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The Future of Recruitment

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Cpl Client event hosted by Peter Cosgrove of Cpl on the Future of Recruitment

Cpl Client event hosted by Peter Cosgrove of Cpl on the Future of Recruitment

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  • This presentation made some really interesting and relevant points. Nowadays, companies are using the power of technology and social media to gather the best talent. I found a few more trends that are shaping the way recruitment happens currently mentioned in the following article.

    http://blog.bayt.com/2013/12/predicting-the-future-of-recruitment/
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  • Also I hope you enjoyed the presentationHere’s the agenda, I promise to keep it to an hour and for it to be engaging.Context
  • Also I hope you enjoyed the presentationHere’s the agenda, I promise to keep it to an hour and for it to be engaging.Context
  • CEOs say it is (our survey says its not) Less than 10% of organisations have a talent metric for the top teamEveryone agrees it is important and the data backs it upWhat makes it so difficult to implement …because of human behaviour and the inability to be totally scientificHR Directors are paid significantly lower than Heads of IT and FinancePwc hiringvs client salesHuman behaviour is a challenge Who wants to be a millionaire in RussiaUltimatum game -
  • People are not rationalGood nes for trecruiters – machines wont replace us – will talkmore about this laterAlso Malcolm Gladwell in his book Blink talks about Warren harding who became president of the United States in 192x?.
  • Conclusion – hiring is very difficultFirst you need to find the right people and either you find none or you are swamped with applicationsThen you need to be clear who is right for youThen they need to want you…not as straightforward as it seems given people are not rational
  • Ownership of the cost of hiring and it is spread across the businessEveryone can easily blame someone else – it was the manager, the process was too slow, what chance do we have against googleetcJust when you are ready to hire is not very linked to when someone may want to wrok for youHow often do you fob someone off when they may be the next excellent employeeHiring Top talent does not necessarily work when filling a job, a job is about skills not success factors, measure performance not personalityStory – trying to get into a company –when no job there
  • Just to highlight job board still come ourt strong in all pollsIf you want a receptionist – you want to use a job board not a social media platformThere are manay jobs where lots of people can do it
  • So now you know how Google can be used, we will look at the most favoured of search sites linkedin and I will give you a few ideas on how you can use this simply to find candidates
  • Here’s the point though – its another tool, nothing more and one that needs to be respectedOnly 10-30% of Professionals are Actively LookingWhat about the other 80% So linkedin’s sale is that jobsites are not the whole population. Don’t limit your reach in terms of size of quality. Go where the best are.But ensure you u/s how to approach themThe flipside is many people are not on jobsites because they are happy and don’t want to be contacted and you could argue there are many people on jobsites that are not on linkedin
  • Here’s the point though – its another tool, nothing more and one that needs to be respectedOnly 10-30% of Professionals are Actively LookingWhat about the other 80% So linkedin’s sale is that jobsites are not the whole population. Don’t limit your reach in terms of size of quality. Go where the best are.But ensure you u/s how to approach themThe flipside is many people are not on jobsites because they are happy and don’t want to be contacted and you could argue there are many people on jobsites that are not on linkedinMaybe people don’t want to be contactedHarder to prise awayIt’s the balance of the “great” candidate vs the time to findOut of date profiles
  • They say the best time to approach someone is 6 months after they have left your company alumni groups make this easySet it up and monitor and manageBe clear up front how much time you will give itThere are 1.2 million groups on LI – needs to count!
  • ACTION: Your company page, your employee profiles and your ability to actively source….plus a ROI
  • So now we are into the realm of more social less business networkingFacebook is a way of staying in touch and companies love to stay in touch so its obvious that they are going to look at recruiting through itQuestion - Who is on facebook, who is not on facebookIts ok if you don’t get facebook, there are people out there who don’t get digital cameras, bus lanes, talk radio and lots of other things, You do not have to love it. But do you need to understand it – absolutelyIts not going away and the biggest growth demographic is ladies 35 – 45…so its not just for kids.The other point though is that if you do not get it you won’t really be able to use it to recruit as you can do more harm than good to your brand.Finally – it is an amazing thing, anything that grows this quickly at least needs to be understood if not loved, so get understanding!
  • So how to use facebook – direct advertising…
  • Brings you to this screen…
  • So this is the basic – for a small amount of moneyIt tells you how much this will cost….
