Your SlideShare is downloading. ×
0
© 2014 CareerBuilder© 2014 CareerBuilder
Keith Hadley, Practice Leader, Employer Branding
@keithhadley
HR SYMPOSIUM – HOUS...
© 2014 CareerBuilder
HUMAN CAPITAL IS EXPENSIVE
1 |
U.S. Alone, spent,
© 2014 CareerBuilder
WARM UP QUIZ
OK – easy one… what’s our current unemployment rate?
• Nation - 6.3%
• TX – 5.5% (17th i...
© 2014 CareerBuilder
GROWING!
By 10% from 2008 to 2014
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
SO WHY DON’T WE ALL MOVE TO HOUSTON?
© 2014 CareerBuilder
WARM UP QUIZ
Top growing occupations (by volume)?
Source: CareerBuilder EMSI/Supply & Demand Portal –...
© 2014 CareerBuilder
TALENT SUPPLY & DEMAND
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
FASTEST GROWING INDUSTRIES?
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
FASTEST GROWING ROLES WITHIN INDUSTRY?
Source: CareerBuilder EMSI/Supply & Demand Portal – 4/28/2014
...
© 2014 CareerBuilder
WHERE TO SOURCE THEM?
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
COMPUTER SYSTEMS ANALYSTS?
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
REGISTERED NURSES?
Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
© 2014 CareerBuilder
Is education keeping up with demand?
© 2014 CareerBuilder
College Market Analyst
© 2014 CareerBuilder► 14 ◄
ABOUT US…
CareerBuilder’s mission is to empower
employment. We are striving to organize all the...
© 2014 CareerBuilder► 15 ◄
SKILLS GAP?
Cannot find QUALIFIED CANDIDATES
Employers have difficulty
filling positions
Source...
© 2014 CareerBuilder
TOP 10 MOST DIFFICULT JOBS TO FILL
16 |
SOURCE: Manpower Global Hiring Survey 2013
© 2014 CareerBuilder© 2014 CareerBuilder
COMPETING FOR TOP TALENT
(AN EMERGING HR DISCIPLINE)
© 2014 CareerBuilder► 18 ◄
THE RECESSION-PROOF CANDIDATE
Investigation of
Employers
Research
Networking
© 2014 CareerBuilder
19
SHIFT IN MINDSET
COMPETING FOR TALENT
© 2014 CareerBuilder
THE NEW DIGITAL SEARCH
“Our job, if we’re trying to get closer to our customers,
is to be there when ...
© 2014 CareerBuilder► 21 ◄
THE CONSUMER CANDIDATE
search for jobs while at work
different resources are used
on average be...
© 2014 CareerBuilder► 22 ◄
BRAND MATTERS
of candidates believe employment brand
plays a key role in their decision whether...
© 2014 CareerBuilder© 2014 CareerBuilder
LIVING IN A FRAGMENTED MEDIA
ENIVORNMENT
© 2014 CareerBuilder
MEDIA ENVIRONMENT TODAY
