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.
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
As presented at Social Recruiting Days in Berlin on Sept 13th and Hireconf in San Francisco on Sept 7th 2017 by Johnny Campbell of Social Talent.
Learn more about how the recruiting and talent acquisition sector is being disrupted by AI, machine learning and technology and how recruiters can be prepared for this change, even embrace it by focusing on their efficiency.
Johnny presents insights from the 2017 Global Recruiting Survey that zooms in on 4 areas where we should focus our attention.
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.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
Leveraging Data: LinkedIn Recruiter Jobs and Talent Pool Analysis | Talent Co...LinkedIn Talent Solutions
Data can strengthen your recruiting success. From Talent Connect Vegas 2013, LinkedIn's Tavin Lanpheir and Nate Williams cover various reports available to you in LinkedIn Recruiter and review recent talent pool analysis.
Find all LinkedIn Talent Pool Reports here on SlideShare: http://slidesha.re/15ryPlr
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Keeping Score: Using LinkedIn Data and Analytics to Change Recruiter Behavior...LinkedIn Talent Solutions
Learn from two LinkedIn data experts about how Analytics 2.0 and data can strengthen your recruiting success. Learn about the enhanced reporting for InMails, LinkedIn Recruiter and jobs usage reports, and get introduced to the recruiter scorecard.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Identifying grit: A.I. & predictive signals for quality of hire | Talent Con...LinkedIn Talent Solutions
Google discovered in 2015 that skills like grit and teamwork outweigh raw intelligence alone. We've built on that work, to define the most important skills in the innovation economy, one of which is grit. Our most recent research (May 2017; update July 2017), in partnership with Fedex, Thomson Reuters & Microsoft, has uncovered quantifiable predictors of performance for sales people in the innovation economy. Employers will learn how to navigate the path from traditional to predictive hiring.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...Susanna Frazier
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
Jill Larsen, Cisco’s Talent Acquisition Leader shares how the new Cisco experience for candidates, recruiters, and hiring managers influenced the Company’s talent brand personality. Creating a “VIBE” team to drive innovation and provide honest feedback has introduced TA improvements resulting in the team overachieving their KPIs. A career site revamp, a new ATS, and utilization of net promoter score helps Cisco know their magical “VIBE” is being shared.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
We have been hearing for quite a while that artificial intelligence might revolutionize recruiting. But when does all that potential for what AI can do become real? View these slides to learn the potential for AI in recruiting, including improvements in:
Candidate matching
Augmented writing (job descriptions, emails)
Chatbots
And more!
As presented at Social Recruiting Days in Berlin on Sept 13th and Hireconf in San Francisco on Sept 7th 2017 by Johnny Campbell of Social Talent.
Learn more about how the recruiting and talent acquisition sector is being disrupted by AI, machine learning and technology and how recruiters can be prepared for this change, even embrace it by focusing on their efficiency.
Johnny presents insights from the 2017 Global Recruiting Survey that zooms in on 4 areas where we should focus our attention.
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.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
Leveraging Data: LinkedIn Recruiter Jobs and Talent Pool Analysis | Talent Co...LinkedIn Talent Solutions
Data can strengthen your recruiting success. From Talent Connect Vegas 2013, LinkedIn's Tavin Lanpheir and Nate Williams cover various reports available to you in LinkedIn Recruiter and review recent talent pool analysis.
Find all LinkedIn Talent Pool Reports here on SlideShare: http://slidesha.re/15ryPlr
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Keeping Score: Using LinkedIn Data and Analytics to Change Recruiter Behavior...LinkedIn Talent Solutions
Learn from two LinkedIn data experts about how Analytics 2.0 and data can strengthen your recruiting success. Learn about the enhanced reporting for InMails, LinkedIn Recruiter and jobs usage reports, and get introduced to the recruiter scorecard.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Identifying grit: A.I. & predictive signals for quality of hire | Talent Con...LinkedIn Talent Solutions
Google discovered in 2015 that skills like grit and teamwork outweigh raw intelligence alone. We've built on that work, to define the most important skills in the innovation economy, one of which is grit. Our most recent research (May 2017; update July 2017), in partnership with Fedex, Thomson Reuters & Microsoft, has uncovered quantifiable predictors of performance for sales people in the innovation economy. Employers will learn how to navigate the path from traditional to predictive hiring.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...Susanna Frazier
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
Jill Larsen, Cisco’s Talent Acquisition Leader shares how the new Cisco experience for candidates, recruiters, and hiring managers influenced the Company’s talent brand personality. Creating a “VIBE” team to drive innovation and provide honest feedback has introduced TA improvements resulting in the team overachieving their KPIs. A career site revamp, a new ATS, and utilization of net promoter score helps Cisco know their magical “VIBE” is being shared.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
We have been hearing for quite a while that artificial intelligence might revolutionize recruiting. But when does all that potential for what AI can do become real? View these slides to learn the potential for AI in recruiting, including improvements in:
Candidate matching
Augmented writing (job descriptions, emails)
Chatbots
And more!