  • They say the best time to approach someone is 6 months after they have left your company alumni groups make this easySet it up and monitor and manageBe clear up front how much time you will give itThere are 1.2 million groups on LI – needs to count!
  • Be careful of setting it up and not using it Are you checking comments daily – what if someone says “this is an awful place to work” or worse something funny and viral You need time to respond to things...Again – it does not matter what you think of facebookDo they see themselves as competing in the recruitment spaceAre people putting up as much personal information as before and where are we going with privacy legislationIf you don’t have a facebook page its not the end of the world – its better than having one and not using itCompanies who use it well – McDonalds, Puma, E&Y
  • Michael Devine had a photo of him shooting an uzi and smiling – fundraiser for a policeman officer who needed a bone marrow transplant
  • How many people have had success using it to recruit – hopefully not many, that’s why you are here
  • What is a hashtag - just groups info together
  • What is a hashtag - just groups info together
  • Searching on peoples bios eg“I am a java developer with 2 kids based in Dublin”This takes time and commitmentUnderstand how pwople use twitter – it appears as a text messge – VERY instant
  • Wallet, phone and keys – ipad too bigPeople ofteno not bringing pcs anymore…
  • 5 Exabyes of information was created from the dawn of time to 2006…now that amount of information is created every 2 days!Tesco online example
  • Henry's prowess as a steel-driver was measured in a race against a steam powered hammer, which he won only to die in victory with his hammer in his handDeep Blue vskasparovWatsonvs JeopardyThis debate will go on and on and on.  You know where I stand – the traditional resume will not die, but there is room for other “things” to come in and fill some gaps.Enter the Social Resume.
  • Google found ourrt about the pandemic 4 days before WHO`jeans vs skirts germanyvsirealnd
  • Ok Peter – thanks for this, but as you may know I am not a geek, I just about get the basics and this is just too much.Ok – I agree but lets go through this piece by piece
  • Now we are down to 9 yes 9 results, and if you have done this 5/6 times that entire process can take about 45 seconds.Finally I would love if this business analyst with a telcos background based in Dublin had also worked at Aviva so I will just try by adding in the word AvivaAlso mining data through referral engines
  • ·         Watches your network·         Alerts to potential job seekers·         Alerts to moves and promotions ·         Great tool for business development
  • You think you are a great company to work for =- that’s why you are hring – maybe everyone else does not think the sameBig brands can scream opportunity but also bureacuracyStart ups can scream opportunity or riskySMEs can scream – quick decisions vs lack of brand presence..What you can control is how your people interact, as interviewees make a lot of decisions based on the interactions with the company …first impressions last
  • What are the candidate touchpoints like for your hires?How easy is it too apply to you?How easy is it for a talented employee to tell you they are interested in working for you
  • People want to work for a “good Company”Look at areas such as Junior Achievement which is an incredible employee engagement tool, others such as …
  • Info on companies not using email after hours“an exceptional employee is not just a little better than someone who is pretty good they are 100 times better” Mark Zuckerberg “
  • Look at areas such as Junior Achievement which is an incredible employee engagement tool, others such as …
  • Its ok not to use facebook
  • Regression towards the meanChecklists are another way to promote objectivity. In job interviews, for example, the “halo effect” causes people to weigh first impressions too heavily, to ignore a person’s drawbacks if they charm at first flush. In interviews and clinical consultations, Kahneman favours statistical analysis of standardised questionnaires. Holistic judgments of well-being or character, at least on their own, are overly prone to distortion.
  • Regression towards the meanChecklists are another way to promote objectivity. In job interviews, for example, the “halo effect” causes people to weigh first impressions too heavily, to ignore a person’s drawbacks if they charm at first flush. In interviews and clinical consultations, Kahneman favours statistical analysis of standardised questionnaires. Holistic judgments of well-being or character, at least on their own, are overly prone to distortion.
  • Derwent Capital Markets (a family owned hedge fund) will offer investors the chance to use Twitter posts to gauge the mood of the stock market.A paper by University of Manchester published in 2010 said that the number of emotional words on Twitter could be used to predict daily moves on the Dow Jones Index.Could we begin to track human data to make better decisions – story of garyVaneyrcuk who sent a wine buyer a sgined Aaron rogers jjersy because he had been tweeting for daysabout his team – he calls it playing customer service offence!