► 24 ◄
10
8
4
© 2014 CareerBuilder
THE CANDIDATE PROCESS
► 25 ◄
Source: CareerBuilder and Inavero Candidate Behavior Study 2013
15%
© 2014 CareerBuilder
TECH/IT CANDIDATE PROCESS
► 26 ◄
61%
77%
81%77%
58%15%
73%
Employer is
Responsive
Job Boards
Candidat...
© 2014 CareerBuilder
CANDIDATES VS. RECRUITERS
► 27 ◄
PERCEPTION PERCEPTION
Candidates expand their
search to include othe...
© 2014 CareerBuilder ► 28 ◄
Source: NBC News
A Whole New Way to Communicate
© 2014 CareerBuilder
BE MOBILE
vs.
29 |
© 2014 CareerBuilder
NO MOBILE? YOU’RE GETTING LAPPED
30 |
© 2014 CareerBuilder► 31 ◄
THE THREE EXPECTATIONS
Easy Transparent Personal
© 2014 CareerBuilder
HUMAN RESOURCE INVESTMENTS
32 |
Source: CareerBuilder U.S. Jobs Forecast 2014
22%
Mobile readiness
Wh...
© 2014 CareerBuilder© 2014 CareerBuilder
STRATEGIES FOR BUILDING
COMPETITIVE ADVANTAGE
© 2014 CareerBuilder► 34 ◄
WHAT METRICS DO YOU USE?
Time to Fill
Quality of Hire Cost per Hire
© 2014 CareerBuilder
35
THINK LIKE A MARKETER
© 2014 CareerBuilder
HOW MARKETERS APPROACH THIS
© 2014 CareerBuilder
VISUAL STORY
► 37 ◄
© 2014 CareerBuilder
VISUAL STORY
► 38 ◄
© 2014 CareerBuilder
© 2014 CareerBuilder
WHAT’S YOUR BEST STORY?
► 40 ◄
Performs Above – Less Important to Talent Performs Above – Important t...
© 2014 CareerBuilder
POWERFUL BRAND STORY
BRAND
Authentic
Vision
Unique Attractive
To your employees
From your
competitors...
© 2014 CareerBuilder► 42 ◄
EASY
© 2014 CareerBuilder
CANDIDATE EXPECATIONS TODAY
► 43 ◄
© 2014 CareerBuilder
EASY
► 44 ◄
© 2014 CareerBuilder
CAPITALIZE ON INTEREST
ATS (application system) application process
Register
Fill out
personal
info
U...
© 2014 CareerBuilder
► 46 ◄
TALENT NETWORKS
46 |
© 2014 CareerBuilder
SIMPLIFY THE PROCESS
47 |
What is continuous recruitment?
The process of sourcing and
connecting with...
© 2014 CareerBuilder© 2014 CareerBuilder
BRINGING IT ALL TOGETHER
© 2014 CareerBuilder
Talent Market Insight
Employment Brand
(EVP & Design)
Media Strategy:
Job Boards
Niche Sites
Natural ...
© 2014 CareerBuilder
TRUE INNOVATION – MOON SHOTS FOR HR
Data junkie
1-click apply
Live cam
 Words or stock photos
Re...
© 2014 CareerBuilder© 2014 CareerBuilder
Thanks!
@KeithHadley
careerbuildermedia.com
careerbuilder.com/candidatebehavior
© 2014 CareerBuilder
www.careerbuilder.com/candidatebehavior
► 52 ◄
QUESTIONS? MORE INFO?
Upcoming SlideShare
Loading in...5
×

