Jobvite Webinar: Leading the Charge, Driving the Change

939 views

Published on

Recorded on August 6, 2013

Published in: Education, Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
939
On SlideShare
0
From Embeds
0
Number of Embeds
5
Actions
Shares
0
Downloads
4
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • http://venturebeat.com/2013/01/01/ipo-candidates/#vb-gallery:2:588154
  • https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_from_capability_to_profitability/?chapter=3#chapter3_section3
  • https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_from_capability_to_profitability/?chapter=3#chapter3_section3
  • 2012 PWC Study60% of CEOs did not believe they had the talent they needed to be successfulOne in four had to delay or forgo market opportunities and strategic initiatives because they didn’t have the right talent.Consequences of a bad hire go beyond lost opportunitiesCombined cost of unanticipated turnover are 20 – 200% of the employees original salaryCompanies with high turnover – costs are equivalent to 40% of earnings
  • http://www.bls.gov/opub/mlr/2012/01/art1full.pdf – updated dataChanges since last BLS analysis through 2018:Doctoral up from 17%Masters up from 18%Assoc down from 19%Post secondary up from 13%Highlight growth from last data setGeorgetown Center on Education and the Workforce http://cew.georgetown.edu/ http://www9.georgetown.edu/grad/gppi/hpi/cew/pdfs/STEMWEBINAR.pdfTotal jobs: STEM occupations will grow from 6.8 million to 8 million total jobs by 2018. (18% growth)Job openings: STEM occupations will provide 2.4 million job openings through 2018, including 1.1 net new jobs and 1.3 replacement jobs due to retirement. Postsecondary education: 92% of STEM jobs will be for those with at least some postsecondary education and training. Equity: Diversion of women and minorities is compounded by other factors. For women and minorities, STEM is the best equal opportunity employer. Although pay gaps exist between minorities and Whites/Asians and women and men in STEM, they are smaller than in other occupations.
  • Social media, SEO, copywriting, email marketing, branding and events are all critical elements of the mix.
  • 2012 PWC Study60% of CEOs did not believe they had the talent they needed to be successfulOne in four had to delay or forgo market opportunities and strategic initiatives because they didn’t have the right talent.Consequences of a bad hire go beyond lost opportunitiesCombined cost of unanticipated turnover are 20 – 200% of the employees original salaryCompanies with high turnover – costs are equivalent to 40% of earnings
  • In 2011, “Lack of available applicants/no applicants” as the most common reason for difficulty filling jobs – 24%. This jumped to 33% in 2012.
  • In 2011, “Lack of available applicants/no applicants” as the most common reason for difficulty filling jobs – 24%. This jumped to 33% in 2012.
  • http://www.calculatedriskblog.com/2013/03/graphs-for-duration-of-unemployment.htmlhttp://www.bls.gov/emp/ep_chart_001.htm
  • 64K STEM Openings14K STEM Graduates50K STEM Shortage
  • Source:http://money.cnn.com/2010/07/29/news/international/china_engineering_grads.fortune/index.htm13% of Americans are foreign born (38 million people)…significantly greater than the 8.4% for other “rich” countriesForeign c:t rec’d 35% of doctoral degrees in US in 2006In science and tech 45%In engineering, nearly 66%½ plan to remain in the U.S.For decades, the U.S. had 25% of ALL the foreign students in the world…but in recent years has suddenly dropped to 18%, according to the Organization for Economic Co-Operation and Development.However,China is producing 400K college graduates in tech fields every year. (They will soon become the world’s largest english-speaking nation of more than 300 million.)Last spring the U.S. graduated about 8,000 Ph.D. engineers, an estimated two-thirds of whom are not U.S. citizens. About 150,000 students who majored in engineering, computer science, information technology, and math will collect bachelor's degrees. The Chinese government claims that in recent years the number in China has been well north of 500,000 and rising fast; even if overstated, as some believe, the real number is much larger than America's, and the quality of those graduates is improving.This could spiral downward. As math and science talent accumulates abroad, companies do more of their hiring there, reducing demand in the U.S. That's partly why undergraduate engineering majors are a shrinking proportion of the total, down from 6.8% to about 4.5% over the past 20 years. Employers then claim they can't find engineers in the U.S. -- so they have to hire abroad.The fastest-growing college majors in America as of 2007, says the U.S. Education Department, were parks, recreation, leisure, and fitness studies, as well as security and protective services. That's not a great omen for technology breakthroughs. If the next great technological advances in energy, the environment, medicine, and information are made elsewhere, American workers will have a much tougher time earning good pay in those key industries.
