The Changing Role Of The Recruiter
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The Changing Role Of The Recruiter

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ERE webinar from 2/25/2009 presented by David Szary.

ERE webinar from 2/25/2009 presented by David Szary.

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The Changing Role Of The Recruiter The Changing Role Of The Recruiter Presentation Transcript

  • ” The Changing Role of the Recruiter” David Szary – The Recruiter Academy dszary@recruiteracademy.com/734-414-9816 Link in with me: http://www.linkedin.com/in/davidszary R E C R U I T E R A C A D E M Y Material Copyright © 2009 -Recruiter Academy, LLC
  • MY AWESOME ADVENTURE . . .
    • “ Fell” into recruiting in 1989!
    • First half of career, recruited (and managed teams) in “high tech” industry for small, publicly-held “high-growth” staffing/outsourced service provider.
    • In 1997, founded The Recruiter Academy ( www.recruiteracademy.com ).
    • Since then, we have worked with over 1500 companies spanning 8 countries, 40 states and 110 different labor markets throughout the US.
    • Unique opportunity to work with recruiters/recruitment organizations performing in all types of market conditions (don’t forget the last down turn and the .com bust) within all major industries.
    Material Copyright © 2009 -Recruiter Academy, LLC
  • Presentation – “Research”
    • Interviewed industry leaders from a variety of industries (healthcare, life science, professional services, retail, financial services, technology, manufacturing, staffing/agency, industry thought leaders, etc.)
    • Reflected on past 20 years working with thousands of recruiters at respected organizations throughout the world (corporate, staffing, agency/TPR)
    Material Copyright © 2009 -Recruiter Academy, LLC
  • Key Components of a “World-Class” Staffing Operation – 20,000 foot view Technology Skilled Recruiters Material Copyright © 2008 -Recruiter Academy, LLC Scalable Process(s)
    • Have a “seat” at the table with line-of-business executives/hiring managers/clients
    • Are a ‘consultative’ business partner
        • Develop workforce plans and define hiring priorities, perform succession planning, set service level agreements, and quantify the tools/resources required to meet hiring objectives
    • Able to quantify ROI to key stakeholders
    • Manage the recruiting/hiring process. Aren’t a “paper” pusher
    • ‘ Sales’ oriented. Recruiting = Sales
    • Ability to identify and recruit quality, “passively-looking” talent
    • Proactive. Create talent pipelines for “just-in-time” hiring
    • Candidates and Hiring Managers respect them as experts in recruitment/ selection/staffing
    Attributes of ‘Skilled’ Recruiters Material Copyright © 2008 -Recruiter Academy, LLC
  • Fast Forward to 2009
      • What hasn’t changed? - Recruitment leaders are still looking for their recruiters to possess these attributes!
      • Why hasn’t this occurred? (or has it?)
      • What has changed?
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Evolution of HR/Rec Professionals Trend towards specialization Personnel HR Generalist Recruiting Generalist HR Biz Partner Recruiting Consultant - Intake Session to Hire - Payroll - Benefits - Comp - OD - ER - Legal - Sourcing - PM /Coordinator
  • History of Sourcing Tools - Want Ads - Cold Calling - Resume on File - Want Ads - Cold Calling - Resume on File - Internet Job Boards - Resume Databases - Chat Rooms - ATS - Want Ads - Cold Calling - Resume on File - Want Ads - Cold Calling - Resume on File - Advanced Internet Search Tactics - Proliferation of Niche Job Boards - Web 2.0 Tools - Social Networks - Micro sites - Texting, Twitter, etc . - Internet Job Boards - Resume Databases - Chat Rooms - ATS - Internet Job Boards - Resume Databases - Chat Rooms - ATS - Advanced Internet Search Tactics - Proliferation of Niche Job Boards
  • Three Distinct Generations within the Workforce
    • Baby Boomers – 1946 to 1964
    • Gen X - 1965 to 1980
    • Gen Y (The Net Generation, Millennials, Echo Boomers) - 1980 to 2000
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Since our last economic downturn
    • Unemployment worst since September – 1992 (January – 2009: 7.6%)
    • Time of “Abundance”
      • Abundance of job openings
      • Abundance of candidates
      • Recruitment/sourcing tools, job boards, etc.
