Recruiting Trends and Best Practices: What's Hot in 2008

1Knowledge Infusion Proprietary and Confidential, Copyright 2008 1Knowledge Infusion Proprietary and Confidential, Copyright 2008 1Knowledge Infusion Proprietary and Confidential, Copyright 2008

Recruiting Trends and Best Practices: What’s Hot in 2008

January 31, 2008


Elaine OrlerVice President,

Talent Acquisition Mgmt

Jason CorselloVice President

Center of Excellence


About Knowledge Infusion

Total Employees

Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit, Safeway, Luxottica, Health Net, AAA

Notable Customers

HCM and talent management, portals and self-service, performance, succession, recruitment, learning & development, workforce planning, analytics

Areas of Expertise

Over 150Number of Customers

Fortune 2000, Mid-market, Public SectorTarget Markets

Minneapolis, MN; Offices throughout USHeadquarters & Offices

Founded in 2004 by Jason Averbook and Heidi SpirgiLeader in HCM and talent management consulting and advisory services

Global Company

Approximately 50, Across North America


Services Tied to Business Results


2008 Trends

Market Landscape1. Recession Shift2. Global Focus3. Workforce DemographicsTechnology Landscape 4. TAS Consolidation5. Technology Enabled Services6. Unified Talent ManagementRecruiting Landscape7. Emergence of Social Networking Strategy8. Talent Intelligence 9. Volume Hiring 10.Free Agent Workforce


1Recession ShiftEconomics: a period of an economic

contraction, sometimes limited in scope or duration.


1. Recession Shift

Global markets plunge on U.S. recession fears(CNNMoney.com) (3 weeks ago)

Goldman Sachs sees recession in 2008(news.yahoo.com) (2 weeks ago)

Recession 2008: Take the Offensive(businessweek.com) (last week)

Consumer spending weak; jobless claims surgeIn another bad sign for the economy, the number of workers filing new claims for jobless aid jumped by

a much larger-than-expected 69,000 last week to the highest in more than two years

(usatoday.com) (today)


Recession Shift in Recruiting

Reduction in resources dedicated to external recruiting

“Freeze”, “Chill”, in mass hiring efforts

Redistribution of work related to HR, TM and TA

Prioritization and Process Analysis

Internal Forces

Jobless Claims Upturn

Economic Downturn

Increased volume of inquires related to opportunities

Increased applicants applying for opportunities they are not qualified for

Greater exposure to regulatory requirements

Hesitation in relocation based on global economy

External Forces

Slower execution of business strategy and operating plans

Delayed and loner processes to make talent decisions

Increased transaction based activities with non-qualified applicants

Business ImpactFUD

Election Year


2Global FocusPertaining to the whole world; worldwide;

universal: the dream of global peace.


3Workforce DemographicsThe workers employed in a specific project or activity.

All the people working or available to work, as in a nation, company, industry, or on a project.


Less People in the Workforce

Source: Based on data from the U.S. Census Bureau, 2000; U.S. Census Bureau, International Data Base, July 2003

Generations whose members are alive today by year of birth (in millions)

Baby BoomGeneration

GenerationXU

.S. p

opul

atio

n al

ive

toda

y(in

mill

ions

)

GenerationY

Greatest +Eisenhower Generations

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

1900 1910 1920 1930 1940 1950 1960 1970 1980 1990 2000

Baby BoomGeneration


Younger People Don’t Live To Work


Anyplace, Anytime

People Working From Home (M)

Office, 35%

In Between, 30%

Home, 35%

• In the Office, on the road and at home• 24x7• Work will take place in shorter “chunks,” down from

months to weeks

Location for work


4TAS ConsolidationAn act or instance of consolidating; the state

of being consolidated; unification: consolidation of companies.


2008 Technology Evolution – Talent Acquisition Systems

1988-1998

Applicant TrackingSystems(stand-alone)

The Future?

2002-2003

Candidate MgmtWorkforce Mgmt

1998-2001

Profiling/Job Seeker Mgmt

TAS – Total Solution BPO/RPO

Hourly/ContingentOn-Boarding

2004-2006 2008

TMS – Total SolutionGlobal PlatformContact Mgmt

Social Networking (linkage with performance mgmt, succession

planning)


2008 Talent Acquisition – Acquisition List

• 2002• iJobs by Lawson• Resumix by HotJobs

• 2003• Personic by Unicru• PureCarbon by Workstream • Icarian by Workstream

• 2003• RecruitingSolutions by Ceridian• HotJobs/Resumix by Yahoo!

