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Next Generation Recruitment

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What does the future of recruitment look like. This presentation takes a look at some aspects of the future solutions and how they will be introduced into Recruitment solutions

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Next Generation Recruitment

  1. 1. Modern Day Recruitment :You need to think Differently © 2012 Presence of IT – Confidential & Proprietary
  2. 2. The storm is clearing Events over the past few Innovation years are driving significant changes in business, resulting in new challenges Global in Recruitment and Talent Dilemmas Management Social Awareness Slide 2
  3. 3. Agenda ‗We‘re doomed, I tell you. We‘re doomed! ‗ The Recruitment Dilemma Read all About It! The News Headlines for Recruitment I Hate Tuesdays The Changing Work Environment Trading in the Horse for a Car How Recruitment systems are Evolving3 © 2012 Presence of IT – Confidential & Proprietary
  4. 4. The Great Horse Manure Crisis on 1894 Come up with a 1 See a Problem 2 Extrapolate the trend 3 solution based on wrong assumptions4 © 2011 Presence of IT – Confidential & Proprietary
  5. 5. The Great Horse Manure Crisis on 1894 Recruitment Industry and Current Practices5 © 2011 Presence of IT – Confidential & Proprietary
  6. 6. Getting Recruitment right is a ‗Must‘ Boston Consulting Group 2012 : From Capability to Profitability6 © 2012 Presence of IT – Confidential & Proprietary
  7. 7. Agenda ‗We‘re doomed, I tell you. We‘re doomed! ‗ The Recruitment Dilemma Read all About It! The News Headlines for Recruitment I Hate Tuesdays The Changing Work Environment Trading in the Horse for a Car How Recruitments systems will Evolve7 © 2012 Presence of IT – Confidential & Proprietary
  8. 8. Recruitment Headlines and Implications Whats changed in 25 • Recruitment strategies require a fundament shift in approach years of recruitment – • Doing the same thing and expecting different results is frustrating Not much! • Job seekers have become great „Actors‟ A focus on Skill is a • Recruiting based on skill is an approach that was relevant in the 80‟s • Organizations need to recruit Talented people and grow their capability flawed approach • Recruitment should be based on „Career Life cycle‟ The Recruitment • Charging client 10-25% for „finding‟ a candidate is not value adding • Building a „pool of candidates‟ is a list of the “best of the worst” Agency is dying • The middleman role is in conflict with social awareness and transparency Recruitment Solutions • Todays Solutions are built around „Horses‟ , not „Cars‟ can add a lot more • The administrative overhead often outweighs the benefits of a system business value! • There is a need to move from reactive to proactive recruiting • People want greater control and flexibility in their lives and jobs I want to be in control of • Hyper specialization and the i-pro will require different attraction & retention my life thinking 8 © 2012 Presence of IT – Confidential & Proprietary
  9. 9. Agenda ‗We‘re doomed, I tell you. We‘re doomed! ‗ The Recruitment Dilemma Read all About It! The News Headlines for Recruitment I Hate Tuesdays The Changing Work Environment Trading in the Horse for a Car How Recruitments systems will Evolve9 © 2012 Presence of IT – Confidential & Proprietary
  10. 10. The rise of the I-pro & hyper specialisation The composition of the workforce is going through significant change as organisations deal with global and business challenges. Cost is driving new behaviours such as crowd sourcing and the appreciation of the independent professional • Increasing even in times of high unemployment • Effective workforce management approaches lacking • Poor data management • Poor managerial behaviour • Management of intellectual property • Management of virtual specialist teams and non- routine tasks such as innovation • Crowd sourcing popularity • Social media will have its biggest impact by connecting teams in remote places10 © 2012 Presence of IT – Confidential & Proprietary
  11. 11. Work Environment Challenges The ‗World of Work‘ is continually changing to adapt to the business environment, but often to the detriment of employees More and more change is being triggered by People (Talent) issues The rise of the ―i-Pros‖* The concept of a workplace The nature of work patterns The subtle and incremental changes on people lives, caused by the work environment is becoming visible *reference Gartner11 © 2012 Presence of IT – Confidential & Proprietary
