Future of Recruiting and Sourcing 2009

Future of Recruiting and Sourcing 2009 - Presentation Transcript

Knowledge Infusion & ERE The Future of Recruiting & Sourcing Survey June 2009 Elaine Orler, Vice President Talent Acquisition Kim Heger, Principal Consultant

About Knowledge Infusion •  Leader in human capital Knowledge management, talent management & social collaboration consulting, advisory and intelligence services Passion Talent •  Ranked #3 fastest growing private companies in region Partnership Celebration Trust •  Headquartered in Minneapolis, Minnesota with offices throughout US •  Over 200 global customers including MetLife, Turner Broadcasting (CNN), Luxottica Group (Sunglass Hut), Intuit, Fairmont Raffles Hotels, Clorox, Target •  Largest online human capital management community…with over 2,500 members Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 2

Agenda • Understand the Recruiting Survey results related to: •  Current Recruiting Models and Resource Alignment •  Recruiting and Source Effectiveness •  Recruiting Concerns and Challenges •  Technology Current and Future Trends Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 4

Survey Overview

Many Industries Represented in Study 2009 2008 Accomodations and Food Services Construction Educational Services Finance and Insurance Health Care and Social Assistance Life Sciences and Pharmaceutical Manufacturing Media and Entertainment Non-Profit/ Religious Other Profesional, Scientific, and Technical Services Public Administration/Government Real Estate Retail Trade Telecommunications Transportation and Warehousing Utilities Wholesale Trade 0 50 100 150 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 6

Respondent Titles/Roles 2009 2008 Other SVP/VP of HR Recruiting/Talent Acquisition Executive Recruiting/Talent Acquisition Director Recruiting/Talent Acquisition Manager Recruiting Assistant Sourcing Specialist (Contractor/Third Party) Sourcing Specialist Sr. Recruiter (Contractor/Third Party) Recruiter (Contractor/Third Party) Sr. Recruiter Recruiter HR Generalist Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 7

Most Recruiters Have Over 5 Years Experience 2008 2009 < 1 year 1-3 < 1 year 1-3 5% years 4% years 10% 11% 3-5 3-5 years years 9% 11% >5 >5 years years 76% 75% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 8

Polling Question: How long have you been in the recruiting profession? A.  Less than 1 year B.  1 - 3 years C.  3 - 5 years D.  More than 5 years Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 9

Recruiter time in position consistently under 3 years 2008 2009 >5 >5 years < 1 year years 19% 23% 20% < 1 year 31% 3-5 years 3-5 15% years 13% 1-3 1-3 years years 44% 35% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 10

Recruiter Role Consistently Changing Hunter Farmer Sous Chef •  Specialized, targeted •  General area of discipline •  Aligns the efforts within the •  Variable processes •  Consistent process for overall business based on type of talent identifying talent •  Understands broad •  Few qualified active •  Harvest candidates from resource objectives, needs candidates – stronger broad categories of and gaps sourcing efforts qualified resumes/ profiles •  Expert in pinpointing the •  Strong social networking, •  Strong relationship with need and the sourcing plan relationship building with line mgmt for continuous •  Strategic alignment of external talent recruiting talent across the business Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 11

Roles in Recruiting are Changing How do you anticipate your role changing in 2009? 30 25 20 15 10 5 0 More focus on ext., on managing More focus on In do not anticipate I don't know Other prospective candidate internal Talent my role changing in candidates relationships Mgmt. and 2009 Succession Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 12

Today’s Enterprise Recruiting Models Centralized Decentralized •  Dedicated staff •  Various roles participating in recruiting •  Recruiter team work •  Individualistic recruitment •  Standard processes •  Localized processes •  Standard reports/metrics •  Varied reports/metrics •  Position volume shared across the team •  Position volume varied •  Direct line reporting structure •  Consensus voting with participation optional Generalist Outsourced •  Multiple job responsibilities •  Multiple companies supported •  Employee Relations critical •  Recruiter team work •  Limited recruiting experience •  Process ownership and accountability •  Individualistic recruitment •  Standard reporting/ metrics •  Varied reports/metrics •  Position volume varied Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 13

