Recruitment and talent acquisition tools: access, attract and assess

© Presentation by Talkpush

Access, Attract and Assess

The New Tools of Talent Acquisition

by Max Armbruster, Founder / CEO of Talkpush

November, 2014


Hiring Technology Solutions Map

Job boards

Careerbuilder

Monster

Indeed

Glassdoor

JobsDB / Jobstreet

Likejobs

Recruiting and Applicant Tracking

Bullhorn Cornerstone Silkroad SuccessFactors (SAP)

Kenexa (IBM) Lumesse Peoplefluent Findly

Taleo (Oracle) Zoho Recruit The Resumator Natural HR

Social Media

Jobvite

Work4

Tweetmyjob

Testing, Certifications

Smarterer

Pearson VUE / Versant

Berlitz

DSI (safety test)

Background screening

HireRight

Sterling BackCheck

First Advantage

Tazworks

Video screening

Sonru

Hirevue

WePow

Spark Hire

Referrals

Careerify

Greenhouse

Power2Motivate

Sourcing Screening Interviewing Validating Onboarding

Phone screening

Hire IQ

Talkpush

Jobaline

3rd party Validation

SHL / Brainbench

Evolv

Pearson

Linkedin

Business Intelligence/ Big data

Burning Glass Entelo

eQuest Ziprecruiter

Hireology Broadbean


Can you change an entire Industry

just by pressing a button?


The best Innovation from 2013:

The LinkedIn Button

• Slowly killing the resume, LinkedIn released a new feature in 2013 that allows candidates to apply for jobs using their LinkedIn instead of uploading a resume. It started to appear on every ATS, and every career website.

• With the click of a button, candidates can forget about toiling over key words and tailoring each resume for each position.

• Employers get a more complete look at candidates through connections and endorsements.


Sourcing: the Power of BIG Data

available to the small Guys

• Entelo: Post to 50+ Job Boards with one submission. By monitoring personal data predicts when a candidate is more likely to move.

• Ziprecruiter: Post to 50+ Job Boards with one submission

• eQuest: Job posting across hundreds of sites, and performance analysis on how to best spend on job posting.

• ClearFit : Post your ad on Indeed, Craigslist, Simplyhired, and Monster and map applicants to job success.

• Burningglass: Match job and people, resume parsing, and re-employment pathways / building skills.

• Hireology: Data driven hiring. Use biometric data and proprietary algorithms to predict which candidates are a fit.

“You’re never going to replace the human element in the recruiting process. The role of data analytics is to accelerate the funneling process.” -Hireology CEO, Adam Robinson


What if an

“Average Candidate”

is actually the better Candidate?


Big Data can help you answer

difficult Questions

• Should you even be looking for top performers?– The job may not have what it takes to hire them, let alone retain them.

– Can I shift salaries from average performance staff to high performance staff and increase retention?

• Should you change your selection criteria?– What if performance is more closely related to province of origin than

to past job experience?

Case in point: Evolv recently released a study on hourly wage workers, showing that employees with no past relevant work experience performed better and stayed on the job longer than their more experienced peers.


Employee Referral:

The best of all Sources

• Employee Referrals are 7 X more likely to be hired than a candidate coming from a job board

• The best source in hiring volume and hire

quality

• The best source for time to fill a position

• The best source in employee retention


Employee Referral Programs

The essentials

• Prioritize your jobs• Link with social media and mobile• Link with employer branding• Prioritize your employee’s referrals based on their

past success • Focus on “target firms”• Expand eligibility to include non-employees

(candidates in particular)• Educate employees on how to search• Provide videos!


Employee Referral Programs

Name Price Headquarter Referral system (how does it work)

Customers

Individual quotes

California, USA Product: Recruiting@WorkFeature: “Social Recruiting” Incentive: No monetary incentives defined in software. Company HR needs to structure employee incentive plan by their own

ABN Amro, AAA, China Construction Bank

Individual quotes

New York, USA Product: Greenhouse platformFeature: “Boost Referrals”Incentive: Employee uses web-based UI with tracking links. Company HR needs to structure employee incentive plan by their own

Pinterest, Airbnb,Vimeo, Evernote

Individual quotes

San Francisco, USA

Product: SMART Referral systemFeature: “Boost Referrals”Incentive: Employer defines referral program in SMART including rewards, eligibility, location, “hard to fill” positions

