Aalto M!B Recruitment Evening 26.3.2014
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Transcript of Aalto M!B Recruitment Evening 26.3.2014
© 2014 SKYHOOD OY
Thomas Grönholm • CEO & Co-founder [email protected] • 040 544 4523
Aalto M!B
Recruiting Evening 26.3.2014
© 2014 SKYHOOD OY
Who & what?
THOMAS GRÖNHOLM CEO and CO-FOUNDER +358 40 544 4523 [email protected] ! linkedin.com/in/gronholm ! @tumppi
© 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting !
Agenda
© 2014 SKYHOOD OY
Why is recruiting important?
“That day when the true potential of every individual can be reached by new opportunities out there, our companies and our societies will look very different.”
© 2014 SKYHOOD OY
66% of hiring decisions
prove to be mistakes
Peter Drucker, Harward Business Review
Why is recruiting important?
© 2014 SKYHOOD OY
50 000 USD cost of a bad hire (employers in US)
CareerBuilder 2013, What’s the Cost of a Bad Hire? A Global Perspective
Why is recruiting important?
© 2014 SKYHOOD OY
75% of applicants are
unqualified based on the CV
Recruiting is difficult
Skyhood, Kansallinen Rekrytointitutkimus
Every second recruiter experience that
75% of applicants aren’t
suitable (personality) based on the interview
© 2014 SKYHOOD OY
Why is recruiting difficult?
1 failed job
specification, employee value
proposition (EVP)
2 potential
candidates are selected from
the wrong pool
3 lacking skills to
measure the fit – what kind of personality is
suitable for the team and position
© 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting !
Agenda
© 2014 SKYHOOD OY© 2013 SKYHOOD OY
© 2014 SKYHOOD OY
Media ja recruiting revolution
© 2014 SKYHOOD OY
What do recruiting professionals think?
The role of traditional media has decreased in recruiting
0 % 20 % 40 % 60 % 80 % 100 %
3 %19 %12 %49 %16 %
Strongly agreeAgree moderatelyUndecidedDisagree moderatelyStrongly disagree
65%{
© 2014 SKYHOOD OY
What do recruiting professionals think?
Social media has a significant impact to recruiting and job search
0 % 20 % 40 % 60 % 80 % 100 %
3 %12 %10 %59 %16 %
Strongly agreeAgree moderatelyUndecidedDisagree moderatelyStrongly disagree
75%{
© 2014 SKYHOOD OY
How important are the following channels in recruiting?
Internal recruitingCorporate website
Mol.fi (Government)Contacts of the personnel
Daily newspapersMonster.fi
Professional journalsOikotie (online job board)
Other job boardsLinkedIn
FacebookTwitter
TelevisionRadio
0 % 20 % 40 % 60 % 80 % 100 %
Very important Important Moderately Important Of little important Unimportant
© 2014 SKYHOOD OY
How job ads reach potential candidates?
77% are not reached
traditional job ads reach
23%
Lou Adler: The Job-Seeking Status of the
Fully-Employed
Lou Adler: The Job-Seeking Status of the Fully-Employed (Dec 2010)
Traditional job postings only expose your opportunities
to 23% of the viable candidate pool
© 2014 SKYHOOD OY
Who is a jobseeker?
© 2014 SKYHOOD OY
Job-seeking status of employed professionals
Lou Adler: The Job-Seeking Status of the Fully-Employed (Dec 2010)
21% 15% 44% 20%
Active Actively looking for a new job
Tiptoer Thinking about changing jobs, but not actively looking
Explorer Not looking for a new job, but would discuss an opportunity with a recruiter
Super passive Completely happy in their current job
{80% open to new opportunities
© 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting !
Agenda
© 2014 SKYHOOD OY
Suorahaku (executive search, headhunting) on sopivien ehdokkaiden etsimistä avoimeen työtehtävään ilman
että työpaikasta ilmoitetaan julkisesti.
Executive search / headhunting
Executive Search: The work process conducted by an Executive search firm, in which the most suitable person is selected for a top management position in a company.
© 2014 SKYHOOD OY
www.suorahakuyritykset.fi
43 companies – only headhunting 113 companies – uses headhunting process
Executive search / headhunting
43,7 MEUR
© 2014 SKYHOOD OY
Executive search process
14 steps
www.fex.fi
© 2014 SKYHOOD OY
Number of targets along process, example
Canditate profile 1
Business sectors 1–4
Companies 50–150
Positions in the companies 50–200
Background information gath. 50–150
Contacted 30–50
Interviewed 10–15
Presented 3–5
Selected 1
Identifying (capability) Contacting (m
otivation) Assessing (suitability)
Number of targets
Executive search / headhunting
“A lot has been happened
before you’re contacted.”
© 2014 SKYHOOD OY
Leave footprints
Marginal in Finland? Experts, thought leaders, journalists,
CV database for recruiters
What’s your digital footprint?
2,5M Finnish people 20% on all time online
530 000
2 300 000
100 000
© 2014 SKYHOOD OY
Ad Search
Executive Search
Personal High Value, Low Volume
Public Low Value,
High Volume
Active jobseekers
Passive jobseekers
The future of recruiting
© 2014 SKYHOOD OY
The future of recruiting
1 MASS MEDIA JOB BOARD ADVERTISING !2 REACHING ONLY ACTIVE JOBSEEKERS !3 ONE-WAY COMMUNICATION (employer market) !4 OVERFLOW OF CANDIDATES (for known brands) !5 RECRUITMENT OUTSOURCING (USING AGENTS ) !6 HIGH HR COSTS
Recruitment as cost center
PAST
1 JOB ADVERTISING TO TARGETED CANDIDATES !2 REACHING ALSO PASSIVE JOBSEEKERS !3 TRANSPARENCY & EMPLOYER BRANDING (job-seeker market) !4 REFERRALS - CROWDSOURCING OF CANDIDATES !5 LOWER AGENCY COSTS & TIME-TO-HIRE !6 UTILIZING CAREER NETWORKS (TALENT MAPPING)
Recruitment as profit center
COMING
FUTURE
© 2014 SKYHOOD OY
The future of recruiting
1 EMPLOYER BRANDING
!
2 RECRUITING AS A SALES PROCESS
!
3 ANALYTICS & DATA IN RECRUITING
© 2014 SKYHOOD OY
Thomas Grönholm • CEO & Co-founder [email protected] • 040 544 4523
Aalto M!B
Recruiting Evening 26.3.2014