This document summarizes a presentation given in 2010 about the evolution of online talent acquisition over the previous 10 years and what may come in the next 10 years. It outlines how recruiting has shifted from relying heavily on print ads in 1997 to relying on the internet for 45% of hires by 2009. The presentation discusses both what has worked with the transition to online recruiting, such as increased candidate pools and communication automation, and challenges such as maintaining up-to-date information and minimizing legal risks. It also considers how recruiting may continue to change with further technology advances and shifting candidate and employer behaviors.

1. What’s worked, what’s broken, and what’s next?10 Years of Online talent acquisitionPresented by Carmen HudsonApril 14, 2010Northwest Indiana SHRM Annual Conference

2. Today’s theme:Connecting Leaders…Solving Tomorrow’s Challenges and Creating Opportunities Now!

3. Five Steps to ConnectionWhere I work Where I liveWhat I like to do professionallyWhat I like to do for funWhat I am passionate about

4. Wayback Machine: Talent AcquisitionWhat happened over the last 10 years?How far have we come?What’s in store for the next 10 years?

5. 1997Time to start: 52 days 28.7% of hires were sourced from print ads (at an average cost of $1638)2.1% of hires came from “the internet”10% of companies allowed all employees access to the internet. 41% allowed only a few employees access to email24% had company websitesSource: Gerry Crispin and Mark Mehler, CareerXroads

6. 200945% of hires attributed to InternetCareer siteJob boards, search engine marketingDirect sourcing or internet research2.3 % attributed to print45% of companies block access to one or more social media sitesSource: CareerXroads Sources of Hire Survey 2009

7. The Promise of Online RecruitingInformation transparency and immediacyReach a greater breadth of candidatesAutomate communication processSave moneyReduce legal/compliance headachesImprove cycle timeSimplify the job/role of recruitingAccess to hard-to-find candidates/top candidatesImprove candidate selection

8. Information Transparency and Immediacy90% is not good enough. You’re transparent about opportunities. Candidates are transparent about how they feel about you. Are you OK with that?Information gets old quick. What do you do with expired information?A-

9. Reach a Greater Breadth of CandidatesWe have the opportunity toachievereal diversity, impact the innovation and performance of our organizations. Are we taking full advantage of this opportunity?Data AnalysisTalent managementA+

10. Automate the Communication ProcessWhat is our minimum response commitment?Do we do anything different for superstar talent?How can we creatively use social media to set expectations?How do we treat each other? Shouldn’t we treat “company” even better?How do we justify the expense? Or do we?F-

11. Save MoneyWhat does is real recruiting productivity?Truth in recruiting – what resources are needed to run a top-notch organization? That’s where you start the conversationFund what gets results, but squirrel a bit toward experimental stuffC

12. Improve Cycle TimeThis is a people business. And people do not make big decisions quickly.Our challenge is to help make decision making easierA tight process can speed things upThe winner will link robust performance management system to recruiting assessment tools and trainingC+

13. Simplify Recruiter’s JobWhat is the business we’re in? Do we have the right players?With whom are we partnering? From whom can we learn?Do not buy a system that requires too much data entry!Are we providing the necessary training?D

14. Mitigate Legal IssuesDoes your recruiting organization support alignment goals?Does your recruiting organization know HR law?Act as if social media is imminent, and prepare!C

15. Find Superstar TalentCreate and nurture your employer brand – this is your most potent weapon in the war for talentGeicoWhirlpoolGoogleStarbucksMy favoriteB+

16. That was then…this is NOWThat was then…Y2K – the issue was the machineLine AdsHome accessAutomated resume storageA handful of big job boardsThird-party recruiter dominanceProcess closely guarded by HRCandidates had little or no voiceThis is nowExternal attacks are biggest concernRich media (back to line ads?)Mobile accessWorkforce management systemsNiche boards for every professionRise of the corporate recruiterRecruiting specialists drive the processCandidates have more knowledge and power

17. Thank Youcarmen@tweetajob.com@peoplesharkhttp://www.linkedin.com/in/carmenhudsonhttp://people-shark.blogspot.com/