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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)
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
Web. 2.0 tools
“ 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
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
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
Rec/Hiring Mrg Time
Corporate HR Time
Hiring Manager Time
Developing Workforce Plans It Depends on . . .