• 2004• Humetrics by Deploy• KnowledgePoint by Vurv

• 2005• Hire.com by Authoria

• 2006• BrassRing by Kenexa• Webhire by Kenexa• Unicru by Kronos• VirtualEdge by ADP

• 2007• People Business Network by Vurv• Deploy by Kronos

• 2008• TBD


Usability Most Important Factor When Selecting a Talent Management Suite Vendor

Source: Knowledge Infusion & HR Executive ® Talent Management Suite Adoption SurveyN = 267


Evolving the Buying Cycle

Making the “Business Case”

Building a “Business Plan”

Focus on Functional ROI

Dedication to Business Value & Impact

Business Process-Centric

Focus on User Experience & Unification

Capital Expenditure Operating Expenditure

Traditional Buying Cycle… …To Buying Software in 2008

Going from a 12 Month Cycle… …To a 3 Month Cycle


5Technology Enabled ServicesTo make able; give power, means, competence, or

ability to; authorize. To make possible or easy


Kayak


An Example of Improved Usability


6Unified Talent ManagementFormed or united into a whole


Market Evolution, Segmentation, Differentiation

• Buyers• Identify value of integration options• Define business outcomes and transform processes• Know your 3-year plan and select vendors accordingly• HR and business stakeholders must OWN requirements

• Vendors • Know, market and sell to strengths• Build for the business• Build consumer-like apps• Integrate with operational systems• Answer metrics and measures need


Companies Today Focusing on Integrated Performance, Development & Succession Planning

Source: Knowledge Infusion & HR Executive ® Talent Management Suite Adoption SurveyN = 313


7Emergence of Social Networking Strategy

The gradual beginning or coming forth; The becoming visible


Why Social Networks are Important to Recruiting

•Sourcing

•Contact Mgmt

•Hiring

•On-boarding

•Engagement

•Collaboration

•Training

•Re-hiring


Web 2.0: HR’s Current Attitude

• 64% of U.S. companies deny their employees access to social networking sites such as Facebook, MySpace

• 54% of HR decision makers have encountered or have had to discipline employees for time-wasting on the Internet

• 23% of HR decision makers are unfamiliar with Web 2.0

• 42% are familiar with the sites, but do not use them

• 34% actively use Web 2.0 technologies

Source: Clearswift, October 2007


8Talent Intelligence


Ability to Manage Talent


Building a Talent Pipeline

•Leadership Behaviors

•Performance Ratings

•Competencies•Work Experience

•Education•Location•Languages

•Interests•Career Path

•Sales Productivity•Experiences

Talent Supply / Employee Profiles

Identify Future

DemandProfile Current Supply

Analyze Gaps

Plan Scenarios

Workforce Planning

Define Critical Roles

Identify Talent Pools

Accelerate Development

Advance

Succession Management

Identify Need

Source Talent

ManageMobility

Mobilize Resource

Talent Mobility18 months – 3 years Now – 12 months12 - 36 months

Identify Need

Source Talent

ManageMobility

Mobilize Resource

Resource ManagementNow – 6 months

`PerformanceManagement

Internal Talent Supply External Talent Supply

Talent Review

TalentAcquisition

ContingentManagement

Learning Management


9Volume HiringA mass or quantity, especially a large

quantity, of something


High Volume/Hourly Talent Acquisition Process

Selection Selection On-boardingOn-boardingApplicantManagement

ApplicantManagement

A. Continuous Open Positions &

Sourcing

A. Continuous Open Positions &

Sourcing

Position Need/Requisition Mgt.

& Posting

Position Need/Requisition Mgt.

& Posting

B. Job SeekerManagement

B. Job SeekerManagement

Applicant IdentificationApplicant

Identification

High Volume Difference


10Free Agent WorkforceAble to do something at will.

Not joined to or in contact with something else.Unrestrained; casual; informal.


Only 6% of Boomers Wants to Work Fulltime

Source: Merrill Lynch “New Retirement Survey: “A Perspective on the Baby Boomer Generation”, 2-23-05

The Boomers Are Creating the “Free Agent” Workforce


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