Get Ahead of the Corporate Recruitment Revolution

CORPORATE RECRUITMENT Revolution#CBEmpower15

Tim SackettHR Pro, Fistful of Talent Blogger

CorporateRecruitmentRevolution

Why Not

Just

Evolutio

n?

This Is A Big Hot Mess

Roughly10,000 Baby Boomers

will turn 65 today.*

*PewResearchCenter – and every day for the next 15 years!

How’d We Get Here

17% v. 10% since 2010

66% v. 82% since 2003

75% v. 59% since 2010

College Grads will fall short by 20 Million

by 2025!

No Degree Needed For Our

Jobs. Thanks Google…

HR Technology Investment was

not an Operational

Priority

Freaking

Did you know…?

This no longer

works for hiring.

And costs $8,000 per user to share with Hundreds of Thousands of other recruiters…

Is as effective as Craigslist

as a hiring source!

This never did work for hiring.

This isn’t going to help either

These Are The Predominant Recruitment

Strategies of 90% of Companies Today!

How Do We

Change?

Know how to change

Know what to change

Just freaking do it!

This isn’t Your Father’s Oldsmobile

We Must Change Our Philosophy regarding talent within our

Organizations

Who Owns Recruiting?

The What

We Aren’t Prepared For Mobile.

-86% of active candidates use their smartphone to start a search.-70% of candidates want to apply via mobile.-55% want to upload a ‘resume’ to your career site.

Have you applied to your company via mobile?

-80% of organizations don’t have a mobile optimized career site and job postings.

Marketing vs. Sales.

The Real Difference

• We keep telling ourselves the Recruiting is ‘marketing’, but it’s not, it’s sales.

• Talent Acquisition/HR hate sales.

• Sales is about closing. Marketing is about awareness.

Just In Time vs. Talent Pipelines

What Do You Truly Want?

• How did we get here?

• Talent Pipelines = Inventory = work (Lean)

• CRM is your friend!

• Talent Communities?

Hunter vs. Gatherer

Source of Hires?

• Referral Engines are your friend!

• Boomerang & Alumni networks

• The most underutilized source of every company in the world!

Internal Agency Model

Change Your Skill Set

• Sales Pros – not used car sales pros!

• No phone fear• Must like 40+ hrs per

week at a desk• Plan on 50% of

turnover of your current recruiting staff

Change your Technology

• Step 1 – Find a Bucket of Money!

• Step 2- Use The Tech you Have!

• Step 3 – ATS, Referral, CRM, Posting Automation, Texting, Metrics.

• Step 4 – Keep Innovating (Best Practices Suck!)

Change Your Process

• Agencies only care about one thing, and no, it’s not about getting paid!

• How many licks to get to the center? (candidate)

• Why are you really doing what you’re doing?

Change Your Compensation

• 2/3 salary, 1/3 bonus (at min.)– Agencies are 1/3 – 2/3

• How?• Forget about current

band structure.• Your best and worst

should have significant pay differences. It’s about the

message it sends…

Change Your Metrics

• Measure everything that leads to the end result – making hires!

• Calls, ‘send outs’, interviews, etc.

• Understand ratio of reqs to recruiter

• Swim Lanes

Change Your Mindset

• Compare yourself to that which you are trying to become – not your competition.

• Why does TA get pulled into so many meetings? • Yeah, but we have ‘ethics’.

Exercise Time!

What are going to be your biggest hurdles in moving your department to an internal agency model?

Partner with 2 departments:

Marketing and IT.

Make Your Data Matter. To You.

In the end you still have to Pick up the

phone.

Let’s Connect:Sackett.tim@hru-tech.comwww.hru-tech.comwww.timsackett.comwww.fistfuloftalent.com

Twitter: @TimSackett

LinkedIn:www.linkedin.com/in/timsackett

#CBEmpower15