  • See arguments made in WFS generational work. Long-term demographic changes have paralleled long-term unemployment rate changes. Coincidence? Maybe, maybe not. It can certainly help to explain the shift in generational changes toward work.
  • http://www.fastcompany.com/magazine/162/average-time-spent-at-job-4-yearsForbes cites “Multiple Generations@Work” survey of 1.189 employees and 150 managers. This means millenials will hold 15-20 jobs over course of their career – NOT the 11.1 found for my generation – and the 4.4 of my father’s.
  • Most report being close to parentsMost report being in frequent technological contact with friends
  • Social media, SEO, copywriting, email marketing, branding and events are all critical elements of the mix.
  • DDI report of 2300 newly hired workers and 250 staffing directors in 28 countrieshttp://www.workforce.com/article/20130201/NEWS01/130209996/new-employees-we-were-jobbed-about-this-job
  • 83%of recruiters think branding impacts their ability to land top prospects.Strong talent brand can reduce the cost per hire by 50% and reduce turnover by 28%Source: http://www.businessweek.com/bschools/content/may2011/bs20110511_024823.htm
  • DDI report of 2300 newly hired workers and 250 staffing directors in 28 countrieshttp://www.workforce.com/article/20130201/NEWS01/130209996/new-employees-we-were-jobbed-about-this-job
  • Jobvite Webinar: Leading the Charge, Driving the Change

    1. 1. Leading the Charge, Driving the Change: Why Innovators Will Win the War for Talent Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    2. 2. #HCIwebcast Agenda Housekeeping Feature Presentation Q&A Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    3. 3. This presentation is made possible by: Thank You! www.recruiting.jobvite.com
    4. 4. Interact with us! Click the Q&A button to: 1. ask the presenter(s) questions 2. contact HCI Tech Support Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    5. 5. To listen to this webcast using VoIP: you must first un-mute your computer speakers and turn up the volume Click the “Voice & Video” tab on the menu bar at the top of your screen and click on “Join Audio” *If you do not have this option please use the Q&A interface for technical support* Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    6. 6. You can find the slides from this presentation on the community page at www.hci.org under the title of the #HCIwebcast Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    7. 7. Today’s Moderator Amy Lewis @amylewis amy.lewis@hci.org Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    8. 8. Today’s Featured Guests Dan Finnigan Chief Executive Officer Jobvite Kimberly Kasper Chief Marketing Officer Jobvite Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    9. 9. Leading the Charge, Driving the Change: Why Innovators Will Win the War for Talent Dan Finnigan CEO, Jobvite
    10. 10. 8 of the 11 Top Tech IPO’s Use Jobvite to Power Their Hiring Source: Forbes
    11. 11. 13 out of 17 expected Tech IPO's in 2013 Source: VentureBeat
    12. 12. Unemployment Getting Better – But Slowing Nonfarm payroll employment change, Seasonally adjusted 600 400 200 0 -200 -400 -600 Jan-13 Aug-12 Mar-12 Oct-11 May-11 Dec-10 Jul-10 Feb-10 Sep-09 Apr-09 -800 Nov-08 Source: BLS.gov Jun-08 Seasonally adjusted Jan-08 Unemployment rate,
    13. 13. Remember This?