SAS, Emerson, Kenexa, Inmet Mining

Individual quotes

Ontario, Canada Product: Channel Partner programFeature: Individually customizedIncentive: They built system with rewards like Travel, Merchandise, Evens, Media, Gift cards, Experiences

Novartis, ING Direct, Miele, Cisco

Individual quotes

Richardson, USA Product: Employee Referral systemFeature: Referral is an extension to HRsmart ATSIncentive: Employer defines rewards (based on the level, location etc.) Rewards can be designated for each step the candidate passes (i.e. interview, getting hired etc.)

BP, Rosewood, Du Pont, AAA


Employee Referral Programs:

How to get Millennials involved

1. Flatter them– This generation prefer on-the-

spot recognition to traditional performance reviews. 80% of millennials prefer feedback in real-time.

2. Motivate them– Coupling structure

assignments with frequent feedback. Do not respond well to a environment with criticism.

3. Encourage collaboration– Millennials are strong

collaborators provided the goals, rules and deadlines are well defined.

• A perfect example (courtesy of PCCW’s Twitter account):

WarningEmployees can also share criticism. Are you confident they would recommend you? If not, why not?


Employer Branding: Be Searchable,

Like-able and Shareable


Employer Branding: Amtrak


Employer Branding: Sodexo


Employer Branding: Adidas Russia


Employer Branding: [24]7Supercharge your Employer Branding: Articulate your Corporate Culture


Empower your Employees to be

Brand Ambassadors


Advertising - easier and more

targeted than ever before

• “Make it simple. Make it memorable. Make it inviting to look at.” Leo Burnett.

• Promote your brand and your job

• Support your ad spend with fresh content on your page

• Target your ideal audience:


Social Job Sharing


The Social Media Experts

• TweetMyJobs – Distribute jobs through tweets via highly targeted channels.

• Work4 - Offers a platform to run social network job campaigns from, including social career pages.

• Jobvite – a job invitation you share with your social network

Warning: be ready for duplicates


“Finding People is easy,

recruiting People is hard.”

Jim D’Amico, director of talent acquisition at Spectrum Health


Testing and CertificationName Pricing model Methodology Skills it is focused on Customers

Free Automated Administrative, finance, marketing, design, sales and software development skills

Employers and individuals

USD 10 per candidate

Automated Spoken and written language (e.g.English, Spanish, French, Chinese)

Corporations, government agencies, and academic institutions

Varies Human rater over the phone

Language skills assessment Corporates

DSI

USD 25 per candidate

Automated (onlinepsycho-metric test)

Reliability, Dependability, Safety, i.e. punctuality, safety consciousness, stress handling, motivation

Nissan Automobile, Quantas Airlines,Smartone Vodaphone


Example: Smarterer


The Problems with using Resume for

screening

People are…

• Voices

• Story tellers

• Energizers

• Untapped potential

• The future of your company

Resumes are…

• Static

• Biased, rehearsed summaries of the past

• Hard to rank/measure (no metrics)

• Have varying levels of authenticity (40% contain false or exaggerated info)


Why Recruiters prefer to

screen via Video or Phone• They can hear the motivation and purpose of the

candidates

• They can let the candidate answer all the standard questions upfront, so they can focus on the interpersonal later

• They gain clarity & valuable insight which resumes cannot offer

• The killer feature: it is asynchronous, so a more efficient use of everyone’s time.


Video Interviews: Vendor Overview

Active InterviewAsync InterviewCandid CaptureCloud InterviewInterviewStreamInterview Studio

JetHRJobOnKira TalentMontage TalentNext EmployeeRecruitLoop

RefrekRIVSTake the InterviewTalentCirclesTalentRoosterTalentVX

TalkingCVTazioViastoVidCruiterVideoRecruitVideoView

ViepleWowzer

Name Price Headquarter Tagline Customers

Unlimited video for USD 400 to $1.250 a month

Utah, USA This is Modern Recruiting

Hilton, General Electric, Ebay, Morgan Stanley

Depending on company size

Wexford, Ireland Reinvent your Recruiting

Qatar Airways, Wm Morrisons Supermarkets

Unlimited video interviews for USD 209 a month

London, UK Video Interviewing made simple

Berkshire Hathaway, KFC, New Castle Hotels

Free for 1 job opening, up to USD 250 a month

California, USA Recruit hearts and minds, not just resumes

Fox nex, Walmart, Box, Fletcher Allen Health Care

And many others to choose from…


• Positives: – Easy/cheap to implement– Stable technology with plenty of options– Makes recruiting faster and cheaper– Facilitates collaboration

