Trends, Predictions:
2009
Jeremy M. Eskenazi, SPHR
Dan Kilgore
Riviera Advisors, Inc

Welcome: Our Agenda Today
Introductions
Trends and Predictions for Corporate Staffing and
Recruiting in 2009
– Our perspective is focused on discussions with corporate staffing
and recruiting leaders and individual recruiting professionals.
– The focus of today’s session is not on trends by/for vendors or
recruiting partners, but on what will affect day-to-day recruiting
leaders and individual recruiting professionals.
– We spend a lot of time talking to corporate staffing and recruiting
leaders and individual recruiting professionals and interviewed
many to gain feedback for this webinar.
1

Welcome: Introductions
Dan Kilgore
– Spent 25+ years in staffing and recruiting
most recently leading recruiting at
Getronics/Wang Global.
– Led recruiting, staffing, and HR teams at
Digital Equipment Corporation and Blue
Cross/Blue Shield of Massachusetts
among others.
– Led consulting engagements for recruiting
process optimization and technology for
key corporate clients.
Based in Boston, Mass. USA
2

Welcome: Introductions
Jeremy Eskenazi
– 25 years in HR and Recruiting
– Spent several years leading global
recruiting for companies like Universal
Studios, Amazon.com, and Idealab
– 8+ years leading Riviera Advisors
helping companies improve internal
recruiting and staffing processes and
helping to develop recruiting
professionals.
Based in Long Beach, Calif. USA
3

Welcome: Who are we?
– Boutique consulting firm that works with
organizations to improve and optimize their
internal recruiting and staffing function.
– Focused on improving processes and
recruiting professional, HR, and hiring
manager skills.
– We have worked all over the world to help
small to large organizations improve hiring
speed, cost, and quality while improving www.ASHERtalent.com
and enhancing processes and internal and
external brands.
4

Welcome: Who are we?
Over the last 8 years, we have partnered with outstanding
organizations to help companies start, reengineer, and optimize
recruiting and staffing
Clients
5

Trends: Hiring continues to weaken
Significant layoffs and hiring freezes to
continue through at least Q3-Q4 of 2009
Significant fallout in the number of
recruiting professionals required by
organizations. Layoffs and some voluntary
terminations to continue.
Many opportunities for recruiters will
continue in 2009 while others will find
alternative opportunities in other
occupations as in past recessions.
6

Prediction: New opportunities
Organizations still need to recruit people,
albeit less numbers than in the past
Progressive organizations are taking
advantage of this downturn
– Insourcing what was classically outsourced
– Outsourcing in creative ways
– Reassessing internal processes for
productivity, quality, and cost.
7

Prediction: More Self Service
HR generalists and Hiring Managers are
taking on recruiting due to the lack of
recruiting specialists.
Recruiting professionals that do remain will
have to become more effective project
managers, facilitating recruiting efforts
including those of HR generalists and
Hiring Managers.
8

Trends: Search Firm Partners
Significant reduction in the use of
contingency and retained search firms
overall.
Many search firms are discounting their
fees and offering un-bundled services. This
will continue.
Un-bundled services are, in the end, great
for our profession…it will allow for further
partnering between in-house and third party
resources.
9

Prediction: Partnerships to Expand
Search firms (retained, contingency) will
become more flexible as volume shrinks.
In-house resources will need to become
more flexible as well in order to maximize
limited budgets but get the job done.
Strategic use of RPO (Recruitment Process
Outsourcing) will expand… especially un-
bundled or partial RPO services.
Contingent workforce management will
become a priority. More temp-to-regular
hiring and Vendor Management.
10

Trends: Recruiting and Relo of
in-place professionals to get harder
In-place professionals who are not active
job- seekers are not as easily convinced to
quit a current job to go someplace new due
to security and stability concerns.
Sourcing as usual, will not be as effective.
Creative, more targeted and highly personal
sourcing techniques will be required.
Recruiters will add significant value to
organizations if they have the ability to more
effectively entice and close candidates for
key roles.
11

Trends: More active candidates will
require more work for organizations.
Large numbers of active candidates due to
layoffs and reductions will add more volume
to the active candidate pool, which will require
more vetting, due diligence, and overall work.
Some organizations will need to change their
perception that “unemployed=less than
desireable”
Candidate care often is reduced during
recruiting overloads (more candidates and
less dedicated recruiters), potentially
damaging the employment brand.
12

Prediction: Employer Brands to Slip
Due to poor candidate management,
employer brand perception will slip in the
marketplace, making it tougher to come
back on the upswing.
Strong employers will continue to invest in
employer branding by being authentic,
direct, and truthful.
College and University hiring to be
significantly impacted.
13

Thank you!
If you have further questions, please feel
free to send us an email:
– jeremyanddan@rivieraadvisors.com
Please feel free to keep in touch.
www.RivieraAdvisors.com
14

Trends, Predictions:
2009
Jeremy M. Eskenazi, SPHR
Dan Kilgore
Riviera Advisors, Inc