Kevin Wheeler Trends In Recruiting And Talent Management Clooks

By Kevin Wheeler October 2009 A presentation for CLOOKS Trends in Recruiting and Talent Management

What’s Happening
CHANGE IS RAPID, UNCARING, STRESSFUL
Key Change Areas:
Economic sea changes.
Generational Differences.
Changing ways of communicating/working through technology.
Realization that sustainability and growth can co-exist.

Five BIG Trends
Economic Shifts change what we do and how we do it
Virtual will increasingly replace face-to-face
Workers are changing rapidly
Sustainability will be the focus.
Gen Y values will be mainstream values.

Economic Shifts
Beginning of the decline of the U.S. and Europe as the center of economic and cultural life.
Rise of China, India and Asia.
Movement away from economies centered on THINGS to those centered on SERVICE/CREATIVITY

GEN Y VALUES WILL BE MAINSTREAM VALUES Optimistic Empowered Ambitious Confident Passionate Ethical Loyal Communicators Resourceful

Gen Y – The NEW Values
Transparency in everything
Authenticity is expected
Teams define themselves
Tasks are chosen, not assigned
Contributions count for more than credentials
Desire results-oriented cultures
Rewards are intrinsic as well as tangible

VIRTUAL RECRUITING

The Changing World
1999
Candidate
Read about company in paper/brochure
Ask friend/neighbor/colleague
Mail resume
Recruiter
Call candidate
Phone screen
Set up face-to-face interview
Call candidate to update status/discuss
Sit with candidate to make offer
Mail formal offer
2009
Candidate
See job posting/read career website
VM/IM/Talk to recruiter/other employee
Submit video resume
Search for “corporate reviews”
Recruiter
Email/IM candidate
Online/phone screen
Video interview
Online screening/assessment
Email candidate status/updates
Email offer to candidate

Here We Are c. 2009
Social media is now core
Web 2.0/SEO
Facebook 5 years old w/ 200+ million users
Twitter soars (Founded 2006)
Estimated daily users – 14 million+
Search has begun the path to automation.
Entice Labs
Video is becoming core to
Resume
Interview
Marketing
Communicating

Virtual is Just Beginning!
Cindy H. White, a communications associate professor at the University of Colorado in Boulder says:
physical connection is being replaced by cognitive and knowledge-based relationships.
Instead of sharing space together, people share thoughts, ideas and feelings.

Keep Connected

Social Networking Sites

Source: Quantcast; April 2009

Read and contributed to by 12 million kids 6-14.
Kids have avatars.
Contribute content.
Band together to help the penguins and create community.

CHANGING WORKERS

New Work Styles

Changing Workers Types WORKER TYPE TODAY WITHIN 3 YEARS Regular 85% <50% Part-time/Flextime 5% 10-20% Sometime 0% 5% Contractor 5-10% 15-20% Consultant 5% 10% Other Types Insourced 5% >20%

“ The Slash” Worker
People with two or more careers increasing rapidly.
Minister/lawyer, Doctor/photographer, Accountant/carpenter
“ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

An Example of a Gen Y’s Work Style Age 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!

RISING CULTURE OF SUSTAINABILITY

Watchwords
Simple is good
Just enough is enough
Reuse/Recycle/Retain/Refresh

Watchwords for People

Sustainability and People
Hire and retain for broad-based competence.
Retrain and develop through cross-functional and rotational experience and through informal networks.
Redeploy and retrain constantly.
Remove barriers to movement.

A Return to Older Values
During 20th Century, Transactions, efficiency, bureaucracy replaced. . .
Relationships, personalization, authenticity = 21 st Century.

PART II Building Capability

You will experience first-hand people saying. . .
I don’t want a job – I want work on something interesting/challenging.
I want to be my own boss.
I don’t want to go to school/class – I want interesting, guided learning experiences.

Embracing Gen Y Values
Build in CHOICE as much as you can.
Focus on OPPORTUNITY not CAREERS.
DEVELOP, DEVELOP, DEVELOP
Allow easy rotation to new roles.

Attract, find and Recruit without any Physical Contact with Candidate
Build interactive career sites
Use social networks to find and screen
Provide information through video/audio/text
Leverage video resume and interviewing tools.
Use online screening/assessment.
Communicate via social networks/CRM

Emerging Recruiting Apps

Engages people to send targeted job invitations to contacts in their social networks.

Building Sustainability
Identify core workforce.
Keep organizations as small as possible.
Leverage technology widely.
Disperse the workers using technology and eliminate offices/buildings.

ID Roles are Core/Critical
What roles are critical to generating revenue or to building/maintaining customer relations?
What roles make our strategic advantage difficult for to duplicate?
Which roles are essential to deliver quality to our customers?
Are these role’s skills specific to us? Which do not transfer to other organizations?

Redefining and Rethinking
Who should be a “regular” employee?
Are there classes of employees?
Regular
Contract, etc.
How many should be part-time, consultants, etc.
What should be outsourced?

Handy’s Shamrock Organization
Core Workers
Experts and revenue generators
In-sourced workers
Contractors
Consultants
Outsourced work
Services & transactions

Over the next year you will see more and more. . .
Increasingly smart, virtual applications will market to, screen, talk to, and assess candidates.
Virtual apps that modify themselves to an individuals needs/desires.
Smaller orgs who thrive and larger ones that stumble/fail.

Future of Talent Institute
To receive updates on future talent trends and issues, consider joining the Future of Talent Institute.
We cover global HR, recruiting, and development trends and issues for corporate clients.
Memberships start at USD$7,500
Learn more at www.futureoftalent.org

Thanks!
Write to me at :
[email_address]
Follow me on Twitter at:
www.twitter.com/kwheeler
Read my blog at:
http://www.byteeoh.com
Read me on ERE:
www.ere.net

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Kevin Wheeler Trends In Recruiting And Talent Management Clooks

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Kevin Wheeler Trends In Recruiting And Talent Management Clooks — Presentation Transcript