Presented at the Argyle Talent Management Forum in NYC on 6/4/2014. Reflects what organizations can do to compete for talent in light of the realities of talent scarcity and the digital age.
CareerBuilder Managing Director Vina Dang discussed the importance of data and strategy for today’s human resources professionals during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, Dang pointed out knowing what the demographic makeup looks like for key candidates and the years of experience that they have is critical for employers.
According to Dang, the shift of candidates today is going from employer to consumer candidates. Dang also noted today’s candidates want things to be easy, transparent and personal to them, and employers need to adapt to these candidates’ needs to ensure they add skilled professionals consistently. An organization that highlights its brand to candidates, Dang said, can boost its chances to add top talent: “One of the things that marketers do really well is they create an experience when you go to their website. The same can be applied with when you’re doing this with your own employment value proposition and creating that dynamic story.”
In addition, an organization that invests in its mobile experience can help candidates submit applications via smartphones and tablets, Dang said. If an organization focuses on ways to make it easier for candidates to submit applications, Dang said, it can find skilled professionals to fill vacancies: “There is a clear difference between a mobile optimized site and a mobile friendly site … When you think about your application process, you really want it to be seamless because there is quite a bit of drop-off that occurs because even in our site alone.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-vina-dang-managing-director-careerbuilder/#sthash.D1dcqE33.dpuf
Capturing the Digital Candidate | HR Symposium Houston 2014Keith Hadley
Building an integrated recruitment strategy is a much different task today than it was three years ago: It requires an understanding of both today’s complex candidates and the numerous resources he or she utilizes to search for opportunities and evaluate prospective employers. Leveraging recent intelligence on candidate behavioral trends, this session’s leaders will discuss how the candidate search process has changed and how your company can position itself to attract and engage these new digital-savvy candidates.
Careers International specialises in bringing Top Talent together with Top Employers. We do this globally and with speed, ease, transparency and optimal use of the web.
How much has NetDimensions Learning saved Cathay Pacific?
For Cathay Pacific Airways, the move to eLearning is part of a cultural shift. Passive participation is out. Initiative is in. For Learners World this means enabling employees to control their own destiny.
Aqui hiring - Human Resource Management - Manu Melwin Joymanumelwin
Acqui-hiring or Acq-hiring (a portmanteau of "acquisition" and "hiring") or a talent acquisition is the process of acquiring a company to recruit its employees, without necessarily showing an interest in its products and services—or their continued operation.
CareerBuilder Managing Director Vina Dang discussed the importance of data and strategy for today’s human resources professionals during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, Dang pointed out knowing what the demographic makeup looks like for key candidates and the years of experience that they have is critical for employers.
According to Dang, the shift of candidates today is going from employer to consumer candidates. Dang also noted today’s candidates want things to be easy, transparent and personal to them, and employers need to adapt to these candidates’ needs to ensure they add skilled professionals consistently. An organization that highlights its brand to candidates, Dang said, can boost its chances to add top talent: “One of the things that marketers do really well is they create an experience when you go to their website. The same can be applied with when you’re doing this with your own employment value proposition and creating that dynamic story.”
In addition, an organization that invests in its mobile experience can help candidates submit applications via smartphones and tablets, Dang said. If an organization focuses on ways to make it easier for candidates to submit applications, Dang said, it can find skilled professionals to fill vacancies: “There is a clear difference between a mobile optimized site and a mobile friendly site … When you think about your application process, you really want it to be seamless because there is quite a bit of drop-off that occurs because even in our site alone.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-vina-dang-managing-director-careerbuilder/#sthash.D1dcqE33.dpuf
Capturing the Digital Candidate | HR Symposium Houston 2014Keith Hadley
Building an integrated recruitment strategy is a much different task today than it was three years ago: It requires an understanding of both today’s complex candidates and the numerous resources he or she utilizes to search for opportunities and evaluate prospective employers. Leveraging recent intelligence on candidate behavioral trends, this session’s leaders will discuss how the candidate search process has changed and how your company can position itself to attract and engage these new digital-savvy candidates.
Careers International specialises in bringing Top Talent together with Top Employers. We do this globally and with speed, ease, transparency and optimal use of the web.
How much has NetDimensions Learning saved Cathay Pacific?
