HRO Today Forum APAC - Korn Ferry Focus · Competency based pre -application assessments, giving...
Transcript of HRO Today Forum APAC - Korn Ferry Focus · Competency based pre -application assessments, giving...
THE ROLE OF RECRUITER IS IN
QUESTION – BUT HOW MUCH
OF AN IMPACT WILL TECH
REALLY HAVE?
HRO Today Forum APACNovember 12, 2018
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Introductions
Tamara SigerhallManaging ConsultantKorn Ferry Professional Search
Merissa YeowGlobal Client Solutions Director, Korn Ferry RPO
Pip EastmanManaging Director, APAC Solutions, Korn Ferry RPO
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The digital journey will reshape the workforce…
RIGHT SIZE RIGHT SKILLS RIGHT SITE RIGHT SHAPE RIGHT SPEND
Fewer humans? Or more as
automation enables greater capacity
Greater decision-making as
automation takes repetitive tasks
Location is deprioritized – or
changed in search of key digital talent
Networked, platform-based
structure
Data analytics means
compensation and rewards are more optimally allocated
A delicate ecosystem
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RECRUITER
80% I have a ‘high’ to ‘very high’ understanding of the jobs.
51% Hiring managers ‘should do a better job communicating what they are looking for in a candidate’.
54% of recruiters complain that hiring managers expect recruiters to place candidates into hard-to-fill positions more quickly than is feasible.
Corporate job openings on average attracting applications so sifting is a major time factor.
250+
CANDIDATE
29%
of candidates say they would never apply again after a bad experience and 41% of job hunters have put their negative candidate experience down to being unable to contact a recruiter.
83%
of employers think a negative candidate experience affects the company, and this extends to candidate’s willingness to buy products from that company
82%
of applicants don’t even get acknowledgement that application is received
HIRING MANAGER
61% recruiters have, at best, a ‘low’ to ‘moderate’ understanding of the jobs.
77% recruiters’ candidate screening is ‘inadequate’.
44% “Lack of Required Skills or Experience” among applicants is biggest recruitment challenge
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INNOVATING ACROSS THE
RECRUITMENT PROCESS
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Tech impacting the recruitment process
PLANEnhanced Job Profiling
Benchmark ProfilesTalent Analytics
SOURCEAI Sourcing Engines
ENGAGEPre application assessmentRealistic Job Preview (RJP)
Gamification
SELECTAssessmentVideo Interviews AssessmentsStructured Interviews
HIREAssessment evaluationPay benchmarks
ONBOARDBetter Candidate ExperienceReduce Time to Impact90-Day Development Plan
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Benchmark profile
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Market insights
Experience
Job context Responsibilities
PLAN
Compensation
Soft & hard skills
Recruitment Data
Supply and Demand
Profile Building
Benchmark Data
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How AI for sourcing works
8
Enhance the Job Description
Using best in class profiles and AI – the
system augments what the recruiter should be
looking for.
01
02 04
03 05Social ArtifactsQualitative and quantitative informationCandidates’ readinessto move.
LocalizationThe AI looks to determine if it has worked with this location or recruiter before
Studies the MarketIndependently, it
studies people in those roles to identify what
variables are key.
Korn Ferry ExperienceThe AI takes into account all of the Korn Ferry Experiences for this role.
SOURCE
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Today ‘company culture’ is more important than ever for
candidates when choosing an organization
Who is broadcasting your culture during the recruitment experience?
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FORTUNE World’s Most Admired Companies rankings
Candidate companies:
Rated overall and relative to industry peers by executives, directors, and analysts
FORTUNE 1,000 Non-US Global 500
with revenues of$10 billion or more
680 companiesfrom 29 countries
included
Industry rankings generated for52 industries
Attributes of reputation:
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All Stars for 2018
01 Apple 1
02 Amazon.com 2
03 Alphabet 6
04 Berkshire Hathaway 4
05 Starbucks 3
06 Walt Disney 5
07 Microsoft 9
08 Southwest Airlines 8
09 FedEx 11
10 JPMorgan Chase 22
11 Netflix 14
12 Facebook 9
13 Costco Wholesale 15
14 American Express 17
15 salesforce.com 20
16 Nike 12
17 Johnson & Johnson 13
18 Coca-Cola 16
19 BMW 21
20 USAA 25
2017 rank shown on right
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Focus of past research
Key differentiators of the World’s Most Admired Companies
Ability to attract andretain talent
Employee engagement and enablement
Performance management
Reward program effectiveness
Innovation
Conducting business globally
Managing through economic uncertainty
Preparing for the future of work
Responding to the digital economy
Board governance and human capital management
Culture
Leadership
Managing reputation
Strategy implementation
Organizational design and operating model effectiveness
Execution
Organizational agilityWhat distinguishes
the ‘best’from the rest?
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Culture
“We onboard employees all over the world every day to both the company globally and what is important to know locally. Our leaders are part of the onboarding process, reinforcing the values and heritage that make Coca-Cola uniquely us.”
Ceree Eberly, Former Chief People Officer, The Coca-Cola Company
Defined and regularly measured
New hires tested for "fit"
Incorporated into performance management processes
Evaluated in reward, recognition, and promotion decisions
Culture and values
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Realistic job preview
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Competency based pre-application assessments, giving candidates a glimpse behind the curtain, allowing them to engage with a brand and ultimately helping them to judge for themselves, if they are a good fit a particular organization.
ENGAGE
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CRM fading, TRM on the rise
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Candidate experience!
Mobile first
Applicants & Jobseekers
Acts swift and independent and involves recruiters when needed
Fills gaps in both directions
Personalised and personal(Amazon experience)
Automated Scheduling
Loops HRIS data back into recruitment processo Constant data based rebalance
of outreach
o Performance based targeting
o Automated open/close of 'tab'
ENGAGE
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Gamified Assessments
Game-based assessments are the next generation of psychometric testing that assesses personal preferences, behavioural style, cognition and ability.
SELECT
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Better hiring decisionsHIRE
Salary Benchmark PictureCandidate Pipeline
Assessment Results Supply and Demand
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Onboarding ONBOARD
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Question: Which technologies are you using?
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THE IMPACT
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The impact of HR tech
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RECRUITER
HIRING MANAGER
Market and profile information for every role
Reduced administration work
Reduced sifting and selection
Decision support via assessments
Automated, personalised candidate care and updates
More time for high quality work with candidates and hiring managers
Better candidates faster
Detailed information prior to launch
Transparency of process
CANDIDATEBetter qualified approaches
Personalised and timely
candidate care
Video interviews at their own time
Effortless interview coordination
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Group 2 Group 3Group 1
Cohort groups
Pip Eastman Merissa Yeow Tamara Sigerhall
Recruiter as a Talent Advisor Pip EastmanDigital vs Human Touch Tech & Candidate Expérience
Embrace the Future of Recruiting