    14. 14. Today Does Not Feel Much Better
    15. 15. But Tomorrow Can. You Can Lead the Future! Only A New Approach, Hard Work – the right Weapons – and some Courage!
    16. 16. Growing Awareness: Talent Matters Most ―People‖ Companies Outperform the Market Average Source: Boston Consulting Group, ―Realizing the Value of People Management; From Capability to Profitability‖, August 2, 2012
    17. 17. Recruiting Delivers 40% More Profit Growth Than Next Best HR Function Source: Boston Consulting Group, ―Realizing the Value of People Management; From Capability to Profitability‖, August 2, 2012
    18. 18. Recruiting will be one of the hot careers in the next decade • 14% Y/Y increase • Most commonly advertised job title: Recruiting Source: Wanted Technologies
    19. 19. Why? 1.Business Need Skilled Talent More Than Ever 2.Talent Is Becoming Increasingly Scarce Worldwide 3.Talent Is Choosy, Savvy Consumer of Opportunities The recruiters who transform themselves into marketers become as important—if not more— than any function.
    20. 20. Jobs In Future Require Education % Change Employment 2010- 2020 Less than high school 14% High school 12% Some college 18% Associate degree 18% Bachelor degree 17% Master degree 22% Doctoral / professional degree 20% Source: Bureau of Labor Statistics Source: Bureau of Labor Statistics
    21. 21. Most Advertised Openings in U.S. Today: All But Two Require College 1. Computer Occupations 2. Health Diagnosing and Treating Practitioners 3. Other Management Occupations (inc. HR) 4. Financial Specialists 5. Business Operations Specialists 6. Sales Representatives, Services 7. Engineers 8. Information and Record Clerks * 9. Advertising, Marketing, Promotions, PR, and Sales Managers 10. Supervisors of Sales Workers * Source: Brookings Institution
    22. 22. U.S. App Economy Jobs iPad Game Developer Android Developer 0 477k before the iPhone current day Virtualization Architect API Platform Manager Social Media Manager Mobile Marketing Strategist Mobile Applications Engineer iPhone Application Developer User Experience Analyst Source: TechNet, The App Economy
    23. 23. SHRM: Companies Anticipate Needing More College Graduates 9% 63% High school dimploma or equivalent only 27% 28% 61% Specific post-secondary certificate/credential(s) 11% 18% 69% Associate’s degree 13% 56% 42% Bachelor’s degree 2% 56% Advanced degree (e.g., master’s, MBA, Ph.D, M.D.) 44% 1% Percentages may not total 100% due to rounding. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Changes in the Workforce ©SHRM Increase Stay the same Decrease
    24. 24. Working Age Population Shrinking Worldwide Source: Deloitte Research, UN Population Division (http://esa.un.org/unpp/)
    25. 25. Battle of the Brains (US-based schools listed in blue) Source: PR Newswire
    26. 26. Battle of the Brains (US-based schools listed in blue) Source: PR Newswire
    27. 27. Creating A Serious Shortage Source: Bureau of Labor Statistics, Current Population Survery
    28. 28. Severe Shortage Of STEM Graduates In US 50,000 Shortage in Florida Alone Parks, recreation and fitness 64,000 92 % ’98-’08 14,855 STEM Jobs STEM Degrees Source: SunSentinel, 2012
    29. 29. Immigration Debate In DC 35 66 % doctoral degrees % engineering doctorates 45 50 % tech + science % plan to stay • 764,321 foreign students enrolled in U.S., up 5.7% in 2011 • U.S. world share dropped 25% to 18% now up to 21% • H1B Visa capped at 85K (20K for those with Advanced Degrees) • Proposed Bill: Increase to 115K – 300K Source: CNN Money