Capturing the Digital Candidate | HR Symposium Houston 2014

1,098

Published on

Building an integrated recruitment strategy is a much different task today than it was three years ago: It requires an understanding of both today’s complex candidates and the numerous resources he or she utilizes to search for opportunities and evaluate prospective employers. Leveraging recent intelligence on candidate behavioral trends, this session’s leaders will discuss how the candidate search process has changed and how your company can position itself to attract and engage these new digital-savvy candidates.

Published in: Business, Technology
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,098
On Slideshare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
12
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide
  • Goal of the Slide:
    Confirm/Identify specific key challenges for the client

    Knowing that you are focused on [insert client goal here]. Obviously your [insert talent segment, i.e. engineering] talent is critical to achieving that goal.
    In order to secure these people we typically see organizations facing one or more of these challenges. Which ones do you feel are impacting your organization the most?

    Possible follow up questions for the client:
    Why?
    What have you seen as the impact of this specific challenge?
    How do you work with hiring managers in communicating these challenges?
    How has your strategy changed based on these challenges? (i.e. what have you tried?)
  • 6.5 and 6.7 from Dec 2013 to today… Last time it was this low nationwide? Oct 2008 – Just when the Lehman Brother new broke… triggering the crash.
  • On Mobile…

    Mobile Optimized vs. Mobile Friendly – what’s the difference?
    Mobile Friendly: this just means that the site displays accurately between your desktop/laptop computer and a mobile device such as a phone.
    Mobile Optimized: more sophisticated. This is where the site will actually reformat itself for a list of handheld devices/tablets. Larger navigation, reformatted content and different images.
  • More than likely – you’re getting lapped.
    comScore data: 6 million people searched for jobs via mobile in January 2013 (that’s up from 2.3 million in March 2012)
    Google: 31% of searches for “jobs” comes from mobile devices in November 2012, up from 17% in November 2011 and 8% in 2010.
    1/3 of all of CB’s traffic each month comes from mobile devices – even worse, when they encounter a non-mobile friendly apply process, 40% will drop off.
  • Because consumer goods and products have changed the way we purchase and consume online, candidates have developed three new great expectations: they want things to be easy, transparent and personal to them.
  • ERE article.

    However, as a recruiter, you wish you had all three of these: quality hire, short time to fill at a low cost per hire. But most times, recruiters are forced to pick two.

    Which one do you choose?
  • Marketers have done a great job of integrating these disciplines/steps to acquire customers – to experience your product and services. The ground has been paved.

    The opportunity lies now, especially in scarce talent populations, to apply these disciplines to acquiring talent… the folks that create and deliver your products and services every day.
  • Transcript of "Capturing the Digital Candidate | HR Symposium Houston 2014"

