Glen Cathey "The Current and Future State of Sourcing" from Talent42

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  • This is very thought provoking Glen..thanks for sharing..... once a wizard...always a wizard :-)
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Glen Cathey "The Current and Future State of Sourcing" from Talent42

  1. 1. The Current and Future State of Sourcing Glen Cathey V.P. Sourcing and Recruiting Center of Expertise
  2. 2. Who is this guy? VP, Sourcing and Recruiting COE •  Lead Randstad Sourceright's (RPO) Sourcing Center of Excellence from Alpharetta, GA, U.S.A. •  70,000+ hires annually (Honeywell & Cisco 2 largest clients) 16+ years in recruiting (B.G.) •  I.T. (commercial & Federal), H.I.T., Engineering •  Sourcer & recruiter training (1,000+) Sourcing/Recruiting Blogger •  www.booleanblackbelt.com •  15K+ unique visitors per week from >100 countries Creator of: •  Sourcing Maturity Model, Agile Sourcing Methodology, Probabilistic & Exhaustive Sourcing, Dark Matter/Hidden Talent Pool concepts Speaker •  5X (soon to be 7X) LinkedIn Talent Connect speaker (US, CA, UK), 6X SourceCon speaker, 2X ATC (Sydney & Melbourne), 2X TruLondon, 1X Talent42  LinkedIn Certified, #20 globally, #1 in Seattle  Glen Cathey / Future of Sourcing Tough fills: •  SAN engineer w/Yankee White •  TS/SCI full scope poly swe's •  mod_perl •  DRSN engineers •  Paladin programmer •  Exchange Engineer (500K+ users)
  3. 3. Sourcing will always be necessary Glen Cathey / Future of Sourcing Source: LinkedIn & Lou Adler
  4. 4. Unprecedented access Today, recruiting organizations have access to unprecedented volumes of human capital data. -  Conventional: ATS + online resume databases -  Social: The entire rapidly expanding social media universe -  Deep web: several orders of magnitude larger than the surface web Glen Cathey / Future of Sourcing 225M+ users 500M+ users 1B+ users 500M+ users
  5. 5. With so much data… Why isn't it any easier to find talent? Glen Cathey / Future of Sourcing
  6. 6. The current state of sourcing •  Heavy focus on and interest in sourcing tips, tricks and hacks rather than methodologies •  Many ATS's still offer (extremely) poor search capability •  Sentiment that sourcing LinkedIn is "easy" and concern over heavy reliance •  Sourcers seek answers rather than learning the how & why •  Few purpose-built sourcing tools (structured, deep human capital) •  Search providers continue to "dummy down" search interfaces and functionality, promise to do the "thinking" for you •  Candidate messaging not significantly different than 10 years ago Glen Cathey / Future of Sourcing
  7. 7. What do you think? Is sourcing today 10 years more sophisticated than 2003? Has there been any significant shift in sourcer/ recruiter behavior? Have we significantly reduced time to fill or increased quality of hire? Glen Cathey / Future of Sourcing
  8. 8. Access ≠ competitive advantage Glen Cathey / Future of Sourcing Source: John Zappe, SourceCon blog
  9. 9. Glen Cathey / Future of Sourcing Source: Suzanne Chadwick, The Social Recruiter blog
  10. 10. Glen Cathey / Future of Sourcing
  11. 11. Glen Cathey / Future of Sourcing
  12. 12. Glen Cathey / Future of Sourcing
  13. 13. Glen Cathey / Future of Sourcing Beinecke Library, Yale University What is the value of data/information?
  14. 14. Glen Cathey / Future of Sourcing
  15. 15. Glen Cathey / Future of Sourcing …has it really?