Centralized Recruiting Model still strong 2008 2009 0 10 20 30 40 50 60 70 Centralized Decentralized Generalist Outsourced Other Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 14

Recruiting & Sourcing Priority Ranking Shifted 2008 2009 Top - In the top 6% 1/3rd of 10% business 10% priorities 34% Middle - In the middle 1/3rd of business 25% priorities Bottom - In the 27% bottom 1/3rd of business priorities Don't know 57% 31% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 15

Polling Question 2: In 2009, I anticipate my company’s budget on recruiting and sourcing to: A.  Increase B.  Decrease C.  Stay the same D.  I don't know Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 17

A Drastic Shift in the Reality of Budgets… 2008 2009 Don't I don't know Increase know 10% 6% 12% Stay the Stay the same same 36% Increase 25% 34% Decrease 20% Decrease 57% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 18

Quality Candidate Flow Identified as Greatest Individual Recruiting Challenge 2009 2008 33% Identifying enough quality candidates… 39% 25% Getting hiring manager to respond… 25% 18% Effective technology to streamline ... 16% 10% Managing the system tasks…. 14% 14% Other 6% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 19

Acquisition + Retention = Talent Management Speed of the Business Speed of the Market Sourcing Retention Recruiting Mobility Performance Succession Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 20

Companies Prefer One Portal For All Candidate Traffic 2009 2008 One portal for all candidate traffic Employee career portal University/college recruiting portal None of the above Portals based on country or language Don't know 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 22

ATS Still Remains a Standalone Application in the Talent Management Suite None of the above Employee portal and self-service HRMS Onboarding Home-grown/paper-based system Performance management system Succession management application 0% 10% 20% 30% 40% 50% 60% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 23

Holistic Approach to Meet Business Needs Disconnected Talent Model Holistic Talent Management Talent Talent Career Performance Acquisition Acquisition Management Performance Succession Talent DNA Development Management Succession Management Development Compensation Career Compensation Management   Disparate processes   Connected processes   Silo’d work effort based on HR   Mutually supportive efforts based discipline vs. Business need on business need   Redundant work, administrative   Alignment of philosophies, and strategic strategies, and tools focused on desired business outcomes Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 24

Polling Question 3: What tools or technology are most effective for your company’s recruiting efforts? A.  National job boards (Monster, CareerBuilder, HotJobs, Craigslist, etc…) B.  Niche job boards (CallCenterJobs.com, AllRetailJobs.com, etc.) C.  Social networks (LinkedIn, Facebook, Twitter, etc…) D.  Sourcing tools (AIRS SourcePoint, ZoomInfo, Jobster, etc...) E.  Assessment (Previsor, Kenexa, etc...) Internet search (Google, Yahoo, Ask, etc…) F.  Other, please specify (if no Other please choose N/ A) Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 25

Technology Leveraged in Recruiting Remains the Consistent 0% 100% National job boards Niche job boards Social networks Sourcing tools Assessments Internet search Other Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 26

Recruiting Landscape Social Networking has become mainstream

What is Social Collaboration? Portals/Self- Intellectual Service Communication Capital Knowledge Social Sharing Networking Collaboration Profiles & Conversations Expertise Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 28

National Job Boards Rank the Highest In Terms of Effectiveness for Recruiting Efforts 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Assessments Assessments 2008 Internet search Internet search 2008 National job boards National job boards 2008 Niche job boards Niche job boards 2008 Social networks Social networks 2008 Sourcing tools Sourcing tools 2008 Very effective Effective Somewhat effective Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 29

LinkedIn is the Most Popular Social Network for Recruiters 2009 2008 LinkedIn Facebook Twitter I do not use social networks for recruiting MySpace Other Classmates.com 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 30

Social Networks Important for Sourcing Prospective Candidates 2008 2009 Sourcing prospective candidates Posting job requisitions Creating a discussion with prospective employees Research candidates during the interview process Not currently using social networks in our sourcing and recruiting efforts 0% 20% 40% 60% 80% Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 31

Continue the Conversation Elaine Orler Elaine.orler@knowledgeinfusion.com D: 858-748-3136 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Knowledge Infusion Proprietary and Confidential, Copyright 2009 32