Recruiting in the ’90s
A paper processing exercise
• Desks full of resumes
• Too many manual tasks
• Tracking was a nightm...
Then came the Internet
• A gift to recruiters:
• The promise of paperless
recruiting
The ATS was born
An opportunity to automate & track
• Fill in this form
• Get into the machine
• Paperless recruiting!
We put a 100 year old process online
15 years later, the model is showing cracks
With technology built for
an outdated mod...
The best candidates don’t apply
No appetite for filling in lengthy forms:
The ATS click-to-apply ratio = 5%
Huge drop-off rates
mean we’re missing
out on most of the
good, interested
candidates
Our ATS talent pool is a graveyard
• Resumes become quickly
outdated
• Recruiters hate ATS
search functionality
Hiring managers have no love for the ATS
• They hate using it
– This hurts collaboration
with recruiters
• Result: Hiring ...
Lost in space - into the black hole
Candidate info leaks out of the system
• We’re living in
spreadsheets again
• No abili...
We try to patch together solutions
Adding apps to fill gaps in functionality
• E.g., “Talent Community”
• E.g., “Mobile Ap...
Are we really tied to this old model?
Is recruiting really about tracking?
Last 15 years: So many ATS roll-outs…
But in that time, everything has changed
THE ATS AS WE KNOW IT
HAS TO GO.
TRACKING IS A FEATURE,
NOT A PURPOSE.
THE PURPOSE OF RECRUITING
IS TO HIRE GREAT PEOPLE.
How do we stop tracking applicants,
and start hiring great people?
How might we
reinvent our
recruiting
paradigm, today?
But how do we get there?
Recruiting is a candidate-centric,
sales & marketing funnel
4 questions Beth Comstock
(CMO of GE) would ask your
recruiting team -
Good luck piecing
together data from
this…
No
data
in here
We need one workspace
to find & hire great people
Not enough good
leads in our ATS
graveyard
The world is our talent pool-
You are already connected to everyone
WE INHERITED A
95% DROP-OFF RATE.
RECRUITERS CAN’T WIN WITH A
5% CLICK-T0-APPLY RATIO.
We should capture leads & expressions of
interest as soon and as easily as possible.
Solution: A new, 1-click paradigm
You can’t win while hiring managers
are frustrated
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
"Re:Invent Recruiting," the iRecruit Keynote
Upcoming SlideShare
Loading in...5
×

"Re:Invent Recruiting," the iRecruit Keynote

2,612

Published on

Jerome Ternynck presented iRecruit Expo’s keynote, “RE:Invent Recruiting.” Over 700 talent management business leaders and executives gathered in Amsterdam, listening to the SmartRecruiters CEO explain the pulse of the recruitment industry.

“Recruiting is a competitive sales process. Hiring teams must be deeply involved to close the best candidates,” said Jerome Ternynck.

"Re:Invent Recruiting," the iRecruit Keynote

  1. 1. Recruiting in the ’90s A paper processing exercise • Desks full of resumes • Too many manual tasks • Tracking was a nightmare
  2. 2. Then came the Internet • A gift to recruiters: • The promise of paperless recruiting
  3. 3. The ATS was born An opportunity to automate & track • Fill in this form • Get into the machine • Paperless recruiting!
  4. 4. We put a 100 year old process online 15 years later, the model is showing cracks With technology built for an outdated model, is it the end of the ATS era?
  5. 5. The best candidates don’t apply No appetite for filling in lengthy forms:
  6. 6. The ATS click-to-apply ratio = 5% Huge drop-off rates mean we’re missing out on most of the good, interested candidates
  7. 7. Our ATS talent pool is a graveyard • Resumes become quickly outdated • Recruiters hate ATS search functionality
  8. 8. Hiring managers have no love for the ATS • They hate using it – This hurts collaboration with recruiters • Result: Hiring managers are detached; have unrealistic expectations
  9. 9. Lost in space - into the black hole Candidate info leaks out of the system • We’re living in spreadsheets again • No ability to track • Not even compliant
  10. 10. We try to patch together solutions Adding apps to fill gaps in functionality • E.g., “Talent Community” • E.g., “Mobile Apply” • We’re adding complexity to a broken core
  11. 11. Are we really tied to this old model? Is recruiting really about tracking?
  12. 12. Last 15 years: So many ATS roll-outs… But in that time, everything has changed
  13. 13. THE ATS AS WE KNOW IT HAS TO GO. TRACKING IS A FEATURE, NOT A PURPOSE. THE PURPOSE OF RECRUITING IS TO HIRE GREAT PEOPLE.
  14. 14. How do we stop tracking applicants, and start hiring great people? How might we reinvent our recruiting paradigm, today?
  15. 15. But how do we get there?
  16. 16. Recruiting is a candidate-centric, sales & marketing funnel
  17. 17. 4 questions Beth Comstock (CMO of GE) would ask your recruiting team -
  18. 18. Good luck piecing together data from this…
  19. 19. No data in here
  20. 20. We need one workspace to find & hire great people
  21. 21. Not enough good leads in our ATS graveyard
  22. 22. The world is our talent pool- You are already connected to everyone
  23. 23. WE INHERITED A 95% DROP-OFF RATE. RECRUITERS CAN’T WIN WITH A 5% CLICK-T0-APPLY RATIO.
  24. 24. We should capture leads & expressions of interest as soon and as easily as possible. Solution: A new, 1-click paradigm
  25. 25. You can’t win while hiring managers are frustrated
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×