  16. 16. In reality… No system or database will ever "know" what you want or need, nor can they determine "relevance" Glen Cathey / Future of Sourcing "With most existing online systems, a user makes an information request in a couple of words, and the search engine returns a list of documents ranked by relevance. Search technologists are busily working on relevance- ranking algorithms and question-answering systems so that they can read as much as possible into a query without asking any more of the user. But information- retrieval researchers suggest that these approaches have reached a point of diminishing returns. A search engine cannot reliably surmise the user's intent from a single query." Daniel Tunkelang •  Head of Query Understanding at LinkedIn •  Former Tech Lead at Google, Chief Scientist at Endeca
  17. 17. HCIR Human–computer information retrieval (HCIR) is the study of information retrieval techniques that bring human intelligence into the search process. This term human–computer information retrieval was coined by Gary Marchionini in a series of lectures delivered between 2004 and 2006.[4] Marchionini’s main thesis is that "HCIR aims to empower people to explore large-scale information bases but demands that people also take responsibility for this control by expending cognitive and physical energy." Source: Wikipedia Glen Cathey / Future of Sourcing
  18. 18. “Society has reached the point where one can push a button and be immediately deluged with…information. This is all very convenient, of course, but if one is not careful there is a danger of losing the ability to think. We must remember that in the end it is the individual human being who must solve the problems.” Eiji Toyoda •  Former President and Chairman of Toyota Motor Corporation •  Major contributor to the development of Kaizen and the Toyota Way •  Probably would have pwned sourcing/ recruiting Glen Cathey / Future of Sourcing
  19. 19. “There is an almost universal quest for easy answers and half-baked solutions. Nothing pains people more than having to think." Martin Luther King Jr. •  American clergyman, activist, and leader in the African-American Civil Rights Movement. •  He is best known for his role in the advancement of civil rights using nonviolent civil disobedience •  Nobel Peace Prize winner •  Born in Atlanta (sorry S7!) Glen Cathey / Future of Sourcing
  20. 20. “The flood of data means more noise (i.e., irrelevant/useless information) but not necessarily more signal (i.e., relevant results)” Often we expect too much of computers and not enough of ourselves. People blame systems “ when they should be asking better questions.” Nate Silver •  Principal, FiveThirtyEight •  Author, The Signal and the Noise: Why So Many Predictions Fail-but Some Don't •  Correctly predicted 50 out of 50 states in the 2012 presidential election Glen Cathey / Future of Sourcing
  21. 21. Beyond Boolean & Google Sourcing is so much more than Internet search via Boolean strings - it's about information retrieval. Information Retrieval is the science of searching for documents, information within documents, and searching relational databases and the Internet. An information retrieval process begins when a user enters a query into a system. Queries are formal statements of information needs. Glen Cathey / Future of Sourcing
  22. 22. When it comes to sourcing… What's your need? Glen Cathey / Future of Sourcing
  23. 23. Your real sourcing needs… 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% DegreeofPredictiveControl Critical Candidate Variables Job Posting Data-Based Sourcing Glen Cathey / Future of Sourcing
  24. 24. Search ROI 0 1 2 3 4 5 6 7 8 9 10 0   1   2   3   4   5   6   7   8   9   10   DataDepth Searchability Average ATS Internet (Resumes) Job Board Resume Databases LinkedIn Recruiter Internet (non- resume) Facebook (Graph Search) Twitter Glen Cathey / Future of Sourcing Talent Warehouse
  25. 25. SOCIAL & BIG DATA SOLUTIONS Glen Cathey / Future of Sourcing
  26. 26. LinkedIn Recruiter LinkedIn has the opportunity to evolve into a full-blown CRM solution. LIR already has the capability of uploading CV's and offers increasingly searchable candidate metadata. A more robust candidate communication platform could be all that is necessary to establish LIR as *the* CRM of choice. Glen Cathey / Future of Sourcing
  27. 27. Facebook Graph Search Glen Cathey / Future of Sourcing
  28. 28. Facebook Graph Search Glen Cathey / Future of Sourcing
  29. 29. "Big data" sourcing solutions Glen Cathey / Future of Sourcing
  30. 30. Dice Open Web Glen Cathey / Future of Sourcing
  31. 31. Entelo Glen Cathey / Future of Sourcing
  32. 32. Entelo Button Glen Cathey / Future of Sourcing
  33. 33. Entelo – Predictive Analytics Engine Glen Cathey / Future of Sourcing Entelo sent out email alerts for approximately 400 professionals and monitored their job activity over 90 days. At the end of that period, 24 percent had taken a new job, compared to the 3.1 percent of the general population of passive candidates who did in the same time frame. Professionals identified by Entelo Sonar are seven times more likely than an average job seeker to leave their existing position in the 90-day period following a Sonar alert.
