Recruiting Interactives and Workforce Trends
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Recruiting Interactives and Workforce Trends

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Recruiting Interactives and Workforce Trends Recruiting Interactives and Workforce Trends Presentation Transcript

  • Recruiting Interactives & Work Force Trends 1
  • Who Are These People? Katherine Johnson Executive Search Recruiter Tim Durney Branch Manager 2
  • Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 3
  • Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 4
  • State of the Creative Economy 5
  • Where Did We Get This Information? In-House Creative Services Industry Report• Who Responded?• More than 160 leaders from • These leaders represent in-house Creative Fortune 500 companies, as Departments well as middle market and other large companies from across an array of industries 6
  • Size of In-House Creative Departments 7
  • Change In Staff Size 8
  • Percentage of Work Created In-House 9
  • Hours Worked by In-House Staff 10
  • Attrition Rate 11
  • Place and Search Statistics 12
  • Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 13
  • Who Are Interactives? 14
  • Interactives Include...• Everybody from the • Two general designers of a web site backgrounds: former or mobile site to the print professionals who individuals who create have transitioned & the content those who have “grown up” as interactives• More than 25% of companies hired additional interactives in 2010, while 33% decreased print-related spending 15
  • Hottest of the Hot • User Experience/Information Architecture (1.29 job seekers/opening) • CMS or Drupal Developer (1.13 job seekers/opening) • Data mining and web analytics (.88 job seekers/opening) • Social Media and E-Mail Marketing (.69 job seekers/opening) • Mobile is largest growing segment (.02 job seekers/opening) • $8.2 billion in 2010 • $15 billion expected in 2011Source: Careebuilder’s Supply and Demand Portal, as of February 2011 16
  • The New Mix 17
  • The Value of Hiring Interactives• Having an in-house interactive staff offers a business a number of competitive advantages 18
  • Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 19
  • Recruiting Passive Candidates 20
  • Passives are... 21
  • Some Common Misconceptions• They aren’t looking • Passive candidates for a job, so why hate being contacted invest in recruiting them? • Passives are in the driver’s seat because you• “No” is the end of called them the conversation• Calling passives is not ethical 22
  • The Reality• For high demand • Most passives interactive skill sets, it is periodically job search often the only candidate so there are windows to pool available snag them as semi-active candidates• “No” to a specific roles does not impact the • You called and you can start of a relationship determine the relationship• Reaching out to passives is ethical and often the best way to find talent 23
  • Keys to Pipelining Passive Talent• Understand their • Be interested in them as motivation & pain points individuals and professionals• Keep them informed of changes within your • Stay continuously organization, new engaged with them openings & introduce them to the “sizzle” of your company 24
  • Have More Than anOnline Application • 81% of job seekers who interact with employers online before submitting an application • 61% of job seekers use online research to answer to specific questions they might have about employment before actually applying • 42% of job seekers are more likely to apply for a job at a company after they’ve interacted with a brand’s career presence online 25
  • Social Media &Interactive Passive Candidates 26
  • 27
  • 28
  • A Few Tips...• Instead of simply adding a “Careers” tab to a company’s Facebook page to list job openings, create a completely different page devoted only to employment topics and conversations• Don’t require a candidate to fill out an application before they can express interest in a role• Include “performance profiles” in a job description qualified 29
  • Top 3 Most Used Social Recruiting Sites 30
  • 31
  • 32
  • The “Spam” Trap• Job seekers expect two-way, interactive communication with companies. Employers that limit recruiting to one-sided broadcasts of job information are seen as uncaring and often turn off followers and degrade employment brand value 33
  • Key Stats Presented at #mRec that Answer: WHY MOBILE RECRUITING?Mobile Recruiting: Mobile Website Optimization But only 77% 20% of the entire world population has a cell of Fortune 1000 companies phone have a mobile optimized website The Future? 81% of youth would rather spend their last $10 on their phone than food Youth & Mobile Youths who sleep with their mobile phone: 60% SMS & Texting SMS or push The averageemail is noti cations are In 2011, 7 trillion SMS answered in 72 hrs, answered in 3min messages will be sent assuming it does not go less than worldwide... 200,000 are to spam or is overlooked sent every second Mobile workers work 240 Productivity & Accessibility hours more than non-mobile 240 hrs 72 workers of workers use more % daily whiledevice a mobile in the of ce Social Media There are 350 million mobile Facebook users that are twice as engaged as regular users 350 million Mobile Video & Mobile Gaming There are 72 2011 ages of 200 % mobile video viewers: American households of 32 25-34 % million play computer or video games, with the average player age 37 18-24 22 views % on mobile 70-80% of all mobile downloads are games, and mobile gaming is devices predicted to reach 35-44 21 per day % $54 billion by 2015 Statistics curated at #mRecruitingcamp, September 2011. For a full list of sources, visit http://www.talentminded.com. 34
  • Factors that Influence Interactive Passives 35
  • Top Desired Benefits• Paid Vacation (96%)• Health Insurance (94%)• 401K with a Match (89%)• Telecommute/Flex Time (61%) 36
  • Most DesiredCorporate Cultural Aspects• Recognition of a job well • Work/life balance done • Feeling of job security• Compelling and interesting work• Collaborative environment 37
  • Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 38
  • How to Use StaffAugmentation as a Business Model 39
  • Percentage of Work Produced By Outside Agencies 40
  • Staffing Employment is an Economic Indicator 41
  • 2.81 Million Contractors Working in 4Q 2010 42
  • Contractor Job Satisfaction 43
  • 2011 Survey of 2,000 Employers:Most Foresee a Flexible Workforce 44
  • Staffing Strategy 45
  • Benefits of a Staffing Partner• Hiring Flexibility • True Strategic Partner• Known Quantity • Project Specific Assistance• Expert Sourcing• Low Pressure Integration of Employees 46
  • How Do I Evaluate a Staffing Partner?• Categories and Skills • Hire Options• Specific Skill Sets • Direct Hire Services• Strategic Sourcing • Client References• Talent Benefits 47
  • Talent• W-2 versus 1099 • Skills Assessments• Behavior Based • References Interviews • Background Checks• Portfolio Reviews 48
  • Questions? 49
  • Recruiting Interactives & Work Force Trends 50