In-House Recruitment Trends
•Download as PPTX, PDF•
2 likes•899 views
The document summarizes the results of an annual recruitment survey and discusses trends in video interviewing. The survey found that most recruitment teams are responsible for both internal and external hiring, and consist of 2-5 members. It also found that linkedin is widely used for sourcing, but ATS systems are often rated poorly. The document then introduces Sonru, a video interviewing platform, and shares research showing the convenience it provides candidates and how it has helped clients like EE streamline and improve their hiring process.
Recommended
Recommended
More Related Content
Similar to In-House Recruitment Trends
Similar to In-House Recruitment Trends (20)
Recently uploaded
Recently uploaded (20)
In-House Recruitment Trends
- 2. Nice to Meet You! The FIRM Emma Mirrington Chair Woman & Director emma@thefirm-network.com Sonru Daniel Richard Managing Director – Europe daniel@sonru.com
- 3. Agenda • The results of The FIRM’s Annual Membership Survey • The impact of Video Interviewing • The candidate experience of Video Interviewing: Research insights • Q & A
- 4. Survey Categories • Structure, Strategy and Operations • Future Talent • Attraction and Sourcing • Technology • Recruitment Process Outsourcing (RPO) • Selection & Assessment • Measurement • Challenges
- 7. Recruitment Team Structures • 91% of respondents responsible for both internal and external recruitment • Teams of 10+ accounting for only 31% in 2015 dropping from 34% of respondents in 2013 and down again from 39% in 2011 • Most respondents work within team sizes of 2-5 (42%) compared to 29% in 2014 • The rise of the sole recruiter – from 9% to 15% to 44% in the last three years! • 31% have a separate sourcing function and 25% dedicated employer brand resource
- 10. Attraction and Sourcing • 77% of respondents hold a LinkedIn Recruiter account • Of those with a LinkedIn Recruiter license, 53% access it daily down from 67% last year • 13% reporting that they remain permanently logged in down from 22% last year
- 11. Technology
- 12. ATS Usage • Taleo still holding strong (20% previous two years) • 31% don’t use an ATS at all • 31% rating their ATS as poor or below • 70% of respondents use 2-5 recruitment technologies to help them recruit • 97% have a corporate careers site • 57% have a careers site that is over 4 years old and only 16% rate their careers site as very good in terms of mobile friendliness/ optimisation
- 14. Screening • 88% use competency based interviewing • Video interviewing has increased to 30% in 2015 • 63% expect usage of video interviewing to increase
- 15. Measurement
- 16. Measurement – Time to Hire • Average time to hire indicated that the majority (51%) of respondents complete the recruitment process within 4-8 weeks (46% last year) • 4% (9% in 2014) have a quicker turnaround of under four weeks • Sectorial variations - Health/Care sector is the one in which hiring takes longest, with c50% of positions being filled over the course of more than 12 weeks.
- 17. Measurement – Cost per Hire • 39% of respondents cph was under £1000 up from 36% last year and 25% in 2013 • Only 9% spent over £4000 with Accountancy, Law and Utitlity/ Energy companies spending the most
- 18. Challenges • Finding capable candidates! • Digital capability within in-house teams • Agility and quality pressures • Workforce planning and Talent Pipelines and Pools • Employer Branding and EVP
- 20. What is Video Interviewing? • Replaces early stage screening • Works on laptop, desktop, mobile, tablet • Asynchronous or Live • Replicates the format of a face-to-face interview • Removes everyday pains of a recruiter
- 21. Asynchronous Video Interviewing • One way interview replicating a face-to-face • Recruiters and candidates are not online simultaneously • Can be completed/ reviewed at a time convenient to all parties Live Video Interviewing • Real time interview completed remotely • Recruiters and candidates are online at same time • Time needs to be scheduled to suit all parties
- 22. Sonru Video Interviewing • Available in 17 languages, including Chinese, French, German, Arabic • Multi-platform, ATS friendly • Full global customer support, 24/7/365 • 500+ clients worldwide: Nestlé, Thomas Cook, NHS, Asda, H&M, Tesco Bank, Primark +
- 24. 86% Convenience for Candidates is Key Completion Location Other Work Home of candidates chose to complete their interview at home
- 25. 60% Do your recruiters work weekends? of all Video Interviews are completed outside normal working hours Weekend Evening Mon-Fri 9-5 40% 51% 9%
- 26. 26% You need to be mobile enabled of Sonru Interviews are completed on a Mobile Device 18% iOS App 74% Computer 8% Android App
- 27. The Biggest Mobile Network in the UK • Introduced video interviewing to remove subjectivity and unconscious bias of internal recruitment • Cut time to hire by 50% • Completely time consuming telephone interviews across all depts Client Case Study : EE