  34. 34. TalentBin – Social Aggregation & Matching Glen Cathey / Future of Sourcing
  35. 35. TalentBin – Chrome Extension Glen Cathey / Future of Sourcing
  36. 36. Gild – Algorithmic Sourcing/Recruiting Glen Cathey / Future of Sourcing
  37. 37. Gild Source – Chrome Extension Glen Cathey / Future of Sourcing
  38. 38. THE FUTURE OF SOURCING Glen Cathey / Future of Sourcing
  39. 39. First things first Glen Cathey / Future of Sourcing
  40. 40. The future state of sourcing •  Heavy focus on and interest in sourcing methodologies and a disciplined approach to the retrieval, analysis and action upon human capital data •  Manual Internet mining disappears •  More purpose-built sourcing tools (structured, deep human capital) •  ATS's leveraging best-in-class search/retrieval (Lucene, dtSearch, etc.) •  Search providers "smart-up" search interfaces and functionality and involve/communicate with users •  Human sourcers will not be replaced by matching algorithms (sorry vendors) •  Sourcing (finally!) matches marketing in segmentation and messaging Glen Cathey / Future of Sourcing
  41. 41. The Talent Acquisition Team of the Future Glen Cathey / Future of Sourcing
  42. 42. Data "When every business has free and ubiquitous data, the ability to understand it and extract value from it becomes the complimentary scarce factor. It leads to intelligence, and the intelligent business is the successful business, regardless of its size. Data is the sword of the 21st century, those who wield it well, the Samurai." - Jonathan Rosenberg, former SVP of Product Management @ Google "We have clearly entered an economy in which talent is considered a critical and scarce commodity. When this happens, companies should get smarter about every single talent decision. Enter the world of 'data-driven people decision-making.'" - Deloitte Glen Cathey / Future of Sourcing
  43. 43. Text Mining "Text mining, also referred to as text data mining, roughly equivalent to text analytics, refers to the process of deriving high-quality information from text." Source: Wikipedia "Information, in its most restricted technical sense, is a sequence of symbols that can be interpreted as a message." "The most valuable commodity I know of is information, wouldn't you agree?" - Gordon Gekko Glen Cathey / Future of Sourcing
  44. 44. Big Data and Analytics "I am not convinced that you can automate the insight part. I work in a large corporation and we have a very nice "big data" infrastructure (we have had an analytics platform for years). The biggest challenge is finding interesting questions that we need answers for. As a Data Scientist (background in machine learning, optimization, data mining etc.), I am not a domain expert in any of the business units that generated the data. If I don't know what questions are, how can an algorithm that I write get me insights? In summary, we always need someone to generate hypotheses and data will help us verify that hypotheses." -Fortune 500 Data Scientist, Machine Learning Ph.D The real power of "Big Data" isn't the data – it lies in the discovery and communication of meaningful patterns in data (aka analytics). •  Where do our best employees come from? (specific schools, companies, industries, etc.) •  What is the “DNA” of our best employees? (degrees, prior experience, backgrounds, demographics, personality traits, interests, etc.) •  How can we more effectively and consistently find and recruit our ideal employee profile? •  Who are our best managers? •  Do we really need to hire people with prior industry experience? •  Should we biased against “job hoppers?” •  How can we leverage assessments to increase our quality of hire? •  Does our interview process really “work?” •  Do reference checks actually have any value? •  Who should I be giving new challenges to/promoting? •  Who is likely to quit in the next 6 months? •  Where are our talent gaps today, and what will they be in near future? •  What are our most effective sources of talent, and why? Glen Cathey / Future of Sourcing
  45. 45. Analyzing massive data sets (30K – 100K employees), Evolv has identified undervalued characteristics and discovered non-intuitive insights, such as: •  For hourly workers, people who fill out online applications with 3rd party browsers (Firefox or Chrome) rather than IE perform better and change jobs less often •  For call center employees, people with a criminal background actually perform a bit better than those who do not, and "job hoppers" are no more likely to quickly quit than those who have stayed in previous jobs for long periods of time •  It is unnecessary to hire people with experience in a similar role for some positions, because they found the probability of survival at 180 days to be virtually identical Source: The Economist, Robot Hiring http://www.economist.com/news/business/21575820-how-software-helps- firms-hire-workers-more-efficiently-robot-recruiters Non-Intuitive Insights Glen Cathey / Future of Sourcing
  46. 46. A large financial services firm believed that employees with good grades who came from highly respected universities made good sales performers. Source: Forbes, Josh Bersin http://www.forbes.com/sites/joshbersin/2013/02/17/bigdata-in-human-resources-talent-analytics-comes-of-age/ Sales productivity and turnover analysis was performed for new sales employees over their first 2 years of employment and correlated with total performance and retention against various demographic factors. Challenging Conventional Wisdom Glen Cathey / Future of Sourcing
  47. 47. ®Evolution "A new scientific truth does not triumph by convincing opponents and making them see the light, but rather because its opponents eventually die, and a new generation grows up that is familiar with it." Glen Cathey / Future of Sourcing Max Plank •  German theoretical physicist •  Originated quantum theory •  Nobel prize winner •  Hung out with Albert Einstein •  Would have been an awesome tech recruiter
  48. 48. Questions? Glen Cathey / Future of Sourcing

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