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Future of Recruiting and Sourcing 2009
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Transcript of Future of Recruiting and Sourcing 2009
Knowledge Infusion & ERE The Future of Recruiting & Sourcing Survey
June 2009
Elaine Orler, Vice President Talent Acquisition Kim Heger, Principal Consultant
2 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
About Knowledge Infusion
• Leader in human capital management, talent management & social collaboration consulting, advisory and intelligence services
• Ranked #3 fastest growing private companies in region
• Headquartered in Minneapolis, Minnesota with offices throughout US
• Over 200 global customers including MetLife, Turner Broadcasting (CNN), Luxottica Group (Sunglass Hut), Intuit, Fairmont Raffles Hotels, Clorox, Target
• Largest online human capital management community…with over 2,500 members
Partnership
Passion
Celebration
Talent
Knowledge
Trust
3 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Strategic Advisors Throughout Your Journey
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Agenda
• Understand the Recruiting Survey results related to:
• Current Recruiting Models and
Resource Alignment
• Recruiting and Source Effectiveness
• Recruiting Concerns and Challenges
• Technology Current and Future
Trends
Survey Overview
6 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Many Industries Represented in Study
Wholesale Trade Utilities
Transportation and Warehousing Telecommunications
Retail Trade Real Estate
Public Administration/Government Profesional, Scientific, and Technical Services
Other Non-Profit/ Religious
Media and Entertainment Manufacturing
Life Sciences and Pharmaceutical Health Care and Social Assistance
Finance and Insurance Educational Services
Construction Accomodations and Food Services
0 50 100 150
2009 2008
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Respondent Titles/Roles
HR Generalist
Recruiter
Sr. Recruiter
Recruiter (Contractor/Third Party)
Sr. Recruiter (Contractor/Third Party)
Sourcing Specialist
Sourcing Specialist (Contractor/Third Party)
Recruiting Assistant
Recruiting/Talent Acquisition Manager
Recruiting/Talent Acquisition Director
Recruiting/Talent Acquisition Executive
SVP/VP of HR
Other
2009 2008
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Most Recruiters Have Over 5 Years Experience
< 1 year 4%
1-3 years 11%
3-5 years 11%
>5 years 75%
< 1 year 5%
1-3 years 10%
3-5 years 9%
>5 years 76%
2008 2009
9 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Polling Question:
How long have you been in the recruiting profession?
A. Less than 1 year
B. 1 - 3 years
C. 3 - 5 years
D. More than 5 years
10 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Recruiter time in position consistently under 3 years
< 1 year 20%
1-3 years 44%
3-5 years 13%
>5 years 23% < 1 year
31%
1-3 years 35%
3-5 years 15%
>5 years 19%
2008 2009
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Recruiter Role Consistently Changing
• General area of discipline
• Consistent process for identifying talent
• Harvest candidates from broad categories of qualified resumes/ profiles
• Strong relationship with line mgmt for continuous recruiting
• Specialized, targeted
• Variable processes based on type of talent
• Few qualified active candidates – stronger sourcing efforts
• Strong social networking, relationship building with external talent
Farmer Hunter • Aligns the efforts within the
overall business
• Understands broad resource objectives, needs and gaps
• Expert in pinpointing the need and the sourcing plan
• Strategic alignment of talent across the business
Sous Chef
12 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Roles in Recruiting are Changing
0
5
10
15
20
25
30
More focus on ext., prospective candidates
on managing candidate
relationships
More focus on internal Talent
Mgmt. and Succession
In do not anticipate my role changing in
2009
I don't know Other
How do you anticipate your role changing in 2009?
