This may come off as a bit too truthful for some people, but let’s go ahead and say it: it’s hard to build a company, sure, but spinning out a software suite isn’t that complicated if you have the right people working on it. (And you don’t even need that many people to do it.)
1. Smart Sourcing and Recruiting professionals read
RecruitingDaily (and watch our webinars)
What’s Working In
Tech Recruiting
Right Now
2. HERE’S THE PLAN
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5. Trends
● Half of employers will
increase headcount this
year
● Record low global
unemployment
● Skills gap to skills shortage
6. Trends
● Jobs filled at slowest rate
in last 3 years
● Pressure on making better
informed and more fair
hiring decisions
7. Industry Trends
● Automation of jobs
● Diversity & Inclusion
● New Interviewing Tools
● Consumerization/CX
● Access and usability
8. What Are We
Buying?
● Recruitment Marketing
● Diversity & Inclusion (bias
reduction)
● Talent Pool Development
● Job ad tech
9. What’s working
What works for one person may not work for another.
Don’t be afraid to try new things and do what works
best for YOU.
Prioritize strategy and
tactics over technology
11. What?
● Sourcing and recruiting to
be supported with more
modern approaches to
drive more conversions.
○ Career site
○ Apply workflow
○ Sourcing/CRM
○ Job distribution
12. How?
● Career site: rebranded with
targeted messaging tailored to
audiences
● Apply workflow: mobile, fast,
leverage existing data
● Sourcing/CRM: Flexible approach
to talent pools; nurturing
campaigns; data-driven
● Job distribution: Intelligent, data-
driven.
13. Results
● Time on career site nearly
doubled to 6 minutes
● 72% open rates on some
email campaigns
● Application conversion
rate: 83%
16. How?
Focused on 6 key positions
Deep dive into personas
Automated screening and
assessment
“AI flavored” technology
17. What?
● Minimize opportunity for
unconscious bias.
● Make hiring decisions more
objective
● Measurement and
improvement
18. How?
● Focus the candidate data that is
shared with the team on critical
attributes and highlights
● Remind team to make efforts
that promote inclusion
● Anonymous assessments
● Consistent standards
● Explanations of evalutions
● Analytics
50% employers increase headcount – Hays
Skills gap to skills shortage – 75% report - Hays
Slowest rate in last three years – Forbes
Average time to hire from 19 days in 2000 to 52 in 2015 - Deloitte
50% employers increase headcount – Hays
Skills gap to skills shortage – 75% report - Hays
Slowest rate in last three years – Forbes
Average time to hire from 19 days in 2000 to 52 in 2015 - Deloitte
Automation of jobs – HROS 50% Diversity and inclusion – LI - 78% Very/Extremely important Consumerization – HRWins Access and Usability -- HRWins
Digital disruption – HROS 55% New Interviewing Tools – LI – 56%
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business
2017 10k report noted attraction and retention as issue that could disrupt their business