      • Information
    • Growth, Growth, Growth (at any cost?)!
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Resulted in . . .
    • Many corporate recruiters were ‘drinking from a fire hose’ (20, 30, 100 req’s on their ‘plate’)
    • Staffing/TPR’s – abundance of opportunities to work on – need to flush out quality versus quantity
    • Recruiters were measured on ‘filling req’s’. Less emphasis on putting “the right person in the right chair”
    • Tendency to operate in ‘reactive, transactional’ mode
    • Becoming Overwhelmed!
      • Be consultative, metrics, workforce planning, pipelining, blogging, twitting, Web 2.0, social networking, passive candidate recruiting, Boolean searches, etc.
    Material Copyright © 2008 -Recruiter Academy, LLC
  • ” Changing Role of the Recruiter moving forward given the fact that . . . “
    • Attributes of ‘skilled recruiters’ are still in vogue
    • Evolution of “personnel” into specialized occupations
    • Proliferation of sourcing tools
    • Multiple generations to recruit from
    • Moved into the era of “abundance”
    Material Copyright © 2008 -Recruiter Academy, LLC
  • “ Era of the Recruiting Generalist is is fading . . .” Why? Material Copyright © 2008 -Recruiter Academy, LLC
  • Changing Role The Recruiter – We need to be ’experts’ in!
    • Talent Management/Succession Planning
    • Workforce Planning/Materials Release Planning
    • Consulting/Setting Service Levels/Defining Priorities
    • Defining skills sets/competencies of top performers
    • Candidate Assessment
    • Employer Branding
    • SEO
    • Master Negotiator
    • Sourcing
      • Web. 2.0 tools
      • Social Networking
      • CRM/pipelining
    • “ A Generalist is becoming jack of all trades,
    • master of none!”
  • Changing Role The Recruiter – Definitive Trends!
    • Technology will continue to decrease “time” associated with the hiring process
      • New hire paperwork via self-serve online kiosk’s
      • CRM activities from ATS/TAS/CRM tools
      • Finding candidates (not recruiting them)
      • Streamline process with online scheduling tools. Set up views right from phone screen
    • In down economy, recruitment team can offer more/different ‘services’
      • “ Recruiters” become outplacement experts/career counselors
      • Turn database into a revenue generator? – Sell “inventory” of candidates?
    • Further specialization among recruiters. Shift from a recruiting generalist to a centralized/specialized model including:
      • Business Partners/Talent Managers
      • Talent Specialist
      • Sourcing
      • Coordinators/project managers
    • Will this specialization finally allow us to become “skilled” recruiting specialists?
  • Centralized/Specialized Model Hiring Managers Hiring Managers Hiring Managers Hiring Managers Sourcing Specialist Recruitment Biz Partner Talent Specialist - Assessment - Candidate Relationship - Close - Referral Network Sourcing - CRM - Client Relationship - Workforce Planning - Process Optimization - Defining Service Levels - Talent Management/Dev. - Name Generation - Candidate Development - Pipeline Creation and Development - SEO - Social Networking C O O R D I N A T O R S
  • Who will thrive & survive in these changing times? Material Copyright © 2008 -Recruiter Academy, LLC Those that can quantify the resources they need to meet hiring production schedules!
  • “ What is an acceptable requisition load for an average recruiter to handle?” Material Copyright © 2008 -Recruiter Academy, LLC
  • It Depends! Material Copyright © 2008 -Recruiter Academy, LLC
  • Efficiency of Process Recruiting / Hiring Process Resources Required Baby Boomers GEN X GEN Y Sourcing Strategy/Tools Time/FTE Req to Source 21,164 How to get funding required to be ‘resourced’ properly? Materials Release Planning (MRP) Sourcing/FTE 60% 50% 35% 90% Sourcing time to identify a candidate to pre-screen 4 hours Recruiter Pre-Screens 5291 Candidate submitted for consideration 3174 Hiring Manager Views 1587 Offers 555 Hires 500
    • Background Checks
    • Rec/Hiring Mrg Time
    • Corporate HR Time
    • Hiring Manager Time
    -Recruiter/Coordinator Time
    • Assessment Testing
    • Recruiter’s Time
    Sourcing Time
  • Developing Workforce Plans It Depends on . . .
