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State of Talent Acquisition 2016-Mester

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State of Talent Acquisition 2016-Mester

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State of Talent Acquisition 2016-Mester

  1. 1. State of Talent Acquisition 2016 Ron Mester President and CEO ERE Media, Inc. A Tale of Two Views April 7, 2016
  2. 2. What We’ll Cover 1. Survey respondents 2. Fun factoids 3. The BIG disconnect 4. Panel: What do we do about this?
  3. 3. Our 1,016 Survey Respondents Include: In-house (mostly) and 3rd party recruiters (agency, RPO, staffing, etc.) Recruiting leaders and individual contributors, and hiring managers Companies from multiple industries Very large and very small companies, and all sizes in between
  4. 4. 21% Less than 2 years Experience 28% TA or Sourcing Mgr/Ldr 29% Head of TA 41% More than 10+ years experienc e The In-House Recruiting Respondents are Experienced Leaders
  5. 5. 80% USA 26% Companie s 100-999 EEs Diverse Set of Companies 23% Tech Telecom 64 % Growing 15% Health Pharma 13% Gov’t Non-prof PLUS • Hospitality • Oil & Gas • Entertainment • Food services • Construction • And others 9% companie s >100k EEs 29% 1-10k EEs
  6. 6. What We’ll Cover 1. Survey respondents 2. Fun factoids 3. The BIG disconnect 4. Panel: What do we do about this
  7. 7. Who Would Have Thought: 9% of TA leaders have less than 2 years experience in recruitment.
  8. 8. You Think You Have It Tough? One person says they are the ONLY RECRUITER for 100,000 people
  9. 9. They Have It Easy Two companies have 50 RECRUITERS But only 1,000 – 5,000 workers 25% of Financial Services firms have over 50 recruiters. That’s a higher percentage than any other industry.
  10. 10. Looks Like More Recruiters in 2016 Increase 35% Stay Flat 53% Don't Know 5% Decrease 7% # of recruiters in your organization this year will . . .
  11. 11. What We’ll Cover 1. Survey respondents 2. Fun factoids 3. The BIG disconnect 4. Panel: What do we do about this
  12. 12. I want to start with a story
  13. 13. . . . the recruiters’ email everything. They don't take the time to communicate and collaborate with the hiring manager so they have no leverage when it comes to managing the process and the hiring manager satisfaction is low because the communication is sub par. ” “ I want to start with a story
  14. 14. How Do You Think This TA Leader Graded the Team?
  15. 15. How Do You Think This TA Leader Graded the Hiring Managers?
  16. 16. Recruiting Team Performance B- 2.6gp a 5% A’s 2015 B- 2.8gp a 16 % A’s 2014 TA Leaders 8% A’s B- 2.8gp a 2016 6% A’s 10 % A’s 14 % A’s Recruiter s C- 1.9gp a 0% A’s C+ 2.3gp a 4% A’s C+ 2.4gp a 13 % A’s Hiring Managers
  17. 17. In Fact, Hiring Managers Think They Recruit Better Than You RATE THE QUALITY OF CANDIDATES Candidates They Find 4.7 Employee Referrals 4.6 Candidates You Bring Them 3.6 Candidates Who Apply (career site, job boards, etc.) 3.5
  18. 18. And It’s Keeping You Up At Night 1 Cands Business says they are not seeing enough quality candidates Hiring takes too long costing us candidates 3 Process 2 Speed Too many challenges and inconsistencies in hiring    These 4 are by far the top concerns 4 Systems Need better technology
  19. 19. What’s behind the BIG DISCONNECT in the perception of the TA function’s performance?
  20. 20. Here’s What Recruiting Leaders Say Top reasons why TA isn’t more effective at supporting the business to meet its talent objectives . . . 1. No workforce planning 2. Too much time backfilling 3. Business leadership doesn't understand the business strategy 4. Recruiters need better "Talent Advisor" skills 5. Lack of right technology 6. Recruiters need better tech/functional skills 7. HR leadership doesn't understand the business strategy
