CareerBuilder | The Future of Recruiting

Future of Recruiting:Are You Prepared for What’s Ahead?Presented by:Chuck Loeher, Area Vice President, CareerBuilder Join the discussion on Twitter: #FutureRecruitandBeth Prunier, Area Vice President, CareerBuilderDec 6, 2011

Historical Media Adoption Trends took38 years to reach50M users took 13 years to reach 50M users took took 4 years 8 years to reach 50M reached to reach users 50M users 50M users in 9 monthshttp://digital-stats.blogspot.com/2011/04/it-took-radio-38-years-to-reach-50.html

Recruiting Trends in 2011Meeting Job Seekers in the Mediumswhere they already spend timeSearch Engine StrategiesSocial Media EngagementMobile Interaction

Decision Time What are the factors that impact your choice to buy a new car? The path to job searching isn’t much different.

Meet Mike

Candidate Research Phases 78% believe what users or employees say about an organization Social Media Company WebsiteEngagement level 14% believe what a company says about themselves Job Boards Search Engines Step 1 Step 2 Step 3 Step 4

Recruiting in 2012 and Beyond1. Understand Candidate Motivation2. Data-Based and Driven Strategy3. Strategy by Job Type4. Organizational Success Benchmarks5. Retention Redefined

Understand Candidate MotivationIs there a betterfuture than whereI am today?What skills do I haveand how can I use them?What job types do my skillsalign with?What type of compensationdo I have to have to providefor myself and my family?What type of travelcan I commit to?

Matching Candidate MotivationsWhere do you stand now? Start surveying.Prospective Current FormerEmployees Employees EmployeesWhat do they want Why did they join Why did they leave?in an opportunity? your organization? Where did they go?How do they How has their In hindsight, do theyperceive that you reasoning evolved believe it was thestack up compared over the years right decision?to what they want? to determine why they stay?

Data Based and Driven StrategyCan your HRand Recruiting teamsanswer these questions? What does the job market look like? What compensation is competitive? Who am I competing with to get these people? How does this determine my strategy?

Candidate Market Evaluation

Competitive Compensation

Information CustomerSales Technology ServiceJob Postings, Targeted Targeted Emails, Talent Job postings andEmail, CHICAGO Passive Souring ATLANTA Network, Passive Sourcing candidateANGELES LOS screening Passive Sourcing, ColdJob Postings, Resume NEW YORKSearch PHOENIX Calling, Job Postings, Social MediaJob Postings, Social DALLASMedia, Email

Information CustomerSales Technology ServiceJob Postings, Targeted Targeted Emails, Talent Job postings andEmail, Passive Souring Network, Passive Sourcing candidate screening Passive Sourcing, ColdJob Postings, Resume Calling, Job Postings,Search Social MediaJob Postings, SocialMedia, Email

Organizational Success BenchmarksFocus on surveying both current and prospective employeesInternal ExternalWhy do your employees BELIEVE Who is getting your candidates?that people leave your company? When you make an offer and the candidate doesn’t take it, where are they going?Why haven’t they left ? Why did they decide to go there?What are they getting from you that is What specifically do they think they willcreating stickiness? get that you didn’t offer them?

Retention 1.0Employee Starts New Job Do you stay? Do you leave? Do you Do you get promoted? stay? Do you leave?

Retention 2.0 Qualified for role schedule interview Prospective Employee Qualified for other role –Finds Company call to educateor Opportunity Prospective Not qualified - communicate Employee Applies and enroll in below Prospective Prospective Employee Enroll in recommendation Employee Registers Researches engine engagement tool to Learn More Opportunity Prospective Employee Survey to understand why Doesn’t Apply

Retain and Engage Candidates

Putting It All Together

Active Labor Pressureby Geography for Cloud Engineers 1.26 active labor 1.1 active labor pressure in MN pressure in ME 1.17 active labor pressure in NM 1.54 active labor 1.77 active labor pressure in LA pressure in FL Harder to Recruit Easier to Recruit No Data

Resources

Your Strategic Planning For The Future• Engage with your candidates like consumers• Build Strategies by position and geography• Evaluate how your organization retains candidates

Action Items After TodayIdentify your competitors for talentSurvey your employees to identifywhat it truly means to work for youSurvey externally to determine whatpeople think about youSegment the results by positionUse to develop position specificsourcing strategies

Questions?Chuck Loeher:chuck.loeher@careerbuilder.comBeth Prunier:beth.prunier@careerbuilder.comTo view the recording after today’s webinar, visit:www.careerbuilder.com/FutureOfRecruiting.

Your Strategic Planning For The Future• Engage with your candidates like consumers• Build Strategies by position and geography• Evaluate how your organization retains candidates

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CareerBuilder | The Future of Recruiting

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