Holly's presentation on Insights from the 2018 SocialTalent Global Recruiting Survey, from the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motors HQ.
Dawn Burke's recruiting presentation at the 2018 Michigan Recruiter's Conference in Detroit, MI, onsite at General Motors. The presentation focuses on Recruitment strategy.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Recruitment challenges a Recruiter must beat before hiring any candidate. The focus of this ppt on recruitment challenges is particularly on how to interview only quality candidates. Follow the below link to know more
https://blog.interviewmocha.com/worst-recruitment-challenges-a-recruiter-must-beat
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Dawn Burke's recruiting presentation at the 2018 Michigan Recruiter's Conference in Detroit, MI, onsite at General Motors. The presentation focuses on Recruitment strategy.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Recruitment challenges a Recruiter must beat before hiring any candidate. The focus of this ppt on recruitment challenges is particularly on how to interview only quality candidates. Follow the below link to know more
https://blog.interviewmocha.com/worst-recruitment-challenges-a-recruiter-must-beat
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
LinkedIn Talent Acquisition Keynote | Pat Wadors and Brendan Browne, LinkedIn...LinkedIn Talent Solutions
In this joint keynote, LinkedIn’s CHRO, Pat Wadors, and Head of Talent Acquisition, Brendan Browne, will discuss how they have successfully aligned talent acquisition and talent management for success. Together, they will share how their talent strategy supports the company’s five-year strategy, and Pat will discuss her three-year journey roadmap that she designed upon joining LinkedIn in 2013.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
The Targeted Job Search – How to get the Hiring Manager to Call You!
We live in what is now called a referral economy. With over 80% of jobs being filled through referrals it is important that you have a network there to support you. We will be talking about:
Building a target list of companies
How to strategically network into the management chain so that they call you when a position opens up!
What to do after you are hired to prepare for the next job change
The days of staying in a job for 5, 10 or 15 years are over. Use this strategy to build a referral network that will keep you employed at employers that you want to work for.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Is employee turnover a serious issue for your organization? Are your current engagement programs and surveys no longer effective? Chances are you have the right intentions, but just the wrong tools.
In this informative webinar, Dick Finnegan, the leading Stay Interview expert and author of the best-selling SHRM book in history, The Power of Stay Interviews, will reveal how HR professionals are using Stay Interview programs to dramatically lower turnover costs and improve employee engagement for organizations of all sizes.
Key takeaways will include:
1. Rethinking Retention - 3 reasons most retention programs don't work & how to avoid them.
2. Stay Interview Structure - How to build an efficient & effective Stay Interview program (that line managers will use!)
3. Stay Interview Strategy - How to use Stay Interviews to achieve strategic HR, effective line managers and engaged employees
4. Stay Interview Solutions - How to build a business case for your Stay Interview program that guarantees ROI (and makes you look like a rockstar!)
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
You know that creating an environment for employees to realize their highest potential involves more than free baseball tickets or Friday happy hour. It requires business leaders to know their workforce on a deeper level and a commitment to meet the individual needs of every employee. When organizations take action to make these circumstances possible, employees realize their full potential and engagement increases. PXT Select™ Virtual Showcase, “Mending the Engagement Gap,” and discover how the PXT Select solution creates a consistent, scalable process that provides organizations with the information they need to engage and develop their employees fully.
You will learn:
• Why employee engagement is critical to an organization’s bottom line
• Which five conditions allow employees to engage with their work and drive results
• The full value of PXT Select as a talent management tool for coaching, improving team effectiveness, developing skills, career pathing, succession planning, and more
Contact Ron Hiller at Insights for Performance to get your questions answered.
rhiller@insightsforperformance.com
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
#TalentMeasured
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The SocialTalent Global Recruiting Survey 2019Johnny Campbell
Thousands of recruiters take the SocialTalent Global Recruiting Survey every year. This year's results show the difference between reactive and strategic recruiting and what it takes to evolve from one to the other,
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
LinkedIn Talent Acquisition Keynote | Pat Wadors and Brendan Browne, LinkedIn...LinkedIn Talent Solutions
In this joint keynote, LinkedIn’s CHRO, Pat Wadors, and Head of Talent Acquisition, Brendan Browne, will discuss how they have successfully aligned talent acquisition and talent management for success. Together, they will share how their talent strategy supports the company’s five-year strategy, and Pat will discuss her three-year journey roadmap that she designed upon joining LinkedIn in 2013.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
The Targeted Job Search – How to get the Hiring Manager to Call You!
