Recruitment RedefinedHow tech is driving hiring & what in the future will really matter?

By Kevin Freitas, Global Head of Recruiting and Rewards, InMobi

Hiring is driving us crazy!

• + the word 'tech' to anything boring and it suddenly sounds not just interesting but also highly valuable. 

• 7 billion mobile devices and we're more connected than ever. • Yet what's surprising is that recruiting teams are typically unable to find great

talent fast.

• The reasons are many: • Huge databases built over time that largely go untouched. • 80% of candidates starting the application process but not applying. • Candidates not interested in your brand or unaware of your brand. • With no one to tie up all these loose ends, and skills sets in Hiring being more HR

focused rather than being HR and tech focused, it's no wonder that hiring is driving everyone crazy.

A lot of money invested in Recruitment Tech

• Sourcing

• Technology

• Assessment

A lot of money invested in Recruitment Tech

• Sourcing

• Technology

• Assessment

Recruitment - Sourcing 

Monster (1994, NYC, IPO) – Job board and Online Career center connecting recruiters with potential candidates. Went public in 1996.Naukri (1997, Noida, IPO) – Career listing and job search portal. Part of Info Edge and went public in 2006. Jobandtalent (2009, London, $42M) - Job-board that connects candidates to job opportunities. Backed by Kibo Ventures, Qualitas Equity Partners and FJME Ventures.Hired (2012, SF, $33M) - Pre-assessed technical hiring platform. Backed by Sherpa Capital, Lumia Capital, Google Ventures, NEA, SoftTech VC and Sierra Ventures.BountyJobs (2006, NYC, $30M) - Recruiter marketplace connecting recruiters with organizations. Backed by Greylock, Accel and RPM Ventures.Gild (2011, SF, $26M) - Passive candidate sourcing and hiring platform. Backed by Menlo VC, Sapphire Ventures and Baseline Ventures.

A lot of money invested in Recruitment Tech

• Sourcing

• Technology

• Assessment

Recruitment - Technology

Ziprecruiter (2010, Santa Monica, $63M) - Web-based, job-board distribution platform. Backed by IndustryVentures, Institutional Venture Partners and Basepoint Ventures. Greenhouse (2012, NYC, $60M) - ATS for recruitment teams. Backed by Benchmark, Felicis, Lumia, Thrive and Social Capital. Jobvite (2003, San Mateo, $55.5M) - SaaS platform for social recruiting, sourcing and talent acquisition. Backed by CMEA Capital, ATA Ventures and Trident Capital.Jibe (2010, NYC, $41M) - SaaS recruiting solutions for candidate hiring. Backed by DFJ, Sapphire Ventures, Gotham Ventures, Silicon Valley Bank and Lerer Hippeau Ventures. 

A lot of money invested in Recruitment Tech

• Sourcing

• Technology

• Assessment

Recruitment - Assessment

Hirevue (2004, South Jordan, $97M) - Web-based video interviewing platform. Backed by Sequoia, Granite Ventures, Investor Growth Capital and Technology Crossover Ventures.Hackerrank (2009, Palo Alto, $20M) - SaaS platform to administer coding challenges. Backed by Khosla Ventures, Battery Ventures, SV Angels, YCombinator and ZenShin Capital. 

…and a lot more money is being pumped in globally every week and new startups are cropping up every month• Sourcing

• Technology

• Assessment

• Goldman Sachs invests $27 Million in software company Talentsoft. 

• Phenom People, a customizable Job Application Service, raises $6M. 

• Recruiting guru Yello nabs $5M Series B to scale operations.  

• Singapore’s HRBoss gets $2M for cloud and big data business tools.

• GoCo.io Inc. a human resource startup raises major seed round. 

• Two Zenefits rivals ADP and Flock join together in big HR deal.

• Microsoft and Dell are ditching employee performance reviews.

Some interesting startups found Brilent (2015, Santa Clara) - Machine Learning based candidate Pre-Screening solution. Hireteammate (2015, Palo Alto) - P2P hiring Platform connecting employers to professional recruiters to hire referred candidates.Goelevator (2015, Seattle) - Hiring platform to recruit entire team of candidates together. 

So what does the future of recruitment look like?

• Sourcing

• Technology

• Assessment

• The Middleware or Middle Layer (invisible layer)• General term for software or services that glue together other

systems and services.

• Middleware will grow in importance

• Making it easier to start recruitment tech businesses that can

connect with the middle layer to start offering services• The middle layer or middleware will be ubiquitous in its use –

these will be tools and services that will be difficult to disrupt,

as more businesses and users use them

The future of recruitment – invisible middleware

• Invisible layer for distribution of jobs

• Invisible layer for screening applicants

• Layer for candidate experience

• Layer for company branding and engaging with talent through bots

• Layer for analytics

• Layer for resume learning and understanding

• Layer for predicting job change at aggregate and individual level

• Layer for predicting when the applicant will view and how many will apply for the job

• One place for all your data

Example of middleware

• Job distribution to job boards

• Layer for resume learning and understanding

• Layer for job profiling and curated candidate fit

• Layer for talent pool mapping to job openings using big data

Middleware will grow in demand by being used massively

….. and many more providers will plug in and have already begun to plug into the middleware

• Example: RippleHire, a fantastic social referral service provider will need a job distribution to job boards, instead of building and maintaining one.

• In fact any ATS would require it

• Ditto for resume learning or resume parsing technology or predictive technology

The future…

• The future simply cares about the impact that you deliver and how you hire without breaking a sweat. 

• Build tech around your user - the candidate. (on mobile or web)

• Find the candidates when they want to be found, find them where they want to be found, move them through the process fast and give them a fantastic experience

• Tie up the experience neatly, and focus on the middleware typing up the experience into a neat bundle, irrespective of the front end service providers you use.

In Summary: What’s not changing in a changing world?

Focus on what’s not going to change:

• Middleware is and always will be tremendously important

• Digital HR• Redefining flexibility, access from anywhere, context aware

automation, continuously evolving solutions on the cloud

• Mobile• According to Deloitte Global Human Capital Trends 2016, 7 billion

mobile devices, 40% of all internet traffic, yet <20% of companies deploy their HR services and systems on mobile.

The Future of Recruitment Thankyou! If you have any feedback, please send it to: kevin@inmobi.com