Recruitment processes are changing due to rising expectations of convenience from both recruiters and candidates. Recruiters have less patience, shorter attention spans, and are dealing with more volumes than ever before. Candidates expect regular feedback and have more options through job boards and social media. The traditional multi-step recruitment process can take candidates hours without compensation. Successful companies are adapting to this age of convenience by offering sleek, mobile-friendly interfaces; quick response times; one-click applications; and feedback to candidates. Big data and new technologies are also helping smaller companies source and screen candidates more effectively.

1. Recruitment in the age of convenience
By: Max Armbruster, Founder / CEO of Talkpush
June 30th, 2015
© Talkpush, 2015 – Proprietary and confidential

2. MAX
FOUNDER / CEO
Max Armbruster is the founder and CEO of Talkpush. Prior to Talkpush, Max was working
at enterprise software leader SAP, where he held strategic regional roles. Max’s past
entrepreneurial ventures include an applicant tracking SaaS company and a engineering
outsourcing company, both in Singapore.
MEET ME

3. When did life get so simple?

4. TRANSPORTATION

5. ROMANCE

6. EATING

7. • We have the world at our finger tips and expect to have it all come to us, without ever
having to leave our couch.
• Among younger generations, convenience is not just a nice to have now but is now the
expectations
EVERY TASK IS NOW A CLICK AWAY

8. • Here are some companies which went bankrupt or were acquired because they could not
adapt
AND FOR THOSE WHO DON’T ADAPT TO THIS AGE OF CONVENIENCE….

9. What does this mean for recruitment?

10. CHANGING EXPECTATIONS
Recruiters
• Have less patience with unqualified
candidates
• Have shorter attention span
• Work in the age of big data, where
they are asked to track performance
• Are dealing with more volumes than
ever before
Candidates
• Enjoy rising wages but stiff
competition
• Have shorter attention span
• Have more job board and social
media options
• Are not in awe of giant companies
• Expect regular feedback
Hiring Managers
• Dealing with higher employee
turnover
• Asked to do more interviews every
year

11. CHANGING EXPECTATIONS

12. • For most candidates, a typical recruitment process will represent hours of work, for which they may
receive zero compensation
• Whenever possible, aspire to offer feedback to the candidates so your company is perceived as
progressive
• This should allow you to generate more referrals
Day Activity Details Time
consumed
1 Apply online Create profile + send resume to 20+ different employers 3:00h
2 Receive invitation Receive call, invited to interview. Do some research on the new company. 0:20h
3 1st Interview Take bus to office site (2h), wait before and between interviews (1h30), attend interview (20
min) + tests (40 min)
4:30h
4 2nd interview Come back to meet with hiring manager. Travel (2h), interview (20 min), contract signing and
admin with HR (20 min), waiting time (1h)
3:40h
Total 11:30h
WHAT IT FEELS LIKE TO APPLY FOR JOBS

13. TOP 5 APPLICANT FRUSTRATIONS
Lack of response to application
No compensation data
Relevancy of search results
Time required to apply
Difficulty on mobile device
Source: 1,502 US responses attained through a nationwide survey on Google Consumer

14. SUCCESS IN THE AGE CONVENIENCE
Sleek interface (innate,
natural)
One-click
Quick response time
Feedback on
performance
Ugly
Traditional design
Slow
Many clicks
One-way exchanges
Whattothrivefor
Whattoavoid

15. SLEEK INTERFACE
Here are some of the design guidance on how to build a sleek interface for
candidates:
• A fast response web design. A slow website is the main frustration for
candidates accessing your website via mobile phone.
• A uninterrupted mobile-friendly application workflow
• “Apply with LinkedIn” button. Deemphasizing resumes and accepting
online profiles
• Amazon-like search engine
• A shorter workflow (one screen only)
• Personalize the experience
• Add video content
Mobile friendly career site
One-click application process

16. CASE STUDY: TRADITIONAL DESIGN
Offline
Plenty of things that can ruin the candidate experience. Scheduling problems, conference room constraints, clumsy handoffs, delayed
follow-ups, and the hurdles to giving candidates performance feedback.
Online