- 28. “It allows a candidate to bring their CV to life. Everything tends to look so ‘samey’ on CVs for a given role, and this is really an opportunity for candidates to bring to life highlights in a way that I can assess if they would be a good fit for the requirements of the role.” Simone Sellar, Lead Resourcing Partner, EE
- 29. Closing • The results of The FIRM’s Annual Membership Survey • The impact of Video Interviewing • The candidate experience of Video Interviewing: Research insights • Q & A
- 30. Get in Touch The FIRM Emma Mirrington Chair Woman & Director emma@thefirm-network.com 0044 7855 312314 Sonru Daniel Richard Managing Director – Europe daniel@sonru.com 00800 2400 4444 Q&A
Editor's Notes
- I know many of you here may be familiar with Sonru and with Video Interviewing in general but for anyone who’s not: A video interview, put as simply as possible, is a job interview that takes place remotely using video technology. Video Interviews enable you to interview people from anywhere in the world and also allow you to ‘see’ the candidate and assess non-verbal cues. Forget about allocating time to both schedule and conduct the interviews. It is often used to replace the more traditional forms of early screening of candidates such as doing a telephone interview. Video Interviewing removes geography from the equation by not meeting candidates in person and the video’s can be shared among multiple stakeholders in the recruitment process
- So who is Sonru? Well founded in 2007, Sonru launched officially, after 2 years R&D, in February 2009 and since then have been working with 500+ Enterprise clients. The application is available in 16 languages, across all platforms and iOS and Android mobile devices. We are also integrated into the major ATS platforms in the market.
- You can use branding to engage your candidates – here is a great example of the The Post Office using branding to engage their candidates. This page aims to put the candidate at ease. Interviews can be stressful experiences; we’re here to try making it as worry-free as possible. This branding is a clone of their careers page – check it out.
- The candidate insights come from 200,000 randomly selected interviews and over 30,000 candidate surveys over a 4 year period. We began surveying candidates in 2011 and have been publishing the data year on year in candidate experience whitepapers ever since. We launched the 5th volume of the whitepaper only a few weeks ago and I urge you to get your hands on it. The really interesting thing about this latest whitepaper for us (and hopefully for you too) is that this is not a stand-alone review. Having been in this market for many years, we have a unique opportunity here to look at progressions and trends in the industry over the four-year period and the findings are really worth reading. Where, when and how do candidates complete their interviews? We can see that the candidates’ own home remains the most popular location, with 86% of them carrying out their interview from home. While obviously the convenience of being able to do their interview at home is a major positive for candidates, it is interesting to also note that from 2013 to 2015 there was a 10% jump in “home” as the preferred location. Personal computers and mobile devices are now so widespread that being faced with a video interview does not faze candidates, as they do not need access to any additional technology that’s not readily available at their fingertips.
- Almost two thirds of all candidates do their Video Interview outside of working hours. This is really important for recruiters to take notice of. This kind of flexibility is a huge factor not only for the candidates convenience but it means that an average of 60% of the interviews being completed across our user base are completed outside of 9-5 regular working hours and 40% are completing their interviews on the weekend. For us here at Sonru, results like this in particular help us work on the candidate experience and is one of the main reasons why we offer round the clock, 24/7 support.
- Next we wanted to uncover what devices candidates were completing their interviews on. While personal computers still hold the vast majority, over a quarter of candidates have completed their interview on a mobile device, either through iOS or Android. Even in the last couple of months we’re seeing this increase to almost a third of candidates completing their interviews on a mobile device. As many of you are hearing from lots of different sources, mobile is becoming hugely important in every area of recruitment. From job postings to applications, candidates expect you to be mobile friendly and your video interview is no different! Since the launch of the Sonru mobile applications we continue to be extremely impressed with the growth of mobile usage. Initially we were cautious as to its use within the interview process as it’s a very important step in getting a new job. It’s probably the most exciting trend within the field of video interviewing in the last 2 years, to see such an increase in mobile and the term “mobile interviewing” is one we’re hearing more and more often from our candidates and our clients.