Recruiting in the Digital Age Stuart White Managing
- Slides: 23
Recruiting in the Digital Age Stuart White – Managing Director, HRMC
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
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 of the hiring manager
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 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 Corporate Alumni and Boomeranging
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, 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 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 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 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?
OTHER TRENDS
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 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
EMPLOYER BRANDING Creating Dialogue with Candidates and Potential Candidates
ADOPT A MARKETING PERSPECTIVE FOR CANDIDATES
- Stone age, bronze age iron age timeline
- Iron age bronze age stone age timeline
- Stuart white dc
- Dr stuart white houston
- Nnn poem
- Ellen g white henry nichols white
- Managing digital marketing
- Managing digital communications
- Managing in a digital world
- Managing in a digital world
- Management information system managing the digital firm
- Management information systems managing the digital firm
- Managing finance in a digital world
- Managing the digital firm
- Managing knowledge in the digital firm
- Debbie lynch white age
- Lesson 4 reformers in the white house
- Valentin bianchi new age
- What is personnel planning
- Forecasting supply of inside candidates
- Driver recruitment strategies
- Chapter 5 personnel planning and recruiting
- Recruiting and retaining capable employees does not entail
- Recruiting call script