17. CASE STUDY: REVAMPED DESIGN

18. • Making sophisticated complex look easy is what drives today’s innovation, in particular through
the use of design thinking
• Solicit feedback from the candidates
• Feedback loop will also increase your chances of not losing the candidate
• The process needs to allow for team-based recruiting
• Customer driven culture needs to go in to the world of recruitment
SEAMLESS IS NOT EASY

19. • Since Multipoly release in Hungary, PWC receives almost 2x the
number of candidates
• Tech companies organize competitions (e.g. Google
code Jam, Facebook Hacker club)
• For others, plenty of other options such as:
• Virtual job fairs (some platforms come with testing options)
• Tests and puzzles
• Rewards – offer rewards points and organize prizes
• Referral programs: create a leader board for the best referrers and
offer paid vacations and public recognition
Multipoly: the PWC work simulation
game
GAMIFICATION OF RECRUITMENT
Virtual Career Fair

20. EXAMPLE: THEME PARK HERO

21. EXAMPLE: SAP GRADUATE HIRING

22. WHAT SHOULD I TEST FOR?

23. WHAT SHOULD I TEST FOR?

24. Now from the recruiter’s standpoint…

25. CHANGING PERSPECTIVE: NOW FROM THE RECRUITERS STANDPOINT

26. • Most recruiters are also millennials, with less patience, busier
agendas and more smartphones.
• They are tech–savvy and want to have the freedom to innovate
• With the changes brought by technology and automation, their
job is shifting away from traditional activities, and more into a
sales role:
RECRUITERS ALSO WANT MORE CONVENIENCE
More selling
• convincing candidates
to accept
• convincing passive
candidates to consider
• market research
• viral branding
Less “hiring”
• sourcing
• matching
• screening
• interviewing

27. Job boards
Careerbuilder
Monster
Indeed
Glassdoor
JobsDB / Jobstreet
Likejobs
Recruiting and Applicant Tracking
Bullhorn Cornerstone Silkroad SuccessFactors (SAP)
Kenexa (IBM) Lumesse Peoplefluent Findly
Taleo (Oracle) Zoho Recruit Jazz Natural HR
Social Media
Jobvite
Work4
Tweetmyjob
Testing, Certifications
Smarterer
Pearson VUE / Versant
Berlitz
DSI (safety test)
Background screening
HireRight
Sterling BackCheck
First Advantage
Tazworks
Video screening
Sonru
Hirevue
WePow
Spark Hire
Referrals
Careerify
Greenhouse
Power2Motivate
Sourcing Screening Interviewing Validating Onboarding
Phone screening
VoiceGlance
Talkpush
Jobaline
3rd party Validation
SHL / Brainbench
Evolv
Pearson
Linkedin
Business Intelligence/ Big data
Burning Glass Entelo
eQuest Ziprecruiter
Hireology Broadbean
HIRING TECHNOLOGY SOLUTIONS MAP

28. • Percolata: retail staffing app. Real-
time tracking of retail traffic, and
of every employee’s availability to
ensure maximum staff utilization
• Jobandtalent, Kalibrr, Gild:
candidate self-assessment, with
job advertising network
• Crowdsourcehire, OnePage: pay
per interview, get expert help
• Jobaline, Jobdoh: help to locate
and hire hourly workers
• nsPIRE: the Tinder of recruitment,
combines Tinder and Linkedin for
a quick matching
COOL STARTUPS TO WATCH OUT FOR
Big data startups are being acquired by market leaders

29. • Employer branding is effective in many ways but it has
its limits:
• What are the odds of a candidate finding you because of
your Twitter or your Facebook feed? The challenge is getting
in front of the right candidate, at the right time, with the
right message.
• Most candidates may not be aware of the company, or
spending time researching it online
• Outbound is here to stay:
• Job boards like Jobstreet are still the #1 place where job
seekers look for service jobs.
• In the age of convenience, shouldn’t the job opportunity be
delivered straight to the candidate? Right to their phone?
• Passive candidates can be targeted via re-marketing
campaigns
SOURCING: OUTBOUND VS. INBOUND

