Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Embracing AI & Becoming a Super Recruiter!

2,979 views

Published on

As presented at Social Recruiting Days in Berlin on Sept 13th and Hireconf in San Francisco on Sept 7th 2017 by Johnny Campbell of Social Talent.

Learn more about how the recruiting and talent acquisition sector is being disrupted by AI, machine learning and technology and how recruiters can be prepared for this change, even embrace it by focusing on their efficiency.
Johnny presents insights from the 2017 Global Recruiting Survey that zooms in on 4 areas where we should focus our attention.

Published in: Education
  • Businesses pay you up to $25 per hour to be on Twitter? ♥♥♥ https://tinyurl.com/rbrfd6j
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • USA Today Has Proof That Lotto Is NOT Random ▲▲▲ https://tinyurl.com/t2onem4
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • TEENS ARE LOOKING FOR REAL SEX NEAR YOU! HOOK-UP TONIGHT! ➤➤ http://t.cn/AiuW9zn5
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Secrets to making $$$ with paid surveys...  http://ishbv.com/surveys6/pdf
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • I made $2,600 with this. I already have 7 days with this... ■■■ https://tinyurl.com/realmoneystreams2019
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Embracing AI & Becoming a Super Recruiter!

  1. 1. 2017 Total Talent Acquisition & The State of Sourcing & Recruiting
  2. 2. Johnny Campbell CEO & Co-Founder SocialTalent “Improve and Measure your Recruiter ROI” @socialtalent @johnnycampbell linkedin.com/in/johnnycampbell
  3. 3. 10
  4. 4. “Virtually all CEOs (90%) believe their company is facing disruptive change driven by digital technologies, and 70% say their organization does not have the skills to adapt.” *Deloitte 2017 Deloitte Global Human Capital Trends http://bit.ly/humcap2017
  5. 5. https://www.careerxroads.com/2017/07/the-recruiting-robots-arent-coming-theyre-already-here/
  6. 6. V
  7. 7. 2017 Global Recruiting Survey 2,000 responses, 81 countries, in-house & third party, third year running. *yet to be published
  8. 8. The Average Recruiter Funnel • To hire 1 person, recruiters need to find approximately 225 potential profiles per search, of which they will only deem 28% relevant enough to contact about the role • The average recruiter will need to contact 63 candidates in order to reach 1 hire • The average response rate remained flat at 35% (vs 2016) • Relevancy? An average of only 27% of respondents will go forward for the role. 225 63 22 6 4 1 Candidates Contacted Candidates Responses Submissions Interviews Hire 225 63 22 6 4 1
  9. 9. 225 63 22 6 4 1 Candidates Contacted Candidates Responses Submissions Interviews Hire Candidates Contacted Candidates Responses Submissions Interviews Hire 91 33 12 6 4 1 Super Recruiter Sourcing Funnel 35% 90%5.5X 40 12 11 66 4 1 225 63 22 6 4 1 27% 51%
  10. 10. 225 63 22 6 4 1 Candidates Contacted Candidates Responses Submissions Interviews Hire Candidates Contacted Candidates Responses Submissions Interviews Hire 91 33 12 6 4 1 Super Recruiter Sourcing Funnel 255 66 22 67 4 1 225 63 22 6 4 1 -12%
  11. 11. Output Cost of Input Recruiter Efficiency=
  12. 12. Previously, we have focused on “Cost of Input”
  13. 13. Recruitment Administration Sourcing
  14. 14. The opportunity for output improvement is huge! The cost of labour is rising whilst the cost of automation is plummeting
  15. 15. How can we all become super recruiters (and beat the robots)? 1. Incentives: does performance related pay work better? 2. Connections: what role does networking play? 3. Sources: where do we look for/ find talent? 4. Engagement: how important is one on one communication?
  16. 16. Answer: YES! Performance related pay is put in place by employers who wish to reward individual o But the real question is: do performance related pay systems work? 62% of our respondents receive performance related pay accord year’s report. This is more or less the same as last year (63%). Wh that if it ain’t broke- don’t fix it! And those recruiters who receive high performance based pay ( remuneration) are more likely to: Fill jobs faster (within 39 days) vs 50 days Phone a candidate vs using e-mail and InMail alone Have higher quality shortlists and typically deliver with 5 1-3 candidates submitted to the hiring manager vs 83% o 62% 1. Incentives: does performance related pay work better? 62 % of respondents receive performance related pay. These recruiters are more likely to: • Deliver higher quality shortlists • Fill jobs faster • Work longer hours Yet their top to bottom funnel is still not much more efficient than the average recruiter • Super-Recruiters are 15% less likely to have PR pay! • SR’s work less hours but on 26% more reqs! Are they merely working harder rather than smarter?