  21. 21. 40-50% of Recruiting Time Spent on Backfills 11% 14% 20% 28% 24% 4% 0-10% 11-20% 21-40% 41%- 60% 61%+ I don’t know Industry Avg Hi Tech Financial Services Business & Professional Services Healthcare Retail Manufacturing Employment Related Services Transportation Gov./Non Profit
  22. 22. Having Analyzed the Survey Results, We Think Something Else is Going On
  23. 23. The Talent Advisor Gap Corporate Recruiters ability to act as a “talent advisor” Your opportunity to act as a “talent advisor” Hiring EncouragedDiscourage d Neutral Recruiters EncouragedDiscourage d Neutral 42% 72%
  24. 24. At Least Can We Get an Update? 33% of hiring managers say they get no updates from recruiters when they have a search. 26% of them say they have to ask for reports. And when they get reports, 15% say the reports are useless.
  25. 25. What’s a Talent Advisor? • A trusted recruiting partner • Who proactively provide consultation and strategic advisory support • In the identification, attraction and consistent delivery of talent • While continually improving the hiring process • In support of the business mission. ERE’s working definition:
  26. 26. What’s Needed To Be Great Talent Advisors? • Right skills • Right knowledge • Desire to acquire the above
  27. 27. Recruiting Leaders: “Talent Advisor skills on my team? Not so much.” 19% 44% 26% 8% 4% 20% 41% 24% 9% 6% 2016 2015 FA B C D Proactive, show glimpses and eagerness of being consultative and strategic, but have a way to go Consistent proactive problem solvers who are considered strategic consultants and advisors by your business Occasionally proactive problem solvers but not strategic, consultative, or considered advisors by your business Reactive problem solvers Too transactional and too reactionary
  28. 28. What’s Needed To Be Great Talent Advisors? • Right skills • Right knowledge • Desire to acquire the above
  29. 29. Knowledge and insight? Not so much. Year We do this today Think so, but not sure of why or value Plan on doing in next 18 months We see no value and are not going to adopt We have a formal dashboard where both the recruiting and business function can see real-time progress against advanced KPIs 2016 25% 19% 41% 15% 2015 29% 17% 42% 12% We benchmark our KPIs 2016 31% 19% 34% 15% 2015 29% 19% 39% 13%
  30. 30. Cost to Fill 9.2% 12.8% 26.6% 9.9% 2.5% 0.4% 28.0% 10.6% Less than $500 More than $500 but less than $1,500 More than $1,500 but less than $5,000 More than $5,000 but less than $10,000 More than $10,000 but less than $20,000 $20,000+ We don't track cost per hire I have no idea 39% of TA leaders don’t know how much it costs? REALLY!
  31. 31. What’s Needed To Be Great Talent Advisors? • Right skills • Right knowledge • Desire to acquire the above
  32. 32. Becoming Talent Advisors a top priority? Not so much. Top reasons why TA isn’t more effective at supporting the business to meet its talent objectives . . . 1. No workforce planning 2. Too much time backfilling 3. Business leadership doesn't understand the business strategy 4. Recruiters need better "Talent Advisor" skills 5. Lack of right technology 6. Recruiters need better tech/functional skills 7. HR leadership doesn't understand the business strategy
  33. 33. What’s Needed To Be Great Talent Advisors? • Right skills • Right knowledge • Desire to acquire the above
  34. 34. What We’ll Cover 1. Survey respondents 2. Fun factoids 3. The BIG disconnect 4. Panel: What do we do about this?
  35. 35. Let Me Introduce Our Panel Jeanna Barrie: Director, North America Solutions Recruiting for Avanade David Watson: Senior Director of North America Talent Acquisition and Integration for Avanade John Ricciardi: Vice President, Talent Solutions, ERE Media

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