    30. 30. Result: 10X Programmer Talent Agency Source: HBO
    31. 31. Skilled Talent Is Now A Consumer Of Work One Size Does Not Fit All Each generation approaches work differently, shaped by the economic, social and political forces of their time. Source: Manpower
    32. 32. Gen Y Dominates Workforce in 5 Years 2030: Gen X reaches Pre-Boomers Generation Baby Boomers Generation Y and beyond retirement age 225 population age 18-64 (millions) 200 175 2011: The Baby Boomers 150 reached retirement age 125 100 75 2018: Gen Y makes 50 up half of the working age population 25 0 1990 1995 2000 2005 2010 2015 SOURCE: U.S. Bureau of the Census, projections based on 2000 Census 2020 2025 2030
    33. 33. Gen Y Soon To Dominate Workforce: 15-20 Jobs Over Lifetime median tenure in current job: 4.4 3.0 yrs U.S. yrs Californians ...and Millennials Source: www.fastcompany.com/magazine/162/average-time-spent-at-job-4-years
    34. 34. Recruiting Is Marketing ―The aim of marketing is to know and understand the customer so well that the product or service fits him and sells itself.‖ Peter Drucker, management consultant, educator, and author
    35. 35. Marketing Starts by Understanding Your Target Like A Marketer Would: 80 Million Gen Y 46 39 35 27 21 % Exercised vigorously in last 24 hours % Have a tattoo % Started a business on the side % Saw email usage drop in 2011 % Think helping the poor most important issue
    36. 36. Recruiting Is Marketing: The New Five P’s of Marketing Product: Define Broadly Around Customer Experience Price: Provide Competitive Value Promotion: ROI-tracked Marketing Mix of Media, Content, Message & Growing Brand Placement: Many, Convenient and Inspiring Ways to Buy Process: All Efforts Working As One Optimizing Funnel
    37. 37. #1 and #2 Product & Pricing: Design Roles for Their Future, Not Just Yours 7 Ways Beyond Compensation To Improve Job Attraction • Gen Y are “Job Shoppers;” 88% are looking to make a change • Salaries guidepost for value and staying on track, but NOT differentiation • 51% of new employees hired in 2012 have “buyers remorse” 1. 2. 3. 4. 5. 6. Explain Company Vision Prioritize Community Service Develop ―In-Between‖ Steps And Titles Give Encouragement & Regular Feedback Offer More Flexibility Provide Education and Professional Development 7. Give Them Time for Personal Projects Source: HBR: Blog Network: What Job Candidates Really Want: Meaningful Work
    38. 38. #3 Promotion: Big Brands, Especially Strong Consumer Brands, Have Big Advantages Top 5 of ―50 Top Employers for College Grads‖
    39. 39. #3 Promotion: Gen Y Wants Authentic Brand Experiences  ―Make Your Culture Your Brand‖ – Culture Is Emotional  Marketing Learning That Decisions Made By Lymbic (Lizard) Brain…Focus Messaging & Promotion On Emotional Connection  Engagement Survey of Top Performers and Develop Value Statements  Mold All Marketing Messaging Around Effort —Employee stories and testimonials  Successful If Portrayed Culture So That Best Candidates ―Select In‖ and Mismatched ―Select Out‖ Source: ERE Recruiting Conference 2013 by Randall Birkwood
    40. 40. Have A Company Mission That Matters…And, It Helps To Authentically Provide Social Good
    41. 41. HubSpot Mission
    42. 42. Brand: Join the Flock And Help Find Meaning
    43. 43. Step Inside Kixeye…If You Have What It Takes!
    44. 44. Imagine Being In Jobvite’s Family!
