Abtech Partnership

The Future of RecruitmentIs Now!

The Future of RecruitmentIs Now!

20 June 2013Alan Whitford

Abtech Partnership

20 June 2013Alan Whitford

Abtech Partnership

Abtech Partnership

Why Me?Why Me? Over 25 years experience in recruitment and in the start-up and

expansion of high technology businesses in Europe

Provide strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activities throughout Europe

Clients include Times 500 companies and software and services vendors in the Human Resources and e-commerce arenas

Founder of RCEURO, web portal for the European recruitment industry

Operations Director of the Direct Employers Association Europe

Published in a number of on-line and off-line media covering technical and strategic issues around HR, technology, social media and business

Lead training programmes on the use of social media and networking tools

Founding board member of HR-XML Consortium European Chapter

Chair of the highly successful Social Recruitment Conference series

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Why You?Why You?

Who are you? What do you do? Why are you at iRecruit? Why are you in this session?

The Importance of TalentThe Importance of Talent

80% of executives surveyed globally believed that "the ability to attract and

retain the best people" will be the Primary Force influencing business strategy

80% of executives surveyed globally believed that "the ability to attract and

retain the best people" will be the Primary Force influencing business strategy

Source: Deloitte - 2001

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What Is The Future of Recruitment?What Is The Future of Recruitment?

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Recurrent ThemesRecurrent Themes

Improved or emerging technology

Candidate communications

The War for Talent

Workplace talent shortages

HR has no budget

Cultural changes

Candidates as customers (and vice versa)

This xxxx will change Recruitment As We Know It

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The Candidate SceneThe Candidate Scene

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Marketplace and Societal ChallengesMarketplace and Societal Challenges

The War For Talent is now 15 years old

The Candidate Won 14.9 years ago

Everybody knows

Not enough skilled workers

Too many unskilled workers

They are all in the wrong place

5+ Generations in the Workplace

Our brand is what ‘they’ say about us

Double Dip Recession (or “economic correction”)

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Recruitment Hasn’t Ever Really ChangedRecruitment Hasn’t Ever Really Changed

Identify your target audience

Select the channel/media that reaches that audience

Develop the messaging that suits the channel and the audience

Deliver the message

Ensure that you have in place the procedures and systems to manage and measure the response

Communicate throughout the process with the candidates and your hiring managers

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Managing Candidate And Employer RelationshipsManaging Candidate And Employer Relationships

How do the emerging phenomena of social networking sites and communications tools such as LinkedIn, FaceBook and Twitter change the way we stay in touch with our prospective employees?

Do we have to communicate differently with the GenY candidate?

What affect do new mobile technologies such as the iPhone and apps have on the way that candidates consume information?

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Candidate BehavioursCandidate Behaviours According to an Inavero study, 98 percent of candidates reported

using search engines at the beginning of their research phase (when they’re searching on a more broad level, and not yet researching specific companies).

58 percent of candidates say they complete all research before they ever apply to an organisation.

Only 14 percent of candidates believe what a company says about themselves

The “Social Conundrum”: 78 percent of candidates believe what users or employees say about a company

88% of employees leave a company for reasons other than money

89% of employers thought that employee left BECAUSE of money

60% of employees would recommend job to friend or family

Only 23% participate in referral programmes

55% of employees believe it is important that people want to work here

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What Are The Candidates Saying?What Are The Candidates Saying?

Remove the long winded application process

Treat me with respect - CALL ME!

Why do I want to be in your Community?

Be transparent

Your job is a step down in class for me (Academia)

I want a job that:

Pays more money

Gives me satisfaction

I can contribute to society

Career progression - FAST

I don’t really care about your recruiting/sourcing technology or platform

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Candidate Perception of a Talent PoolCandidate Perception of a Talent Pool

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You’ve Got To Fish Where The Fish AreYou’ve Got To Fish Where The Fish Are

Job seekers are spending time on social media sites, search engines and mobile devices, so it’s important to reach them in these places.

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CommunityCommunity

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Researchgate.netResearchgate.net

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Qualified ScientistsQualified Scientists

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Where Are The Candidates Coming From Now?Where Are The Candidates Coming From Now?

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Referrals Are EfficientReferrals Are Efficient

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FuturesTechnology, Trends

and Engagement

FuturesTechnology, Trends

and Engagement

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The Impatient GenerationThe Impatient Generation

Eager to live “now” Social networks are live, ongoing

and instant One to one communication

channels Mobile is always on, always

accessible Mobile is live and interactive

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Candidates Never Leave Their Mobile Phone

Candidates Never Leave Their Mobile Phone

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Always On - Always LocatableAlways On - Always Locatable

1984: Big Brother is Watching You

2011: Person of Interest

“You are being watched. The government has a secret system, a machine that spies on you every hour of every day. I know because I built it. I designed the Machine to detect acts of terror but it sees everything.”

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Mobile Is EverywhereMobile Is Everywhere

75% of the world population now has access to a mobile phone

World Bank Study - 2012

6 billion active mobile phone subscriptions

5 billion are in developing countries

30 billion apps downloaded in 2011

Comscore estimates that the UK has 2.8 million job-seekers a month accessing job listings from mobile devices,

67% are looking every day

PotentialPark research says that 88% of job seekers are or would search for jobs via the mobile Internet

One in three job seekers wanting to actually apply from their handset

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What Do Jobseekers Want To Do On Mobile?What Do Jobseekers Want To Do On Mobile?

