Northwest Indiana SHRM Keynote


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  • Why I got into this business in the first place – Harold Washington - 1987Fast forward 10 years – exec search firm we got most of our info from print directories and cd-romsConvincing Capital One to advertise jobs on job boardsDemo tweetajobIn 2004 govt released definition of an online applicant Where are we going? Even more transparency. Faster response. Employees able to recruit faster than recruiters or HR.
  • My first recruiting job was at an executive search firmMotorola, Kraft, Taco Bell – 5 viable candidates was success; I had one week to find 50 namesI could find 5 candidates just by sending a tweet or searching linkedin – I think we improvedDiversityTalent managementSpeeding and slowing the process
  • Amazon pizza challengeStarbucks handwritten notesYahoo ER program – hired 6 admins + automation
  • Most organizations have greatly reduced use of third-party agenciesCapital OneBUT we’re spending tons of money on ATS, perf mgmt, CRM, job boards and other internet related costsWe have saved some time, but have we truly improved productivityAsk them to do the hard work (Connie LaDeceur)
  • At Starbucks – reducing the time to post a job from 18 days to 1.8 daysWe do all of this stuff faster, but in the end, this is a people business and people don’t make big decisions quicklyOur challenge – your challenge – is to use data to make decision making easierHow many have linked your perf mgmt systems to recruiting systems? That is a HUGE job
  • Marketing-click thrus, impressions and SEO and SEM-Social media-media buying-written communicationProject managersProgram managersSalesBenefitsPolicyCompensationData entryLibrary science/search experts
  • EEOCOFCCP ComplianceAny really clear about the numbers?Are we doing it right?
  • Talent wars heated up as the playing field levelsEveryone has access to LinkedInEmployer Branding has become much more important
  • Northwest Indiana SHRM Keynote

    1. 1. What’s worked, what’s broken, and what’s next?<br />10 Years of Online talent acquisition<br />Presented by Carmen Hudson<br />April 14, 2010<br />Northwest Indiana SHRM Annual Conference<br />
    2. 2. Today’s theme:<br />Connecting Leaders…Solving Tomorrow’s Challenges and Creating Opportunities Now!<br />
    3. 3. Five Steps to Connection<br />Where I work <br />Where I live<br />What I like to do professionally<br />What I like to do for fun<br />What I am passionate about<br />
    4. 4. Wayback Machine: Talent Acquisition<br />What happened over the last 10 years?<br />How far have we come?<br />What’s in store for the next 10 years?<br />
    5. 5. 1997<br />Time to start: 52 days <br />28.7% of hires were sourced from print ads (at an average cost of $1638)<br />2.1% of hires came from “the internet”<br />10% of companies allowed all employees access to the internet. 41% allowed only a few employees access to email<br />24% had company websites<br />Source: Gerry Crispin and Mark Mehler, CareerXroads<br />
    6. 6. 2009<br />45% of hires attributed to Internet<br />Career site<br />Job boards, search engine marketing<br />Direct sourcing or internet research<br />2.3 % attributed to print<br />45% of companies block access to one or more social media sites<br />Source: CareerXroads Sources of Hire Survey 2009<br />
    7. 7. The Promise of Online Recruiting<br />Information transparency and immediacy<br />Reach a greater breadth of candidates<br />Automate communication process<br />Save money<br />Reduce legal/compliance headaches<br />Improve cycle time<br />Simplify the job/role of recruiting<br />Access to hard-to-find candidates/top candidates<br />Improve candidate selection<br />
    8. 8. Information Transparency and Immediacy<br />90% is not good enough. <br />You’re transparent about opportunities. Candidates are transparent about how they feel about you. Are you OK with that?<br />Information gets old quick. What do you do with expired information?<br />A-<br />
    9. 9. Reach a Greater Breadth of Candidates<br />We have the opportunity toachievereal diversity, impact the innovation and performance of our organizations. Are we taking full advantage of this opportunity?<br />Data Analysis<br />Talent management<br />A+<br />
    10. 10. Automate the Communication Process<br />What is our minimum response commitment?<br />Do we do anything different for superstar talent?<br />How can we creatively use social media to set expectations?<br />How do we treat each other? Shouldn’t we treat “company” even better?<br />How do we justify the expense? Or do we?<br />F-<br />
    11. 11. Save Money<br />What does is real recruiting productivity?<br />Truth in recruiting – what resources are needed to run a top-notch organization? That’s where you start the conversation<br />Fund what gets results, but squirrel a bit toward experimental stuff<br />C<br />
    12. 12. Improve Cycle Time<br />This is a people business. And people do not make big decisions quickly.<br />Our challenge is to help make decision making easier<br />A tight process can speed things up<br />The winner will link robust performance management system to recruiting assessment tools and training<br />C+<br />
    13. 13. Simplify Recruiter’s Job<br />What is the business we’re in? Do we have the right players?<br />With whom are we partnering? From whom can we learn?<br />Do not buy a system that requires too much data entry!<br />Are we providing the necessary training?<br />D<br />
    14. 14. Mitigate Legal Issues<br />Does your recruiting organization support alignment goals?<br />Does your recruiting organization know HR law?<br />Act as if social media is imminent, and prepare!<br />C<br />
    15. 15. Find Superstar Talent<br />Create and nurture your employer brand – this is your most potent weapon in the war for talent<br />Geico<br />Whirlpool<br />Google<br />Starbucks<br />My favorite<br />B+<br />
    16. 16. That was then…this is NOW<br />That was then…<br />Y2K – the issue was the machine<br />Line Ads<br />Home access<br />Automated resume storage<br />A handful of big job boards<br />Third-party recruiter dominance<br />Process closely guarded by HR<br />Candidates had little or no voice<br />This is now<br />External attacks are biggest concern<br />Rich media (back to line ads?)<br />Mobile access<br />Workforce management systems<br />Niche boards for every profession<br />Rise of the corporate recruiter<br />Recruiting specialists drive the process<br />Candidates have more knowledge and power<br />
    17. 17. Thank You<br /><br />@peopleshark<br /><br /><br />