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” The Changing Role of the Recruiter”  David Szary – The Recruiter Academy dszary@recruiteracademy.com/734-414-9816   Link...
MY AWESOME ADVENTURE . . .   <ul><li>“ Fell” into recruiting in 1989!  </li></ul><ul><li>First half of career, recruited (...
Presentation – “Research”  <ul><li>Interviewed industry leaders from a variety of industries (healthcare, life science, pr...
Key  Components of a “World-Class”  Staffing Operation – 20,000 foot view Technology Skilled Recruiters Material Copyright...
<ul><li>Have a “seat” at the table with line-of-business executives/hiring managers/clients </li></ul><ul><li>Are a ‘consu...
Fast Forward to 2009 <ul><ul><li>What hasn’t changed? - Recruitment leaders are still looking for their recruiters to poss...
Evolution of HR/Rec Professionals Trend towards specialization Personnel HR Generalist Recruiting Generalist HR Biz Partne...
History of Sourcing Tools -   Want Ads - Cold Calling - Resume on File - Want Ads - Cold Calling - Resume on File - Intern...
Three Distinct Generations within the Workforce <ul><li>Baby Boomers – 1946 to 1964 </li></ul><ul><li>Gen X - 1965 to 1980...
Since our last economic downturn   <ul><li>Unemployment worst since September – 1992 (January – 2009: 7.6%)  </li></ul><ul...
Resulted in . . .   <ul><li>Many corporate recruiters were ‘drinking from a fire hose’ (20, 30, 100 req’s on their ‘plate’...
” Changing Role of the Recruiter moving forward given the fact that . . . “ <ul><li>Attributes of ‘skilled recruiters’ are...
“ 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!  <ul><li>Talent Management/Succession Planning </li></ul><ul><...
Changing Role The Recruiter –  Definitive Trends!  <ul><li>Technology will continue to decrease “time” associated with the...
Centralized/Specialized Model  Hiring Managers Hiring Managers Hiring Managers Hiring Managers Sourcing Specialist Recruit...
Who will thrive & survive in these changing times?   Material Copyright  © 2008 -Recruiter Academy, LLC Those that can  qu...
“ What is an acceptable requisition load for an average recruiter to handle?” Material Copyright  © 2008 -Recruiter Academ...
It Depends!   Material Copyright  © 2008 -Recruiter Academy, LLC
Efficiency of  Process Recruiting / Hiring Process Resources  Required  Baby Boomers GEN X GEN Y    Sourcing Strategy/Tool...
Developing Workforce Plans  It Depends on . . . <ul><li>Number of hires? </li></ul><ul><li>When do you need them by? </li>...
Developing MRP/Workforce Plan  It Depends on  - CASE STUDY <ul><li>Number of hires: 250 </li></ul><ul><li>When do you need...
Resource Planning – Case Study Sourcing Time required to fill multiple positions Material Copyright  © 2008 -Recruiter Aca...
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 Effi...
Evolution of HR/Rec Professionals? Personnel HR Generalist Recruiting Generalist HR Biz Partner Recruiting Consultant - In...
In times of change – become “invaluable”?  <ul><li>Possess attributes of ‘skilled’ attributes! – STILL IN VOGUE! </li></ul...
” Definition of Insanity?” Material Copyright  © 2008 -Recruiter Academy, LLC “ Doing the same things over and over again ...
Changing your “Actions”  from this session ? <ul><ul><li>Do a self-analysis – Are you a ‘skilled recruiter’?  </li></ul></...
RA – “Take-Aways”   <ul><li>Resource Planning Tool </li></ul><ul><li>More information on MRP workforce planning model </li...
