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Future of Recruiting: Tech Trends and Tools For the Talent of Tomorrow

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*Don’t Believe The Hype. Or statistics.

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Today’s Presenter and
Tomorrow’s
Prognosticator:
@MattCharney
Executive Editor & Chief Content
Officer, Recruiting Daily
B...

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15.8
m.
Source: US Dept of Commerce

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Future of Recruiting: Tech Trends and Tools For the Talent of Tomorrow

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This presentation will take a look at some of the biggest trends and emerging technologies impacting recruiting and hiring today. From NGOs to Fortune 500 companies to Mom and Pop shops, we will look across markets, industries and specialties to identify what talent leaders can do today to compete - and win - the top talent of tomorrow. The goal of this presentation is to talk about real issues that really matter to real recruiters, and focus on identifying what's really new and what's really next. For real. Ditch the buzzwords and BS for a data driven look into the changing world of work - and what that means for the work of HR and recruiting.

This presentation will take a look at some of the biggest trends and emerging technologies impacting recruiting and hiring today. From NGOs to Fortune 500 companies to Mom and Pop shops, we will look across markets, industries and specialties to identify what talent leaders can do today to compete - and win - the top talent of tomorrow. The goal of this presentation is to talk about real issues that really matter to real recruiters, and focus on identifying what's really new and what's really next. For real. Ditch the buzzwords and BS for a data driven look into the changing world of work - and what that means for the work of HR and recruiting.

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Future of Recruiting: Tech Trends and Tools For the Talent of Tomorrow

  1. 1. *Don’t Believe The Hype. Or statistics.
  2. 2. Today’s Presenter and Tomorrow’s Prognosticator: @MattCharney Executive Editor & Chief Content Officer, Recruiting Daily Beyond The Buzzwords Which Recruiting Trends Are Worth The Hype? #RecruitDC
  3. 3. 15.8 m. Source: US Dept of Commerce
  4. 4. Franciscan Monk 1285-1347
  5. 5. “The simplest analysis is usually the correct one”. Source: US Dept of Commerce
  6. 6. Franciscan Monk 1285-1347
  7. 7. “Will This Help Me Make Better Hires Faster? “Will this help me be more effective as a recruiter? ”Does the data support the decision?” Occam’s Razor Recruiting.
  8. 8. 15.8 m. Source: US Dept of Commerce
  9. 9. Recruiting Isn’t Broken.
  10. 10. Recruiting Isn’t Broken.
  11. 11. Recruiting Can’t Fix A Broken Culture.
  12. 12. No One Actually Looks Like This At Work. Why do the people on your company career page?.
  13. 13. No One Actually Looks Like This At Work. Stock art is not corporate culture. Unless your culture sucks.
  14. 14. No One Actually Looks Like This At Work. Stock art is not corporate culture. Unless your culture sucks.
  15. 15. Everyone has a cool office, bro.
  16. 16. Why do employees stick around?
  17. 17. “The lack of money is the root of all evil.” – Mark Twain.
  18. 18. Bu Pay your people what they’re worth.
  19. 19. 1. Values & vision alignment (People care about their jobs).
  20. 20. 2. Autonomy and employer trust.
  21. 21. 3. Fear of change & risk aversion.
  22. 22. Recruiting Can’t Help.
  23. 23. The Bukowski Test.
  24. 24. @neotys Trends recruiters should care about. #RecruitDC No Recruiting Buzzwords. Just Plain English.
  25. 25. All tech is hr tech. #1.
  26. 26. 52.5 M 190 M Source: Department of Labor
  27. 27. $1.2 billion $14 billion Source: Crunchbase + Bersin by Deloitte (2016 VC INVESTMENT IN HR TECHNOLOGY) (2016 PROJECTED SPEND ON HR TECHNOLOGY )
  28. 28. 52.5 M 190 M Source: Department of Labor
  29. 29. Source: CareerBuilder
  30. 30. Source: CareerBuilder
  31. 31. Source: CareerBuilder
  32. 32. Retention is recruiting. #2.
  33. 33. 3.8.(Average job tenure) 26.7%.(YEAR ONE VOLUNTARY TURNOVER) 1 IN 5(DOLLARS SPENT ON EMPLOYEES IS SPENT ON BACKFILLING) Source: Harvard Business; Review, BLS
  34. 34. #1.
  35. 35. =
  36. 36. =
  37. 37. = Referrals are 400x more likely to get hired than online applications.
  38. 38. #1.
  39. 39. AI for real. #3.
  40. 40.  Base: All Qualified Job Seekers (n=316)  Q1110 What does a good job search / candidate experience mean to you?
  41. 41. 5 hiring hacks for candidate experience success.
  42. 42. Hack #1: INFO, Yo. • 61% of candidates want employers to respond quickly throughout the process. 61% of candidates want employers to respond quickly throughout the process.
  43. 43.  Base: All Qualified Job Seekers (n=316)  Q1110 What does a good job search / candidate experience mean to you?
  44. 44.  Base: All Qualified Job Seekers (n=316)  Q1110 What does a good job search / candidate experience mean to you?
  45. 45.  Base: All Qualified Job Seekers (n=316)  Q1110 What does a good job search / candidate experience mean to you?
  46. 46. Data security & compliance. #4.
  47. 47.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  48. 48.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply? $170 Average number of records compromised through breaches of enterprise software. 1.2 m Cost per record compromised.
  49. 49.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply? 53% Of all data breaches come from manual or paper based processes or records. 22% Of all enterprise data breaches are caused by “internal actors.”
  50. 50.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  51. 51.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  52. 52. Data VISUALIZATION & NETWORK ANALYSIS. #5.
  53. 53.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  54. 54.  Base: All Qualified Employers: Total (n=374)  Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  55. 55. The new org chart.
  56. 56. Academic Institution by Race, Network Analysis The Insularity Effect.
  57. 57. How To Identify Internal Influence: •Number of connections. •Frequency of shared connections. •Diversity of connections. •Charting information flow.
  58. 58. Organization Expertise Age, Tenure Social Ties Geography Education
  59. 59. “People who live in the intersection of social worlds are at higher risk of having good ideas. - Ron Burt
  60. 60. Academic Institution by Race, Network Analysis The Insularity Effect.
  61. 61. Whatever works. #6.
  62. 62. Questions?
  63. 63. Stay in Touch! @MattCharney Matt(at)RecruitingDaily.com www.recruitingdaily.com www.mattcharney. Facebook.com/recruitingblogs #RecruitDC

