The document discusses trends in talent acquisition and recruitment. It notes that the average hire only stays with a company for 7 months, and that 40% of jobs are never filled. It argues that recruiters should focus more on the candidate experience and providing a joined-up data process. The roles of recruiters are changing to include more data management, sourcing, and an administrative role that may be replaced by robots. The document outlines trends toward a more applicant-centric and project-based hiring process with a focus on culture fit, video assessments, and work tests over interviews. The overall aim is to improve the hiring process to get from one applicant to one hire.

1. TalentTipping Point
@BillBoorman
The one with the hat
#tru and @BillBoorman

2. TheTalent Shortage Myth
• 204 applicants per hire
• 97 applicants per job
• 95% unsuitable or unqualified
• An overdose of employer Blanding
• The average hire follows a company for 7 months with up to 40 connection points
• Culture brand not employer brand (and you don’t own it!)

3. A FewTruths
• Recruiters should not be marketers
• Applicants and Candidates are different
• Candidate experience stinks
• Recruiter experience stinks
• Most companies have an applicant strategy only
• 40% of jobs are never filled
• Recruiters no longer interview
• Hiring Managers Hire

4. The 3 “New” Recruiter Roles
• Super Recruiter
• Data Manager/Sourcer
• Administrator (soon to be replaced by robots)
• Long list to short list
• Include internal mobility, rehires and workforce planning

5. The Candidate Journey
• C.R.M. (including current and ex-employees)
• A.T.S (as an applicant)
• C.R.M.
• Connecting rather than applying
• Candidate to Applicant to Candidate

6. Source Of Hire
• 45% internal
• 25% referral
• 10% rehire
• 20% sourced

7. Internal Data
• Employee System
• ATS
• Social Pages
• Performance Management
• Learning and Development
• Joined up data flow
• ATS for applicants only

8. External Data
• Social Profiles
• RealTime
• Access to employee networks for social referral
• Matching technology for relevant long list

9. Test Practice
• Applicant Centric Process
• Project Management Principles
• Joined Up Data
• Recruiter Dashboard
• Per Job SLA

10. Test Practice
• TimeTo Source
• Hiring Manager Ownership And Accountability
• Candidate Centre
• Culture Site And Career Site
• Continuous Feedback

11. ComingTrends
• Single Recruiter Dashboard
• Selection And Assessment
• Crowd SourcedAssessments
• Culture Fit Before Skills
• Video Assessment AsThe NormThroughTo On boarding
• AnApplicantTillThe End Of Probation

12. ComingTrends
• WorkAnywhere
• End Of “Hours”Contracts
• ProjectTeams AsThe Norm
• Retention As A Poor Indicator Of Quality Of Hire
• WorkTests Over Interviews

13. The Aim
• One ApplicantTo One Hire