We live in what is now called a referral economy. With over 80% of jobs being filled through referrals it is important that you have a network there to support you. We will be talking about:
Building a target list of companies
How to strategically network into the management chain so that they call you when a position opens up!
What to do after you are hired to prepare for the next job change
The days of staying in a job for 5, 10 or 15 years are over. Use this strategy to build a referral network that will keep you employed at employers that you want to work for.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Is employee turnover a serious issue for your organization? Are your current engagement programs and surveys no longer effective? Chances are you have the right intentions, but just the wrong tools.
In this informative webinar, Dick Finnegan, the leading Stay Interview expert and author of the best-selling SHRM book in history, The Power of Stay Interviews, will reveal how HR professionals are using Stay Interview programs to dramatically lower turnover costs and improve employee engagement for organizations of all sizes.
Key takeaways will include:
1. Rethinking Retention - 3 reasons most retention programs don't work & how to avoid them.
2. Stay Interview Structure - How to build an efficient & effective Stay Interview program (that line managers will use!)
3. Stay Interview Strategy - How to use Stay Interviews to achieve strategic HR, effective line managers and engaged employees
4. Stay Interview Solutions - How to build a business case for your Stay Interview program that guarantees ROI (and makes you look like a rockstar!)
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
You know that creating an environment for employees to realize their highest potential involves more than free baseball tickets or Friday happy hour. It requires business leaders to know their workforce on a deeper level and a commitment to meet the individual needs of every employee. When organizations take action to make these circumstances possible, employees realize their full potential and engagement increases. PXT Select™ Virtual Showcase, “Mending the Engagement Gap,” and discover how the PXT Select solution creates a consistent, scalable process that provides organizations with the information they need to engage and develop their employees fully.
You will learn:
• Why employee engagement is critical to an organization’s bottom line
• Which five conditions allow employees to engage with their work and drive results
• The full value of PXT Select as a talent management tool for coaching, improving team effectiveness, developing skills, career pathing, succession planning, and more
Contact Ron Hiller at Insights for Performance to get your questions answered.
rhiller@insightsforperformance.com
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
#TalentMeasured
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The SocialTalent Global Recruiting Survey 2019Johnny Campbell
Thousands of recruiters take the SocialTalent Global Recruiting Survey every year. This year's results show the difference between reactive and strategic recruiting and what it takes to evolve from one to the other,
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
“As a talent professional, you transform people's careers and lives on a daily basis. You're busy helping candidates make their next move, but have you thought about your own?
Take your recruiting career to the next level with insights and data from CEB and LinkedIn. You’ll learn what it takes to become a decision influencer and the best recruiter in your field.
This presentation covers:
● The fastest growing and most in-demand skills you need to be a top recruiter
● How you can evolve into a strategic talent advisor
● Practical ways to boost your career and stay competitive”
High Performance Recruiting @ NCHRA July 2015 presentationDaniel Chait
I gave this talk at the NCHRA about how to design and run an effective, competitive recruiting process.
In this deck I cover planning, sourcing, interviewing and offer/hire. We give concrete takeaways and action points for each of these.
Tim Sackett's presentation on how you can get better at Recruiting by following the principles behind the science of using data in the Moneyball movie.
Angie Verros's deck from the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motor's HQ. Better recruiting and sourcing emails.
Torin Ellis's presentation at the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motor's HQ. Torin challenges us to raise the level of commitment around D&I practices in our organizations.
Tracey Parson's Recruitment Marketing presentation from the 2018 Michigan Recruiter's Conference in Detroit, MI onsite at General Motor's HQ. Tracey teaches us how to Hack recruitment marketing with limited resources.
What are great companies doing to ensure candidates have a great candidate experience. Also, technology recommendations on which tech helps you automatically drive great CX.
Mike Bailen, VP of People at Lever, presenting at the 2017 Michigan Recruiter's Conference on how talent acquisition can use marketing strategies to attract more talent.
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
I was a white kid who grew up in the city. Rap music shaped how I thought. When I got into HR and Business I thought it was ironic how rap lyrics could parallel how I thought about leadership.
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.