• Negatives:– Some candidates not comfortable with video– Places technological barriers between applicants and

interviewers– Lighting, camera angles, delays, interference and other

problems can be distracting – Could be used to apply discriminatory practice

Video Interview


A Week in the Life of a Recruiter:

Traditional vs. Virtual/Digital

Monday Tuesday Wednesday Thursday Friday

Actions (traditionalmethod)

• Receive 100 resumes, screens and retains 15.

• Calls the 15 candidates to schedule a call

• Starts interviewing the candidates

• Manages to speak to 6 that day

• Speaks to another 6 candidates that day

• Sends hiring manager recommendations

• Hiring Manager selects 6 candidates to speak to

• Recruiter schedules meetings

• Recruiter to inform 6 non-shortlisted candidates of decision

Recruiter Time 1h30 3h00 3h30 0h30 0h30

Monday Tuesday Wednesday Thursday Friday

Actions (digital method)

• Builds a standard questionnaire

• Receives 100 resumes who are instantly invited to participate

• Listen to the 70 candidates who participated in the virtual interview

• Shortlist the best 10 and send audio/videoprofiles to hiring manager

• Hiring manager loves 6 of the candidates

• Recruiters invites candidates

• Recruiter informs 92 others that they aren’t retained

• Recruiter enjoys some time at the beach

Recruiter Time 0h20 2h00 0h30 0h00


Phone/Digital Screening Vendors

• Candidates get an immediate chance to be heard as soon as they apply

• They get feedback on their application within a couple of days

• Shortlisted candidates move immediately into the second interview stage within the first week

• They spend less time on the phone and more time in person.

• Career website for the hourly workers

• Screens all candidates using a combination of resume and phone questionnaire

• Allows candidates who do not have smart phones or fast connections to still get heard

• Offers video and audio option

• Promotes ability to save time via asynchronous interviews

• Predictive hiring analytics.

• Focused on industries where voice matters such as call centers, BPOs, restaurant chains


How long does it take to listen to

100 new job applicants?

Where do you want your recruitment team to spend their time? Screening candidates VS onboarding new employees


Machine going from just recording to

engaging with People

• Evolv (recently acquired by Cornerstone): Machine learning platform technology to gain insights on your workforce


The Mobile Handset Experts

• nsPIRE – the Tinder of recruitment, combines Tinder and Linkedin for a quick matching

• Findly: A complete ATS, designed with the mobile users first in mind.

• mResource –text-based tool for recruiters to pre-screen candidates via SMS.

More people access the internet from mobile than from desktop. Some companies are responding to this shift.


Applicant Tracking Systems:

Plenty of good options

Recruiting and Applicant Tracking

Performance Recruiting Learning / Training

Mobile platform Onboarding

SuccessFactors (SAP) ★★★★☆ ★★★★☆ ★★★★★ ★★★☆☆ ★★★☆☆

Bullhorn ★★★★★ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆

Kenexa (IBM) ★★★☆☆ ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★☆☆

Taleo (Oracle) ★★★★★ ★★★★★ ★★★★☆ ★★★☆☆ ★★★★★

Cornerstone ★★★★★ ★★★☆☆ ★★★★★ ★★★★☆ ★★★☆☆

Lumesse ★★☆☆☆ ★★★★☆ ★★★★★ ★★☆☆☆ ★★★★☆

Silkroad ★★★★☆ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆

Peoplefluent ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★★☆ ★★★☆☆

The Resumator ★★★☆☆ ★★★☆☆ ★☆☆☆☆ ★☆☆☆☆ ★★☆☆☆


Leaders keeping Pace with Innovation

via Acquisitions

34

Date Buyer Target Target Main activity Deal size (USD)

October 2014 Skillsoft SumTotal Systems Technology delivered training solutions $ 650m (est.)