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
2015 CareerXroads Source of Hire ReportCareerXroads
Since 2001 CareerXroads has annually published a highly anticipated Source of Hire report. Each of these lab reports cover thousands of hires per year and effectively shares the research and survey results grouped by job family, geography, level and industry.
This presentation helps you understand how you can setup a fast, easy and effective employee referral program using the wisestep.com platform. Use it to believe it !
Learn how to define (and improve!) the quality of hire in this webcast. Click through to see the shift from taking job orders to influencing hiring needs and identify selection strategies that provide top-quality hires in today's new work environment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
If the mention of data and analytics gives you hives, don’t worry - we’re here to help! In this e-book we’ll guide you step-by-step through how to find the best person for the job faster, using talent pool insights that will make your hiring manager smile.
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Similar to Future of Recruiting: Tech Trends and Tools For the Talent of Tomorrow (20)
Everywhere we look, we are surrounded by communities, both at work and at home. Studies show that in the office, maximizing your community members’ engagement leads to better retention and higher productivity. But how do you maximize that engagement?Take a journey with me as I dissect the elements of a strong community. I’ll start with my full circle career from Community Relations Intern with the Baltimore Orioles to Director of Talent and Community Engagement at a cutting edge software company. Next, we will look at building a community in your office, metrics and ROI around community engagement, and real life examples of community building successes. We’ll even identify your less active members and discuss approaches of how to engage them more- or even get value from them at their current status. We’ll also analyze the relationship between culture and community- how they are different and how they are dependant upon one another.Finally, I’ll provide suggestions on a handful of resources that can be be helpful in your workplace community planning.
Navigating the Path to Diversity in HiringRecruitDC
Like eating the proverbial elephant, successfully navigating the path to diversity requires a series of small
steps rather than a single leap. It is a journey that combines people, processes, and technology across a wide
range of topics, each with its own challenges and rewards.
During this session, we will explore the rich landscape of hiring and how to blaze a trail to an unbiased,
diverse program: from communication and candidate experience, to qualifications, candidate evaluations,
assessments, and finally candidate selection. We will define goals, tactics and techniques, along with insights
on how to effect change within your organizations.
Join us as we map a step-by-step path to a more diverse and inclusive hiring program.
Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of “opt in” candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
RecruitDC President leads a panel of four top recruiting executives from global companies such as Hilton Worldwide, Leidos, Facebook, and Fannie Mae. Questions and responses cover topics ranging from how do you build, train, and retain a best in class recruiting team, how did you grow your career to get you where you are today, how do you manage underperforming team members, what stands out to you in your top hires, what are the latest trends and upcoming innovations you are seeing in the industry of global talent acquisition
We will start with the basics of sourcing and some tips for LinkedIn (Basic and Recruiter). We will then delve deeper into useful tools, tips, tricks, and techniques. We’ll also cover some ways to help you better navigate the DC landscape. Since the DC metro area is an eclectic mix of organizations and people unlike anywhere else in the country, we will discuss some sourcing tactics that are specific to the area.
Who Should Attend: Sourcers, recruiters, and talent acquisition leaders who realize the importance of the interaction between techniques, technology and tools in their daily recruiting efforts. Anyone looking for ways to improve their sourcing methodologies and best practices should also consider attending.
Overcoming the Urgent: Time Management in Talent Acquisition RecruitDC
How many times have you looked up at 4:00pm and wondered "What have I accomplished today? Talent Acquisition Professionals, and particularly those on the Corporate side have constant and competing demands on their time. This session will provide insight into those demands and how to manage your time so that the urgent does not overcome the important. The session will look at the psychology of time management, and provide an in depth look at some practical and tactical ways to overcome the major time drains that we all face.
