Embracing AI & Becoming a Super Recruiter!

2017

Total Talent Acquisition & The State of Sourcing & Recruiting

Johnny CampbellCEO & Co-Founder

SocialTalent“Improve and Measure your

Recruiter ROI”

@socialtalent @johnnycampbell

linkedin.com/in/johnnycampbell

http://linkedin.com/in/johnnycampbell

10

“Virtually all CEOs (90%) believe their company is facing disruptive change

driven by digital technologies, and 70% say their organization does not have the

skills to adapt.”*Deloitte 2017 Deloitte Global Human Capital Trends

http://bit.ly/humcap2017

https://www.careerxroads.com/2017/07/the-recruiting-robots-arent-coming-theyre-already-here/

V

2017Global Recruiting Survey

2,000 responses, 81 countries, in-house & third party, third year running.*yet to be published

The Average Recruiter Funnel• To hire 1 person, recruiters need to find

approximately 225 potential profiles per search, of which they will only deem 28% relevant enough to contact about the role

• The average recruiter will need to contact 63 candidates in order to reach 1 hire

• The average response rate remained flat at 35% (vs 2016)

• Relevancy? An average of only 27% of respondents will go forward for the role.

225

63

22

6

4

1

Candidates Contacted

Candidates Responses

Submissions

Interviews

Hire

0.4% Conversion Rate

225

63

22

6

4

1

225

63

22

6

4

1



Submissions

Interviews

Hire


21

It’s a clear case of quality over quantity. Fewer candidates are identified in the first place but with higher percentages making it through each level of the sourcing funnel- indicating a much higher calibre of candidate.



Submissions

Interviews

Hire

91

33

12

6

4

1

Super Recruiter Sourcing Funnel

35% 90%5.5X

40

12

11

6641

225

63

22

6

41

27% 51%

225

63

22

6

4

1



Submissions

Interviews

Hire


21

It’s a clear case of quality over quantity. Fewer candidates are identified in the first place but with higher percentages making it through each level of the sourcing funnel- indicating a much higher calibre of candidate.



Submissions

Interviews

Hire

91

33

12

6

4

1

Super Recruiter Sourcing Funnel

255

66

22

6741

225

63

22

6

41

-12%

OutputCost of Input Recruiter Efficiency=

Previously, we have focused on “Cost of Input”

Recruitment Administration Sourcing

The opportunity for output improvement is huge!

The cost of labour is rising whilst the cost of automation is plummeting

How can we all become super recruiters (and beat the robots)?

1. Incentives: does performance related pay work better?

2. Connections: what role does networking play?

3. Sources: where do we look for/ find talent?

4. Engagement: how important is one on one communication?

Performance Related Pay Delivers Results!

Answer: YES!

Performance related pay is put in place by employers who wish to reward individual or team based performances.

But the real question is: do performance related pay systems work?

62% of our respondents receive performance related pay according to this year’s report. This is more or less the same as last year (63%). Which goes to show

that if it ain’t broke- don’t fix it!

And those recruiters who receive high performance based pay ( >51% of their remuneration) are more likely to:

Fill jobs faster (within 39 days) vs 50 days

Phone a candidate vs using e-mail and InMail alone

Have higher quality shortlists and typically deliver with 50% delivering an average of

1-3 candidates submitted to the hiring manager vs 83% of recruiters who submit 4-7

candidates

Work longer weeks (46+ hours a week) vs a 35-40hr work week

Work from home vs inflexible working schedules

62%

1. Incentives: does performance related pay work better?

62 % of respondents receive performance related pay. These recruiters are more likely to:

• Deliver higher quality shortlists

• Fill jobs faster

• Work longer hours

Yet their top to bottom funnel is still not much more efficient than the average recruiter

• Super-Recruiters are 15% less likely to have PR pay!

• SR’s work less hours but on 26% more reqs!

Are they merely working harder rather than smarter?


