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

1. Modern Day Recruitment :
You need to think Differently
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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. 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 Evolving
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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
assumptions
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5. The Great Horse Manure Crisis on 1894
Recruitment Industry and
Current Practices
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6. Getting Recruitment right is a ‗Must‘
Boston Consulting Group 2012 : From Capability to Profitability
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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 Evolve
7 © 2012 Presence of IT – Confidential & Proprietary

8. Recruitment Headlines and Implications
What's 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. 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 Evolve
9 © 2012 Presence of IT – Confidential & Proprietary

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 places
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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 Gartner
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12. Some features of our work world
By 2016 – 43% of the workforce will work remotely. Productivity increases by 15%
Most Heart Attacks happen on Monday Mornings
1 in 3 people work on week-ends, 62% check work e-mails
Staying late at work Mondays…Tuesdays are the most hated work day
Stress !
Taking work home
Living to work
40% of people take work home or work overtime
• 20% of workers work > 48 hrs per week
88% 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 & phones
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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 10
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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
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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 Evolve
15 © 2012 Presence of IT – Confidential & Proprietary

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 capability
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17. But the shift is happening
No Longer Crowded and Not fully Fundamental
Effective ineffective understood Shift
X
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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 Scores
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19. Building personal online Job databases and rankings
Bidding sites
– ‗EBay for
people Gamific
ation
Connection
Point
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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 validations
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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 & ER
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22. Our Service Portfolio
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23. Questions is our customer and our people are our strength.‖
―Our focus
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