Talent Acquisition 2008: Survey and Analysis of the Changing Recruiting Landscape  Sally Millick, SPHR Consulting Director...
Agenda <ul><li>Introduction  </li></ul><ul><li>Survey and Analysis of the Changing Recruiting Landscape </li></ul><ul><li>...
Why attend this session? <ul><li>Explore survey results  with some interpretation </li></ul><ul><li>View the trends.  Are ...
The Annual Talent Acquisition Survey and Report <ul><li>Initial years were focused on  sourcing </li></ul><ul><li>Talent A...
General Trends: Progress…not Revolution <ul><li>Technology is an assumed part of process (this will vary by  company size ...
Challenges: What are we concerned about? <ul><li>Companies over 20,000 </li></ul><ul><ul><li>“ Knowing where to find the r...
Challenges… <ul><li>10,000-20,000 </li></ul><ul><ul><li>“  The offer process is time consuming and causes us to lose candi...
Sourcing <ul><li>43% report that sourcing is primary recruiting “pain point” </li></ul>
Sourcing <ul><li>Results-Driven </li></ul><ul><ul><li>Employee Referral Programs </li></ul></ul><ul><ul><li>Networking wit...
Recruiting Operations <ul><li>Results-Driven </li></ul><ul><ul><li>Optimizing recruiters’ time </li></ul></ul><ul><ul><li>...
Technology <ul><li>Results-Driven </li></ul><ul><ul><li>Optimizing current technologies </li></ul></ul><ul><ul><li>Underst...
Technology <ul><li>Survey Result: Talent Acquisition Functions Used Regularly  </li></ul><ul><li>Multiple answers possible...
Recruitment Strategy <ul><li>Results-Driven </li></ul><ul><ul><li>Workforce Planning </li></ul></ul><ul><ul><li>Results of...
Metrics <ul><li>Survey Result:  Top Recruitment Metrics  </li></ul><ul><ul><ul><li>Open Requisitions by Recruiter  70% </l...
Metrics <ul><li>Results-Driven </li></ul><ul><ul><li>Actionable metrics  </li></ul></ul><ul><ul><li>Driving improvements t...
Conclusions <ul><li>Sourcing is primary challenge, to be addressed increasingly by outreach activities </li></ul><ul><li>O...
<ul><li>Questions? </li></ul><ul><li>Thank You </li></ul><ul><li>Sally Millick, SPHR </li></ul><ul><li>Consulting Director...
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Talent Acquisition 2008: Survey and Analysis of the Changing Recruiting Landscape

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ERE Webinar from 12/16/2008, presented by Sally Millick.

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Talent Acquisition 2008: Survey and Analysis of the Changing Recruiting Landscape

  1. 1. Talent Acquisition 2008: Survey and Analysis of the Changing Recruiting Landscape Sally Millick, SPHR Consulting Director, The Newman Group A Webinar by ERE December 16, 2008
  2. 2. Agenda <ul><li>Introduction </li></ul><ul><li>Survey and Analysis of the Changing Recruiting Landscape </li></ul><ul><li>Q&A </li></ul>
  3. 3. Why attend this session? <ul><li>Explore survey results with some interpretation </li></ul><ul><li>View the trends. Are you attuned to them? </li></ul><ul><li>Learn what is working for other companies </li></ul><ul><li>Assess your operations. Where are you ahead? Where should you focus next? </li></ul><ul><li>Balance priorities for 2009 </li></ul>
  4. 4. The Annual Talent Acquisition Survey and Report <ul><li>Initial years were focused on sourcing </li></ul><ul><li>Talent Acquisition has become part of overall Talent Management </li></ul><ul><li>Five core areas of questions: </li></ul><ul><ul><li>Sourcing </li></ul></ul><ul><ul><li>Recruiting Operations </li></ul></ul><ul><ul><li>Technology </li></ul></ul><ul><ul><li>Recruitment Strategy </li></ul></ul><ul><ul><li>Metrics </li></ul></ul><ul><li>Approximately 500 respondents across recruiting function </li></ul>