Questions?  Material Copyright  © 2008 -Recruiter Academy, LLC
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The Changing Role Of The Recruiter

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

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  • Transcript of "The Changing Role Of The Recruiter"

    1. 1. ” 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
    2. 2. MY AWESOME ADVENTURE . . . <ul><li>“ Fell” into recruiting in 1989! </li></ul><ul><li>First half of career, recruited (and managed teams) in “high tech” industry for small, publicly-held “high-growth” staffing/outsourced service provider. </li></ul><ul><li>In 1997, founded The Recruiter Academy ( www.recruiteracademy.com ). </li></ul><ul><li>Since then, we have worked with over 1500 companies spanning 8 countries, 40 states and 110 different labor markets throughout the US. </li></ul><ul><li>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. </li></ul>Material Copyright © 2009 -Recruiter Academy, LLC
    3. 3. Presentation – “Research” <ul><li>Interviewed industry leaders from a variety of industries (healthcare, life science, professional services, retail, financial services, technology, manufacturing, staffing/agency, industry thought leaders, etc.) </li></ul><ul><li>Reflected on past 20 years working with thousands of recruiters at respected organizations throughout the world (corporate, staffing, agency/TPR) </li></ul>Material Copyright © 2009 -Recruiter Academy, LLC
    4. 4. Key Components of a “World-Class” Staffing Operation – 20,000 foot view Technology Skilled Recruiters Material Copyright © 2008 -Recruiter Academy, LLC Scalable Process(s)
    5. 5. <ul><li>Have a “seat” at the table with line-of-business executives/hiring managers/clients </li></ul><ul><li>Are a ‘consultative’ business partner </li></ul><ul><ul><ul><li>Develop workforce plans and define hiring priorities, perform succession planning, set service level agreements, and quantify the tools/resources required to meet hiring objectives </li></ul></ul></ul><ul><li>Able to quantify ROI to key stakeholders </li></ul><ul><li>Manage the recruiting/hiring process. Aren’t a “paper” pusher </li></ul><ul><li>‘ Sales’ oriented. Recruiting = Sales </li></ul><ul><li>Ability to identify and recruit quality, “passively-looking” talent </li></ul><ul><li>Proactive. Create talent pipelines for “just-in-time” hiring </li></ul><ul><li>Candidates and Hiring Managers respect them as experts in recruitment/ selection/staffing </li></ul>Attributes of ‘Skilled’ Recruiters Material Copyright © 2008 -Recruiter Academy, LLC
    6. 6. Fast Forward to 2009 <ul><ul><li>What hasn’t changed? - Recruitment leaders are still looking for their recruiters to possess these attributes! </li></ul></ul><ul><ul><li>Why hasn’t this occurred? (or has it?) </li></ul></ul><ul><ul><li>What has changed? </li></ul></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    7. 7. 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
    8. 8. 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