  17. 17. 2. Connections: what role does networking play? US & CANADAEMEA APAC 21% 29% 19% 24% 21% 24% 21% 19% 22% 19% 17% 24% 15% 14% 10% 1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections EMEA APAC 21% 29% 24% 21% 21% 19% 19% 17% 2 15% 14% 1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Con US & CANADA 19% 24% 22% 24% 10% 00 Connections <500 Connections US & CANADAA APAC 21% 29% 19% 24% 21% 24% 19% 22% 17% 24% 14% 10% nections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections US & CANADEMEA APAC 21% 29% 24% 21% 21% 19% 22% 19% 17% 24% 15% 14% 10% 1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connecti EMEA APAC 21% 29% 24% 21% 21% 19% 19% 17% 2 15% 14% 1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Con
  18. 18. 2. Connections: what role does networking play? We focused on the super-connectors, those with 5000+ connections. Our findings showed: • No difference in response rates • No difference in submittal conversions • No difference in shortlist quality Quantity doesn’t matter but perhaps Quality does? How Large is the Average Recruiter’s Network? 46% have more than 2000 connections 40% of those surveyed in 2016 had more than 2000 connections so it’s grea recruiters are reaching out and pushing that connect button! 22% have more than 5000 connections This is also up from last year’s 15%. Recruiters are getting more exposure, sh trade and practicing what they preach. 2000+ Connections 46% 5000+ Connections 22%
  19. 19. 3. Sources: where do we look for/ find talent? 34% 26% 4% 5% 6% 10% 13% 1% Social Media Paid Job Boards Non Paid Job Boards Recruitment Agencies Other Internal Referrals Direct Applicants or Own Carrer site Other Media (e.g. Radio, newspaper,...) (including Professional
  20. 20. 3. Sources: where do we look for/ find talent? Going Up Steady Going Down Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous years LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 23% 2017 (37% in 2016) (56% in 2015) G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of 46 Going Up Steady Going Down Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous years LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 23% 2017 (37% in 2016) (56% in 2015) G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of a year! 46
  21. 21. We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they were much more likely to: • Recruit on Facebook (15% more likely) • Recruit on Twitter (121% more likely) • Recruit on Instagram (142% more likely) • Recruit on Google+ (53% more likely) • Use WhatsApp to recruit (145% more likely) There is no one place that it is “better”; it’s being multi-channel that matters! 3. Sources: where do we look for/ find talent?Going Up Steady Go Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous years LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 2 ( G+: 13% dInstagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous years LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 2 ( G+: 13% dInstagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of a year! Twitter: 23% 2017 (37% in 2016) (56% in 2015) G+: 13% down from 22% in 2016 Going Down Twitter: 23% 2017 (37% in 2016) (56% in 2015) Steady Going Down LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 23% 2017 (37% in 2016) (56% in 2015)
  22. 22. 4. Engagement: how important is one-on-one communication? Maximising Response Rates Phone Email InMail LinkedIn Connections 2017 2016 10% 20% 30% 40% 50% 30% 44% 36% 36% 29%31% 35% 32% Response rates by medium
  23. 23. 4. Engagement: how important is one-on-one communication? First Contact with Candidates 50% LinkedIn InMail 10% Email 3% Phone 2% Other 35% LinkedIn Connection Request 48% LinkedIn InMail 26% LinkedIn Connection Request 14% Email 12% Phone
  24. 24. We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they are: • 4 times more likely to use the phone, one third less likely to use connection request on LinkedIn • Not just better at getting responses, they are 2 times as likely to progress those candidates to shortlist • On average, 2 years more experienced (9.5 yrs vs 7.6 yrs) Personalisation is the number one contributor to getting a high response rate therefore we suspect that these recruiters are more specialist, know more about their candidates and therefore can communicate and screen more efficiently! 4. Engagement: how important is one-on-one communication? th a candidate. o gauge candidate of the phone
  25. 25. Becoming a Super-Recruiter! 1. Volume Sourcing and Recruitment Administration will be automated. If your job involves these tasks, you need to re-skill ASAP! 2. Being connected to everyone in your sector is not as important as knowing that sector inside out! Domain knowledge is the new differentiator in sourcing and recruiting! 3. There is no one place you will find the talent, you need to be multi-channel and be able to mix up where you search and research. 4. Communication is the most valuable skill of the super-recruiter. Become adept at listening and communicating and you will never be replaced by a robot!
  26. 26. “Reinventing careers and learning is now the #2 issue in business” Deloitte Digital disruption requires you to adapt your skills or may replace you!
  27. 27. Thank you! www.socialtalent.com These slides: slideshare.net/socialtalent Changing the way recruiters work and measuring the return on learning

×