This document discusses top talent trends for 2017 according to a fictitious futurist. It claims convergence of recruiting and HR technology will continue, retention is as important as recruiting, and AI will increasingly be used for real tasks like analyzing networks and identifying internal influence. However, much of the information is made up or not supported by credible sources. The document is intended as a comedic take on talent trends rather than a serious forecast.

1. Top Talent Trends for
2017*
*Don’t Believe The Hype. Or statistics.

2. Dr. Matthew L. Charney
Executive Editor
Renowned Time Traveler and Futurist.
Not Really A Doctor.
Pretty much making this all up.
@mattcharney
@RecruitingBlogs
Today’s Presenter and
Tomorrow’s
Prognosticator:

3. 15.8
M.
Source: US Dept of Commerce

4. CONVERGENCE
#1.

5. 52.5 M
190 M
Source: Department of Labor

6. 52.5 M
190 M
Source: Department of Labor

7. Source: CareerBuilder

8. $1.2 BILLION
$14 BILLION
Source: Crunchbase + Bersin by
Deloitte
(2016 VC INVESTMENT IN HR TECHNOLOGY)
(2016 PROJECTED SPEND ON HR TECHNOLOGY )

9. Source: CareerBuilder

10. Source: CareerBuilder

11. RETENTION IS
RECRUITING.
#2.

12. 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

13. #1.

14. =

15. =

16. =
Referrals are 400x more likely to get
hired than online applications.

17. #1.

18. AI FOR REAL.
#3.

19. ▶ Base: All Qualified Job Seekers (n=316)
▶ Q1110 What does a good job search / candidate experience mean to you?

20. 5 HIRING
HACKS FOR
CANDIDATE
EXPERIENCE
SUCCESS.

21. 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.

22. ▶ Base: All Qualified Job Seekers (n=316)
▶ Q1110 What does a good job search / candidate experience mean to you?

23. ▶ Base: All Qualified Job Seekers (n=316)
▶ Q1110 What does a good job search / candidate experience mean to you?

24. ▶ Base: All Qualified Job Seekers (n=316)
▶ Q1110 What does a good job search / candidate experience mean to you?

25. ▶ 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.”

26. DATA SECURITY &
COMPLIANCE.
#4.

27. ▶ 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?

28. ▶ 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.

29. ▶ 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?

30. ▶ 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?

31. DATA
VISUALIZATION &
NETWORK
ANALYSIS.
#5.

32. ▶ 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?

33. ▶ 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?

34. The new org chart.

35. Academic Institution by Race, Network Analysis
The Insularity Effect.

36. How To Identify Internal Influence:
•Number of connections.
•Frequency of shared connections.
•Diversity of connections.
•Charting information flow.

37. Organization
Expertise
Age, Tenure
Social Ties
Geography
Education

38. Academic Institution by Race, Network Analysis
The Insularity Effect.

40. “People who live in the
intersection of social worlds
are at higher risk of having
good ideas.
- Ron Burt

41. THE
MARKETPLACE
MIDDLEWARE.
#6.

42. CANDIDATE
EXPERIENCE BY
DESIGN.
#7.

43. THE BLENDED
WORKFORCE.
#8.

44. GETTING BACK
TO THE BASICS.
#9.

45. WHATEVER
WORKS.
#10.

46. HOW LEVER CAN HELP
Executive HR trends:

47. DESIGN
“Lever has dramatically improved my ability, as
a hiring manager to be involved with all steps of
the hiring process. Since switching to Lever, I've
been able to hire extremely qualified
candidates, significantly faster."
Josh Schumacher
Software Development
Manager, TUNE
Create a superior recruiting
experience, inside and out
▶ Fast
▶ Straightforward
▶ Intuitive
▶ Seamless

48. FUNDAMENTALS
“Since we implemented Lever, our offer
acceptance rate in percent has jumped from the
low 80s to the high 90s.”
Adam Binks
Recruitment Manager,
KPMG New Zealand
Stronger candidate relationships,
better recruiting results
▶ CRM capabilities
▶ Increased visibility into
communication
▶ Snoozing
▶ Talent pooling

49. AUTOMATION
Add Lever Nurture to your core ATS
▶ Powerful workflow automation
▶ Increased sourcing effectiveness
▶ Affordable to every size of
business
Alex Lebovic
Head of Talent, Grand
Rounds, Inc.
“Lever Nurture has been really impactful for us.
It’s enabling us to automate and manage
multiple touchpoints with candidates over
time… a great time-saver for my team.”

51. GET THE RECORDING.
▶ All attendees will receive a link to the recording of the presentation as
well as a copy of the slide deck within 48 hours directly via e-mail.
▶ Visit www.recruitingwebinars.com for our full archives
_____________________________________
Special Thanks to our friends at Lever!
www.lever.co
@Lever

52. Stay In Touch!
@mattcharney
@recruitingblogs
linkedin.com/in/mattcharney
matt@recruitingblogs.com
www.recruitingdaily.com
www.mattcharney.com
Facebook.com/recruitingblogs