Editor's Notes

  • Matt Charney, director of marketing, here to present
  • My perspectives are ill informed, my opinions often misguided and I have little to no experience with anything. I should not be listened to, but if you’re ready for a truth bomb, look out, y’all.
  • We start with a very sexy, very trendy topic: a 13th century English Franciscan and theologian who was known for some weird things. He lived in mideval times, and had to rely on only candlelight and Taleo. These were hard times, which is why old Billy Boy decided he’d had it with the BS.
  • My perspectives are ill informed, my opinions often misguided and I have little to no experience with anything. I should not be listened to, but if you’re ready for a truth bomb, look out, y’all.
  • We start with a very sexy, very trendy topic: a 13th century English Franciscan and theologian who was known for some weird things. He lived in mideval times, and had to rely on only candlelight and Taleo. These were hard times, which is why old Billy Boy decided he’d had it with the BS.
  • We start with a very sexy, very trendy topic: a 13th century English Franciscan and theologian who was known for some weird things. He lived in mideval times, and had to rely on only candlelight and Taleo. These were hard times, which is why old Billy Boy decided he’d had it with the BS.
  • Let’s get some stuff out of the way.
  • Souce: CareerBuilder, BLS.
  • No one is engaged at work, and it’s really not anyone’s fault in recruiting.
  • 47% of people think they left for undesirable jobs. Good enough is enough.
  • According to a SHRM poll, 60% of employees said that they could not be satisfied with a job or would not consider a job due solely to compensation issues. 72% of workers say they’re underpaid.
  • Work life flexibility and telecommuting were far more attractive than company parties, office perks and similar inducements. Stop spending on the office and start reinvesting in salaries.
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • Based on the fact that in a workforce of 190 million, looking at the above statistic that 52 million job applications are submitted a year, this already sounds like a lot.
  • 1.6 billion in new VC dollar flow in 2016 (Crunchbase); $14 billion annual estimated market for HR tech (global)
  • Based on the fact that in a workforce of 190 million, looking at the above statistic that 52 million job applications are submitted a year, this already sounds like a lot.
  • A CareerBuilder report found that 98% of candidates reported to abandoning an application on their most recent search. That means that out of the workforce of 190 million Americans, there could be up to half a billion completed applications a year. Half. A. Billion. That’s a lot of candidates.
  • A CareerBuilder report found that 98% of candidates reported to abandoning an application on their most recent search. That means that out of the workforce of 190 million Americans, there could be up to half a billion completed applications a year. Half. A. Billion. That’s a lot of candidates.
  • A CareerBuilder report found that 98% of candidates reported to abandoning an application on their most recent search. That means that out of the workforce of 190 million Americans, there could be up to half a billion completed applications a year. Half. A. Billion. That’s a lot of candidates.
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • THE AVERAGE EMPLOYEE TENURE IS 3.8 YEARS, DOWN FROM 4.7 A DECADE AGO. 26.7% OF EMPLOYEES LEAVE VOLUNTARILY IN THE FIRST YEAR.
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • STRATEGY!
  • STRATEGY!
  • STRATEGY!
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • March on Washington
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • More than 250,000 jobs are posted online each month on average, and 210 candidates per posted position. How do you stand out to candidates? How do you get found?
    I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same and that’s a LOT of jobs. 210 aoolincants/job.
  • From the Columbia School of Business, IKNS Residency 2013
  • D3 Labs Sentiment Analysis Chart by company e-mail.
  • From the Columbia School of Business, IKNS Residency 2013
  • From the Columbia School of Business, IKNS Residency 2013
  • From the Columbia School of Business, IKNS Residency 2013
  • Keep on Keeping on.
  • Keep on Keeping on.
  • CJ and Matt

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