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
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.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
6. In-House: Primary Source for Candidates who’re
ultimately hired
Other
1.0%
3rd Party Agencies
0.7%
Career Fairs
0.8%
Social Media (excl. Prof. networks)
3.0%
Referrals
4.3%
Candidate Database
5.9%
Direct Applications to Career Site
11.9%
Job Boards
22.0%
Professional online networks
50.4%
7. 3rd Party Agency: Primary Source for Candidates
who’re ultimately hired
Social Media (excl. Prof. networks)
4%
Referrals
4%
Candidate Database
12%
Direct Applications to Career Site
4%
Job Boards
22%
Professional online networks
54%
11. Inbound / Outbound Mix
0 10 20 30 40 50 60 70 80 90
All
In-House
Agency
RPO
Inbound/ Outbound Mix
% of Candidates from Inbound % of Candidates from Outbound
12. Funnel Performance: Top Sourcers*
Average Outbound Top In-House Outbound Top 3rd Party Outbound
Number of Outbound
Candidates on Shortlist
5 12 10
% Response Rate 40% 49.5% 52%
% Conversion from Search
to Shortlist
3.49% 15.5% 15.45%
* Recruiters who said they contacted 90% or more of those who appear in search results
13. Key Take-Away
• Outreach response rate averages have increased to 40%, up from 35% in 2017
• Professional networks are top source of hire in general, beating direct
applicants, job boards and our own databases combined
• Seems that by applying for a job directly to a company means you’re less likely
to get to a Hiring Manager shortlist than if you were approached by a Recruiter
• As an Agency candidate, applying to a job means you’re more likely to hear
from the Recruiter, but less likely to get on the Client Shortlist
• Recruiters with high sourcing accuracy have also a higher response rate and
overall conversion rate - less effort!
14. Other Notes:
• Some recruiters responded that their Hiring Managers would prefer to
review dozens of resumes — the average shortlist for inbound candidates
is 17, the median is 5
• Recruiters that act as Talent Advisors are aligned and clear on WDGLL for
each requisition
• Hiring Managers’ acceptance of the shortlist, as in will interview all those
on the shortlist and choose a hire from that pool, is our goal.
16. Reactive Recruiting Mode
• Only works on approved requisitions
• No awareness of hiring plan for the year/period, or any short-term
headcount plans
• Must go out to market every time a requisition opens
• Hiring manager capability is poor
• Very little interview structure or design
• Candidate experience is not a “managed” process
17. Strategic Recruiting Mode
• Work on job role profiles, not just specific requisitions
• Full transparency on the hiring plan for year/period
• Active database of nurtured candidates who’re fans of the company
• Hiring Managers have strong interview skills, with a designed interview
process
• Candidate experience is managed carefully and developed based on
feedback
18. Key Strategic Behaviours
“Hiring Managers believe and
act on the basis that recruiting is
a core part of their job”
3.5
3.625
3.75
3.875
4
Average
Strategic Pipeline Builders
High confidence in HM capability
1 = Strongly disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
19. Key Strategic Behaviours
“I feel that Hiring Managers at my
organisation are competent and capable
interviewers and make good, evidence-
based hiring decisions”
3.4
3.55
3.7
3.85
4
Average
Strategic Pipeline Builders
Measured on Shortlist Acceptance
1 = Strongly disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
20. Key Strategic Behaviours
“I use Talent Market insights (like
competitor, salary and availability insights)
to influence Hiring Managers”
3.6
3.7
3.8
3.9
4
Average
Strategic Pipeline Builders
High sourcing accuracy
1 = Strongly disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
23. In-House Recruiters:
What part of the Recruiting Process are you a stakeholder of?
Outbound Candidate Sourcing
Outbound Candidate Screening
Intake Meeting with Hiring Manager
Applied Candidate Screening
Job Advertisement Posting
Shortlist Presentation to HM
Shortlist Compilation
Unsuccessful Candidate Disposition/Decline
Job Advertisement Drafting
Candidate Offer
Candidate Preparation for Interview
Interview Coordination
Offer Negotiation
Hiring Manager Preparation for Interview
First Round Interview
Job Description Approval
Agency Partner Briefing
Requisition Approval
Candidate Testing
New Employee Pre-boarding/Coordination
Second Round Interview
Candidate Referee Validation
Hiring Decision
New Employee On-Boarding (1st Day) 22%
30.6%
30.7%
33.8%
37.9%
39.3%
40.1%
45.1%
47.1%
51.7%
52.2%
59%
60.7%
62.1%
62.1%
62.3%
63.3%
70.4%
71%
71.4%
75.8%
76.2%
82%
86%
24. In-House Recruiters:
What part of the Recruiting Process are you a stakeholder of?