    9. 9. Three Distinct Generations within the Workforce <ul><li>Baby Boomers – 1946 to 1964 </li></ul><ul><li>Gen X - 1965 to 1980 </li></ul><ul><li>Gen Y (The Net Generation, Millennials, Echo Boomers) - 1980 to 2000 </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    10. 10. Since our last economic downturn <ul><li>Unemployment worst since September – 1992 (January – 2009: 7.6%) </li></ul><ul><li>Time of “Abundance” </li></ul><ul><ul><li>Abundance of job openings </li></ul></ul><ul><ul><li>Abundance of candidates </li></ul></ul><ul><ul><li>Recruitment/sourcing tools, job boards, etc. </li></ul></ul><ul><ul><li>Information </li></ul></ul><ul><li>Growth, Growth, Growth (at any cost?)! </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    11. 11. Resulted in . . . <ul><li>Many corporate recruiters were ‘drinking from a fire hose’ (20, 30, 100 req’s on their ‘plate’) </li></ul><ul><li>Staffing/TPR’s – abundance of opportunities to work on – need to flush out quality versus quantity </li></ul><ul><li>Recruiters were measured on ‘filling req’s’. Less emphasis on putting “the right person in the right chair” </li></ul><ul><li>Tendency to operate in ‘reactive, transactional’ mode </li></ul><ul><li>Becoming Overwhelmed! </li></ul><ul><ul><li>Be consultative, metrics, workforce planning, pipelining, blogging, twitting, Web 2.0, social networking, passive candidate recruiting, Boolean searches, etc. </li></ul></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    12. 12. ” Changing Role of the Recruiter moving forward given the fact that . . . “ <ul><li>Attributes of ‘skilled recruiters’ are still in vogue </li></ul><ul><li>Evolution of “personnel” into specialized occupations </li></ul><ul><li>Proliferation of sourcing tools </li></ul><ul><li>Multiple generations to recruit from </li></ul><ul><li>Moved into the era of “abundance” </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    13. 13. “ Era of the Recruiting Generalist is is fading . . .” Why? Material Copyright © 2008 -Recruiter Academy, LLC
    14. 14. Changing Role The Recruiter – We need to be ’experts’ in! <ul><li>Talent Management/Succession Planning </li></ul><ul><li>Workforce Planning/Materials Release Planning </li></ul><ul><li>Consulting/Setting Service Levels/Defining Priorities </li></ul><ul><li>Defining skills sets/competencies of top performers </li></ul><ul><li>Candidate Assessment </li></ul><ul><li>Employer Branding </li></ul><ul><li>SEO </li></ul><ul><li>Master Negotiator </li></ul><ul><li>Sourcing </li></ul><ul><ul><li>Web. 2.0 tools </li></ul></ul><ul><ul><li>Social Networking </li></ul></ul><ul><ul><li>CRM/pipelining </li></ul></ul><ul><li>“ A Generalist is becoming jack of all trades, </li></ul><ul><li>master of none!” </li></ul>
    15. 15. Changing Role The Recruiter – Definitive Trends! <ul><li>Technology will continue to decrease “time” associated with the hiring process </li></ul><ul><ul><li>New hire paperwork via self-serve online kiosk’s </li></ul></ul><ul><ul><li>CRM activities from ATS/TAS/CRM tools </li></ul></ul><ul><ul><li>Finding candidates (not recruiting them) </li></ul></ul><ul><ul><li>Streamline process with online scheduling tools. Set up views right from phone screen </li></ul></ul><ul><li>In down economy, recruitment team can offer more/different ‘services’ </li></ul><ul><ul><li>“ Recruiters” become outplacement experts/career counselors </li></ul></ul><ul><ul><li>Turn database into a revenue generator? – Sell “inventory” of candidates? </li></ul></ul><ul><li>Further specialization among recruiters. Shift from a recruiting generalist to a centralized/specialized model including: </li></ul><ul><ul><li>Business Partners/Talent Managers </li></ul></ul><ul><ul><li>Talent Specialist </li></ul></ul><ul><ul><li>Sourcing </li></ul></ul><ul><ul><li>Coordinators/project managers </li></ul></ul><ul><li>Will this specialization finally allow us to become “skilled” recruiting specialists? </li></ul>
    16. 16. 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
    17. 17. 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!