  5. 5. General Trends: Progress…not Revolution <ul><li>Technology is an assumed part of process (this will vary by company size and hiring volume) </li></ul><ul><li>Companies recognizing importance of overall talent management strategy </li></ul><ul><ul><li>Questions are how and when to implement, not why </li></ul></ul><ul><li>Most companies have areas they are doing well, and areas for improvement/optimization </li></ul><ul><li>“Results-Driven” vs. “Passive” </li></ul>
  6. 6. Challenges: What are we concerned about? <ul><li>Companies over 20,000 </li></ul><ul><ul><li>“ Knowing where to find the right people at the right time…getting away from the ‘post & pray’ approach” </li></ul></ul><ul><ul><li>“ Too many people involved in recruiting” </li></ul></ul><ul><ul><li>“ Lack of response by hiring managers” </li></ul></ul><ul><ul><li>“ Little succession planning leads to ‘fire drill’ recruiting” </li></ul></ul><ul><ul><li>“ We have a great process with SOPs, but it can get a little long..” </li></ul></ul><ul><ul><li>“ Too administrative…not internal candidate-friendly” </li></ul></ul>
  7. 7. Challenges… <ul><li>10,000-20,000 </li></ul><ul><ul><li>“ The offer process is time consuming and causes us to lose candidates…” </li></ul></ul><ul><ul><li>“ Our biggest challenge is that recruiting has been an administrative, rather than a value-add, function” </li></ul></ul><ul><ul><li>“ The process is too lengthy, and this is not a good candidate experience” </li></ul></ul><ul><li>1,000 to 10,000 </li></ul><ul><ul><li>“ Moving from a tactical transaction mode to a strategic talent mode” </li></ul></ul><ul><ul><li>“ Recruiting ‘too late’, based on immediate need” </li></ul></ul><ul><ul><li>“ Too many people involved in the offer process” </li></ul></ul><ul><ul><li>“ Hiring manager feedback; needing to hire by consensus” </li></ul></ul><ul><ul><li>“ We’ve been focused on managing paper, not talent” </li></ul></ul><ul><ul><li>“ Our talent pools are getting scarcer. We need to become more aggressive” </li></ul></ul><ul><li>Less than 1,000 </li></ul><ul><ul><li>“ Hiring managers cannot decide what they want out of a position” </li></ul></ul><ul><ul><li>“ Ability to maintain an ongoing sourcing effort” </li></ul></ul><ul><ul><li>“ The large number of interviewers make scheduling difficult” </li></ul></ul><ul><ul><li>“ Lack of interested candidates for particular positions at the company” </li></ul></ul>
  8. 8. Sourcing <ul><li>43% report that sourcing is primary recruiting “pain point” </li></ul>
  9. 9. Sourcing <ul><li>Results-Driven </li></ul><ul><ul><li>Employee Referral Programs </li></ul></ul><ul><ul><li>Networking with professional organizations </li></ul></ul><ul><ul><li>Campus Recruiting </li></ul></ul><ul><ul><li>Searching online databases </li></ul></ul><ul><li>Passive </li></ul><ul><ul><li>Job board postings </li></ul></ul><ul><ul><li>Waiting for candidates to find job postings </li></ul></ul>
  10. 10. Recruiting Operations <ul><li>Results-Driven </li></ul><ul><ul><li>Optimizing recruiters’ time </li></ul></ul><ul><ul><li>Improving hiring manager engagement </li></ul></ul><ul><ul><ul><li>“ Each interviewer is responsible for scheduling their own interviews, and hiring managers are not quick to act.” </li></ul></ul></ul><ul><ul><li>Balancing need for consistency with localized solutions </li></ul></ul><ul><li>Passive </li></ul><ul><ul><li>Static organizational structure and practices </li></ul></ul><ul><ul><li>Recruiters doing administrative work </li></ul></ul>
  11. 11. Technology <ul><li>Results-Driven </li></ul><ul><ul><li>Optimizing current technologies </li></ul></ul><ul><ul><li>Understanding technology capability to drive new ideas for process change </li></ul></ul><ul><ul><li>Continuous improvement of processes </li></ul></ul><ul><li>Passive </li></ul><ul><ul><li>Episodic review for improvements </li></ul></ul><ul><ul><li>Adherence to old paradigms (filtering candidates) rather than active candidate outreach </li></ul></ul><ul><ul><li>Lack of systems integration </li></ul></ul>
