Future of recruitment

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Kevin Wheeler

Future of corporate recruiting and the impact of technology.

Reclutamiento y RR. HH.Empleo

The Future of Recruitment &
the Impact of Technology
Presented by Kevin Wheeler
2014
© 2014, Future of Talent Institute

“Know what’s weird? Day by day,
nothing seems to change, but
pretty soon … everything’s
different.”
– Calvin from Calvin and Hobbes (by Bill Watterson)
© 2014, Future of Talent Institute
2

Technology is altering the roots of recruiting
© 2014, Future of Talent Institute
3
With personalized, automated assistance:
Where is the
talent?
How do we
attract &
Engage?
What the
person’s
background?
Is the
person
qualified?

The Augmented Individual
© 2014, Future of Talent Institute
Internet &
software are
augmenting
the human
mind
The “Engine” of the 21st Century
4
“Every experience is being mediated and
conceived around how it can be captured
and augmented by our devices."
Mathias Crawford, Stanford University

FOUR LEADING TRENDS
© 2014, Future of Talent Institute
5
CONSOLIDATION
ASSESSMENT
ANALYTICS
RECRUITER SKILLS

© 2014, Future of Talent Institute
6
CONSOLIDATION

Fragmented Sources
© 2014, Future of Talent Institute
7
SOCIAL NETWORKS
JOB BOARDS
PUBLICATIONS
EVENTS
SEARCH

Fragmented Sources Consolidating
through Technology
SEARCH
© 2014, Future of Talent Institute
8
SOCIAL NETWORKS
JOB BOARDS
EVENTS
PUBLICATIONS

© 2014, Future of Talent Institute
9
ASSESSMENT

The Future of Assessment is Automation
Passive Analysis
© 2014, Future of Talent Institute
10
Games
Simulations

© 2014, Future of Talent Institute
13
”The web is your CV and social
networks are your references.”

© 2014, Future of Talent Institute
14
ANALYTICS

Data + The aggregation of marginal gains
SUCCESSFUL TALENT STRATEGY
© 2014, Future of Talent Institute
15
Many small
experiments,
failures &
gains
Xerox recently cut the attrition rate at its call
centers by 20% by using big-data tools to
staff its 48,700-person department.

A Technology-Driven Strategy means. . .
Improved
candidate
experience
© 2014, Future of Talent Institute
16
Limitless
Candidates
Highest quality,
Fastest speed
What is the simplest solution to get the highest quality candidate?

© 2014, Future of Talent Institute
17
RECRUITER
SKILLS

Dealing with Ambiguity / Uncertainty
-Anticipating needs & emerging skills
-Dealing with vast shortages and overages of talent.
-Working with uncertain needs.
© 2014, Future of Talent Institute

Dealing with Complexity
-Building resilience
-Learning to ask the “right” questions.
-Leveraging data and analytics
© 2014, Future of Talent Institute

Dealing with Interdependencies
-Collaborating, forging alliances, nurturing networks.
-Crowdsourcing candidates.
-Work sharing
© 2014, Future of Talent Institute

Fostering Creativity
-Exploring, experimenting, being open to new, building diversity
-Beyond Big Data – asking why?
“CEOs identify "creativity" as the most important
leadership competency for the successful enterprise of
the future.” -IBM's Institute for Business Value, May 2010
© 2014, Future of Talent Institute

Typical Recruiter 2020-2024
• Is increasingly self-employed or “sometimes” employed
-Cycles between projects & longer term contracts. .
• Spend very little time interviewing, scheduling, or searching
-Leverages technology to find, qualify & engage candidates
• Uses data to design decisions
-Experiments, tests hypotheses
• Performance measured by:
-engagement rate, social media, web presence, peer
comments, analysis of work output.
© 2014, Future of Talent Institute
• Workplace is:
-anywhere - mobile/fixed/remote/virtual.
22

YOUR THOUGHTS & QUESTIONS
© 2014, Future of Talent Institute
23
THANKS
Follow me on Twitter: @kwheeler

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3. Technology is altering the roots of recruiting © 2014, Future of Talent Institute 3 With personalized, automated assistance: Where is the talent? How do we attract & Engage? What the person’s background? Is the person qualified?

4. The Augmented Individual © 2014, Future of Talent Institute Internet & software are augmenting the human mind The “Engine” of the 21st Century 4 “Every experience is being mediated and conceived around how it can be captured and augmented by our devices." Mathias Crawford, Stanford University

15. Data + The aggregation of marginal gains SUCCESSFUL TALENT STRATEGY © 2014, Future of Talent Institute 15 Many small experiments, failures & gains Xerox recently cut the attrition rate at its call centers by 20% by using big-data tools to staff its 48,700-person department.

16. A Technology-Driven Strategy means. . . Improved candidate experience © 2014, Future of Talent Institute 16 Limitless Candidates Highest quality, Fastest speed What is the simplest solution to get the highest quality candidate?

21. Fostering Creativity -Exploring, experimenting, being open to new, building diversity -Beyond Big Data – asking why? “CEOs identify "creativity" as the most important leadership competency for the successful enterprise of the future.” -IBM's Institute for Business Value, May 2010 © 2014, Future of Talent Institute

22. Typical Recruiter 2020-2024 • Is increasingly self-employed or “sometimes” employed -Cycles between projects & longer term contracts. . • Spend very little time interviewing, scheduling, or searching -Leverages technology to find, qualify & engage candidates • Uses data to design decisions -Experiments, tests hypotheses • Performance measured by: -engagement rate, social media, web presence, peer comments, analysis of work output. © 2014, Future of Talent Institute • Workplace is: -anywhere - mobile/fixed/remote/virtual. 22

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