1

Recruiting in a Competitive Market

hrpa.ca/AC2016

#HRPA2016

2

MAURA DYER Senior Director of Talent Acquisition, Rogers

15 YEARS

Facilitating the recruitment, engagement,

and development of top talent at leading

Canadian organizations across various

industries

Online @mauradyer

ca.linkedin.com/in/mauradyer/

3

SIMON PARKIN Practice Leader

Recruitment & Talent Advisory

The Talent Company

20 YEARS

Former Global Leader of Talent

Acquisition at Fortune 100 company –

past 8 years as a Recruitment Advisor to

organizations around the globe

Online @SimonParkin1 www.thetalent.co

4

AGENDA

i

ii The Labour Market Today…& Tomorrow

iii Talent Acquisition Trends

iv The Top 5 Things You Can Do

Introduction

5

i Introduction

6

Your Business Leaders Recognize Recruitment is now a Priority

What are the biggest HR/people challenges facing your organization?

Response Chart Percentage

Retention of staff 21%

Attrition and retirement of skilled employees

14%

Succession planning 49%

Ability to recruit new, skilled employees

47%

Obsolete/dysfunctional HR systems 19%

HR staff not skilled enough to

support the needs of the business

18%

Other, specify: 18%

Source: The Talent Company’s HR Pulse Study

7

Your Business Leaders Recognize Recruitment is now a Priority

A recent study by PWC found that:

• 63% of CEOs worry that the availability of key skills will undermine their strategies and plans for growth.

• 93% of CEOs recognize the need to change their strategy for attracting and retaining talent.

8

What are Your Organization’s Top Recruiting Challenges?

9

What’s Keeping Talent Acquisition Leaders Awake at Night?

Lack of Hiring Manager Engagement

Limited Understanding

of Labour Market

Recruiter Capabilities

Qualitative Hiring Data

Ineffective Technology & ATS

Ineffective Candidate

Assessments

Inability to Source Talent

Globally Limited Capacity

of Function

Increasing Competition for

Talent

Organization Salary Levels Don’t Match

Candidates Expectations

Mobile Optimization

*From The Talent Company’s 2015 Talent Acquisition Study

Lack of Candidate Pipelines

10

1-10 50+

40-50

30-39 20-29 11-19

34% 20%

14%

20% 6% 6%

The Average Volume of Requisitions per Recruiter

*From The Talent Company’s 2015 Talent Acquisition Study

11

Recruitment Today

Unfortunately Recruitment

within many organizations:

• Not appropriately funded based on expectations.

• Inadequately championed at the Executive level.

• Treated as a transactional admin process.

12

ii The Labour Market Today…& Tomorrow

13

The Ever Changing Labour Pools in Canada

14

Our Labour Market

Canada is a tough market to use one approach to

recruit in nationally……..each region, industry & skill

set is unique from a talent perspective and each

talent segment uses different mediums to find

opportunities

15

Our Ever Changing Labour Market – the many influencers….

16

Top Talent will always be in Demand….

…….including your Top Talent!

The Right

17

Candidates are now in the Driver’s Seat!

18

The Candidates’ Perspective:

I have options! Why should I

work for you?

19

Expect More Candidates to have Multiple and/or Counter Offers

Is your organization equipped to deal with them?

20

Timeliness of your Hiring Decisions

How many of your top candidates will still be available when you finally make the decision?

According to

Glassdoor, the

average interview

process takes about

25+ days

21

Time to Sharpen Your Pencils when it comes to Candidate Offers

• Make your best offer • Know what’s important to the candidate • Be transparent • Don’t play games

22

Hiring will continue to increase in difficulty in 2016

23

Your Approach to Recruitment Must Change

24

iii Talent Acquisition Trends

25

The “Uberization” of Recruiting

• More Hiring Managers doing it themselves now

• Self-serve recruiting has increased with increasing volumes and demands on Recruiters

26

Volume to Value

• Shifting focus from number of applicants to quality, fit and success

• Sourcing talent everywhere is less effective than focusing on a select few great sources – invest in what works!

27

Optimizing Mobile Recruiting

• According to a 2015 study:

– Only 39% of orgs have an optimized career site for mobile users

– Only 36% of orgs have optimized their application process for mobile

28

Talent Research & Mapping

• Talent market intelligence

– Educate the business

– Enable better informed talent strategies & decisions

– Utilize to build proactive talent pipelines for key roles

• Outsourced approach

29

More Aggressive Talent “Poaching”

• Hiring great talent is always a competition

• Your competitors are targeting your talent – don’t be shy to target their key talent

• The War for Talent is still strong and “all’s fair in love & war”

30

Personalized Talent Onboarding Programs

• Every new hire is different and has varying needs

• How long does it take for a new hire to be productive within your organization? 6 months? 1 year?

– Over 50% of organizations’ Onboarding programs last one week or less. Only 15% of organizations have an Onboarding program that lasts more than 3 months.

