State of the Profession 4.3.18

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Founded in 2016 as a 501 (c) 6 Non-Profit

Established to be THE Professional Association for Talent Acquisition

Primary Goal is to Advance the Profession

ATAP At-A-Glance

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Our Powerful Mission:

We will build a common body of knowledge, establish standards and ethics, and advocate for our profession. We will cultivate a community to help

professionals better learn from, and network with, each other.

Our Vision for Impact:

We will grow and advance the profession to demonstrate the impact of Talent Acquisition in every organization around the world.

Our Values-based Approach:

Our values guide our work. They are to be: inclusive, sustainable, transparent, mission-driven, member-guided, career-oriented, future-oriented, open-

minded and unbiased.

ATAP At-A-Glance

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ATAP At-A-Glance - Sponsors

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ATAP At-A-Glance - Membership

600 + IndividualMembers(Including 100+

Charter Members)Corporate Members

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Based on data provided directly from LinkedIn (By Location) & search of LinkedIn Sales Navigator (By Employer and By Title) – March 2018

Assumption that a vast majority of TA professionals have public LinkedIn Profiles

Current Title search included: recruiter OR recruiting OR staffing OR "talent acquisition" OR recruitment OR "executive search" OR consultant OR resource OR resourcer OR sourcer OR sourcing

Keywords: recruiter OR recruiting OR staffing OR "talent acquisition" OR recruitment

Recognition that results do not include HR Professionals who have TA responsibilities, those who do not have the titles included in the current title search or TA Professionals in China

Special thanks to Johnny Campbell, Steve Levy and the SourceCon Facebook Group for help with the search terms

The Talent Acquisition Profession - Demographics

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2.2 Million Worldwide

844K in the US

275K in India

240K in the UK

87K in NYC

64K in London

50K in the Bay Area

37K in Los Angeles

36K in Chicago

Other Markets With ~30K - DFW, LA, DC, ATL

The Talent Acquisition Profession – By Location

#Number of Recruiters tagged by LinkedIn

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55K VP or C-Level

125K Director

125K Manager

1.3M Senior

412K Entry

The Talent Acquisition Profession – By Level

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6900 - Hays

6075 – IBM

4800 – Kelly Services

4300 - Adecco

3600 – Robert Half

3400 – Amazon

2900 – Randstad

2400 – Google

2100 – Oracle

2000 – Microsoft

1850 - Facebook

The Talent Acquisition Profession – By Company

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ATAP’s 1st Survey Measuring Views and Perceptions of TA Professionals

Conducted January-February 2018

516 Responses

90 Innovative Practices Submitted

TA as a Profession Survey

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TA as a Profession Survey - Results

50% said that their team increased in size over the past year, 37% said that team size stayed the same

37% agreed that friends and colleagues outside the profession understood what they did as a TA professional

75% agreed that they would recommend TA as a viable profession/career

75% said that their long-term career ambitions were in TA (as opposed to in HR but not in TA, or outside TA and HR altogether)

69% said that they participated in online networking groups, 56% said that they participate in in-person networking groups/meetups

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TA as a Profession Survey – Results (5 point scale)

Contingent & Retained Search Professionals (4.2) were more likely to agree than Corporate

Professionals (3.5) that they had access to tools & resources necessary to be successful

Contingent & Retained Search Professionals (4.4) had a greater

understanding of their career path opportunities in TA than

Corporate and RPO Professionals (3.7)

Management-level Professionals (4.0) had a clearer

understanding of their career path opportunities in TA than Individual Practitioners (3.6)

Early career TA Professionals (0-5 yrs exp – 3.8) were more likely to

believe that they had time & capacity to enable them to be effective than mid-career TA

professionals (6-10 yrs exp – 3.2)

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Kristy Bronk – Talent Acquisition Manager

Dynamic Recycling

LaCrosse, WI

• Established Coulee Region Recruiting Consortium to share key open reqs, challenges, successes, referrals, etc.

• Share candidates with Consortium members for similar open reqs.

• Win-win for candidates and employers• Feedback has been outstanding from employers

and candidates alike

Innovation in TA – Finalist – Partnering for the Greater Good

https://vimeo.com/260654026

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Laura Scherban – Sr VP, Global Head of Talent Acquisition

Brown Brothers Harriman

New York, NY

• Targeted to candidates who have been out of work for 2+ years

• Program ran from Sept-Nov 2017• Program included orientation, mentoring, and

coaching• Majority of program participants were converted

into full-time roles• Now viewed as an employer for those who may not

have a ‘traditional’ resume

Innovation in TA – Finalist – Restart@bbh

https://vimeo.com/260653385

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Chris Stanzione – Dir. Talent Acquisition Americas

Manhattan Associates

Atlanta, GA

• Small team based in US and India• Implemented Scrum model of sourcing and

screening support• Purpose to leverage team for sprints on particular

reqs or skill sets• Has improved efficiency of presenting a slate of

qualified candidates• Optimizes business acumen and capacity of the

team

Innovation in TA – Finalist – Leveraging Scrum Model

https://vimeo.com/261466643

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Learn More

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contact@atapglobal.org

Facebook.com/ATAPGlobal

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GLOBAL

TALENT ACQUISITION

DAY

Coming Soon!

You’re Invited

When? Wed. September 5, 2018

Who? Talent Acquisition Professionals

everywhere!

#GlobalTADay

ilovetalentacquisition.com

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