  12. 12. Technology <ul><li>Survey Result: Talent Acquisition Functions Used Regularly </li></ul><ul><li>Multiple answers possible. </li></ul><ul><li>Searches within the company database 64% </li></ul><ul><li>Employee referral submittals 63% </li></ul><ul><li>Reporting of staffing metrics to management 54% </li></ul><ul><li>Conceptual search within the database 44% </li></ul><ul><li>Pre-screening questions for Internet applicants 43% </li></ul><ul><li>Integrated job posting mechanism to outside career Web sites 46% </li></ul><ul><li>OFCCP compliance saved search tools 33% </li></ul><ul><li>Agency/search firm direct submittals 31% </li></ul><ul><li>Candidate score or ranking based on responses to pre-screening questions 34% </li></ul><ul><li>Interview scheduling tools 35% </li></ul><ul><li>Electronic interview feedback capture 24% </li></ul><ul><li>Ability to allow candidates to check their status 23% </li></ul><ul><li>Integrated third-party candidate assessment tools 19% </li></ul>
  13. 13. Recruitment Strategy <ul><li>Results-Driven </li></ul><ul><ul><li>Workforce Planning </li></ul></ul><ul><ul><li>Results of planning linked to sourcing and hiring forecasts </li></ul></ul><ul><ul><li>Recruitment as an improvement initiative, rather than overhead process </li></ul></ul><ul><li>Passive </li></ul><ul><ul><li>Reactive recruiting and firefighting </li></ul></ul><ul><ul><li>Lack of realistic attrition metrics </li></ul></ul><ul><ul><li>Lack of connection between external talent marketplace and internal talent requirements </li></ul></ul>
  14. 14. Metrics <ul><li>Survey Result: Top Recruitment Metrics </li></ul><ul><ul><ul><li>Open Requisitions by Recruiter 70% </li></ul></ul></ul><ul><ul><ul><li>Aggregate Time-to-Fill 69% </li></ul></ul></ul><ul><ul><ul><li>Number of Hires Per Period 60% </li></ul></ul></ul><ul><ul><ul><li>Cost Per Hire 57% </li></ul></ul></ul><ul><ul><ul><li>Functional Time-to-Fill 47% </li></ul></ul></ul><ul><ul><ul><li>Internal Placement Percentage 47% </li></ul></ul></ul><ul><ul><ul><li>Offer-to-Accept Ratio 45% </li></ul></ul></ul><ul><ul><ul><li>Interview-to-Offer Ratio 44% </li></ul></ul></ul><ul><ul><ul><li>Decline-to-Offer Ratio 35% </li></ul></ul></ul><ul><ul><ul><li>Diversity 33% </li></ul></ul></ul><ul><ul><ul><li>Time-to-Fill by Exempt and Non-exempt </li></ul></ul></ul><ul><ul><ul><li>Requisitions 29% </li></ul></ul></ul>
  15. 15. Metrics <ul><li>Results-Driven </li></ul><ul><ul><li>Actionable metrics </li></ul></ul><ul><ul><li>Driving improvements through metrics </li></ul></ul><ul><ul><li>Capturing trends and cycles </li></ul></ul><ul><li>Passive </li></ul><ul><ul><li>Too many or too granular metrics </li></ul></ul><ul><ul><li>Measuring adherence to process, rather than results </li></ul></ul><ul><ul><li>Focus on irrelevant metrics to drive behaviors </li></ul></ul><ul><li>Link to business goals </li></ul>
  16. 16. Conclusions <ul><li>Sourcing is primary challenge, to be addressed increasingly by outreach activities </li></ul><ul><li>Operations are optimized if they promote consistency yet allow flexibility to meet unique needs </li></ul><ul><li>Continuing need for right balance of people, process, and technology </li></ul><ul><li>Effective recruitment strategies begin with robust workforce planning </li></ul><ul><li>Linking impact of talent acquisition strategy to business outcomes is still a challenge </li></ul><ul><li>Do what will make the most impact on your particular marketplace </li></ul>
  17. 17. <ul><li>Questions? </li></ul><ul><li>Thank You </li></ul><ul><li>Sally Millick, SPHR </li></ul><ul><li>Consulting Director, The Newman Group </li></ul><ul><li>To learn more or for a copy of this presentation </li></ul><ul><li>and the survey report, email: [email_address] </li></ul><ul><li>Also, visit www.tng.futurestep.com </li></ul>

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