30. • “Make it simple. Make it memorable. Make it inviting to look
at.” Leo Burnett.
• Promote your brand and your job
• Support your ad spend with fresh content on your page
• Target your ideal audience:
SOURCING: ADVERTISING IS EASIER AND MORE TARGETED THAN EVER BEFORE

31. • Entelo: Post to 50+ Job Boards with one submission. By monitoring personal data predicts
when a candidate is more likely to move.
• Ziprecruiter: Post to 50+ Job Boards with one submission
• eQuest: Job posting across hundreds of sites, and performance analysis on how to best
spend on job posting.
• ClearFit : Post your ad on Indeed, Craigslist, Simplyhired, and Monster and map applicants
to job success.
• Burningglass: Match job and people, resume parsing, and re-employment pathways /
building skills.
• Hireology: Data driven hiring. Use biometric data and proprietary algorithms to predict which
candidates are a fit.
“You’re never going to replace the human element in the recruiting process. The role
of data analytics is toaccelerate the funneling process.” - Hireology CEO, Adam
Robinson
SOURCING: THE POWER OF BIG DATAAVAILABLE TO THE SMALL GUYS

32. Recruiting and
Applicant Tracking
Performance Recruiting Learning /
Training
Mobile platform Onboarding
SuccessFactors (SAP) ★★★★☆ ★★★★☆ ★★★★★ ★★★☆☆ ★★★☆☆
Bullhorn ★★★★★ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆
Kenexa (IBM) ★★★☆☆ ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★☆☆
Taleo (Oracle) ★★★★★ ★★★★★ ★★★★☆ ★★★☆☆ ★★★★★
Cornerstone ★★★★★ ★★★☆☆ ★★★★★ ★★★★☆ ★★★☆☆
Lumesse ★★☆☆☆ ★★★★☆ ★★★★★ ★★☆☆☆ ★★★★☆
Silkroad ★★★★☆ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆
Peoplefluent ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★★☆ ★★★☆☆
Jazz ★★★☆☆ ★★★☆☆ ★☆☆☆☆ ★☆☆☆☆ ★★☆☆☆
APPLICANT TRACKING SYSTEMS: PLENTY OF GOOD OPTIONS

33. WORD OF WARNING: THIS IS WHAT HR TECH SALESPEOPLE SOUND LIKE….
“This software/tool pays for itself!”
“We don’t have that yet, but it’s in a future release!”
“Buy now, before the price goes up in
September!”
Source: timsackett.com

34. Word of caution on automated reports: Often more
work than manual ones.
ANALYTICS: DIFFERENT NUMBERS FOR DIFFERENT AUDIENCES
Recruiters
• % of interviews lead to hire?
• Reduction in manual processes
• Increase in RPO solutions?
• # hires per recruiter
Candidates
• Recruitment cycle time
• % of candidates hired
• % of candidates receiving feedback
• Size of your company’s network of
“friends” on Facebook, Linkedin
Hiring Managers
• % Top Performers
• % Poor Performers
• Employee turnover
• # of applicants
• Cost per hire

35. • Top 10 bleeding edge recruitment trends to watch in 2015 in HR by ERE
http://www.eremedia.com/ere/the-top-10-bleeding-edge-recruiting-trends-to-watch-in-
2015/
• More on the SAP graduate hiring initiative here http://www.eremedia.com/ere/can-
an-algorithm-replace-a-recruiter/
• Why You Should Stop Wasting Your Time With Social Recruiting by Katrina Kibben –
Recruiting Daily http://recruitingdaily.com/why-you-should-stop-wasting-your-time-
with-social-recruiting/
• The problem with using Personality Tests for Hiring – by Whitney Martin, Harvard
Business Review https://hbr.org/2014/08/the-problem-with-using-personality-tests-
for-hiring
SOURCES AND FUN READS

36. WE’LL BE ANSWERING QUESTIONS NOW
Q A&
THANKS FOR LISTENING
Q & A SESSION