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LinkedIn, Microsoft and the Explosion in Recruiting Tools and Technology

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The last 5 years has seen an explosion in new technology and tools in talent acquisition. Hundreds of companies have been funded, some have been acquired, and many more will go out of business. Against this noise we’ve just seen one of the biggest corporate M&A deals in history, with Microsoft entering the space to acquire LinkedIn. In this session we’ll make sense of a few key themes from the craziness of the past few years, and explore how the LinkedIn-Microsoft deal could be a watershed moment for recruiting technology.

This was a presentation to the Northern California HR Association, HR TechXpo in August 2016

Published in: Business
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LinkedIn, Microsoft and the Explosion in Recruiting Tools and Technology

  1. 1. LINKEDIN, MICROSOFT AND THE EXPLOSION OF RECRUITING TOOLS AND TECHNOLOGIES Michael Overell – CEO, RecruitLoop August, 2016
  2. 2. A framework to navigate the recruitment tech explosion Implications for HR practitioners Specific technology advice for your business
  3. 3. 4 Hi, I’m Michael Overell CEO & Cofounder of RecruitLoop Former McKinsey consultant Husband of an HR Director Australian in the Bay Area @mboverell // michael@recruitloop.com
  4. 4. 2016
  5. 5. $26,000,000,000 Biggest acquisition in history of HR Technology.
  6. 6. “using the network to power the social and identity layers of Microsoft's ecosystem of over one billion customers. Think about things like LinkedIn's graph interwoven throughout Outlook, Calendar, Office…and more.” https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
  7. 7. “partnering with Microsoft to innovate on solutions within the enterprise that are ripest for disruption, e.g., the corporate directory, company news dissemination, collaboration, productivity tools, distribution of business intelligence and employee voice, etc.” https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
  8. 8. “Expanding beyond recruiting and learning & development to create value for any part of an organization involved with hiring, managing, motivating or leading employees. This human capital area is a massive business opportunity and an entirely new one for Microsoft.” https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
  9. 9. http://www.monster.com/about/a/randstad-to-acquire-monster-worldwide-to-transform-the-way-people-and-jobs-connect “…Randstad intends to build the world's most comprehensive portfolio of HR services. ”
  10. 10. OTHER PLAYERS ON THE SIDELINES
  11. 11. WHAT IT MEANS FOR PRACTIONERS
  12. 12. Be agile and open to new technologies Be sceptical of the ‘next big thing’ Be cautious of unproven products DO Be overly reliant on ANY tools Get drowned on the noise DON’T
  13. 13. 17 Map your recruitment process
  14. 14. Identify the stages in YOUR process Break down the activities in each stage Identify the owner and success metrics Then follow it!
  15. 15. Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
  16. 16. Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7 UNDERSTAND MARKET BUILD TARGET PROFILE SOURCE CANDIDATES OUTREACH & ENGAGEMENT SCREENING & INTERVIEW VERIFY SKILLS & EXPERIENCE OFFER & ONBOARD
  17. 17. Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7 UNDERSTAND MARKET BUILD TARGET PROFILE SOURCE CANDIDATES OUTREACH & ENGAGEMENT SCREENING & INTERVIEW VERIFY SKILLS & EXPERIENCE OFFER & ONBOARD Activities Owner Tools
  18. 18. Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7 UNDERSTAND MARKET BUILD TARGET PROFILE SOURCE CANDIDATES OUTREACH & ENGAGEMENT SCREENING & INTERVIEW VERIFY SKILLS & EXPERIENCE OFFER & ONBOARD Activities Owner Tools • Research salary and title • Compare job description • Outline key skills, characteristics and traits • Job posting • List building • Finding contact information • 3-email sequence • Phone screen • On-site interviews • CEO dinner • Trial project • Background check • Reference check • Offer letter • Welcome pack
  19. 19. Alignment & Clarity Accountability Consistency
  20. 20. A framework for assessing new tools and technologies
  21. 21. Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7 UNDERSTAND MARKET BUILD TARGET PROFILE SOURCE CANDIDATES OUTREACH & ENGAGEMENT SCREENING & INTERVIEW VERIFY SKILLS & EXPERIENCE OFFER & ONBOARD Activities Owner Tools • Research salary and title • Compare job description • Outline key skills, characteristics and traits • Job posting • List building • Finding contact information • 3-email sequence • Phone screen • On-site interviews • CEO dinner • Trial project • Background check • Reference check • Offer letter • Welcome pack Your Recruitment ‘Stack’
  22. 22. Free download: bit.ly/nchra-RL Agile Technology Guide for Modern Recruiters
  23. 23. 3 spaces I’m watching Sourcing Systems Staffing
  24. 24. 29 Questions? Michael Overell CEO & Cofounder of RecruitLoop @mboverell michael@recruitloop.com

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