    • Number of hires?
    • When do you need them by?
    • How efficient are you?
    • How quickly can you find them?
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Developing MRP/Workforce Plan It Depends on - CASE STUDY
    • Number of hires: 250
    • When do you need them by: All start by Dec.
    • How efficient are you:
        • Submittal to Hiring Manager view: 50%
        • Hiring Manager View to Offer: 50%
        • Offer to Hire: 90%
    • How quickly can you find them: 4 hours?
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Resource Planning – Case Study Sourcing Time required to fill multiple positions Material Copyright © 2008 -Recruiter Academy, LLC
  • Resource Planning – Case Study Why “efficiency” is so important! Material Copyright © 2008 -Recruiter Academy, LLC
  • Resource Planning – Case Study Resources necessary to achieve Hiring Goal of 250 people (Based on 75/50/80 Process Efficiency Level)
    • Assumptions:
      • We have 9 months (March-November) to source candidates to achieve our hiring goals.
      • Sourcing Hours/Month = Total Sourcing hours/ 9 months.
      • Sourcing Hours/Day = Total Sourcing hours – month / 22 working days/month.
      • Number of Recruiters/FTE: Assuming a typical recruiter can source 3 hours a day/maximum.
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Evolution of HR/Rec Professionals? Personnel HR Generalist Recruiting Generalist HR Biz Partner Recruiting Consultant - Intake Session to Hire - Payroll - Benefits - Comp - Hire - OD - ER - Legal - Sourcing - PM /Coordinator Talent Manager - Payroll - Benefits - Comp - Hire - OD - ER - Sourcing - PM/Coord.
  • In times of change – become “invaluable”?
    • Possess attributes of ‘skilled’ attributes! – STILL IN VOGUE!
      • Have a “seat” at the table with line of business executives/hiring managers/clients
      • Be a “true” consultative business partner
        • Develop workforce plans, perform succession planning, set service level agreements, define hiring priorities and quantify the tools/resources required to meet hiring objectives
      • Be able to quantify ROI to key stakeholders
      • Manage the recruiting/hiring process. Don’t be a “paper” pusher
      • Be more “sales” oriented
      • Ability to identify and recruit quality, “passively-looking” talent
      • Create talent pipelines for “just-in-time” hiring
      • Candidates and Hiring Managers respect them as experts in staffing
    • Become a “specialist” (Client consulting, assessment/candidate care, sourcing - name generation and/or candidate development)
    • Become an expert using web 2.0 tools (including social networking sites, SEO) to develop talent pipelines for key – critical/difficult to fill positions within your organization/industry
    Material Copyright © 2008 -Recruiter Academy, LLC
  • ” Definition of Insanity?” Material Copyright © 2008 -Recruiter Academy, LLC “ Doing the same things over and over again and expecting your results to change!”
  • Changing your “Actions” from this session ?
      • Do a self-analysis – Are you a ‘skilled recruiter’?
      • Develop a strategy too:
        • Make yourself ‘invaluable’
        • Put yourself in the ‘right chair’
      • Play critical role in evolving your organization from “Req’s per recruiter” to more accurate MRP planning model
    Material Copyright © 2008 -Recruiter Academy, LLC
  • RA – “Take-Aways”
    • Resource Planning Tool
    • More information on MRP workforce planning model
    • Comments/Thoughts/Perspectives gathered from discussions on “Changing Role of the Recruiter . . .”
    • Email: [email_address]
    Material Copyright © 2008 -Recruiter Academy, LLC
  • Questions? Material Copyright © 2008 -Recruiter Academy, LLC