2009: Corporate Staffing & Recruiting Trends and Predictions


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ERE Webinar from 1/28/09, presented by Jeremy Eskenazi and Dan Kilgore.

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2009: Corporate Staffing & Recruiting Trends and Predictions

  1. 1. Trends, Predictions: 2009 Jeremy M. Eskenazi, SPHR Dan Kilgore Riviera Advisors, Inc
  2. 2. 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
  3. 3. 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
  4. 4. 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
  5. 5. 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
  6. 6. 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
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. 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
  11. 11. 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
  12. 12. 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
  13. 13. 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
  14. 14. 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
  15. 15. 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
  16. 16. Trends, Predictions: 2009 Jeremy M. Eskenazi, SPHR Dan Kilgore Riviera Advisors, Inc