For Cathay Pacific Airways, the move to eLearning is part of a cultural shift. Passive participation is out. Initiative is in. For Learners World this means enabling employees to control their own destiny.
Aqui hiring - Human Resource Management - Manu Melwin Joymanumelwin
Acqui-hiring or Acq-hiring (a portmanteau of "acquisition" and "hiring") or a talent acquisition is the process of acquiring a company to recruit its employees, without necessarily showing an interest in its products and services—or their continued operation.
Missed Talent Connect this year? Don't worry, we will get you up to speed. Click through this webinar for a recap on LinkedIn’s newest features and how you can get even more value out of your LinkedIn Recruiter account.
Learn more about Recruiter Mobile: http://linkd.in/19FB2aa
Subscribe to our blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The Great Talent Hunt: Building Your Qualified Technician WorkforceMSI Data
The demand for technicians is surging while the talent pool seems to shrinking. Now more than ever service organizations need to pull out all the stops in finding qualified service technicians. Follow along and learn how you can battle the skills gap and build your skilled technician workforce.
LinkedIn Strategies for Recruiting: A Case StudyKara Yarnot
Presented at Social Recruiting Strategies Summit in July 2013.
LinkedIn has quickly become one of the most effective tools for social recruiting and the company adds new products and features on a regular basis. How do you know which LinkedIn products will deliver they greatest ROI for your business? Join Kara Yarnot, founder of Meritage Talent Solutions, for a case study of LinkedIn implementation at a FORTUNE® 500 company. Yarnot will discuss the effectiveness and adoption of products like LinkedIn Recruiter, job postings, Work With Us ads, Sponsored Jobs, Platinum Careers Page, Follow Company ads, and much more.
Takeaways include:
• An overview of LinkedIn products
• Results and metrics you can use to measure LinkedIn product effectiveness
• LinkedIn product recommendations based on your company’s social recruiting strategy
Campus placement could became much easier if we could bring about a revolutionary change in the system and manner in which the placements are conducted. Find a list of companies which facilitate online campus placement
final OAP report for the Edventureurs team project, HireLearning, a career education and professional networking site that harnesses the power of collaborative learning to increase career prospects.
2011 Sales Job Candidate Career Outlook - Monster.comMonster
The Sales Job Candidate Report offers a concise view of the Sales job market. This study highlights current employment trends and candidate activity across the United States and focuses on Sales professionals and recruiters looking to hire Sales talent.
This report provides:
An overall look at Sales market conditions and employment forecasts
A look at demographics and locations of Sales talent across the United States
Insight on Sales professionals and their evaluation of job opportunities
Missed Talent Connect this year? Don't worry, we will get you up to speed. Click through this webinar for a recap on LinkedIn’s newest features and how you can get even more value out of your LinkedIn Recruiter account.
Learn more about Recruiter Mobile: http://linkd.in/19FB2aa
Subscribe to our blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The Great Talent Hunt: Building Your Qualified Technician WorkforceMSI Data
The demand for technicians is surging while the talent pool seems to shrinking. Now more than ever service organizations need to pull out all the stops in finding qualified service technicians. Follow along and learn how you can battle the skills gap and build your skilled technician workforce.
LinkedIn Strategies for Recruiting: A Case StudyKara Yarnot
Presented at Social Recruiting Strategies Summit in July 2013.
LinkedIn has quickly become one of the most effective tools for social recruiting and the company adds new products and features on a regular basis. How do you know which LinkedIn products will deliver they greatest ROI for your business? Join Kara Yarnot, founder of Meritage Talent Solutions, for a case study of LinkedIn implementation at a FORTUNE® 500 company. Yarnot will discuss the effectiveness and adoption of products like LinkedIn Recruiter, job postings, Work With Us ads, Sponsored Jobs, Platinum Careers Page, Follow Company ads, and much more.
Takeaways include:
• An overview of LinkedIn products
• Results and metrics you can use to measure LinkedIn product effectiveness
• LinkedIn product recommendations based on your company’s social recruiting strategy
Campus placement could became much easier if we could bring about a revolutionary change in the system and manner in which the placements are conducted. Find a list of companies which facilitate online campus placement
final OAP report for the Edventureurs team project, HireLearning, a career education and professional networking site that harnesses the power of collaborative learning to increase career prospects.