    1. 1. © 2014 CareerBuilder© 2014 CareerBuilder Keith Hadley, Practice Leader, Employer Branding @keithhadley HR SYMPOSIUM – HOUSTON MAY 15, 2014 CAPTURING THE DIGITAL CANDIDATE BUILDING COMPETITIVE ADVANTAGE
    2. 2. © 2014 CareerBuilder HUMAN CAPITAL IS EXPENSIVE 1 | U.S. Alone, spent,
    3. 3. © 2014 CareerBuilder WARM UP QUIZ OK – easy one… what’s our current unemployment rate? • Nation - 6.3% • TX – 5.5% (17th in nation!) • IL - 8.4% (49th) Employment trend in Houston MSP? Growing or shrinking? Source: BLS Data
    4. 4. © 2014 CareerBuilder GROWING! By 10% from 2008 to 2014 Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    5. 5. © 2014 CareerBuilder SO WHY DON’T WE ALL MOVE TO HOUSTON?
    6. 6. © 2014 CareerBuilder WARM UP QUIZ Top growing occupations (by volume)? Source: CareerBuilder EMSI/Supply & Demand Portal – 3/13/2014
    7. 7. © 2014 CareerBuilder TALENT SUPPLY & DEMAND Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    8. 8. © 2014 CareerBuilder FASTEST GROWING INDUSTRIES? Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    9. 9. © 2014 CareerBuilder FASTEST GROWING ROLES WITHIN INDUSTRY? Source: CareerBuilder EMSI/Supply & Demand Portal – 4/28/2014 0 500 1,000 1,500 2,000 2,500 3,000 3,500 4,000 Roustabouts, Oil and Gas Secretaries and Administrative Assistants,… Geological and Petroleum Technicians Service Unit Operators, Oil, Gas, and Mining General and Operations Managers Computer Systems Analysts Petroleum Pump System Operators, Refinery… Business Operations Specialists, All Other Accountants and Auditors Architectural and Engineering Managers Geoscientists, Except Hydrologists and… Petroleum Engineers Volume Growth 2008-2014
    10. 10. © 2014 CareerBuilder WHERE TO SOURCE THEM? Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    11. 11. © 2014 CareerBuilder COMPUTER SYSTEMS ANALYSTS? Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    12. 12. © 2014 CareerBuilder REGISTERED NURSES? Source: CareerBuilder EMSI/Supply & Demand Portal – 5/15/2014
    13. 13. © 2014 CareerBuilder Is education keeping up with demand?
    14. 14. © 2014 CareerBuilder College Market Analyst
    15. 15. © 2014 CareerBuilder► 14 ◄ ABOUT US… CareerBuilder’s mission is to empower employment. We are striving to organize all the world’s human capital data and make it meaningful for society. Predictive Data Candidate Sourcing HR Software
    16. 16. © 2014 CareerBuilder► 15 ◄ SKILLS GAP? Cannot find QUALIFIED CANDIDATES Employers have difficulty filling positions Source: CareerBuilder and Inavero Candidate Behavior Study 2014 8 in 10 >50%
    17. 17. © 2014 CareerBuilder TOP 10 MOST DIFFICULT JOBS TO FILL 16 | SOURCE: Manpower Global Hiring Survey 2013
    18. 18. © 2014 CareerBuilder© 2014 CareerBuilder COMPETING FOR TOP TALENT (AN EMERGING HR DISCIPLINE)
    19. 19. © 2014 CareerBuilder► 18 ◄ THE RECESSION-PROOF CANDIDATE Investigation of Employers Research Networking
    20. 20. © 2014 CareerBuilder 19 SHIFT IN MINDSET COMPETING FOR TALENT
    21. 21. © 2014 CareerBuilder THE NEW DIGITAL SEARCH “Our job, if we’re trying to get closer to our customers, is to be there when they are looking for things about our company” –Beth Comstock, SVP & CMO of GE ► 20 ◄
    22. 22. © 2014 CareerBuilder► 21 ◄ THE CONSUMER CANDIDATE search for jobs while at work different resources are used on average before applying to a job Of full-time employed workers are actively looking or open to new job opportunities Source: CareerBuilder and Inavero Candidate Behavior Study 2013
    23. 23. © 2014 CareerBuilder► 22 ◄ BRAND MATTERS of candidates believe employment brand plays a key role in their decision whether or not to apply. Key components that make a company attractive: for treating an employee well. Source: CareerBuilder and Inavero Candidate Behavior Study 2013
    24. 24. © 2014 CareerBuilder© 2014 CareerBuilder LIVING IN A FRAGMENTED MEDIA ENIVORNMENT
    25. 25. © 2014 CareerBuilder MEDIA ENVIRONMENT TODAY ► 24 ◄ 10 8 4
    26. 26. © 2014 CareerBuilder THE CANDIDATE PROCESS ► 25 ◄ Source: CareerBuilder and Inavero Candidate Behavior Study 2013 15%
    27. 27. © 2014 CareerBuilder TECH/IT CANDIDATE PROCESS ► 26 ◄ 61% 77% 81%77% 58%15% 73% Employer is Responsive Job Boards Candidate Experience
