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Northwest Indiana SHRM Keynote

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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 />carmen@tweetajob.com<br />@peopleshark<br />http://www.linkedin.com/in/carmenhudson<br />http://people-shark.blogspot.com/<br />

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