Talent Acquisition Systems 2010: An Update on Trends and Best Practices

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ERE Webinar from 4/28/2010, presented by Ed Newman.

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Talent Acquisition Systems 2010: An Update on Trends and Best Practices

  1. 1. ACHIEVE TALENT MANAGEMENT SUCCESS Talent Acquisition Technology Industry Trends Ed Newman Leader, Futurestep U.S. President, The Newman Group
  2. 2. Agenda   Talent Management Technology Market Evolution & Trends   Review of some of the new categories   Where is it all going? 2 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  3. 3. What’s Driving The Need For Integrated Talent Management Agriculture Industrial Knowledge Talent Age Age Age Age 3 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  4. 4. Talent Management Technology Market Evolution On- Social SEO/ Ref Video SMS CRM Proliferation Board Media Micro Check Intvw Text PM/ TM LMS Comp ATS Consolidation Suite WFP SP HRMS/ERP 4 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  5. 5. Key Differentiators When Selecting a Talent Acquisition Systems Vendor   Line item functionality is less and less of differentiator   Usability should be a key driver when making a decision about a vendor   Integration between modules is becoming more critical 5 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  6. 6. Evolution of the solutions market   Applicant Tracking Focus   CRM –  ADP/Virtual Edge (Cornerstone Partner) –  AIRS Sourcepoint –  Peopleclick (Authoria) –  Salesforce.com –  iCIMS –  Avature –  Mr. Ted (Workday partner)   Workforce Planning/Analytics   Talent Management Focus –  Aruspex –  Cornerstone (ADP Partner) –  Vemo –  Halogen –  InfoHRM (SuccessFactors) –  Plateau   Reference Checking –  SuccessFactors –  Checkster –  SumTotal –  SkillSurvey   Talent Management Suite   Search Engine Optimization/Microsite –  Authoria (Peopleclick) –  Jobs2Web –  HRSmart –  SEO4Jobs –  Kenexa –  Climber.com –  SuccessFactors (InfoHRM)   Video Interviewing –  Taleo –  Green Job Interview –  iCIMS –  HireVue –  Softscape 6 –  Interview Stream –  PageUp Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  7. 7. Some Definite Trends   More seamless integrations and open API’s   Mobile device applications   It’s no longer about building your own database   Branding content   New categories continue to emerge   Social Media – Literally “out of control” 7 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  8. 8. e-Reference Checking - Pre-Hire 360   Incredibly fast with no investment of time   Feedback more objective   Pre-interview intelligence to focus interview guide   Sourcing channel development   Post-hire quality of hire surveys   Pays for itself 8 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  9. 9. Video Interviewing   Reduce candidate travel costs   Cover wide geographical spread   Recorded or Live   Reduce the Halo effect   Use for performance feedback and/or customer testimonials   Pays for itself 9 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  10. 10. Jobs2Web   A new space is emerging that will bring all of the pieces together in a single architecture –  Career Site –  Job boards –  Search engines –  Social networks –  Micro site/Talent community –  Mobile device/SMS Text 10 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  11. 11. Climber.com 11 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  12. 12. Where is it all going? 12 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  13. 13. Whale Watching   More aggressive recruiting tactics are being used in the corporate environment   Sometimes referred to as predatory recruiting   Poaching   There is no value exchange, only taking   This is not a sustainable form of networking 13 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  14. 14. The Quality Challenge   The tools and technologies offer the promise of higher quality   The speed of the competitive talent market is shortening the time we have to get to know a candidate   Assessments help, but we still do not know the true quality until after we see the person in action   Quality of hire measures can only take place post hire –  Engagement survey –  Manager survey, performance review –  Peer review   Definition of High Quality Candidate: –  Someone about whom we have more intimate knowledge 14 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  15. 15. Stepping up to the challenge   Rather than attempting to improve the filtering process to increase the quality of the output   We should focus on putting higher quality candidates into the funnel   How? 15 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  16. 16. Get to “Know” more candidates through networking   Managers should be engaged in maintaining a network of talent   True networking is not aggressive   It is about establishing and leveraging relationships   There is value exchange in a relationship   A value based network becomes a sustainable source 16 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  17. 17. New Role for Talent Acquisition   Become a Talent Coach   Assist the Hiring Manager in developing and maintaining a network of ~ 20 – 35. TC –  Identify prospects to be introduced to the Manager –  Provide the tools (e.g. LinkedIn, CRM, Twitter, Ning, etc.) h t Coac Talen –  Attend industry events and organize social events –  Assist the manager maintain periodic, systematic communication with network members   Create a Talent minded culture 17 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  18. 18. Network Analysis Closed Network Open Network Group 4 Group 1 Group 3 Group 2 18 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  19. 19. Filling structural holes Group 4 Group 1 Group 3 Group 2 19 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  20. 20. Position in Network Source: The McKinsey Quarterly: Harnessing the power of informal employee networks, 2007 20 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  21. 21. Visualizing the Network 21 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  22. 22. Twitalyzer 22 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  23. 23. Custom Private Community Portal 23 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
  24. 24. Q&A Thank You www.futurestep.com info@futurestep.com www.tng.futurestep.com tng@futurestep.com 24 Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.

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