Embed Size (px)
DESCRIPTION
Slides from the presentation I did at the TalentPuzzle seminar on the 24th April at the Institute of Physics.
Citation preview
Collaborative Insight BrubakerHR
Gareth Jones Inmate BHR
The Changing Face of Recruitment. Or…
Recruitment. Where did it all go wrong…?
Pre internet CV Spammer…
7
Fee structure by level – to ’80’s Retained
Results only
Admin
Exec £100k +
Professional £40 – 100k
Total Package
Base Salary
c30%
c10%
Exclusive
Non Exclusive
8
Fee structure by level – to ’00’s Retained
Results only
Admin
Exec £100k +
Professional £40 – 100k
Total Package
Base Salary
PSL PenetraJon
c30%
c10%
Exclusive
Non Exclusive
9
Fee structure by level – Future? Retained
Results only
Admin Exec £100k +
Professional £40 – 100k
Total Package
Base Salary
PSL PenetraJon
c30%
c10%
Exclusive
Non Exclusive
Sourcing! Advertising!
Sourcing! Advertising!
We put the job online…
…price went down, volumes went up
We put the CV online…
…labour went down, volumes went up
We put the application online…
…effort went down, volume went up
Key implications… Sourcing activity dropped substantially, recruiting became largely reactive
We marvelled at the benefit of it all without realising we were building in huge inefficiencies
We created a new generation of recruitment consultants who became reactive, CV sifting “rejection consultants”
It became a volume industry. We created haystacks and then complained about not being able to find needles.
This period alone saw the most significant shift in organisations losing faith in third parties.
We were creating a longer term problem which was going to bite us in the ass through social – the candidate experience
We needed a way to manage it all…
…RPO, applicant tracking systems, web response management
What strategy is best for you…?
“We are in the Compuserve-‐
Prodigy-‐AOL stage of social media evolu<on. It’s a@er Netscape
and before Google in equivalent internet <me.”
John Sumser
Job boards, ATS systems, web response etc are all a “first response” to the internet. There is more change to come….
Candidates = Currency
“Does the recruitment agency, require
employees with wide ranging personal,
social and professional
networks to grow and inform their
business contacts? In many cases, it
does not. Yet it should and must.”
Candidates = Currency
$ $ $ $ $ $ $ $ $ $ $
• Find ways to connect with the passive job seeker • Broker and uJlise peer-‐to-‐peer relaJonships • Use Web 2.0 to build personalised relaJonships
online • Tap into the long tail.
“We are beginning to see the value of the peer-‐to-‐peer relaJonship – previously exclusive to top-‐end recruitment – realised across the recruitment industry through the internet.”
The future? Big general sites will get squeezed out. Small niche sites will grow.
Beyond simply drawing on these rela3onships, however, there is an opportunity for recruitment organisa3ons to help connect people to one another.
The future for third parties – Niche…
The future for third parties – Social…
Stop advertising, start sourcing…
…avoid the chronic inefficiencies of “driving
applicants” and improve your candidate experience
Talk to candidates over social channels…
…stop ignoring them and embrace the
conversation.
Turn your recruiters into community managers…
…forget traditional KPI’s – CV’s, interviews, calls etc. Focus
instead on network/community growth.
“The death of the average worker…”
“The death of the average agency…”
These things suck…
Jobboards Talent Communities Hard sell recruiters
Generalists Professional
These things rock…
Communities Communities of Talent
Community DJ’s/Managers Niche Players
Personal
Big change is coming in Recruitment
Are you ready for it…?
Thank you!
Gareth Jones
07880 742581 @garelaos
www.linkedin.com/in/garethmjones www.garethjones.me www.brubakerhr.com
