Recruiting in the Digital Age Stuart White Managing

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Recruiting in the Digital Age Stuart White – Managing Director, HRMC

Recruiting in the Digital Age Stuart White – Managing Director, HRMC

GENERATION Y - NET NATIVES Wedded to mobile technology and social media 90% checking

GENERATION Y - NET NATIVES Wedded to mobile technology and social media 90% checking smart phones before they get out of bed 86% job hunters use mobile devices as primary search tool

TODAY’S DIGITAL TERRITORY

TODAY’S DIGITAL TERRITORY

MOST IMPORTANT TRENDS FOR 2016 % 59 are investing more in their employer brand

MOST IMPORTANT TRENDS FOR 2016 % 59 are investing more in their employer brand compared to last year % 39 agree quality of hire is the most valuable metric for performance *Please indicate the extent to which you agree with the following as they relate to your company’s employer brand? *What is the single most valuable metric that you use to track your recruiting team’ performance today? *Over the next 12 months, which of the following would you consider to be the most important priorities for your organization? *What do you consider to be three most essential and long-lasting trends in recruiting for professional roles? Source: Linked. In Talent Solutions Global Recruiting Trends 2016 % 32 say employee retention is a top priority over the next 12 months % 36 consider employee referral programs to be a long-lasting trend

MEASURING PERFORMANCE Quality of hire (under 200 employees) Time to hire (larger companies) Satisfaction

MEASURING PERFORMANCE Quality of hire (under 200 employees) Time to hire (larger companies) Satisfaction of the hiring manager

BUT LEADERS LACK CONFIDENCE IN MEASURING QUALITY Talent leaders aren’t convinced that they’re measuring

BUT LEADERS LACK CONFIDENCE IN MEASURING QUALITY Talent leaders aren’t convinced that they’re measuring quality of hire effectively. Only 33% of respondents feel that their methodologies are strong, and an even smaller 5% felt “best in class”. Therefore, there’s a lot of opportunity to improve how you calculate and present quality of hire.

WHERE ARE WE FINDING TALENT? Top Sources of Quality Hires *Out of the quality

WHERE ARE WE FINDING TALENT? Top Sources of Quality Hires *Out of the quality hires your organization made in the past 12 months, which of the following were the most important sources? Source: Linked. In Talent Solutions Global Recruiting Trends 2016

FINDING TALENT Impact of Social Media

FINDING TALENT Impact of Social Media

FINDING TALENT Corporate Alumni and Boomeranging

FINDING TALENT Corporate Alumni and Boomeranging

FINDING TALENT Employee Referrals Top source of quality hires Faster, perform better, stay longer

FINDING TALENT Employee Referrals Top source of quality hires Faster, perform better, stay longer

SHIFT IN THE BALANCE OF POWER …candidates will no longer tolerate weak employer brands,

SHIFT IN THE BALANCE OF POWER …candidates will no longer tolerate weak employer brands, painfully slow application processes, death by interview, and a distasteful candidate experience.

EMPLOYER BRANDING Focus on the Candidate Experience • defined by how well the interaction

EMPLOYER BRANDING Focus on the Candidate Experience • defined by how well the interaction goes between the employer and job seeker in the recruitment process. • provide information on the interviewer and the type of interview that can be expected • ensure the interview is engaging • website and social platforms

ENHANCE THE CANDIDATE-CENTRIC EXPERIENCE Most Candidate Dissatisfaction Reported From. . . • not hearing

ENHANCE THE CANDIDATE-CENTRIC EXPERIENCE Most Candidate Dissatisfaction Reported From. . . • not hearing back after applications • slow recruitment processes • lack of feedback after interview • poor information around job content • nightmare assessments

GOODBYE CV "Résumés will be displaced by constantly evolving representations of individual experiences, skills

GOODBYE CV "Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method. " - Bob Myhal, Director of Digital Marketing at CBC Advertising and former CEO of Next. Hire

CV or VIDEO?

CV or VIDEO?

OTHER TRENDS

OTHER TRENDS

HIRING BY NUMBERS Data-driven Talent Acquisition • Number-crunching can produce higher-quality hires than recruiter

HIRING BY NUMBERS Data-driven Talent Acquisition • Number-crunching can produce higher-quality hires than recruiter & hiring managers • Boosting objectivity in candidate assessment, reduced bias and the ability to identify applicants that are most likely to become productive employees with long tenure • Cloud-based hiring tools allow recruiters to easily and affordably find, evaluate and organize top job candidates, while innovative assessment and filtering techniques help provide a 360 -degree holistic view of top.

ON-DEMAND WORKFORCE TO GROW • 2020 as much as 40 percent of the American

ON-DEMAND WORKFORCE TO GROW • 2020 as much as 40 percent of the American workforce will be made up of contingent workers, which includes temp employees, independent contractors and project based on-demand workers. • Two key drivers responsible for the rise of the on-demand workforce are workers' demand for diversity and flexibility in their roles and a shift in organizational strategy from needing to hire a person to needing to complete a task • Determining the optimal workforce composition will be a core competency for the HR function going forward. HR will be asked to help determine which positions should be full time and which should be done by contractors. Source: Mc. Kinsey

SHAPE AN EFFECTIVE SOCIAL, DIGITAL & MOBILE RECRUITMENT STRATEGY FOR YOUR ORGANISATION

SHAPE AN EFFECTIVE SOCIAL, DIGITAL & MOBILE RECRUITMENT STRATEGY FOR YOUR ORGANISATION

EMPLOYER BRANDING Creating Dialogue with Candidates and Potential Candidates

EMPLOYER BRANDING Creating Dialogue with Candidates and Potential Candidates

ADOPT A MARKETING PERSPECTIVE FOR CANDIDATES

ADOPT A MARKETING PERSPECTIVE FOR CANDIDATES