Recruiting Interactives &  Work Force Trends                            1
Who Are These People?       Katherine Johnson      Executive Search Recruiter           Tim Durney           Branch Manage...
Today’s Discussion    •   State of the Creative        Economy    •   Who Are Interactives    •   Recruiting Passive      ...
Today’s Discussion    •   State of the Creative        Economy    •   Who Are Interactives    •   Recruiting Passive      ...
State of the Creative      Economy                        5
Where Did We Get     This Information?     In-House Creative Services Industry Report•   Who Responded?•   More than 160 l...
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      ...
Who Are Interactives?                        14
Interactives Include...•   Everybody from the           •   Two general    designers of a web site          backgrounds: f...
Hottest of the Hot     •        User Experience/Information Architecture (1.29 job seekers/opening)     •        CMS or Dr...
The New Mix              17
The Value of Hiring      Interactives• Having an in-house interactive staff offers a  business a number of competitive  ad...
Today’s Discussion    •   State of the Creative        Economy    •   Who Are Interactives    •   Recruiting Passive      ...
Recruiting Passive   Candidates                     20
Passives are...                  21
Some Common        Misconceptions• They aren’t looking       • Passive candidates  for a job, so why             hate bein...
The Reality•   For high demand                 •   Most passives    interactive skill sets, it is       periodically job s...
Keys to Pipelining         Passive Talent•   Understand their           •   Be interested in them as    motivation & pain ...
Have More Than anOnline Application •   81% of job seekers who interact with     employers online before submitting an    ...
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 ...
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    rec...
Key Stats Presented at #mRec that Answer:                     WHY MOBILE RECRUITING?Mobile Recruiting:                    ...
Factors that Influence Interactive Passives                        35
Top Desired Benefits•   Paid Vacation (96%)•   Health Insurance (94%)•   401K with a Match    (89%)•   Telecommute/Flex Tim...
Most DesiredCorporate Cultural    Aspects•   Recognition of a job well   •   Work/life balance    done                    ...
Today’s Discussion    •   State of the Creative        Economy    •   Who Are Interactives    •   Recruiting Passive      ...
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           ...
How Do I Evaluate a     Staffing Partner?•   Categories and Skills   •   Hire Options•   Specific Skill Sets      •   Direct...
Talent•   W-2 versus 1099         •   Skills Assessments•   Behavior Based          •   References    Interviews          ...
Questions?             49
Recruiting Interactives &  Work Force Trends                            50
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Recruiting Interactives and Workforce Trends

  1. 1. Recruiting Interactives & Work Force Trends 1
  2. 2. Who Are These People? Katherine Johnson Executive Search Recruiter Tim Durney Branch Manager 2
  3. 3. Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 3
  4. 4. Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 4
  5. 5. State of the Creative Economy 5
  6. 6. 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
  7. 7. Size of In-House Creative Departments 7
  8. 8. Change In Staff Size 8
  9. 9. Percentage of Work Created In-House 9
  10. 10. Hours Worked by In-House Staff 10
  11. 11. Attrition Rate 11
  12. 12. Place and Search Statistics 12
  13. 13. Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 13
  14. 14. Who Are Interactives? 14
  15. 15. 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
  16. 16. 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
  17. 17. The New Mix 17
  18. 18. The Value of Hiring Interactives• Having an in-house interactive staff offers a business a number of competitive advantages 18
  19. 19. Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 19
  20. 20. Recruiting Passive Candidates 20
  21. 21. Passives are... 21
  22. 22. 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
  23. 23. 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
  24. 24. 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
  25. 25. 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
  26. 26. Social Media &Interactive Passive Candidates 26
  27. 27. 27
  28. 28. 28
  29. 29. 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
  30. 30. Top 3 Most Used Social Recruiting Sites 30
  31. 31. 31
  32. 32. 32
  33. 33. 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
  34. 34. 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
  35. 35. Factors that Influence Interactive Passives 35
  36. 36. Top Desired Benefits• Paid Vacation (96%)• Health Insurance (94%)• 401K with a Match (89%)• Telecommute/Flex Time (61%) 36
  37. 37. Most DesiredCorporate Cultural Aspects• Recognition of a job well • Work/life balance done • Feeling of job security• Compelling and interesting work• Collaborative environment 37
  38. 38. Today’s Discussion • State of the Creative Economy • Who Are Interactives • Recruiting Passive Candidates • How to Use Staff Augmentation as a Business Model 38
  39. 39. How to Use StaffAugmentation as a Business Model 39
  40. 40. Percentage of Work Produced By Outside Agencies 40
  41. 41. Staffing Employment is an Economic Indicator 41
  42. 42. 2.81 Million Contractors Working in 4Q 2010 42
  43. 43. Contractor Job Satisfaction 43
  44. 44. 2011 Survey of 2,000 Employers:Most Foresee a Flexible Workforce 44
  45. 45. Staffing Strategy 45
  46. 46. Benefits of a Staffing Partner• Hiring Flexibility • True Strategic Partner• Known Quantity • Project Specific Assistance• Expert Sourcing• Low Pressure Integration of Employees 46
  47. 47. 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
  48. 48. Talent• W-2 versus 1099 • Skills Assessments• Behavior Based • References Interviews • Background Checks• Portfolio Reviews 48
  49. 49. Questions? 49
  50. 50. Recruiting Interactives & Work Force Trends 50
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