The future of talent acquisition Michigan Recruiters Conference Spring 2015
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The future of talent acquisition Michigan Recruiters Conference Spring 2015
- 1. The Future of Talent Acquisition
- 2. My BFFs
- 6. Look up from your phone for a minute! • 72% career sites viewed via mobile • 45% of candidates apply via mobile • 20% of companies have mobile optimized career sites. • How many candidates applied via mobile for you last month?
- 8. Are you ready? • Job Design back in fashion • Technology can help – knowledge transfer – Camtasia • OrgVue – what happens when someone leaves or gets promoted – org mobility
- 10. Predictive Analytics • HR/Talent Doesn’t have “Big Data” • What we can do: – Flight Risk, performance, productivity • What will we do: – Business impact from talent actions – “WAR” metrics, identifying personal factors that impact everything! – % of workforce mix – • Total Employment
- 11. © 2014 CareerBuilder AGGREGATE DATA ACROSS ECOSYSTEMS JOB BOARDS TALENT NETWORK JOB AGGREGATORS REFERRALS HRIS Single View BDAS Big Data Analytics Suite CAREER SITE ATS INTERNAL SURVEYS RPO
- 15. 3 Billion Videos Per Day are watched on Facebook!
- 17. Candidate Experience • 85% of employees would consider a new job in the next 12 months. • 7% of employers have ‘mystery shopped’ their own recruiting process. • 48.7% of candidates get rejected via “Do Not Reply” email.
- 18. In 2015 you will be tricked into believing Candidate Experience is really, REALLY important. It’s not. Not treating candidates like crap, is really, REALLY important!
- 25. Recruitment Marketing & Automation • It’s time for TA to report to Marketing • JD’s designed for a USA Today audience • CRM vs. ATS • Interview Automation
- 26. Sourcing 2.0
- 30. Who Would You Pick To Interview? White Girl Names Black Girl Names Molly Ebony Amy Aaiyah Claire Precious Emily Jada Katie Diamond Jenna Jazmine Heather Alexus
- 31. Who Would You Interview? 60% 6%
- 32. Who Would You Promote?
- 33. Which One Would You Hire? Skinny Girls Make 6% More!
- 34. Your Bias is showing • The data shows that computers can now hire better than you. • You are only 1% better than a 50/50 coin flip. • Harvard study showed 45% of hires are still made on gut feelings alone. • Hiring smart is never bad.
- 35. The Players
- 37. This Sounds Awful! Your business is going to demand this, eventually. What are you doing to prepare for this?
Editor's Notes
- OrgVue – Tech Smith (right here in Lansing)
- Productivity, career path, behavioral issues (based on leader partnership) – how much of your workforce should be contingent
- Ability to combine all of your pre-hire analytics into one ecosystem so that you can hire the best talent at the lowest cost.
- Gild, Entelo, TalentBin, RecruitmentEdge
- People are comfortable with video and increasingly becoming more comfortable – it also allows candidates to have voice. Sparrow example.
- You’re going to be tricked into thinking CE is really, really important. It’s not, not treating candidates like crap is really, really important. I intend to lose weight and workout.
- By 2020 40% of the workforce will be contingent (contractors, consultants, temps) – Europe is already close to 30%.
- JIT vs. Talent Communities - What we need to create is a human capital supply chain. Be experts in HC supply Chain! How do you do that? Bench, pre-sign, pre-hire. Get strategic. Goes back to your predictive analytics.
- By the fourth click you have lost 69% of passive candidates.
- Sourcing isn’t like what it use to be…
- Active vs. Passive – future sourcing teams will be separated differently – eliminate confusion
- People want the VIP experience!
- University of Chicago found that 50% of hiring managers are more likely to pick ‘white’ sounding names to interview from resumes, given equal resume skills.
- Cambridge study found that people, equal black and white, when given resumes and pictures of candidates, choose all white 60% of the time, and on choose all black 6.3% of the time.
- 70% of workers in service, retail and restaurant industries are female – only 30% of leaders in those industries are female.
- Thinner women make 6% more than heavier women. Neither – you would actually hire a man! Sparrow example of hiring a CNO – resumes they wouldn’t hire, video they want to hire.
- Changing your compensation model will change everything in an instance.