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Smartphones and AppsSmartphones and Apps If hiring organisations want to reach their

candidates (and vice versa) then they have to have a plan for using Mobile technology, whether it is by voice, text messaging, websites designed specifically for Mobile web browsing or the burgeoning market for apps

Comsore: 64% of the 49.5 million mobile phones in UK are smart phones

80% of all new mobile phones are smart phones

A smart phone app is becoming the entry point for a candidate to find out about their available slots

Competition in the Apps stores as marketing opportunities

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Mobile Websites Mobile Websites 1995 - Only 10% of the Fortune 500 had a corporate Career Site

2012 - 90% of the Fortune 500 do not have a Career Site that is optimised for mobile

Recent UK recruiting conference: 6% of delegates had mobile website

Some Google Stats from 2012

1in 5 of all recruitment searches are on a mobile device

40% of all mobile visitors to a non mobile-enabled website - with a bad experience - said they will go to a competitor

Targeted mobile advertising is 50% cheaper than desktop search advertising

What does this mean?

They can find us on mobile

Can they view our website on their phone?

Can they apply for our jobs?

If Not: “I’m outa here”

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Responsive Website DesignResponsive Website Design

Responsive websites respond to their environment

Day by day, the number of devices, platforms and browsers that need to work with your site grows.

Responsive web design represents a fundamental shift in how we’ll build websites for the decade to come.

Jeffrey Veen, author of “The art and science of web design”

One site for every screen is the final goal

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Social Social SocialSocial Social Social What can I say that you haven’t heard before?

Social today is what job boards were in 2000

The next generation of talent sourcing will find out who is your best fit instead of who has this keyword in her resume in the database

It won't just use boolean results from static resume databases, rather it will use the social graph to find the most influential people you know (or even better, don't know) in the primary skills you are looking for

Rather than getting a list of email addresses and some resumes, a recruiter will have a candidate synopsis at their fingertips where they can learn everything possible before contacting them, drastically increasing the conversion rates of the initial conversations

Social networking is simply an evolution of what recruiters have been doing for decades in person and over the phone (building and maintaining relationships) and taking it online

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Social ReferralsSocial Referrals

Social and business networks become the repositories of the Big Data

Candidates and employees becoming more pro-active in the hiring conversation

“Get Referred” = How are you connected to the hiring company and message the contacts there

Some solutions have ‘matching engine’ - matching social profiles of employee connections - so employees can refer jobs out to potential candidates

Need Trust, Accountability, Review process, Reward on referral, Speed

Why many social referral programmes fail

After 3 months, cease to be a priority (to employee), become a distraction, rewards and/or recognition doesn’t come

The automation and engagement of “get referred” should improve referral pipelines

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Social Metrics and ROISocial Metrics and ROI 2009

Influence, not popularity

Traffic. Get eyeballs to your careers website and possibly, specific job postings.

Chatter. Related to both influence and traffic, how much engagement you have with fans.

Intelligence + candidate experience. Qualitative measurements driving toward quality of hire and candidate satisfaction.

2013

Increased applicant flow

Source of hire

Decreased time to fill

Improved candidate quality or better yet, quality of hire

Brand preference

Improved candidate experience

Source: Jessica Lee, Fistful of Talent

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What’s Next?What’s Next?

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What Is Next?What Is Next?

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My TakeawaysMy Takeaways

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Seamless and Sustainable ConversationsSeamless and Sustainable Conversations

We must communicate in the preferred medium(s) of our constituency

Conversation and engagement cross multiple channels

Meet via online or offline ad, search or agency

Research the employer online - mobile device or laptop

Apply online via the Career Site

Continue the engagement from the ATS and recruiter via multiple comms channels

How many devices are we going to use in this journey?

There is no “One Size Fits All”

Let’s eradicate recruitment’s legacy of poor communications

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Recruitment Experience, Not A ProcessRecruitment Experience, Not A Process Recruiting is personal, unique and all about

relationships

Build relationships with website visitors on their terms

Immediate response to potential candidates - qualified or not

Manage expectations: Inform of timelines

Follow through on above!

Prepare for visit (interview)

Make the potential employee feel welcome

Follow up immediately after interview

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Enjoy The JourneyEnjoy The Journey

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THANK YOU!! THANK YOU!!

Any Questions?Any Questions?

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Contact Me At Any TimeContact Me At Any Time

Contact Information:

alan@abtechpartnership.com

Tel: +44 (0)7971 864620

Twitter:

@alanwhitford

@rceuro

Sites:

www.abtechpartnership.com

www.rceuro.com

INTRODUCTION TO THE DIRECT EMPLOYERS ASSOCIATION

Alan Whitford

Operations Director

+44 7971 864620

alan@directemployers.eu

Website: www.directemployers.eu

Copyright Direct Employers Association 2013

What Is The DEA?

The first UK Trade Body specifically created for commercial hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda

Provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers

Work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting

Formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring

The DEA Agenda

Influence Government and Policy Makers

Educate and Support Business Leaders

Establish Best Practices, Develop and Support Resourcing Practitioners

Engagement with Government, industry and the vendor supply chain

Community and Talent Acquisition

Educate the Supply Chain