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2015 Recruitment Trends &

Best Practices

SIMON PARKINPractice LeaderHR, Recruitment & Talent

Solutions, The Talent Company

20YEARS

Former global leader of Talent Acquisition - partners with

organizations across North America providing consulting

advice and support for their

HR, Recruitment and Talent practices.

Online@aTalentCompany

@SimonParkin1

www.thetalent.co

MAURA DYER Talent Acquisition Director, Rogers

15YEARS

Facilitating the recruitment, engagement, and development

of top talent at leading Canadian organizations across various

industries

Online@mauradyer

ca.linkedin.com/in/mauradyer/

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AGENDA

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2 Candidate Engagement

3 Developing Hiring Leaders

4 Recruiter Capabilities

The Market & The Impact on Recruitment

5 Social Recruitment

1The Market & The Impact on

Recruitment

Recruitment Today:

The State of the Union

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The Labour Market

From a Recruitment perspective, many

organizations have enjoyed a large pool of

active talent to recruit from over the past

6+ yrs.

Talent

Supply

vs.

Talent

Demand

The Labour Market

But the labour market in Canada continues

to heat up going into 2015 and beyond.

Talent

Supply

vs.

Talent

Demand

The Canadian Labour Market

So where is the Canadian labour market

headed in 2015 and beyond:

• More jobs and smaller pools of active and

qualified talent in the market.

• Continued changing generational &

workforce demographic pressures.

• Heightened regional labour market

differences across the country.

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From our HR Pulse Study

What are the biggest HR/people challenges facing your organization?

Response Chart Percentage

Retention of staff 21%

Attrition and retirement of skilled employees

14%

Succession planning 49%

Ability to recruit new, skilled employees

47%

Obsolete/dysfunctional HR systems 19%

HR staff not skilled enough to support the needs of the business

18%

Other, specify: 18%

Generational Workforce Impacts

The Biggest Impact & Your

Organization’s #1 Priority in 2015:

Retention of your own Talent

And don’t forget about the retention

of your great Recruiters!

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2 Candidate Engagement

It’s no longer an Employer Centric

Market where “You are lucky to

work for us!”

• Stop playing games with candidates.

• Sell your EVP throughout the

recruitment process.

• Your Recruitment process needs to

be “candidate warming”.

• Have a game plan for multiple

and counter offers – what are you

prepared to do?

• Also pay attention to your other

great candidates (the medalists)

- you might need them.

It’s now a Candidate Centric

Market

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Your Organization’s Employee

Value Proposition

And how does it translate for candidates?

But the Employer Branding landscape has

changed dramatically…..

www.amexsux.com

An Inside Look at Your

Organization….in 2003

An Inside Look at Your

Organization & EVP….Now

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Candidate Engagement

64% of candidates never hear back from a

company

80% will share their poor experiences with their friends & family …and 20% will share it

on Social Media (and increasing)

3 Developing Hiring Leaders

Hiring Leaders & Their Biases

1. Candidate’s Sense of

Humour: 27%

2. Involved in Community:

26%

3. Candidate who is Better

Dressed: 22%

4. Candidate with whom the

Hiring Manager has more

in common with: 21%

5. Physically Fit: 13%

*survey by Harris Interactive - 2013

Top Influencing Factors in Hiring Candidates*

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Developing your Hiring Leaders

Educate, train and build their

confidence in making hiring

decisions

Developing your Hiring Leaders

Today more organizations are

investing in programs to develop

their Hiring Leaders’ Recruitment

Capabilities:

- Talent Scout (Source)

- Talent Ambassador (Candidate Experience)

- Talent Assessor (Peer Interviewer)

Developing your Hiring Leaders

Integrate recruitment &

hiring into their leadership

accountabilities

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Timeliness of your Hiring Decisions

How many of your top candidates will still be available when you finally

make the decision?

According to Glassdoor, the

average interview process takes about

25 days

4 Recruiter Capabilities

The Role of the Recruiter

Continues to Evolve

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Capacity Effectiveness

…but the top 2 recruitment

functional challenges remain the

same

Many Different Recruitment

Models to Choose From.

Which is best for you?• Traditional – End-to-End Recruiters

oCentralized

oDecentralized

• Specialized – Focused Roles

oCentralized Sourcing

oThe “POD” Model

• Outsourced

• Hybrid

Capacity vs. Effectiveness

What to Consider when Building

Capability within Recruitment

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Business Relationship vs. Candidate Hunting

…..or Both

What to Consider when Building

Capability within Recruitment

Many organizations are still “Posting & Praying”

Candidate Sourcing Must Evolve

Candidate Sourcing

Many are integrating a dedicated

candidate research and sourcing

approach into their recruitment

practices

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Candidate Sourcing

Constantly Aligning Sourcing

to the Business Goals

Talent Pipelines

It’s not just about the data – it’s about what the data tells you!

“Big Data” within Talent Acquisition

Quality of Hire and Service Delivery Excellence

Use Outcome Focused

Recruitment Metrics

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5 Social Recruitment

The Social Media Recruitment

Challenge

The key for an organization is understanding which

is the right platform and the proper

messaging/branding for the targeted talent.

- where’s your quality talent coming from?

Everyone is using

different social media

platforms for very

different reasons.

Candidate Flow before

Social Media

Candidate Flow now with

Social Media

Is the quality lost

in the quantity?

The Other Social Media

Recruitment Challenge

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Is the higher volume of

candidates straining the capacity

of recruitment to find quality

talent?

….and hurting your

reputation with candidates in the

market?

91% of Recruiters use Social Media to screen candidates.

Using Social Media to Screen

Candidates

48%53%76%

69% of Recruiters have

rejected a candidate

because of what they

saw on social media:

• Lied about

Qualifications

• Inappropriate Pictures

• Inappropriate

Comments

• Poor Grammar &

Communication Skills

Using Social Media to Screen

Candidates

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The most disturbing Trend?

Where have all

the interviewers

gone?

That’s great but where do I start?

#1 - Understanding where your

organization is today

Key Factors:

Capacity

Capabilities

Investment

Challenges

Org Reputation

Business

Engagement

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#2 – Define where you are going/

where you want to go

Developing the plan for your organization

Business Plan

Workforce Plan

Talent Plan

Recruitment

Strategy

But don’t try and boil the ocean!

Recruitment must be an

organizational focus – not just an

HR focus!

Invest in Your Recruitment

Function

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In Summary

Candidate engagement matters: they are Customers

Don’t forget the retention of your best Recruiters

Know what your brand is as an employer

Understand what you do well….and not so well

The best candidates aren’t available for long

Have a plan - baby steps

Questions?