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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.

Published in: Recruiting & HR
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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

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