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Talent Leaders Connect May 2014 Ken Brotherston Executive Chairman, TheJobPost

TLC Manchester - Ken Brotherston, TheJobPost

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  • 1. Talent Leaders Connect May 2014 Ken Brotherston Executive Chairman, TheJobPost

2. Agenda In-House challenges Crowdsourcing and TheJobPost Trends in 2014 A new approach to finding talent 3. In house challenges As market rebounds, business critical candidates are harder to find Polarisation of recruitment market makes niche agencies difficult to engage with Increased compliance requirements Expectations on fill rates, cost per hire and time to hire still rising Deeper market insight required 4. Converting data into wisdom A new approach to finding talent Wisdom Best decision Information Trends Knowledge Implications &alternatives Data Basic metrics 5. First identified by Jeff Howe Wired Magazine in 2005 Crowdsourcing ...an open call to a large group A new approach to finding talent A smarter way to solve complex problems 6. Crowdsourcing Principles: Provide maximum access and visibility Leverage specialist knowledge Increase speed and delivery Conditions Numerous buyers and sellers Inefficient transactions Lack of transparency makes costs difficult to control 7. 7 Crowdsourcing platforms that we all use 8. A new approach to finding talent Crowdsourcing in recruitment ..its not if or when but how. 9. A new approach to finding talent 10. A simple effective solution One contract access TheJobPost network of 35,000 specialist recruiters Total control set the terms & fee level per role Access specialist suppliers with fresh talent pools engage a range of specialist recruiters in a controlled manner Immediate qualified engagement To ensure speed and quality, recruiters pay to engage Standalone or integrate with your ATS based on volume A new approach to finding talent 11. Recruiter selects the job & pays to engage 12. Case Study Oct 13 present 32 vacancies posted Brands sourced for: Buxton, Nespresso, Corp/HO, Confectionery Locations covered: York, London, Scotland, Ireland, Buxton, Gatwick 100% agency engagement Average of 3 recruiters engaged per vacancy 21 Successful placements Next stage integrate with ATS and import existing supply-chain A new approach to finding talent 13. Detailed MI analysis 14. Recruitment crowdsourcing best practice Offering has to work for employers and recruiters Employers need access to the whole recruitment supply chain Recruiters need an effective economic model Recruiters pay an access fee Facilitation rather than management Let the recruiter know who the employer is Allow them to engage with each other Need to cover permanent and contract Allows even the smallest firm to engage on contract roles Fully compliant: salary and margin paid every week. Delivers market insight Recruiter metrics (in-house and external) Immediate market feedback A new approach to finding talent 15. Other recruitment crowdsourcing platforms A new approach to finding talent 16. Trends in 2014 Polarisation will continue The run faster model of recruitment will continue to decline Technology-driven efficiency or highly niche will be the main models Crowdsourcing will disrupt the industry In-House will continue to thrive but with more pressures Indirect hiring likely to rise across a number of areas Continue to evaluate and adopt new ideas Turn metrics into market intelligence Being strategic comes at a price! A new approach to finding talent 17. A new approach to finding talent