The New Recruiting Department
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Transcript of The New Recruiting Department
RECRUITING 2.0 The Future of Recruiting
Beth McCormick
Recruiting and Diversity Manager, LLNL
Engineering Directorate
1st Career Refinery Engineer
CLAIRVOYANCE IN THE FASHION INDUSTRY
2011 Cool.
2nd Career Fashion Design/Mfg/Sales
3rd Career Technical Recruiting
TODAY’S AGENDA
Talent 2.0
Evaluation 2.0
Plan without a strategy?
Our Strategy at LLNL
The Future Recruiting Team
THE EXPANDING WORLD OF WEB 2.0
TALENT 2.0 The New Workforce
TALENT 2.0 – UNDERSTANDING THE NEW WORKFORCE
MEET MIKE
TALENT 2.0 – WHERE IS MIKE? MIKE’S ONLINE WORLD
MOBILE APPS, SO IMPORTANT
TALENT 2.0 THE GROWTH OF ONLINE GAMING
2014 $84 Billion
2010 $54 Billion
1990 $10 Billion
WOULD YOU PAY $330,000 FOR A VIRTUAL SPACESHIP OR ASTEROID?
WHAT DO GAMES AND SOCIAL NETWORKS HAVE IN COMMON?
Highly collaborative social networks
Confidence building due to reward systems
Status among peers
Engagement
Feeling good
Easy communication
ARMY ONE OF THE FIRST TO USE GAMES TO RECRUIT AND TRAIN
THEY DON’T JUST EVALUATE YOU They evaluate themselves….
BE TRANSPARENT, HONESTY BUILDS TRUST
YOU WILL BE RATED, LIKE IT OR NOT
Your company rating… It’s out there….
“The first wave of Social Networking was all about connecting. For recruiters it means sourcing.
The second wave of Social Networking is all about leveraging those connections.
For recruiters it means assessing using Reference Check 2.0 approaches.”
YVES LERMUSI, CEO CHECKSTER, PREVIOUS FOUNDING PARTNER OF TALEO
THE NEW TALENT IS TRANSPARENT
Candidate Don’t access me, I’ll access myself and show you how great I am!
Employee I want to know how well I’m doing all the time
not just once a year.
CREATING A PLAN WITHOUT A STRATEGY Is like giving a trip to Russia to someone who needs a beach get-away…thoughtful? Maybe..useful? Not so much.
RECRUITER 2.0 – BRAND EXTOLLER
EXAMPLE: BEST BUY
LEVERAGE FROM OTHERS IN THE SAME BOAT
Facebook LinkedIn Glassdoor Quora Games Other
Leverage SKA’s with marketing, sales, and advertising
Where are our customers and candidates?
LEARN FROM YOUR VENDORS AND OTHER RECRUITERS
MY STRATEGY Working in a large established company has challenges
LAWRENCE LIVERMORE NATIONAL LABORATORY
Pros A research lab that offers an intellectually
stimulating environment for scientists and engineers.
Great career security
A company of extremely bright people
Opportunity to make a difference in the safety of the nation
LAWRENCE LIVERMORE NATIONAL LABORATORY
Cons Frustrating due to nature of classified work
Unclear mission and messaging
Political
IT infrastructure out of date due to restrained budgets
No Access to Facebook or smart personal phones
Long hiring process
MESSAGING STRATEGY
Collaborate with Marketing and Public Affairs to create message and maximize skills for SEO, Facebook and LinkedIn
Focus on the great science
Focus on the smart people
Focus on jobs that make a difference
Focus on the excellent tools to do science
NEW PLAN
WEBSITE
Careers– New Features
Rotating images feature employees engaged in activities they love
Links to Program websites Recruiting video with captions
for deaf and hearing impaired Great People section highlights
careers
SEO AND CANDIDATE MANAGEMENT
Improve Web presence and SEO and CMS using JobVite, LinkedIn, Facebook (secured), Glassdoor
ATTRACTIVE JOBS, FROM THIS……..
.
TO THIS
.
RECRUITING
Searches via LinkedIn and JobVite
ON METRICS
Average New
Candidate Prescreen 60 Days 15 Days
Interview Completion 20 Days 1 Day
Interview to Offer 25 Days 1 Day
Time to Hire 130 Days 30 Days
NO SILVER BULLET, BE FLEXIBLE
THE NEW RECRUITING TEAM Where are we headed?
21st century recruiters will need to be equally adept as using web 2.0 as well “old school” techniques. They need to know which sites market and which to use for recruiting. Web 2.0 is what internet recruiting was 10 years ago.
BenGotkin Global Talent Acquisition Director Marriot
Internal recruiting organizations will be outsourced unless they match external competitors effectiveness, efficiencies, costs and speed.
Kevin Wheeler, Future of Talent
With economic uncertainty, and constant change in the competitive landscape and technology, will continue to increase the demands placed on most corporate recruiting organizations. I do believe that because of these influences, corp recruiting groups will need to be able to spend more of their time aligning strategically to the business and on workforce planning.
Angel Hills Executive VP PinStripe
THE FUTURE RECRUITING TEAM
The Technologist
The Sourcer
The Recruiter
RECRUITING TECHNOLOGIST
Manages and assesses web 2.0 sourcing, recruiting, and tools. Works with Marketing and sales.
Tool development (games?) Tool implementation Tool training Web communications Tool assessment Sets metrics for the team
RECRUITER 2.0 – THE SOURCER
Identifies and participates with the social networks
Sources key populations
Builds communities of skills
Twitter user (ideally has 4000 + followers)
Actively uses apps for iPhone, iPad, etc
Participates In online gaming
Enjoy continuous communication and collaboration with customers and potential candidates
Uses both push and pull apps and technologies to source
THE RECRUITER
Works closely with client to understand business
Competent on workforce projections, future projects
Works with marketing and sales (aligns the brand)
Creates attractive job descriptions that will attract
Assesses attributes and skills of applicants
Able to sell the company better than competitors
Assesses quality of hire
THANK YOU Beth McCormick
The future is in the clouds.