October 2014 Cornerstone Evolv Call center hiring management solutions $44m

August 2014 Cornerstone Workpop Platform that enables employers to hire $8m

March 2014 CareerBuilder Broad bean Technology Online recruitment software for talent sourcing NA

Feb 2014 Linkedin Bright Job matching service $ 120m

Feb 2014 Workday Identified HR predictive analystics $24m (Est.)

Feb 2014 CEB Knowledge Advisors Talent measurement solutions $52m (est. 9x revenue)

Feb 2014 CEB Talent Neuron Talent analytics platform to automate evaluation $8m

Oct 2013 Sequoia Cap. HireVue Asynchronous Video Recruiting $25m (150m EV = 30x rev.)

March 2013 Pearson Learning Catalytics Cloud-based learning analytics and assessment NA

March 2013 Pearson Exam Design Examination development software for hiring NA

Feb 2013 CEB Valera Employee insights $24m (est. 2x rev)

July 2012 CEB SHL Talent measurement solutions $660m (est. 8x revenue)

May 2012 Pearson Certiport Performance-based certification practice test $140m (est. 7x rev.)

March 2012 Cornerstone Sonar Limited Online performance management & succession planning $ 13.5m

Jan 2012 ETS MyCollegei Platform to build online interview profile NA

Jan 2012 SHL Previsor Talent assessment NA

Sample of recent activity


The Integration Dilemma

• SAP, Oracle, Microsoft (or Yonyou in China) offer all core HR and talent applications

• BUT most of the innovation continues to come from startups in this space:

Recommendations:

1. When working with new solutions from Oracle, SAP, and Microsoft (often from acquisitions), ask their respective partners which innovation areas they are interested in investing in. Without their support, your implementation will suffer. Find out if they can also integrate third- party solutions.

2. Push for integration when possible but look outside of core processes and don’t let your focus on integration block you from innovation.

3. Manage change carefully. Remember to address people, process and technology together.

Networked recruiting

Automated Screening

CrowdsourcingReal time

engagement management

Predictive analytics

Social recognition


Word of Caution: Startups that are too

Network-dependent

• Raised USD 49m and Grew to 33 million users• Facebook changed its viral channel, (no more wall posts with spam)

leading Branchout to lose users faster than it could acquire them• In January 2013, Facebook launched Graph search, making it easy

to natively see where friends worked. • Now the “Linkedin within Facebook”. Wants to throw in the towel

and is selling its remaining assets to the highest bidder.

Lesson learned: if a provider is dependent on another platform, they become very vulnerable


Metrics matter: define how your

Impact will be measured

Keeping recruiters happy:- % of interviews lead to hire?- Reduction in manual processes- Increase in RPO solutions?

Keeping hiring managers happy:- % Top Performers - % Poor Performers- Employee turnover- # of applicants

Knowing what makes people unhappy:- % employee who would NOT

recommend their employers

Keeping finance happy:- Recruiter productivity- Overall cost per hire

Keeping candidates happy:- Mobile vs desktop accessibility- % applicants who were heard- Time between application and

interview- Time from interview to offer- Overall candidate satisfaction?- Engagement level of your passive

candidate pool (e.g. # tweets per followers)

- Size of your company’s network of “friends” on Facebook, Linkedin

Word of caution on automated reports: Often more work than manual ones.


Parting words…

What’s in? What’s out?

– Resumes

– Cover letters and reference letters

– Phone interviews

– Classified and advertising

LinkedIn profiles

Pre-qualifying questions and Assessment testing

Virtual asynchronous interviews

Online communities

Better transparency

Faster screening process and reduced time-to-hire

Improved recruitment productivity

Improved quality of hire

OUT IN


About the presenter

Max Armbruster• Founder/CEO of Talkpush• ex-Director of Channel Sales @SAP• Ex-Co-founder of e-recruitment software

company Aqayo in Singapore in 2010• Ex-CNET, ex- Altran, ex-Edgilis

[email protected]

+852 3051 9250

http://www.twitter.com/talkpush

http://www.twitter.com/talkpush

http://lnkd.in/bNGipps

http://lnkd.in/bNGipps

Recruitment and talent acquisition tools: access, attract and assess

Recruiting & HR

Transcript of Recruitment and talent acquisition tools: access, attract and assess