    18. 18. “ What is an acceptable requisition load for an average recruiter to handle?” Material Copyright © 2008 -Recruiter Academy, LLC
    19. 19. It Depends! Material Copyright © 2008 -Recruiter Academy, LLC
    20. 20. 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 <ul><li>Background Checks </li></ul><ul><li>Rec/Hiring Mrg Time </li></ul><ul><li>Corporate HR Time </li></ul><ul><li>Hiring Manager Time </li></ul>-Recruiter/Coordinator Time <ul><li>Assessment Testing </li></ul><ul><li>Recruiter’s Time </li></ul>Sourcing Time
    21. 21. Developing Workforce Plans It Depends on . . . <ul><li>Number of hires? </li></ul><ul><li>When do you need them by? </li></ul><ul><li>How efficient are you? </li></ul><ul><li>How quickly can you find them? </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    22. 22. Developing MRP/Workforce Plan It Depends on - CASE STUDY <ul><li>Number of hires: 250 </li></ul><ul><li>When do you need them by: All start by Dec. </li></ul><ul><li>How efficient are you: </li></ul><ul><ul><ul><li>Submittal to Hiring Manager view: 50% </li></ul></ul></ul><ul><ul><ul><li>Hiring Manager View to Offer: 50% </li></ul></ul></ul><ul><ul><ul><li>Offer to Hire: 90% </li></ul></ul></ul><ul><li>How quickly can you find them: 4 hours? </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    23. 23. Resource Planning – Case Study Sourcing Time required to fill multiple positions Material Copyright © 2008 -Recruiter Academy, LLC
    24. 24. Resource Planning – Case Study Why “efficiency” is so important! Material Copyright © 2008 -Recruiter Academy, LLC
    25. 25. Resource Planning – Case Study Resources necessary to achieve Hiring Goal of 250 people (Based on 75/50/80 Process Efficiency Level) <ul><li>Assumptions: </li></ul><ul><ul><li>We have 9 months (March-November) to source candidates to achieve our hiring goals. </li></ul></ul><ul><ul><li>Sourcing Hours/Month = Total Sourcing hours/ 9 months. </li></ul></ul><ul><ul><li>Sourcing Hours/Day = Total Sourcing hours – month / 22 working days/month. </li></ul></ul><ul><ul><li>Number of Recruiters/FTE: Assuming a typical recruiter can source 3 hours a day/maximum. </li></ul></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    26. 26. 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.
    27. 27. In times of change – become “invaluable”? <ul><li>Possess attributes of ‘skilled’ attributes! – STILL IN VOGUE! </li></ul><ul><ul><li>Have a “seat” at the table with line of business executives/hiring managers/clients </li></ul></ul><ul><ul><li>Be a “true” consultative business partner </li></ul></ul><ul><ul><ul><li>Develop workforce plans, perform succession planning, set service level agreements, define hiring priorities and quantify the tools/resources required to meet hiring objectives </li></ul></ul></ul><ul><ul><li>Be able to quantify ROI to key stakeholders </li></ul></ul><ul><ul><li>Manage the recruiting/hiring process. Don’t be a “paper” pusher </li></ul></ul><ul><ul><li>Be more “sales” oriented </li></ul></ul><ul><ul><li>Ability to identify and recruit quality, “passively-looking” talent </li></ul></ul><ul><ul><li>Create talent pipelines for “just-in-time” hiring </li></ul></ul><ul><ul><li>Candidates and Hiring Managers respect them as experts in staffing </li></ul></ul><ul><li>Become a “specialist” (Client consulting, assessment/candidate care, sourcing - name generation and/or candidate development) </li></ul><ul><li>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 </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    28. 28. ” Definition of Insanity?” Material Copyright © 2008 -Recruiter Academy, LLC “ Doing the same things over and over again and expecting your results to change!”
    29. 29. Changing your “Actions” from this session ? <ul><ul><li>Do a self-analysis – Are you a ‘skilled recruiter’? </li></ul></ul><ul><ul><li>Develop a strategy too: </li></ul></ul><ul><ul><ul><li>Make yourself ‘invaluable’ </li></ul></ul></ul><ul><ul><ul><li>Put yourself in the ‘right chair’ </li></ul></ul></ul><ul><ul><li>Play critical role in evolving your organization from “Req’s per recruiter” to more accurate MRP planning model </li></ul></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    30. 30. RA – “Take-Aways” <ul><li>Resource Planning Tool </li></ul><ul><li>More information on MRP workforce planning model </li></ul><ul><li>Comments/Thoughts/Perspectives gathered from discussions on “Changing Role of the Recruiter . . .” </li></ul><ul><li>Email: [email_address] </li></ul>Material Copyright © 2008 -Recruiter Academy, LLC
    31. 31. Questions? Material Copyright © 2008 -Recruiter Academy, LLC
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