US & CANADAEMEA APAC

21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%

1001 - 2000 Connections 2001 - 5000 Connections 501 - 1000 Connections >5000 Connections <500 Connections


21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%



21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%



21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%



21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%



21% 29%19%

24%21%

24%

21% 19% 22%

19%17% 24%

15% 14% 10%



We focused on the super-connectors, those with 5000+ connections. Our findings showed:

• No difference in response rates

• No difference in submittal conversions

• No difference in shortlist quality

Quantity doesn’t matter but perhaps Quality does?

14

Have recruiters upgraded their linkedin in the last year?

How Large is the Average Recruiter’s Network?

59% have not upgraded their account in the last yearOf those who did upgrade, the majority upgraded to Linkedin Recruiter Corporate

46% have more than 2000 connections 40% of those surveyed in 2016 had more than 2000 connections so it’s great to see that more recruiters are reaching out and pushing that connect button!

22% have more than 5000 connections This is also up from last year’s 15%. Recruiters are getting more exposure, showcasing their trade and practicing what they preach.

59%

2000+ Connections

46%

5000+ Connections

22%


34%

26%

4%5%

6%

10%

13%

1%

Social Media

Paid Job Boards

Non Paid Job Boards

Recruitment Agencies

Other

Internal Referrals

Direct Applicants or

Own Carrer site

Other Media

(e.g. Radio, newspaper,...)

(including Professional


Going Up Steady Going Down

Facebook: 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous

years

LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with

only a small drop from last year

Twitter: 23% 2017 (37% in 2016) (56% in 2015)

G+: 13% down from 22% in 2016Instagram: 7% up from 4% in 2016 - *star trend* one to watch at it has doubled in the space of

a year!

46



years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!

46

We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they were much more likely to:

• Recruit on Facebook (15% more likely)

• Recruit on Twitter (121% more likely)

• Recruit on Instagram (142% more likely)

• Recruit on Google+ (53% more likely)

• Use WhatsApp to recruit (145% more likely)

There is no one place that it is “better”; it’s being multi-channel that matters!

3. Sources: where do we look for/ find talent?Going Up Steady Going Down


years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!



years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!



years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!



years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!



years



Twitter: 23% 2017 (37% in 2016) (56% in 2015)


a year!

4. Engagement: how important is one-on-one communication?

Maximising Response Rates

Phone Email InMail LinkedIn Connections

2017 2016

10%

20%

30%

40%

50%

30% 44% 36% 36% 29%31% 35% 32%

Response rates by medium


First Contact with Candidates

50%LinkedIn

InMail

10%Email

3%Phone

2%Other

35%LinkedIn Connection

Request

48%LinkedIn

InMail26%

LinkedIn ConnectionRequest

14%Email

12%Phone

We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they are:

• 4 times more likely to use the phone, one third less likely to use connection request on LinkedIn

• Not just better at getting responses, they are 2 times as likely to progress those candidates to shortlist

• On average, 2 years more experienced (9.5 yrs vs 7.6 yrs)

Personalisation is the number one contributor to getting a high response rate therefore we suspect that these recruiters are more specialist, know more about their candidates and therefore can communicate and screen more efficiently!


26

Why Don’t Recruiters Use The Phone More?

Only 3% of those surveyed use the phone as first point of contact with a candidate. 67% of recruiters stated they either didn’t have contact details or prefer to gauge candidate interest via inMail first.

Perhaps with stealthier searches for phone numbers the recruiters’ use of the phone would increase and it could take a convincing lead again.

Becoming a Super-Recruiter!1. Volume Sourcing and Recruitment Administration will be automated. If your job involves these

tasks, you need to re-skill ASAP!

2. Being connected to everyone in your sector is not as important as knowing that sector inside out! Domain knowledge is the new differentiator in sourcing and recruiting!

3. There is no one place you will find the talent, you need to be multi-channel and be able to mix up where you search and research.

4. Communication is the most valuable skill of the super-recruiter. Become adept at listening and communicating and you will never be replaced by a robot!

“Reinventing careers and learning is now the #2 issue in business” Deloitte

Digital disruption requires you to adapt your skills or may replace you!

Thank you!

www.socialtalent.com

These slides: slideshare.net/socialtalent

Changing the way recruiters work and measuring the return on learning

Education

Embracing AI & Becoming a Super Recruiter!