2011 Sales Job Candidate Career Outlook - Monster.comMonster
The Sales Job Candidate Report offers a concise view of the Sales job market. This study highlights current employment trends and candidate activity across the United States and focuses on Sales professionals and recruiters looking to hire Sales talent.
This report provides:
An overall look at Sales market conditions and employment forecasts
A look at demographics and locations of Sales talent across the United States
Insight on Sales professionals and their evaluation of job opportunities
The IT Job Conditions Report offers a comprehensive view of the IT job market. This study highlights online job postings and candidate resume activity across the United States and focuses on IT professionals and recruiters looking to hire IT talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what IT professionals reveal about their careers in IT, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at IT supply and demand, together with a comparison of job seeker characteristics and employer requirements
* A look at recruiters and hiring managers and their plans for acquiring IT talent in 2011
* Insight on IT professionals and their careers, job search obstacles and valued qualifications and skills
When marketing and sales are working in lockstep, your revenue soars and your business grows. Resident marketing technology expert, James Kenler, has been on both sides of the sales and marketing divide. Learn how James used marketing automation to align the sales and marketing processes at CareerBuilder around a common business goal to ultimately develop a unified sales strategy driving overall revenue and resulting in the creation of new teams and resources.
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Monster.com Webinar: Remaining An Employer of ChoiceMonster
For most of us the number of people in our workforce has shrunk. We are pressed to do more with less. Budgets are smaller. The ability to show our employees how much we value their contributions is becoming nearly impossible, or so it seems. Now is the time more than ever to express our appreciation for their efforts. So how do you pull this off?
In this fast moving and highly informational webinar we will cover in concise, simple terms:
* Low Cost & No Cost Benefits – Supplemental Medical, Life, and other insurances; products and services that employees want and will appreciate
* Food Provisions – Using food and other amenities to create a more enjoyable work environment for your staff
* Employee Events – Building morale and connections via trips and offerings to sporting events, museums, recreational activities
* Discount Programs – Offering programs that are free to the employer and extend many benefits/discounts to employees
* Community Connections – Introducing local service providers to your workforce in a way that secures discounts for them, business for the vendor
* Communication & Inclusion – Approaches towards engaging your employees in idea generation, strategic planning, while keeping them more in touch with the business direction
* Who Are My Employees Really - Learning about personal pursuits, and other ways to introduce “the other side” of your employees in a productive and entertaining fashion
* Creative Rewards – Providing deserving employees with rewards for performance, ideas, etc.
* Public Praise & Acknowledgment – Programs to recognize the contributions of your team
* Charitable Endeavors – Ways to rally your team around local charities and other efforts towards volunteerism
'We have rewritten our story as a company' - Matt Ferguson
We have become a major disruptor in the industry. We have changed the rules for recruitment. We have rewritten our story as a company All of us working together have created a new frontier in recruitment and have opened the door to so many possibilities. We at CareerBuilder have made it our business to empower companies and job seekers around the world.
Job Prospects For MBA Graduates In The Start Up Eco-System - Career Builder I...CareerBuilder India
CareerBuilder India has presented a presentation on Job Prospects For MBA Graduates In The Start Up Eco-System. The start-up ecosystem in India is turning out as a fastest developing job domains for MBA graduates. The learning opportunities is the primary factor for MBA graduates to seek employment opportunities, mostly those who want to emerge as an entrepreneur in the coming years are jumping the bandwagon of MBA jobs in Start-ups. Nonetheless, an MBA graduate would certainly hone their skills which they acquired as part of their curriculum. So to help you find a job in this fast-paced career domain, this slide will help you to know the skills, functional domains along with the tips that would maximize your learning's and groom you as an entrepreneur.
For more MBA jobs, visit http://www.careerbuilder.co.in/jobs/keyword/mba/
Future of Talent by Kevin Wheeler (presentatie 14 april 2014)NRC Carrière
Op 14 april 2014 organiseerde NRC Carrière een evenement over Talent. Arbeidsmarktspecialist Kevin Wheeler was uitgenodigd om te vertellen over the Future of Talent.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
Learn optimization strategies, techniques and tools you can use to improve the candidate experience, reduce drop off and increase completed applications.
How Transport for London transformed their recruitment strategy with dataLinkedIn Europe
We recently held a webcast with Charlotte Johns, Head of Recruitment Operations, at Transport for London where she told their story of transformation and how they evolved their recruiting approach from traditional to strategic.