  • Beat fast my Still Heart. To help promote the chances of a successful date, choose an activity that is likely to get the heart racing. Avoid slow-moving classical –music concerts, country walks and wind chimes. Instead, look towards suspense-filled films, theme parks and cycle rides. The theory is that your date will attribute their racing heart to you, rather than the activity, convincing themselves you have that special something.
  • Good to great – bureaucracy only exists because of the 10% who would not do it unless you checked up on themNetflix in the US gives out unlimited holidays BUT it also has a very strong performance management culture – they can work togetherHere is the other point – if you asked your teams who were the worst performers, most likely not to last – they will tell you –everyone knows – we just don’t do anything about it
  • Transcript

    • 1. The Future of Recruitment Peter Cosgrove February 28th 2012 #Cplfuture
    • 2. Everything’s amazing, nobody’s happy
    • 3. Agenda Why talent is not a priority Social Recruiting Mobile Big Data Engagement The Long Term Future
    • 4. Why Talent is not a Priority?I hate networking!!
    • 5. Why is Talent not our top Priority? All CEOs say it’s a top priority but... Director salary levels Pwc Survey highlighted that HR Directors were being Selling -vs- Hiring paid 30 – 40% lower than other Directors even though talent was the Human behaviour number 1 priority
    • 6. Rationality of HumansIf you are in a race and you pass the person in second place whatposition are you?
    • 7. The Cost of TurnoverHarvard Business SchoolCost of a poor hire = 3 to 5 times employee’sannualised compensationSpecialist functions = 10 x annual salary.
    • 8. Increased Productivity 225 185 150 100 100 100 Average Top Average Top Average Top Performer Performer Performer Performer Performer Performer Low Complexity Jobs Medium Complexity Jobs High Complexity Jobs Journal of Applied Psychology
    • 9. Talent as an Investor Metric All public companies are being scrutinised by investors about whether they can attract & retain high quality staff. Key metric for the investor community.
    • 10. Great people will not be ready to join you just whenWhy the Disconnect? you want them to – you need to be open to hiring great people at any time Ownership of the cost of hiring Lack of accountability Hiring Top talent does not necessarily work when filling a job
    • 11. Social Recruiting
    • 12. Job Boards still a very strong channel for findingHow we source talent talent – social media is just one approach, but its far from number 1 yet Job boards are far from dead Social recruiting is only one approach Referrals Recruitment Agencies Company websites/ profiles 12
    • 13. “I HATE SOCIAL MEDIA!”
    • 14. “Think of social-media tools as todays versionof the telephone. Yes, they are used for frivolityand all sorts of noneconomic activity (chattingwith friends, passing the time), but they alsohelp communication happen more efficiently.”
    • 15. Linkedin Over 1 million new members per week 1.2 million groups on Linkedin Ireland second fastest market in in Europe 16
    • 16. Passive Candidates Source: Wade Burgess, LinkedIn 17
    • 17. Current Searching Connecting and contacting VOTPAV Xray searching Using Groups Owning a group Paying for more “access”
    • 18. More data … Means more charges Makes it harder not easier to search Means more out of date information Be clear on your ROI? 19
    • 19. Scroll to bottom…Facebook © 2010 · English (US) About · Advertising · Developers · Careers · Privacy · Terms · Help
    • 20. “Legal” issues online• Facebook: Searching specific age groups and genders• Linkedin “interested in career opportunities” Breakfast briefing March 8th Topic: Social Networking: A Web of Challenges William Fry & Cpl
    • 21. Setting up a Facebook page Anyone There?
    • 22. Exfoliate App “Scrub away your facebook shame”
    • 23. Twitter - example 31
    • 24. The Growth of Mobile
    • 25. Mobile RecruitmentI hate networking!! • 39% of smartphone users use their phone in the bathroom
    • 26. Mobile RecruitmentI hate networking!!  1.2 Billion Mobile Apps Were Downloaded 25 – 30 December  242 million apps were downloaded worldwide on Christmas Day  Google engineering number 1 focus on mobile
    • 27. Less than 10% of career sites Apps for Mobile are mobileI hate networking!! optimised • Job apps • Push notifications • Mobile optimised web page
    • 28. I hate networking!!• Great for mobile• Won’t replace a cv.
    • 29. Imagine how your company brochure could look by using Augmented realityI hate networking!!
    • 30. Big DataI hate networking!!
