager

Staffingadministrator

Recruiter



Key Issue #4: Challenges of Focused Sourcing

How is sourcing changing with today’s talent market and technology?

• Not about driving volume, but quality of candidate• Emphasis on “passive” candidate outreach, branding• Big boards work, but…• Screening questions• Recruitment research• Database searches• Online social networks



Key Issue: Challenges of Focused Sourcing

Survey Reveals Most Common Approachesto Meeting Sourcing Needs



Key Issue: Challenges of Focused Sourcing

Survey Reveals Most Common Approachesto Meeting Sourcing Needs

Survey Highlight: NetworkingBusiness Networking Communities as Used by Respondents

332

174

117

49

280

329

128

30

0

50

100

150

200

250

300

350

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ork

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Focused Sourcing: Lessons for Success

Examine the Techniques and Technologies Behind Your Sourcing Effort

• Analyze sourcing streams for posting effectiveness

• Market to candidates, where the candidates are

• 1:1 = #1 !

• Source, then follow through



Focused Sourcing: Lessons for Success

Examine the Techniques and Technologies Behind Your Sourcing Effort

• Job board aggregators

• Enhanced campus (and high school!) programs

• Personal, professional, and online networks

• Targeted employee referrals

• Outreach: “The best job you’ve never heard of!”



Six Questions To Consider

1. Are we looking at company processes and the subsets too?

2. Is every step required?

3. Are roles and responsibilities clear?



Six Questions to Consider

4. Are we consistent and compliant?

5. Are our teams doing what we think they are doing?

4. Are we easy and inspiring to work with?



Wrap Up

Questions?

www.tng.futurestep.com

[email protected]



This Webinar was developed by The Newman Group

The Newman Group is a Futurestep company and a leading provider of talent acquisition and management consulting services to today’s

Fortune 500 companies.

visit [email protected]



Questions/Comments

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Sourcing and Recruiting 2007

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Transcript of Sourcing and Recruiting 2007