The document discusses trends in the recruitment market and introduces a new crowdsourcing model called TheJobPost. It summarizes that the recruitment industry has polarized between global agencies and niche specialists. It then outlines the challenges for in-house recruitment teams in finding candidates as the market rebounds. TheJobPost is presented as a solution that allows access to a network of 35,000 specialist recruiters through a single contract. Employers can then engage recruiters on a paid basis to source for roles, gaining market insight through detailed metrics on engagements. The model is said to be working successfully for Nestle and delivers opportunities for both employers and recruiters in 2014.

1. Recruitment Leaders Connect
3rd
June 2014
Ken Brotherston
Executive Chairman

2. Today’s Agenda
• What’s driving today’s recruitment market?
• Agency recruitment vs. in-house resourcing
• Crowdsourcing in recruitment
• Threats and opportunities in 2014
A new approach to finding talent

3. What’s driving today’s recruitment market?
• Economic cycle
– Downturn lasted a long time
• Impact of technology
– Direct hiring more effective than ever
– Rise of online databases
• Recruitment business models
– MSP’s, ATS’s, RPO’s etc. now bedded in
– Industry is polarising rather than consolidating
The economic upturn will be uneven for recruiters
A new approach to finding talent

4. Our industry has polarised
RPO
Provider
Global
Agency
BPO

5. In house challenges
• As market rebounds, business critical candidates are harder to find
• Polarisation of recruitment market makes niche agencies difficult to
engage with
• Increased compliance requirements
• Expectations on fill rates, cost per hire and time to hire still rising
• Deeper market insight required

6. Employers’ selection priorities for recruiters
A new approach to finding talent
Trusted
Source: REC Jobs outlook May 2014
2012 2014 Change
Service Quality 95% 94% -1%
Price 92% 96% +4%
Management
Information
52% 75% +23%

7. A smarter way to solve complex problems
Crowdsourcing
an open call to a large group
First identified by Jeff Howe
– Wired Magazine in 2005

8. 8
Crowdsourcing works

9. A new approach to finding talent
Crowdsourcing in recruitment
…..it’s not if or when but how.

10. A new approach to finding talent

11. A simple and effective solution
• One contract
– access TheJobPost network of 35,000 specialist recruiters
• Total control
– set the terms & fee level per role
• Access specialist suppliers with fresh talent pools
– engage a range of specialist recruiters in a controlled manner
• Immediate qualified engagement
– To ensure speed and quality, recruiters pay to engage
A new approach to finding talent

12. You select the role you can fill and pay to engage

13. It works for Nestle
• Oct 13 – present
• 32 vacancies posted
• Brands sourced for: Buxton, Nespresso, Corp/HO, Confectionery
• Locations covered: York, London, Scotland, Ireland, Buxton,
Gatwick
• 100% agency engagement
• Average of 3 recruiters engaged per vacancy
• 21 Successful placements
• Recent placement rate = 70%
• Increased MI
A new approach to finding talent

14. Detailed MI analysis

15. Best practice recruitment crowdsourcing
• Offering has to work for employers and recruiters
– Employers need access to the whole recruitment supply chain
– Recruiters need an effective economic model
– Recruiters pay an access fee
• Facilitation rather than management
– Let the recruiter know who the employer is
– Allow them to engage with each other
• Need to cover permanent and contract
– Allows even the smallest firm to engage on contract roles
– Fully compliant: salary and margin paid every week.
• Delivers market insight
– Recruiter metrics (in-house and external)
– Immediate market feedback
A new approach to finding talent

16. Employers using TheJobPost
A new approach to finding talent

17. Threats and opportunities in 2014
• The ‘run faster’ model of recruitment
will continue to decline
• Crowdsourcing will disrupt the industry but is also a huge
opportunity:
– Consolidate your existing relationships
– Allows access and engagement with new employers
– More effective management of your BD costs
– Higher profitability
A new approach to finding talent
Quality relationships built on specialist knowledge are key to
success