A new era for HR- Sourcing, Managing and Rewarding your Talent

Speaker: Peter CosgroveDate: 12/02/2013

Recruitment Managed Services

Outsourcing

• Why we do not focus on our people

• Current marketplace for talent

• How we hire

• What are the future trends in talent

• Takeaways

Agenda

I hate networking!!

Why Talent is Not a Priority

• All CEOs say it’s a top priority but…..

• Director salary levels

• Selling - vs - Hiring

• Human behaviour

Why Talent is not a priority

A great opportunity for HR to drive the importance of the talent agenda

• Here is €20 you can keep it under one condition, you have to share some of it with a friend, it is up to you how much and your friend has no say in it.

• If your friend rejects your offer you both get nothing, if he accepts you both keep your share.

• How much will you offer your friend?

Why Talent is not a priority

People are not rational – that’s why hiring is so difficult

Cost of a poor hire = 3 to 5 times employee’s annualised compensation.

Specialist functions = 10 x annual salary.

For an employee earning €30,000, a hiring mistake can cost up to €150,000.

Harvard Business School

The cost of Turnover

100 100 100150 185

225

Low Complexity Jobs Medium Complexity Jobs High Complexity Jobs

AveragePerformer

TopPerformer

AveragePerformer

TopPerformer

AveragePerformer

TopPerformer

Journal of Applied Psychology

Increased Productivity

• Ownership / accountability of the cost of hiring

• HR vs Recruitment disconnect

• Its really hard!

Why the Disconnect?

We often expect people to be looking when we want to hire – it does not work that way

I hate networking!!

The Talent Marketplace

• 23 million people in Europe are unemployed yet vacancies are on the rise

• 2011 Manpower study – 1 in 3 employers struggled to find talent – this in the height of a recession

• ILO survey 2014 talks of a jobless recovery

• 2000s - less people working at the end of the decade than at the start

Trends

Skill-sets harder to find but at the same time more people out of work – will present more challenges for recruiting in 2014

• 2 speed economy

• Demand: IT, Legal, Healthcare, Science and Engineering

• Other areas have a huge over supply

• The social welfare “challenge”

Ireland Marketplace

• Nearly half of candidates do not see themselves in their current employer in 2 years

• Loyalty to skills

• Temp/ contract work increasing

Generation X vs Y vs Z

The changing candidate

You will also have to “re-recruit” those in your own firm given the level of dis-engagement

Work is not a place you go it is a thing you do

New entrantsThe world of work

A huge market opening up focused on the skills people have, as opposed to the geography they live in

Hiring Talent

So what is changing….

I hate networking!!

• Are you a good company

• Percentage of brand advocates

Your employee value proposition may not be what you think it is

• 21% of people with a facebook profile are work friends

• 25% of workers highlighted their best friend was a work colleague

• 59% of us have dated co-workers

Personal vs Professional

A huge blurring of work and personal life – means it is even more important you have happy staff

The moment of Truth…

“Every time a customer interfaces with SAS Airlines we give them a little vignette of film, and over a period of time we will give them enough evidence to decide if they are watching an Oscar winning epic, or a horror story”(Jan Carlzon- CEO- he turned it from B listing to Airline of the Year)

The moment of truth

• What are the touch points to a great hire?

Touchpoints

Disney were looking at this back in 1980 and are the leaders in their field

Employee referrals

How many hires do you make through employee referrals and how active are you in this space

A great metric to really understand the power of your brand to your current employees. Arie Ball in Sodexho is a leader in this space

Mobile

I hate networking!!• 48% of smartphone users use the phone in the bathroom• ~350 million apps downloaded on Christmas Day• Mobile internet traffic will overtake desktop• Downtime has disappeared

The future is mobileThe future is mobile

If applicants cannot search on jobs and apply via their mobile – you are losing a huge proportion of candidates

So what is not changing….

Screening The Interview

Assessment has not changed much…

Companies still demanding a 2.1 degree – despite the fact that many great employees never went to college

Responsibility is not with the business

Do line managers take all references in their team?

Reference have to be taken by the line manager – this is not happening in most companies.

Your Top Talent Wants…

• Challenge• Opportunity • Lack of bureaucracy• Accountability• Other top talent• Mentors

Your Top talent wants…

Even CSR is changing – you need to align CSR activities to the skills of your staff, hence the popularity of Junior Achievement for professionals

I hate networking!!

Talent Trends

Music

Photography

News

Job Advertising

Everything is changing Everything is changing

Reference – Greg Savage

Our children will never understand the link between the two

JOBVITE SURVEY 2014

• 4 in 10 US jobseekers found their best job through personal connections

• 76% of US social jobseekers found their current position through facebook not Linkedin

• 40% expect to be able to apply for a job through their mobile device

JOBVITE Survey 2014

I hate networking!!

Data

"Business Analyst" (Telecom | Telecommunication | "Tele communication") (intitle:resume | inurl:resume | intitle:cv | inurl:cv | intitle:Curriculum vitae | inurl:Curriculum vitae) -opening -submit -apply -free -sample -samples -eoe -job -jobs -”resume service” Dublin

5 cvs found on Google

Candidate identification will be easier but assessment of the right candidate and attracting them will get harder

Big Data

• What jobs get the most hits on your website

• Do you track how long jobseekers stay on your career site/ portal

• What are the most popular links visited by your own employees

What are you doing with the data?

HR will need to work with marketing more on these analytics

Social Recruiting

I hate networking!!

Hard Rock CafeHard Rock Café, Florence

All 120 people hired for 99 euro facebook ad, all targeted through their facebook page leading to great brand advocacy

I hate networking!!

Hard Rock CafeDollarshaveclub.com

DSC is able to take on the huge brands like Gillette, by being funny and authentic and taking advantage of “likes” and “shares”

I hate networking!!

Gamification

GamificationA brand that may not immediately attract graduates has great attraction by using a game to target them in universities

I hate networking!!

Trends - Tomorrow’s Candidate

James is 12 …his last Christmas list was online using price

comparison site data! …his favourite film Ironman, he downloaded

from iTunes. ...he put together his holiday videos into a

movie using the iMovie app. … after scanning a QR code on his mum’s

iPhone, he won a trip to Disneyland. … he taught his dad to stream football online.

=> Do you think he’ll ever send you his CV or reply to a job ad?

Trends….Tomorrows Candidate

Takeaways

HR need to work more in the business and partner with IT…and marketing

HR need to work more in the business and partner with IT…and marketing

Takeaways

1. Know what your brand says to your potential hires and your current employees.

2. Be a great place to work

3. Work closer with Marketing and Technology to run the talent agenda

4. Have a mobile enabled website – it is a HR issue!

5. Have line managers own the reference process

Takeaways

Thank YouName: Peter Cosgrove

Title: Director – CplPhone: 087 6200836Email: peter.cosgrove@cpl.ieTwitter: @petercosgrove

Recruitment Managed Services

Outsourcing