How to Build Community to Get Clients, Candidates, Dates and Fame - Chris Com...RecruitDC
Learn why building your network is the single best thing you can do for you, your company, and people you want to help. The rules have changed, it's not as hard as people want you to think. This talk applies to both megastars and those early in their careers.
This is for you if:
Candidates aren’t answering your email, phone, InMails or DMs.
You want to show you are not a TRANSACTIONAL Recruiter or Sourcer and care about giving back.
You want to learn how to join the Recruiting and Sourcing Influencer "Gold Rush" before it’s too late.
What you get:
Learn the exact steps to get in front of potential candidates and clients in a more meaningful way.
Learn the psychology of why people like to buy and nobody likes to be sold.
And what you need to learn from Justin Bieber, Facebook, and the 80/20 Principle.
Sourcing on Social Media - Jeremy Bonewitz; recruitDC Spring 2018RecruitDC
This seminar is to learn and embrace social media in one’s weekly sourcing and recruiting efforts. We will cover the basic 3 including using and targeting people & groups on LinkedIn and Facebook, sourcing candidates on Twitter. Besides these big 3 we touch on sites sites such as Zoominfo, Duck Duck Go, SlideShare and the use of Advanced Google Searching to source for potential candidates.
We will also cover tools that you can use to help make sourcing faster and more efficient!
Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent
For those in the Cleared Recruiting Community who are looking for a few tips on getting started building and implementing a Social Media recruiting strategy.
Choose Your Own Adventure, Recruitment Marketing Edition! - Lauryn SargentRecruitDC
Looking to create content to engage candidates, but not quite sure where to begin? Recruiter-turned recruitment marketer Lauryn Sargent will present on three companies, three story-based strategies, and three effective ways to get any employer brand off the ground:
1. Discover how Sodexo captured mission and purpose across their organization
2. Take a deep dive into niche talent groups with Dell Technologies
3. Tackle tough recruiting areas by highlighting an individual team, like CVS Health did with their Pharmacy Benefits Management team.
Attend for a behind-the-scenes look at the story collection process, and nab some tips you can try out yourself!
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Enginee...RecruitDC
Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-don’t-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Recruiting & On-Boarding: Like Peanut Butter and Jelly - Anna HalbrooksRecruitDC
Lessons learned from building out the recruiting and onboarding functions for local start-ups and the importance of connecting the two to create a seamless experience for employees to launch them to achieve their full potential
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Referral Programs: We Can Do So Much Better - Alan HenshawRecruitDC
Referral programs in most orgs are very outdated and not made a focal point. Considering how many hires most organizations get are from referrals, we can really supercharge these programs by thinking outside the box. Thinking about what really drives human behavior to go out of their way to refer someone for a role.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Market Yourself! Your Online Brand is Hurting Your Career and Costing You Ca...RecruitDC
Candidates are researching you online just as recruiters are researching them. A great personal brand will increase your response rate from passive candidates and encourage qualified active candidates to reach out to you (inbound marketing). Talent Acquisition professionals are very busy these days but it is worth it to take the time to invest in yourself. It will help you grow your career and could mean the difference between winning and losing the perfect candidate.
Cohesively connecting both social media and mobile technology is crucial to a company’s success in today’s competitive recruitment marketplace. Companies need to engage and attract candidates in order to stay ahead of the competition. From a candidate’s perspective, it’s an expectation to be able to communicate and interact with prospective employers via social and mobile platforms. This session will examine how to harness and implement a process to integrate cutting edge mobile and social media practices into a current recruitment strategy.
Everything is Communication: The Key to ClosingRecruitDC
Have you ever gotten to the end of a process with a candidate and you aren't sure if the deal is going to close? Or maybe you thought it was in the bag and then "poof, your candidate is dust in the wind and you are left wondering why?
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.
35. 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
45. 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.
46. Base: All Qualified Job Seekers (n=316)
Q1110 What does a good job search / candidate experience mean to you?
47. Base: All Qualified Job Seekers (n=316)
Q1110 What does a good job search / candidate experience mean to you?
48. Base: All Qualified Job Seekers (n=316)
Q1110 What does a good job search / candidate experience mean to you?
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. 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.
52. 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.”
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. 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?
56. 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?
57. 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?
60. How To Identify Internal Influence:
•Number of connections.
•Frequency of shared connections.
•Diversity of connections.
•Charting information flow.
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