Northwest Indiana SHRM Keynote

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/

http://people-shark.blogspot.com	263
http://www.slideshare.net	3
http://feeds.feedburner.com	2
http://people-shark.blogspot.in	2
http://people-shark.blogspot.ca	2
http://translate.googleusercontent.com	1
http://people-shark.blogspot.fr	1

Northwest Indiana SHRM Keynote

by Tweetajob on Apr 15, 2010

Accessibility

Categories

Tags

Upload Details

Usage Rights

7 Embeds 274

Statistics

Northwest Indiana SHRM Keynote — Presentation Transcript