Future Of Recruiting 1109 Final
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Trends we see now and in the future that will impact the way recruiting talent will be done.
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Future Of Recruiting 1109 Final
- 1. The Far Future of Recruiting … a discussion By: Dorothy Beach, CIR PHR Front End Recruiting
- 2. New tools but personal Integration will have a different meaning Networks will be your currency* You’ll be thinking more about high school sourcing Your job will constantly be changing – yet you will act as a job broker
- 3. Your search for candidates will use web-based intuitive tools My6Sense Search through video face recognition Devices will be sensing you constantly and giving feedback Voice instead of text - email will die
- 4. You will connect using a personalized, wearable mobile device Nokia's Morph
- 5. Where we are right now with mobile job marketing: SMS for college students... Can you croudsource candidates? Companies will create communities
- 6. Bots will get your company target information or job profile for you while you zzzzzz…
- 7. The future is not more gadgets , but more integrated and modular…systems...They will come in all forms and functions including enhanced cognitive assistance and collaborative filtering, surface-based three dimensional data visualization and display, reputation-based recommendation systems, personal productivity improvement software, affordable context-aware devices , social software tools and systems that leverage social intelligence . Idris Mootee, author, consultant
- 9. Integration will all be on the web (3.0) – apps mashed up only for your needs Eric Schmidt's Address
- 11. Part of your strategy will focus on recruitment candidate pipelining at earlier ages
- 12. Recruiters will tap into professional networks on a regular basis…taking charge of your career Professional organizations will survive that give training, advice and the next job when you need it
- 16. Recruiters need an improved image…it might be a matter of survival Will communities, efficiencies, relationships get us that?
- 17. I’ll listen to your opinions… FrontEndRecruiting.ning.com Invite me to LinkedIn: beach2000@gmail.com
Notas del editor
- This presentation will tell you of some possibilities – there is no prediction – no commitment – except to say there are signs. You are here because you don’t want ot be caught unaware. How will you be tested? Who will test you? By the Client? – Send me for every candidate a sample of their work, their LI profile By the Candidate? “Download my resume on my LI profile, or visualcv…” “Text me the interview date/time…”
- *but they will migrate and so you’ll have to keep tabs on where they are. Source: http://fuelingnewbusiness.com/2009/09/25/ibm-study-the-end-of-advertising-as-we-know-it/ There is no question that the future of advertising will look radically different from its past. The push for control of attention, creativity, measurements and inventory will reshape the advertising value chain and shift the balance of power.
- Tools: will not only filter but also learn from you Face recognition is already here (face.com) My6sence – to be deployed in a few months to help filter twitter streams Youtube the #2 search engine on the planet Video search by image is already here – Blinkx.com MOTION WILL TAKE OVER CLICK “ Awareness is Everything” FastCompany http://ow.ly/oxZg Sept 5 2009 The real shift comes when we move away from direct interaction and input, towards a world of ambient interaction and awareness. What prompted this line of thought for me was the story about the Outbreaks Near Me [2] application for the iPhone. It struck me that a system that provided near-real-time weather, pollution, pollen, and flu (etc.) information based on watching where you are--and learning where you typically go, to give you early warnings--was well within our capabilities. Business week issue dated Sept 14 2009 “This is your lifelog” discusses tools like Zeo, Bodybugg,Evernote and Lifescribe gadgets and websites to gauge, record measure your life on a continuing basis. Self awareness sets up an expectation that information on YOU can provide evidence of achievements for example that are retrievable.
- Nokia’s Morph Opt-in is automatic for mobile CANDIDATES WILL DO THIS TOO!
- Communities are well discussed by Charlene Li and Josh Bernoff in their 2008 book “Groundswell – Winning in a world transformed by social technologies” Harvard Business Press. Croudsourcing is where you ask your networks (groundswell) to provide you with ideas on who might fit the requirement as it stands or if the requirement itself might need tweaking. Best Buy recently used the network to get a better job description for a new position: Senior Manager of Emerging Media Marketing. …the job description was crowdsourced, and anyone with an interest was invited to post qualifications to the job role on Idea X, a forum for Best Buy customers and employees. The final job description spoke to the traits of the social media revolution we are all experiencing: humor, collaboration and authenticity. For instance, the revamped job description included a requirement that the Senior Manager "understand the following acronyms: RSS, SEM, SEO, PPC, CPM, CPC, LOL, IMHO, WTF, API, B2C, B2B, CTR, IM, PV, RON, WWW, TTYL, LMAO, ROTFLMAO, WYSIWYG and, most importantly, RTFM."** It's unlikely that Best Buy would have come up with that on their own. Welcome to the new world of recruiting, where the nascent list of organizations using Twitter and crowdsourcing to locate the best candidates includes a wide range of companies and industries: Accenture, Burger King, Hershey, Intel, Mattel, Microsoft, UPS, even the US Department of State.