    45. 45. #3 Promotion: Advertising & Distribution  Track All Advertising & Distribution  SEO: Jobs (and Content) Pages  Careersite Distribution & Promotion  Social and Employee Referral
    46. 46. Applications by Source Type 2013 Notifications / Transfers Other 1.2% 6.2% Talent Pool 1.2% Employee Referral 8.5% Agency 2.2% • Career Site up by 6% • Emp Referral up by 1.3% • Transfers are significant Career Site 38.2% Job Board 42.4%
    47. 47. Hires by Source Type 2013 Other 9.3% Transfers 7.1% Notifications / Talent Pool 0.4% Job Board 17.1% Career Site 21.0% Employee Referral 40.4% Agency 4.7%
    48. 48. Faster hiring through employee referral 2013 Employees hired through employee referral are hired 55% faster than those who came through career site. Hired Faster Better Quality 46% 47% 45% 45 39% 39 35% 33% 29 22% 20% 14% Emp Referral CareerSite Job boards Over 1 year Over 2 years Over 3 years Source: Jobvite
    49. 49. Half of Career site Visitors Do Not Return Return Visitors 51% One Time Visitors 49%
    50. 50. Remarketing Is The Way Marketers Handle Abandonment Brand Site Customer Ad on another site
    51. 51. #4 Product Placement: Many, Convenient, And Inspiring Ways to Buy Prospect and Candidate Experience = Shopping Experience (think Nike and Apple!) 1. Starts with Careersite: Easy to find, follow, and engaging
    52. 52. High Bandwidth Careersite Experience
    53. 53. #4 Product Placement: Many, Convenient, And Inspiring Ways to Buy Prospect and Candidate Experience = Shopping Experience (think Nike and Apple!) 1. Starts with Careersite: Easy to find, follow, and engaging 2. Apply Process: Simple, clear, anywhere
    54. 54. Easy To Buy – Easy To Apply
    55. 55. Must Be Mobile…
    56. 56. #4 Product Placement: Many, Convenient, And Inspiring Ways to Buy Prospect and Candidate Experience = Shopping Experience (think Nike and Apple!) 1. Starts with Careersite: Easy to find, follow, and engaging 2. Apply Process: Simple, clear, anywhere 3. Interview Process: Collaborative (2-way)
    57. 57. #4 Product Placement: 2-Way Collaboration
    58. 58. #4 Product Placement: Many, Convenient, And Inspiring Ways to Buy Prospect and Candidate Experience = Shopping Experience (think Nike and Apple!) 1. 2. 3. 4. Starts with Careersite: Easy to find, follow, and engaging Apply Process: Simple, clear, anywhere Interview Process: Collaborative (2-way) Feedback: No ―black hole‖
    59. 59. Easy-to-See Application Status
    60. 60. #5 Process: All Efforts Work As One Optimizing Funnel Funnel / Lead Generation / Marketing Automation 1. Multi-Channel Multi-Media Campaigns 2. Provide Target Personalized Direct Mail & Landing Pages 3. Lead Score Hot, Warm, Cold 1. 4. Marketing Automation: Next Auto Event -Send personalized email -Send personalized product interest info -Send e-newsletter -Send personalized direct mailer -Send personalized press release -Send blog link 5. Screen, Interview & Hire 6. Measure, Adjust, Redo
    61. 61. #5 Process: Track and Measure Sourcing Funnel Talent Pool Employee Referrals Campaigns Overall
    62. 62. #5 Process: Jobvite Closes The Gap And Automates The Recruiting Funnel Sourcing • Engage with passive and active candidates • Social Media Integration 1. Nurturing • Centralized Database • Database Searching • Campaigns Jobvite Refer & Engage Jobvite Engage Selecting & Hiring • Scheduling • Interviewing & Securing Feedback • Making offer Jobvite Hire Measuring • Applying reporting & analytics Jobvite Engage & Hire
    63. 63. Marketing-Driven Recruiters Who Target & Catch Their ―Game‖ – Will Become The New Leaders of Future!
    64. 64. Thank you dan@jobvite.com
    65. 65. Questions? Dan Finnigan Chief Executive Officer Jobvite Kimberly Kasper Chief Marketing Officer Jobvite Need assistance? Call Member Services (866) 538-1909 or email support@hci.org
    66. 66. Stay Tuned another presentation starts at the top of the hour www.hci.org @human_capital
    67. 67. Thank You! www.hci.org @human_capital

    ×