Requisition Approval
Job Description Approval
Intake Meeting with Hiring Manager
Job Advertisement Drafting
Job Advertisement Posting
Agency Partner Briefing
Outbound Candidate Sourcing
Outbound Candidate Screening
Applied Candidate Screening
Shortlist Compilation
Shortlist Presentation to HM
Interview Coordination
Candidate Preparation for Interview
Hiring Manager Preparation for Interview
First Round Interview
Candidate Testing
Second Round Interview
Unsuccessful Candidate Disposition/Decline
Hiring Decision
Candidate Offer
Offer Negotiation
New Employee Pre-boarding/Coordination
Candidate Referee Validation
New Employee On-Boarding (1st Day) 22%
30.7%
37.9%
59%
62.1%
30.6%
63.3%
33.8%
39.3%
51.7%
52.2%
62.1%
60.7%
71%
70.4%
75.8%
82%
86%
45.1%
71.4%
62.3%
76.2%
47.1%
40.1%
71%
49%
43%
47%
25. 3rd Party Staffing Recruiters:
What part of the Recruiting Process are you a stakeholder of?
Outbound Candidate Sourcing
Outbound Candidate Screening
Applied Candidate Screening
Job Advertisement Posting
Shortlist Compilation
Job Advertisement Drafting
Interview Coordination
Candidate Preparation for Interview
Intake Meeting with Hiring Manager
Shortlist Presentation to HM
Unsuccessful Candidate Disposition/Decline
Offer Negotiation
Candidate Offer
First Round Interview
Successful Candidate Pre-boarding/Coordination
Requisition Approval
Candidate Referee Validation
Hiring Manager Preparation for Interview
Second Round Interview
Candidate Testing 35.8%
36.9%
41.5%
43%
44.8%
48.2%
50%
54.8%
57.4%
58.7%
62.5%
62.9%
64%
64.2%
66.8%
67.7%
71.8%
73.2%
78.6%
81.4%
26. 3rd Party Staffing Recruiters:
What part of the Recruiting Process are you a stakeholder of?
Requisition Approval
Intake Meeting with Hiring Manager
Job Advertisement Drafting
Job Advertisement Posting
Outbound Candidate Sourcing
Outbound Candidate Screening
Applied Candidate Screening
First Round Interview
Candidate Testing
Shortlist Compilation
Shortlist Presentation to HM
Interview Coordination
Hiring Manager Preparation for Interview
Candidate Preparation for Interview
Second Round Interview
Unsuccessful Candidate Disposition/Decline
Candidate Offer
Offer Negotiation
Candidate Referee Validation
Successful Candidate Pre-boarding/Coordination 48.2%
43%
57.4%
54.8%
58.7%
36.9%
64%
41.5%
64.2%
62.5%
67.7%
35.8%
50%
73.2%
78.6%
81.4%
71.8%
66.8%
62.9%
44.8%
65%
53%
50%
27. In-House Recruiters:
What KPI’s are you measured against?
Time to Hire
Offer Acceptance Rate
Shortlist Acceptance Rate by HM
Hiring Manager Satisfaction (NPS)
Candidate Pipeline Quality
Quality of Hire
Candidate Diversity
Candidate Satisfaction (NPS)
Volume of Outbound Sourced Candidates
Candidate Pipeline Volume
Time to Shortlist
Volume of Inbound Applications
0 0.15 0.3 0.45 0.6
16%
21%
24%
26%
27%
27%
34%
36%
37%
38%
45%
59%
28. 3rd Party Staffing Recruiters:
What KPI’s are you measured against?
Candidate Placement
CV Submissions
Number of Client Interviews with Candidates
Number of Candidate Interviews
Offer to Candidates
Phone Activity (Outbound Calls)
Shortlist Acceptance
Time to Place
Pipeline Quality
Pipeline Volume
Time to Present
Time to Shortlist
Fees Negotiated
Contract Rate Per Hour/Day
Contract Term Length
0% 17.5% 35% 52.5% 70%
6.5%
9.6%
16.8%
17.7%
17.7%
19.9%
22.1%
24.7%
24.7%
33.6%
38%
43.2%
44.1%
53%
66.2%
29. Key Take-Away
• In-House recruiters are stakeholders to all early-stage activities, but almost
no late-stage activities in the recruiting process
• Agency recruiters are stakeholders to all mid-stage activities, and
coordinate with the candidate right the way through to the end stage -
otherwise they don’t achieve their goal!
• Those who have Shortlist Acceptance as one of their KPI’s rate their Hiring
Manager capability and relationship higher than those who don’t