She discussed:
- The programmes they put in place to move to a direct sourcing model
- How to use data to measure success
- Results they have seen from this partnership
Webinar Deck: 5 Improvements You Must Make To Your Recruiting StrategiesFindly
Job seeker behavior and technology will continue to change, making old talent acquisition plans antiquated. This challenges recruiters, when faced with strategies that are not good enough, to find ways and tools to do it better.
This presentation discusses 5 such changes to user behavior or technology and offers ideas on how to improve your talent acquisition strategies accordingly.
How Comcast Uses Mobile Recruiting to Attract Top TalentJedJibe
Comcast VP of Talent Acquisition Raul J. Valentin and Jibe Founder & CEO Joe Essenfeld share details and results of their partnership around mobile recruiting.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how how candidates and companies are evolving, to help you get ahead in your annual planning.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Webinar Deck: The Consumerization of Recruiting TechnologyFindly
View the PPT slides from our webinar about the how recruiting technology has now adopted traditionally consumer-facing features in order to improve the candidate and recruiter experience.
View the webinar recording using this link: https://www.brighttalk.com/webcast/12037/144431
Jen Sommesi of CDW shares how the organization built their employer brand through a recruitment marketing strategy focused on engagement, personalization and content. This was originally presented as a keynote at the 2015 HCI Strategic Talent Acquisition Conference.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Honored to be here and excited to talk about a topic I am personally passionate about and one that we at CB take very seriously. SO much so we made it our mission and wrote a book about it. So Big Data is a big Data is a big buzz word right now. There was just an entire section of the WSJ dedicated to Big Data this week. In fact if you google Big Data, how many results do you think you get? 2,040,000,000 results. There is literally big data about big data. One of the main reasons this has become such a trend is there has been a huge influx of data over the last 20 years. Eric Schmidt, founder of Google, uncovered that we are producing 5 exabytes of information every two days. Put that in to context, 1 exabyte = 1 million gigabytes. Even more baffling, we produced that same amount of information (5 exabytes) from the beginning of time until 2003. Now we are doing that every two days!
Rick Sloman wrote the Human Face of Big Data and says its like watching the planet devleop a nervous system. We have the ability to collect analyze, triangulate, and visualize data in real time for the first time in human history.
Experts in the field are calling this the 2nd Age of Enlightenment. 1st age – socrates, newton, voltaire – deductive reasoning to make decisions instead of faith, religion. We are moving from gut instinct to data based decision making. Consumer marketing companies have probably taken the most advantage of the opportunity. So I’d like to begin telling a story there.
Goal of the Slide:
Confirm/Identify specific key challenges for the client
Knowing that you are focused on [insert client goal here]. Obviously your [insert talent segment, i.e. engineering] talent is critical to achieving that goal.
In order to secure these people we typically see organizations facing one or more of these challenges. Which ones do you feel are impacting your organization the most?
Possible follow up questions for the client:
Why?
What have you seen as the impact of this specific challenge?
How do you work with hiring managers in communicating these challenges?
How has your strategy changed based on these challenges? (i.e. what have you tried?)
KEITH – ROB COMMENT (?)
Competition for talent today, unemployment rates gradually decrease, but still high numbers of people are unemployed or underemployed – especially new college grads where as many as 39 percent of people under 25 are unemployed or underemployed. Holding jobs that don’t require a college degree. Number increasing steadily since the recession.
Reference to a 1995 study that showed that due to technology, in 20 years, we’d be working 3-day weeks because of all the efficiencies in technologies!
http://thehiringsite.careerbuilder.com/2014/04/10/ooh-la-la-france-bans-work-emails-6-work-life-balance-win/
Ha…
Study by Gyro – published in Forbes Insight – technology has enabled work to spill over into every aspect of life.
http://www.gyro.com/igniting-now/at-work-state-of-mind/
Parallel to job search.
In our third annual study on Candidate Behavior in partnership with Inavero, we found that 77% of full-time employed workers are either actively looking or open to new job opportunities – this number is an increase for 74% just a year ago. To further this “always on” mentality, we found that 4 in 10 workers actually search for jobs while they are at work. There is now no delineation between work and personal time when it comes to a job search.