    • 31. Using Data• 5 Exabytes is created every 2 days!• 1 billion tweets per day• 30 billion piece of content shared on facebook each month• Youtube – 36 hours uploaded every minute
    • 32. There is so much more out there than just your cv now – sites willData on social media aggregate for you Man vs Machine 40
    • 33. Google find out first using data Google knew about the bird flu pandemic 4 days before the WHO
    • 34. Boolean search strings"Business Analyst" (Telecom | Telecommunication | "Tele communication")(intitle:resume | inurl:resume | intitle:cv | inurl:cv | intitle:Curriculum vitae |inurl:Curriculum vitae) -opening -submit -apply -free -sample -samples -eoe -job -jobs -”resume service” Dublin
    • 35. "Business Analyst" (Telecom | Telecommunication | "Tele communication")(intitle:resume | inurl:resume | intitle:cv | inurl:cv | intitle:Curriculum vitae |inurl:Curriculum vitae) -opening -submit -apply -free -sample -samples -eoe -job-jobs -”resume service” Dublin 9 results
    • 36. Companies can see whois leaving based on cleveralgorithms that are over80% accurate
    • 37. Employer BrandI hate networking!!
    • 38. Your employee value proposition.Your brand is not what you think it is.
    • 39. The moment of Truth…“Every time a customer interfaces with SAS Airlines wegive them a little vignette of film, and over a period oftime we will give them enough evidence to decide ifthey are watching an Oscar winning epic, or a horrorstory”(Jan Carlzon- CEO- he turned it from B listing to Airline of the Year)
    • 40. Touchpoints What are the touch points to a great hire?
    • 41. “People will forget what you said, people will forget what youdid, but people will never forget how you made them feel.”
    • 42. How do we become a good company to work for?Answer: Be a good company
    • 43. Engagement Most people approach their work in one of three ways: as a job, a career, or a calling •“an exceptional employee is not just a An engaged employee is one who is little better than someone willing to put in discretionary effort who is pretty good they are 100 times better” Mark Zuckerberg “
    • 44. To engage – forget pay.Engagement look at companies like Junior Achievement Ireland – one of the best ways to engage staff
    • 45. CommunitiesI hate networking!!
    • 46. Building Engaged CommunitiesI hate networking!!
    • 47. Deloitte New ZealandIDeloitte New Zealand, demonstrates fantastic use of Facebook hate networking!!for attracting Graduates.
    • 48. PwC VideoIts what the public want to see not what you want to put out there
    • 49. Twitter/ WineI hate networking!! Playing “Offence”
    • 50. •If you don’t believe Gaming is big, imagine “Gamification” that someone paid over $600,000 for an asteroidI hate networking!! The Asteroid: Entropia Universe in a game
    • 51. •Building a community throughUPS “Gamification” a good game“ RecruitmentI hate networking!! using “Gamification”
    • 52. Sourcing –vs- SelectionThe Interview continues to be the main sourcing tooldespite all the evidence around its success rates? Daniel Kahneman
    • 53. Testing ValidityInterview 20%Assessment Centres 69%
    • 54. The Long Term FutureI hate networking!!
    • 55. “Cpl “bloopers” reel”I hate networking!!
    • 56. Trend – Tomorrow’s candidateI hate networking!! James is 12  …his last Christmas list was online using price comparison site data!  …her favourite film is Ironman, he downloaded it from iTunes  ...he put together his holiday videos into a 5 minute movie using the iMovie app  … after scanning a QR code on his mum’s iPhone, he won a trip to Disneyland  … he taught his dad to stream football online => Do you think he’ll ever send you his CV or reply to a job ad?
    • 57. The Future Scientists at university of Bradford and Aberystwyth. More science and more data may not make it easier to recruit.
    • 58. “Beat fast my Still Heart” The theory is that your date will attribute their racing heart to you, rather than the activity, convincing themselves you have that special somethingRef: Richard Wiseman
    • 59. Conclusion
    • 60. Conclusion/ TakeawaysI hate networking!! Getting engagement will be the key. “Good” companies will win. Understanding how technology can work for you is key. Recruitment starts at the CEO.
    • 61. QUESTIONSName: Peter CosgroveTitle: Director – CplPhone: 01 614 6160 / 087 6200836Email: peter.cosgrove@cpl.ieTwitter: @petercosgroveWebsite: www.cpl.ie #Cplfuture