- Web robots will talk to other machines CANDIDATES WILL DO THIS TOO! Reaching out to the “Groundswell” or networks as discussed by Charlene Li and Job Bernoff in their Harvard Business Press book of 2008 has a nice description of a typical day in the far future of a Marketer in their last chapter.
- Idris Mootee has written several books on Brand Strategies and Marketing. Follow on Twitter @ideacouture
- Mint.com – customers (usually 30 yo and upwardly mobile) can aggregate their data from several outside banks, brokerage and credit card accounts and get a complete financial picture in one place. Tim.com is used by a Dutch bank ING and allows customers to compare their spending habits to others. (Business Week Oct 12 2009 issue)
- Eric Schmidt’s short version of his Web 3.0 speech
- *The Teacher of the Future A few weeks ago (July 24 th ), I wrote a post called In the Future, the Cost of Education Will Be Zero . In it, I argued that online learning technologies and open source materials have the potential to drive the cost of a quality education down very close to free and provide access to learning opportunities for people who otherwise couldn’t afford it. The post stimulated a lot of great discussion and debate. The marginal cost of education is being driven toward zero due to social media and innovative approaches to online learning like OpenCourseWare, Flat World Knowledge, and the University of the People. That’s because the nature of information is such that it can be created once at cost and distributed and consumed over and over again for free. “ Knowledge is, as the economists say, a non-rival good,” wrote venture capitalist Brad Burnham in May. “If I eat an apple, you cannot also eat that same apple; but if I learn something, there is no reason you cannot also learn that thing. Information goods lend themselves to being created, distributed and consumed on the web. It is not so different from music, or classified advertising, or news.” So in the future, the cost of education might be free, or nearly free, which could just level the playing field. Article: http://mashable.com/2009/07/24/education-social-media/ How to evaluate education in future candidates? What about ideas? @jsbelfiore: vid:Gary Hamel on Managing #Innovation http://bit.ly/vdqyg ideas across the board have equal footing b/c of Internet; kind of devalued education or credentials 10.7.09 interview on CNN. How will their resumes look? More Important – Why does this change have to occur? Millennials push for faster/better communications, easier collaborations, free & pointed training*, career pathing that is zig-zag and also fast-tracked
- Who to follow? Steven Rothberg of collegerecruiter.com Susan Burns of TheFutureofTalent.com for generational profiling IBM has started recruiting engineers and fostering /supporting their education as early as sophomore year. IBM also very involved with high schoolers: The goal of IBM Programming Contest Central is to promote Computer Science and Information Technology opportunities to high school students. We encourage high school students, high schools and post-secondary institutions to use the resources provided in order to host their own programming contests. We also want to build a community of high school Computer Science teachers by providing the chance to network and share resources with each other. https://www-927.ibm.com/ibm/cas/hspc/index.html Career planning will become BIG at college but even BIGGER at high school level.
- Professional organizations and gurus attached to them or those that have their own companies will become more important to belong to and learn from but at your convenience. Have you heard of competitive advantage?
- Because of the evolution of tools, the question of its effect on the job of recruiters becomes important.
- ERE’s Europe and Asia might be a different hiring trend. BUT Kevin Wheeler asks on Twitter 8.28.-09: @kwheeler Looking for your thoughts and comments. Is there a role for a (CTO) Chief Talent Officer? www.byteeoh.com Kevin says CTOs will be more common by 2015. On the other hand a 2008 PWC report on “the Future of Work to 2020” says there is a possibility that HR will be totally outsourced although they feel too that there will be a CPO dominating the talent mgmt of larger corporations. In the recovery US – recruiting specialist to be rehired will be specialized and project mgmt responsibilities to handle key jobs and manage external third party resources like RPO, unbundled and bundled firms. See http://www.ere.net/2009/08/31/whats-happening-to-recruiting-departments/ with Todd Raphael and Jeremy Eskenazi
- Dorothy Beach has been in research for her entire career first as a scientist then as a field consumer researcher and more recently in recruiting in some of the largest companies in the US, including ACS Inc, Korn/Ferry and Procter & Gamble. She is a primary phone researcher as well as a secondary Internet Researcher with past responsibilities for head hunting, competitive intelligence, SharePoint and website development for research archiving as well as recruiting metrics and vendor relationships. Dorothy possesses an MBA in Marketing and is also certified in both Internet Recruiting (CIR) and Human Resources (PHR). Her blog, FrontEndRecruiting.ning.com was created to showcase the latest trends (such as social media used for recruiting), tools and techniques used by recruiters for the initial phase of the recruiting cycle – research and name generation. Currently she is doing contract research for top billing recruiters while speaking and consulting on social media topics in North Dallas. Dorothy is also on the DFW Texas Recruiters Network board heading up the Social Media committee.