On average, candidates are consulting up to 16 different resources before applying to a job – that number was 14.5 last year. These increases show that candidates are continuing to conduct deep dive investigations on employers far before they ever apply.
Amazon and Apple have built their business on being easy. Amazon has one-click purchases and Apple products are meant to be used right out of the package in very intuitive ways. Looking at Amazon’s application process for a candidate though…that’s a different story. Can you imagine as an avid consumer on amazon used to buying things quickly, easily, in a consistent way to then apply for a job with them and go through 15+ pages of an application? The candidate can’t help but wonder – why the disconnect?
Marketers have done a great job of integrating these disciplines/steps to acquire customers – to experience your product and services. The ground has been paved.
The opportunity lies now, especially in scarce talent populations, to apply these disciplines to acquiring talent… the folks that create and deliver your products and services every day.
Before – Picture of Ariens Career Site
Box Stats from the left.
Top 94%
Bottom 34%
Top 89%
Bottom 18%
Top 93%
Bottom 31%
Top 90%
Bottom 17%
Recruiters THINK and behave as though job seekers are engaged in a lot of activities using social media and tools like LinkedIn in their job search that in fact are not true nearly to the degree we believe. For example, we believe that 94% of candidates have used LinkedIn to search for a job at least once, but candidates report that only 34% have EVER done that. 89% of us believe that candidates are using other social media platforms to search for jobs, but candidates say that only 18% have ever done so.
93% of us believe that job seekers are at least using LinkedIn to contact people about job opportunities, but it’s really only 31% and 90% of us think that they are using other social media for this purpose, but the truth is it’s about 17%.
These gaps in recruiter perception and candidate behavior are staggering. This has a tremendous impact on how we budget our money and time. And there’s more…
On Mobile…
Mobile Optimized vs. Mobile Friendly – what’s the difference?
Mobile Friendly: this just means that the site displays accurately between your desktop/laptop computer and a mobile device such as a phone.
Mobile Optimized: more sophisticated. This is where the site will actually reformat itself for a list of handheld devices/tablets. Larger navigation, reformatted content and different images.
More than likely – you’re getting lapped.
comScore data: 6 million people searched for jobs via mobile in January 2013 (that’s up from 2.3 million in March 2012)
Google: 31% of searches for “jobs” comes from mobile devices in November 2012, up from 17% in November 2011 and 8% in 2010.
1/3 of all of CB’s traffic each month comes from mobile devices – even worse, when they encounter a non-mobile friendly apply process, 40% will drop off.
You want to create an environment where you can build those relationships, be visible where and how they are looking and make it easy to capture their info.
Right now 80% of candidates who enter an ATS system drop off. How can you keep those potential candidates from losing interest in your company?
That 80% number is an average. Jen Seith mentioned that we should add the caveat that ATS drop off varies by ATS System and there is no “true” number, but that on average it’s between 66-85% depending on the ATS used.
What is continuous recruitment?
The process of sourcing and connecting with candidates even if there are no current open positions that suit their interests or abilities.
72% of employers said the strategy reduces time to hire; 41% say it reduces cost per hire.
Two popular forms of continuous recruitment:
Posting job listings that aren’t actually for open positions, despite candidates’ eagerness to apply; however, this tactic can breach job seeker trust and damage your employer brand.
Inviting candidates to join talent networks that allow them to be notified when positions open and engage with employer in the interim. This option ensures the company is interacting with potential recruits who have expressed interest in their brand.
Two popular forms of continuous recruitment:
Posting job listings that aren’t actually for open positions, despite candidates’ eagerness to apply; however, this tactic can breach job seeker trust and damage your employer brand.
Inviting candidates to join talent networks that allow them to be notified when positions open and engage with employer in the interim. This option ensures the company is interacting with potential recruits who have expressed interest in their brand.
To attract the best talent pool, employers must measure the behaviors and preferences of candidates job search and understand their attitude and perception toward their employee brand
Recruit tough to fill vacancies with the right data so you can determine the causes and solutiosn of the shortages. Could be a geographical problem so tools can help HR identify easier places to recruit
Use data to build a robust workforce planning strategy to attract, retain and develop your human capital. Project skills needed in the future and compare what you have today. Establish a talent pipeline. Look at education levels of your staff especially in sales, customer care and management.