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Generalist • Multiple job responsibilities
• Employee Relations critical
• Limited recruiting experience
• Individualistic recruitment
• Varied reports/metrics
• Position volume varied
Outsourced • Multiple companies supported
• Recruiter team work
• Process ownership and accountability
• Standard reporting/ metrics
Centralized • Dedicated staff
• Recruiter team work
• Standard processes
• Standard reports/metrics
• Position volume shared across the team
• Direct line reporting structure
Decentralized • Various roles participating in recruiting
• Individualistic recruitment
• Localized processes
• Varied reports/metrics
• Position volume varied
• Consensus voting with participation optional
Today’s Enterprise Recruiting Models
14 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Centralized Recruiting Model still strong
0 10 20 30 40 50 60 70
Centralized
Decentralized
Generalist
Outsourced
Other
2008 2009
15 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Recruiting & Sourcing Priority Ranking Shifted
57%
27%
10% 6%
Top - In the top 1/3rd of business priorities
Middle - In the middle 1/3rd of business priorities
Bottom - In the bottom 1/3rd of business priorities
Don't know
34%
31%
25%
10%
2008 2009
16 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Market Landscape
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Polling Question 2:
In 2009, I anticipate my company’s budget on recruiting and sourcing to:
A. Increase
B. Decrease
C. Stay the same
D. I don't know
18 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
A Drastic Shift in the Reality of Budgets…
Increase 12%
Decrease 57%
Stay the same 25%
Don't know 6%
Increase 34%
Decrease 20%
Stay the same 36%
I don't know 10%
2008 2009
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Quality Candidate Flow Identified as Greatest Individual Recruiting Challenge
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200
6%
14%
16%
25%
39%
14%
10%
18%
25%
33%
Other
Managing the system tasks….
Effective technology to streamline ...
Getting hiring manager to respond…
Identifying enough quality candidates…
2009 2008
20 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Retention Mobility
Performance Succession
Recruiting
Sourcing
Acquisition + Retention = Talent Management S
peed
of t
he M
arke
t S
peed of the Business
21 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Technology Landscape
22 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Companies Prefer One Portal For All Candidate Traffic
Don't know
Portals based on country or language
None of the above
University/college recruiting portal
Employee career portal
One portal for all candidate traffic
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
2009 2008
23 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
ATS Still Remains a Standalone Application in the Talent Management Suite
0% 10% 20% 30% 40% 50% 60%
Succession management application
Performance management system
Home-grown/paper-based system
Onboarding
HRMS
Employee portal and self-service
None of the above
24 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Development
Compensation
Career Management
Performance
Talent Acquisition
Succession Management
Development
Compensation Career Management
Performance
Talent DNA
Talent Acquisition
Succession Management
Disparate processes Silo’d work effort based on HR
discipline vs. Business need Redundant work, administrative
and strategic
Connected processes Mutually supportive efforts based
on business need Alignment of philosophies,
strategies, and tools focused on desired business outcomes
Disconnected Talent Model Holistic Talent Management
Holistic Approach to Meet Business Needs
25 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Polling Question 3:
What tools or technology are most effective for your company’s recruiting efforts?
A. National job boards (Monster, CareerBuilder, HotJobs, Craigslist, etc…)
B. Niche job boards (CallCenterJobs.com, AllRetailJobs.com, etc.)
C. Social networks (LinkedIn, Facebook, Twitter, etc…)
D. Sourcing tools (AIRS SourcePoint, ZoomInfo, Jobster, etc...)
E. Assessment (Previsor, Kenexa, etc...) Internet search (Google, Yahoo, Ask, etc…)
F. Other, please specify (if no Other please choose N/A)
26 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Technology Leveraged in Recruiting Remains the Consistent
0% 100%
National job boards
Niche job boards
Social networks
Sourcing tools
Assessments
Internet search
Other
Recruiting Landscape Social Networking has become
mainstream
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Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
What is Social Collaboration?
Portals/Self- Service
Social Networking
Profiles & Expertise
Knowledge Sharing
Collaboration Conversations
Intellectual Capital
Communication
29 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
National Job Boards Rank the Highest In Terms of Effectiveness for Recruiting Efforts
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Assessments
Assessments 2008
Internet search
Internet search 2008
National job boards
National job boards 2008
Niche job boards
Niche job boards 2008
Social networks
Social networks 2008
Sourcing tools
Sourcing tools 2008
Very effective Effective Somewhat effective
30 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
LinkedIn is the Most Popular Social Network for Recruiters
Classmates.com
Other
MySpace
I do not use social networks for recruiting
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
2009 2008
31 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216 Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
Social Networks Important for Sourcing Prospective Candidates
0% 20% 40% 60% 80%
Not currently using social networks in our sourcing and recruiting efforts
Research candidates during the interview process
Creating a discussion with prospective employees
Posting job requisitions
Sourcing prospective candidates
2008 2009
32 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Continue the Conversation
Elaine Orler [email protected]
D: 858-748-3136