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The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
The New Recruiting Department
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The New Recruiting Department

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Session from the ERE Expo Spring 2011, presented by Beth McCormick

Session from the ERE Expo Spring 2011, presented by Beth McCormick

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  • 1. RECRUITING 2.0The Future of RecruitingBeth McCormickRecruiting and Diversity Manager, LLNLEngineering Directorate
  • 2. 1st CareerRefinery Engineer
  • 3. CLAIRVOYANCE IN THE FASHION INDUSTRY 2nd Career Fashion Design/Mfg/Sales 2011 Cool.
  • 4. 3rd CareerTechnical Recruiting
  • 5. TODAY’S AGENDA  Talent 2.0  Evaluation 2.0  Plan without a strategy?  Our Strategy at LLNL  The Future Recruiting Team
  • 6. THE EXPANDING WORLD OF WEB 2.0
  • 7. TALENT 2.0The New Workforce
  • 8. TALENT 2.0 –UNDERSTANDING THE NEW WORKFORCE MEET MIKE
  • 9. TALENT 2.0 – WHERE IS MIKE? MIKE’S ONLINE WORLD
  • 10. MOBILE APPS, SO IMPORTANT
  • 11. TALENT 2.0THE GROWTH OF ONLINE GAMING 2014 $84 Billion 2010 $54 Billion 1990 $10 Billion
  • 12. WOULD YOU PAY $330,000 FOR A VIRTUALSPACESHIP OR ASTEROID?
  • 13. WHAT DO GAMES AND SOCIAL NETWORKSHAVE IN COMMON?  Highly collaborative social networks  Confidence building due to reward systems  Status among peers  Engagement  Feeling good  Easy communication
  • 14. ARMY ONE OF THE FIRST TO USE GAMESTO RECRUIT AND TRAIN
  • 15. THEY DON’T JUST EVALUATE YOUThey evaluate themselves….
  • 16. BE TRANSPARENT, HONESTY BUILDS TRUST
  • 17. YOU WILL BE RATED, LIKE IT OR NOTYour company rating… It’s out there….
  • 18.   “The first wave of Social Networking  was all about connecting. For recruiters it means sourcing.  The second wave of Social Networking is all about leveraging those connections.   For recruiters it means assessing using Reference Check 2.0 approaches.” YVES LERMUSI, CEO CHECKSTER, PREVIOUS FOUNDING PARTNER OF TALEO
  • 19. THE NEW TALENT IS TRANSPARENTCandidate  Don’taccess me, I’ll access myself  and show you how great I am!Employee  I want to know how well I’m doing all the time not just once a year.
  • 20. CREATING A PLAN WITHOUT ASTRATEGYIs like giving a trip to Russia to someone whoneeds a beach get-away…thoughtful?Maybe..useful? Not so much.
  • 21. RECRUITER 2.0 – BRAND EXTOLLER EXAMPLE: BEST BUY
  • 22. LEVERAGE FROM OTHERS IN THE SAME BOATLeverage SKA’s with Where are our customersmarketing, sales, and and candidates?advertising   Facebook   LinkedIn   Glassdoor   Quora   Games   Other
  • 23. LEARN FROM YOUR VENDORS AND OTHERRECRUITERS
  • 24. MY STRATEGYWorking in a large established company haschallenges
  • 25. LAWRENCE LIVERMORE NATIONAL LABORATORY Pros   Aresearch lab that offers an intellectually stimulating environment for scientists and engineers.   Great career security   A company of extremely bright people   Opportunity to make a difference in the safety of the nation
  • 26. LAWRENCE LIVERMORE NATIONAL LABORATORY Cons   Frustrating due to nature of classified work   Unclear mission and messaging   Political   IT infrastructure out of date due to restrained budgets   No Access to Facebook or smart personal phones   Long hiring process
  • 27. MESSAGING STRATEGY  Collaborate with Marketing and Public Affairs to create message and maximize skills for SEO, Facebook and LinkedIn  Focus on the great science  Focus on the smart people  Focus on jobs that make a difference  Focus on the excellent tools to do science
  • 28. NEW PLAN
  • 29. WEBSITE   Rotating images feature employees engaged in activities they love  Careers– New Features   Links to Program websites   Recruiting video with captions for deaf and hearing impaired   Great People section highlights careers
  • 30. SEO AND CANDIDATE MANAGEMENT  ImproveWeb presence and SEO and CMS using JobVite, LinkedIn, Facebook (secured), Glassdoor
  • 31. ATTRACTIVE JOBS, FROM THIS……...
  • 32. TO THIS.
  • 33. RECRUITING  Searches via LinkedIn and JobVite
  • 34. ON METRICS Average New Candidate Prescreen 60 Days 15 Days Interview Completion 20 Days 1 Day Interview to Offer 25 Days 1 Day Time to Hire 130 Days 30 Days
  • 35. NO SILVER BULLET, BE FLEXIBLE
  • 36. THE NEW RECRUITING TEAMWhere are we headed?
  • 37. 21st century recruiters will need to be equally adept asusing web 2.0 as well “old school” techniques. They need toknow which sites market and which to use for recruiting.Web 2.0 is what internet recruiting was 10 years ago. BenGotkin Global Talent Acquisition Director Marriot
  • 38. Internal recruiting organizations will be outsourcedunless they match external competitors effectiveness,efficiencies, costs and speed. Kevin Wheeler, Future of Talent
  • 39. With economic uncertainty, and constant change in the competitivelandscape and technology, will continue to increase the demandsplaced on most corporate recruiting organizations. I do believe thatbecause of these influences, corp recruiting groups will need to beable to spend more of their time aligning strategically to thebusiness and on workforce planning. Angel Hills Executive VP PinStripe
  • 40. THE FUTURE RECRUITING TEAM   The Technologist   The Sourcer   The Recruiter
  • 41. RECRUITING TECHNOLOGISTManages and assesses web 2.0 sourcing, recruiting,and tools. Works with Marketing and sales. Tool development (games?) Tool implementation Tool training Web communications Tool assessment Sets metrics for the team
  • 42. RECRUITER 2.0 – THE SOURCER  Identifies and participates with the social networks  Sources key populations  Builds communities of skills  Twitter user (ideally has 4000 + followers)  Actively uses apps for iPhone, iPad, etc  Participates In online gaming  Enjoy continuous communication and collaboration with customers and potential candidates  Uses both push and pull apps and technologies to source
  • 43. THE RECRUITER  Works closely with client to understand business  Competent on workforce projections, future projects  Works with marketing and sales (aligns the brand)  Creates attractive job descriptions that will attract  Assesses attributes and skills of applicants  Able to sell the company better than competitors  Assesses quality of hire
  • 44. The future is in the clouds.THANK YOUBeth McCormick

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