• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Northwest Indiana SHRM Keynote
 

Northwest Indiana SHRM Keynote

on

  • 1,821 views

 

Statistics

Views

Total Views
1,821
Views on SlideShare
1,316
Embed Views
505

Actions

Likes
1
Downloads
14
Comments
0

27 Embeds 505

http://people-shark.blogspot.com 429
http://people-shark.blogspot.in 18
http://people-shark.blogspot.co.uk 8
http://people-shark.blogspot.sg 6
http://people-shark.blogspot.com.au 5
http://people-shark.blogspot.ca 5
http://people-shark.blogspot.fr 3
http://people-shark.blogspot.ie 3
http://www.slideshare.net 3
http://people-shark.blogspot.ru 3
http://people-shark.blogspot.nl 2
http://feeds.feedburner.com 2
http://people-shark.blogspot.com.br 2
http://people-shark.blogspot.co.at 2
http://people-shark.blogspot.jp 2
http://people-shark.blogspot.cz 1
http://people-shark.blogspot.hk 1
http://people-shark.blogspot.sk 1
http://people-shark.blogspot.de 1
http://people-shark.blogspot.kr 1
http://people-shark.blogspot.com.ar 1
http://people-shark.blogspot.it 1
http://people-shark.blogspot.pt 1
http://people-shark.blogspot.be 1
http://webcache.googleusercontent.com 1
http://translate.googleusercontent.com 1
http://people-shark.blogspot.co.il 1
More...

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Why I got into this business in the first place – Harold Washington - 1987Fast forward 10 years – exec search firm we got most of our info from print directories and cd-romsConvincing Capital One to advertise jobs on job boardsDemo tweetajobIn 2004 govt released definition of an online applicant Where are we going? Even more transparency. Faster response. Employees able to recruit faster than recruiters or HR.
  • My first recruiting job was at an executive search firmMotorola, Kraft, Taco Bell – 5 viable candidates was success; I had one week to find 50 namesI could find 5 candidates just by sending a tweet or searching linkedin – I think we improvedDiversityTalent managementSpeeding and slowing the process
  • Amazon pizza challengeStarbucks handwritten notesYahoo ER program – hired 6 admins + automation
  • Most organizations have greatly reduced use of third-party agenciesCapital OneBUT we’re spending tons of money on ATS, perf mgmt, CRM, job boards and other internet related costsWe have saved some time, but have we truly improved productivityAsk them to do the hard work (Connie LaDeceur)
  • At Starbucks – reducing the time to post a job from 18 days to 1.8 daysWe do all of this stuff faster, but in the end, this is a people business and people don’t make big decisions quicklyOur challenge – your challenge – is to use data to make decision making easierHow many have linked your perf mgmt systems to recruiting systems? That is a HUGE job
  • Marketing-click thrus, impressions and SEO and SEM-Social media-media buying-written communicationProject managersProgram managersSalesBenefitsPolicyCompensationData entryLibrary science/search experts
  • EEOCOFCCP ComplianceAny really clear about the numbers?Are we doing it right?
  • Talent wars heated up as the playing field levelsEveryone has access to LinkedInEmployer Branding has become much more important

Northwest Indiana SHRM Keynote Northwest Indiana SHRM Keynote Presentation Transcript

  • What’s worked, what’s broken, and what’s next?
    10 Years of Online talent acquisition
    Presented by Carmen Hudson
    April 14, 2010
    Northwest Indiana SHRM Annual Conference
  • Today’s theme:
    Connecting Leaders…Solving Tomorrow’s Challenges and Creating Opportunities Now!
  • Five Steps to Connection
    Where I work
    Where I live
    What I like to do professionally
    What I like to do for fun
    What I am passionate about
  • Wayback Machine: Talent Acquisition
    What happened over the last 10 years?
    How far have we come?
    What’s in store for the next 10 years?
  • 1997
    Time to start: 52 days
    28.7% of hires were sourced from print ads (at an average cost of $1638)
    2.1% of hires came from “the internet”
    10% of companies allowed all employees access to the internet. 41% allowed only a few employees access to email
    24% had company websites
    Source: Gerry Crispin and Mark Mehler, CareerXroads
  • 2009
    45% of hires attributed to Internet
    Career site
    Job boards, search engine marketing
    Direct sourcing or internet research
    2.3 % attributed to print
    45% of companies block access to one or more social media sites
    Source: CareerXroads Sources of Hire Survey 2009
  • The Promise of Online Recruiting
    Information transparency and immediacy
    Reach a greater breadth of candidates
    Automate communication process
    Save money
    Reduce legal/compliance headaches
    Improve cycle time
    Simplify the job/role of recruiting
    Access to hard-to-find candidates/top candidates
    Improve candidate selection
  • Information Transparency and Immediacy
    90% is not good enough.
    You’re transparent about opportunities. Candidates are transparent about how they feel about you. Are you OK with that?
    Information gets old quick. What do you do with expired information?
    A-
  • Reach a Greater Breadth of Candidates
    We have the opportunity toachievereal diversity, impact the innovation and performance of our organizations. Are we taking full advantage of this opportunity?
    Data Analysis
    Talent management
    A+
  • Automate the Communication Process
    What is our minimum response commitment?
    Do we do anything different for superstar talent?
    How can we creatively use social media to set expectations?
    How do we treat each other? Shouldn’t we treat “company” even better?
    How do we justify the expense? Or do we?
    F-
  • Save Money
    What does is real recruiting productivity?
    Truth in recruiting – what resources are needed to run a top-notch organization? That’s where you start the conversation
    Fund what gets results, but squirrel a bit toward experimental stuff
    C
  • Improve Cycle Time
    This is a people business. And people do not make big decisions quickly.
    Our challenge is to help make decision making easier
    A tight process can speed things up
    The winner will link robust performance management system to recruiting assessment tools and training
    C+
  • Simplify Recruiter’s Job
    What is the business we’re in? Do we have the right players?
    With whom are we partnering? From whom can we learn?
    Do not buy a system that requires too much data entry!
    Are we providing the necessary training?
    D
  • Mitigate Legal Issues
    Does your recruiting organization support alignment goals?
    Does your recruiting organization know HR law?
    Act as if social media is imminent, and prepare!
    C
  • Find Superstar Talent
    Create and nurture your employer brand – this is your most potent weapon in the war for talent
    Geico
    Whirlpool
    Google
    Starbucks
    My favorite
    B+
  • That was then…this is NOW
    That was then…
    Y2K – the issue was the machine
    Line Ads
    Home access
    Automated resume storage
    A handful of big job boards
    Third-party recruiter dominance
    Process closely guarded by HR
    Candidates had little or no voice
    This is now
    External attacks are biggest concern
    Rich media (back to line ads?)
    Mobile access
    Workforce management systems
    Niche boards for every profession
    Rise of the corporate recruiter
    Recruiting specialists drive the process
    Candidates have more knowledge and power
  • Thank You
    carmen@tweetajob.com
    @peopleshark
    http://www.linkedin.com/in/carmenhudson
    http://people-shark.blogspot.com/