    28. 28. © 2014 CareerBuilder CANDIDATES VS. RECRUITERS ► 27 ◄ PERCEPTION PERCEPTION Candidates expand their search to include other companies. Using Social Media to search for jobs. REALITY Using Social Media sites to search for jobs.. REALITY Candidates who begin with a specific company in mind, remain loyal to that company and don’t expand. RECRUITER PERCEPTION CANDIDATE REALITY Source: CareerBuilder and Inavero Candidate Behavior Study 2013 18 % 89% PERCEPTION Used other social media to contact people about job opportunities at least once. REALITY Used other social media to contact people about job opportunities at least once. 17 % 90%
    29. 29. © 2014 CareerBuilder ► 28 ◄ Source: NBC News A Whole New Way to Communicate
    30. 30. © 2014 CareerBuilder BE MOBILE vs. 29 |
    31. 31. © 2014 CareerBuilder NO MOBILE? YOU’RE GETTING LAPPED 30 |
    32. 32. © 2014 CareerBuilder► 31 ◄ THE THREE EXPECTATIONS Easy Transparent Personal
    33. 33. © 2014 CareerBuilder HUMAN RESOURCE INVESTMENTS 32 | Source: CareerBuilder U.S. Jobs Forecast 2014 22% Mobile readiness Where do companies plan to invest additional resources into their recruitment strategy for 2014? 22% Enhancements to company career site 16% Front office tools 29% Workforce analytics/ Access to data 11% Other
    34. 34. © 2014 CareerBuilder© 2014 CareerBuilder STRATEGIES FOR BUILDING COMPETITIVE ADVANTAGE
    35. 35. © 2014 CareerBuilder► 34 ◄ WHAT METRICS DO YOU USE? Time to Fill Quality of Hire Cost per Hire
    36. 36. © 2014 CareerBuilder 35 THINK LIKE A MARKETER
    37. 37. © 2014 CareerBuilder HOW MARKETERS APPROACH THIS
    38. 38. © 2014 CareerBuilder VISUAL STORY ► 37 ◄
    39. 39. © 2014 CareerBuilder VISUAL STORY ► 38 ◄
    40. 40. © 2014 CareerBuilder
    41. 41. © 2014 CareerBuilder WHAT’S YOUR BEST STORY? ► 40 ◄ Performs Above – Less Important to Talent Performs Above – Important to Talent Performs Below – Less Important to Talent Performs Below – Important to Talent EXTERNAL IMPORTANCE vs. INTERNAL PERFORMANCE Compensation Benefits Work-life balance Advancement Appreciation Financially strong Challenging work Training Reputation Culture Ideas impact organization High-quality products Well-performing industry Embraces diversity Gives back Innovator Environmentally conscious 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% FactorPerformance Factor Importance
    42. 42. © 2014 CareerBuilder POWERFUL BRAND STORY BRAND Authentic Vision Unique Attractive To your employees From your competitors To your candidates Aligned with leaders
    43. 43. © 2014 CareerBuilder► 42 ◄ EASY
    44. 44. © 2014 CareerBuilder CANDIDATE EXPECATIONS TODAY ► 43 ◄
    45. 45. © 2014 CareerBuilder EASY ► 44 ◄
    46. 46. © 2014 CareerBuilder CAPITALIZE ON INTEREST ATS (application system) application process Register Fill out personal info Upload resume Email verify Search openings 66-85% of candidates who enter an ATS (application system) do not finish the application process 45 |
    47. 47. © 2014 CareerBuilder ► 46 ◄ TALENT NETWORKS 46 |
    48. 48. © 2014 CareerBuilder SIMPLIFY THE PROCESS 47 | What is continuous recruitment? The process of sourcing and connecting with candidates even if there are no current open positions that suit their interests or abilities.  72% of employers said the strategy reduces time to hire  41% say it reduces cost per hire. Source: Talent Equation
    49. 49. © 2014 CareerBuilder© 2014 CareerBuilder BRINGING IT ALL TOGETHER
    50. 50. © 2014 CareerBuilder Talent Market Insight Employment Brand (EVP & Design) Media Strategy: Job Boards Niche Sites Natural Search Campaigns Campus Video - Mobile Social Media Software Experience Site + Talent Network + ATS First 3-6 months Ongoing Generates candidates flow to… Capture recruitment performance data Performance Data: Feedback Loop. Ongoing brand management of CB Media and Software Platform Predictive Data Candidate Sourcing HR Software MODERN RECRUITMENT ENGINE
    51. 51. © 2014 CareerBuilder TRUE INNOVATION – MOON SHOTS FOR HR Data junkie 1-click apply Live cam  Words or stock photos Req-less recruiting engine UX for your recruiters… One login Talent advisors
    52. 52. © 2014 CareerBuilder© 2014 CareerBuilder Thanks! @KeithHadley careerbuildermedia.com careerbuilder.com/candidatebehavior
    53. 53. © 2014 CareerBuilder www.careerbuilder.com/candidatebehavior ► 52 ◄ QUESTIONS? MORE INFO?
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.

    ×