  12. 12. Some features of our work worldBy 2016 – 43% of the workforce will work remotely. Productivity increases by 15% Most Heart Attacks happen on Monday Mornings1 in 3 people work on week-ends, 62% check work e-mailsStaying late at work Mondays…Tuesdays are the most hated work day Stress !Taking work homeLiving to work 40% of people take work home or work overtime • 20% of workers work > 48 hrs per week88% of people say they have a hard time juggling work and life 1 in 4 people can‘t go more than 2 days without checking e-mail • People smoking marijuana perform better on IQ tests than those distracted by email & phones12 © 2012 Presence of IT – Confidential & Proprietary
  13. 13. Changes right down to the ―CORE‖ The balance between FTE‘s and i-pro‘s (Independent Professionals) is changing. Currently make up about ~ 20% of the workforce Expected to grow to 40%-60% by 2030 i-Pros roles are becoming highly attractive Overall satisfaction with lifestyle at 7.3 out of 10 • Sense of freedom, flexibility, variety of work, shorter hours • Wellbeing measured at 7.8 out of 10 (proud, happy, enthusiastic) Commitment to current client & perceived support from current client • Down to 6.2 out of 1013 © 2012 Presence of IT – Confidential & Proprietary
  14. 14. The Nature of Work is Changing Work Swarms Traditional team work will continue with people who are know to each other and it will attract reward New ad-hoc teams (swarms) will grow in popularity. Teams that form quickly, are agile and quickly dissipate. The ad-hoc team will displace structured, bureaucratic situations Swarms won‘t necessarily know each other and could be colleagues and i—pro‘s – Network tools will help support this need to know others Non Routine work and ‗Work Swarming‘ will fuel the i-pro role 14 © 2012 Presence of IT – Confidential & Proprietary
  15. 15. Agenda ‗We‘re doomed, I tell you. We‘re doomed! ‗ The Recruitment Dilemma Read all About It! The News Headlines for Recruitment I Hate Tuesdays The Changing Work Environment Trading in the Horse for a Car How Recruitments systems will Evolve15 © 2012 Presence of IT – Confidential & Proprietary
  16. 16. Our Current Recruitment Systems are Horses Built around transactional thinking and administration Rely of CV‘s, Referrals, Job Boards, Advert Responses as ‗inputs‘ Mostly reactive – ―we have a vacancy, so lets recruit‖ Success is often linked to metrics such as ‗time to recruit‘ Lack any real validation capability16 © 2012 Presence of IT – Confidential & Proprietary
  17. 17. But the shift is happening No Longer Crowded and Not fully Fundamental Effective ineffective understood Shift X17 © 2012 Presence of IT – Confidential & Proprietary
  18. 18. Everyone is Creating an Online Presence- this is a fundamental disruptor to the industry Serious Online Presence directly related to Skills and Networking More ‗Social‘ Presence related to sharing information and networking Activity based Information sharing Non controlled Scores18 © 2012 Presence of IT – Confidential & Proprietary
  19. 19. Building personal online Job databases and rankings Bidding sites – ‗EBay for people Gamific ation Connection Point 19 © 2012 Presence of IT – Confidential & Proprietary
  20. 20. The Future Recruitment Tools Key Themes Will define predictive models around Proactive historic data and projected organisational growth to determine talent needs Labour needs will be communicated Automate automatically, but selectively based on the sources speciality, ranking , price, reliability, quality ‗Web Spiders‘ will search out Research candidates for current and future talent needs. Your online presence and networks will be key validations20 © 2012 Presence of IT – Confidential & Proprietary
  21. 21. The Future Recruitment Tools Key Themes Employers will post employee history, Reference performance data, learning and references onto ‗personal data bases‘ for employee re-use Recruitment success measures will be Measures based on forecasting accuracy, employee impact on company goals Employees will rate recruitment process, Balance experience & job alignment. This information will be part of the ‗checks & balance‘ between EE & ER21 © 2012 Presence of IT – Confidential & Proprietary
  22. 22. Our Service Portfolio22 © 2012 Presence of IT – Confidential & Proprietary
  23. 23. Questions is our customer and our people are our strength.‖ ―Our focus www.presenceofit.com.au

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