31

iv The Top 5 Things You Can Do

32

#5 Focus Your Recruitment Strategy

33

The Role of Recruitment Continues to Evolve……

34

Capacity Effectiveness

…But the Top 2 Recruitment Functional Challenges Remain the Same

35

Define Where You are Going/ Where You Want to Go

Developing the Recruitment plan for your organization

Business Plan

Workforce Plan

Talent Plan

Recruitment Strategy

36

But don’t try and boil the ocean!

37

Deeper Business Relationship and/or

Stronger Candidate Hunting

The Balancing Act within a Recruitment Model

What’s your Priority?

38

Recruitment must be an organizational

focus – not just an HR focus!

Bottom Line - Invest in Your Recruitment Function

39

#4 Target Your Talent Sourcing

40

Is your organization still “Posting & Praying”

Your Candidate Sourcing Must Evolve

41

…….and yes, posting jobs to LinkedIn is considered Post & Pray!

42

The First Thing to do to Enhance Your Sourcing

Ensure you are getting the most out of the sourcing tools you are already

paying for!

43

Candidate Sourcing

Best-in-class Recruitment teams are integrating a dedicated candidate research and sourcing

approach into their recruitment practices

44

Change the sourcing mindset!

Building Talent Pipelines

45

Use Your Top Performers

Build a “How can I recruit

you again” profile

46

Build & Develop Your Own

47

Boomerang Talent – Your Alumni

48

#3 Developing Your Hiring Managers

49

Do you recognize this?

50

Really!!!!!!!!

51

Your Hiring Managers & Their Biases

1. Candidate’s Sense of Humour: 27%

2. Involved in Community: 26%

3. Candidate who is Better Dressed: 22%

4. Candidate with whom the Hiring Manager has more in common with: 21%

5. Physically Fit: 13%

*survey by Harris Interactive - 2013

Top Influencing Factors in Hiring Candidates*

52

Deeper Assessment of Candidates

Assume 50% of candidates misrepresent themselves on their resume or exaggerate their experience in an interview.

Are your Hiring Managers equipped to assess which candidates?

53

Developing your Hiring Managers

Educate, train and build their confidence in making hiring decisions

54

Developing your Hiring Managers

Today more organizations are investing in programs to develop their Hiring Leaders’

Recruitment Capabilities:

- Talent Scout (Source Talent from Networks)

- Talent Ambassador (Candidate Experience)

- Talent Assessor (Peer Interviewer)

55

Developing your Hiring Managers

Integrating Recruitment & Hiring into their Leadership Accountabilities

56

#2 Social Recruitment &

Candidate Engagement

57

Your Organization’s Employee Value Proposition

And how does it translate for candidates?

But the Employer Branding landscape has changed dramatically…..

58

An Inside Look at Your Organization & EVP

59

The Social Recruitment Challenge

Do you know where your quality talent is coming from?

Everyone is using different social media

platforms for very different reasons.

60

Candidate Flow before Social Media

Candidate Flow now with Social Media

Is the Quality getting lost in the Quantity?

The Other Social Media Recruitment Challenge

61

Is the higher volume of candidates straining the capacity of recruitment to find quality talent?

….and hurting your

reputation with

candidates in the

market?

62

Candidate Engagement vs. Experience

63

Candidate Engagement

64% of candidates never hear back from a

company 80% will share their poor experiences with their friends & family…and at

least 20% will share it on Social Media

64

#1 Best-in-class Recruiters

65

The Top 3 Challenges of a Recruiter Continue to Remain the Same

1. Finding Good Candidates 2. Filling Positions Quickly 3. Engaging Hiring Managers

66

But How Effective are your Recruiters?

32% of candidates say your Recruiters are: • Not engaging • Not enthusiastic • Not knowledgeable • Not professional

67

It all starts with your Recruiters

• Coaching

• Consultative

• Set Expectations

• Understand the Market

• Deliver Tough Messages

Your Recruiters need to be Business Partners

68

Your Recruiters need to be more consultative with Hiring Managers

Managing the business’

expectations with the

Wanted vs. Needed

candidate skills,

experience and salary.

69

The Recruiter Profile in 2016 & Beyond Knowledge Skills Competencies

Organization Specifics – news, trends, outlook, etc.

Intake & Understanding of Business Requirements

Coaching

Skill Sets, Industry & Job Function Expertise

Consultative Approach Candidate Engagement & Assessment

Employee Value Proposition – translated for Candidates

Talent Research & Sourcing – a true Talent Hunter

Compliance

Labour Market Trends & Conditions

Technology & Social Media Influence, Negotiation & Closing

General Business Acumen Sales, Marketing & Customer Service Oriented

Relationship Building

Organization & Recruitment Function Practices

Communication and Follow Up with Clients & Candidates

Will to Win!

70

Ensure your Recruiters are Setup to Succeed

As an HR Leader: • Train & develop them • Help them remove the barriers they face……usually

involving difficult Hiring Managers • Keep an eye on capacity issues potentially hurting their

performance • Motivate & reward performance

71

In Summary

Change the sourcing mindset of your organization

Ensure your Recruiters are setup to succeed

Build confidence in your Hiring Managers

Social Recruitment is about quality not quantity

Understand what you do well…and not so well

Great Recruiters drive great Recruitment outcomes

72

Questions & Comments