The last 5 years has seen an explosion in new technology and tools in talent acquisition. Hundreds of companies have been funded, some have been acquired, and many more will go out of business. Against this noise we’ve just seen one of the biggest corporate M&A deals in history, with Microsoft entering the space to acquire LinkedIn. In this session we’ll make sense of a few key themes from the craziness of the past few years, and explore how the LinkedIn-Microsoft deal could be a watershed moment for recruiting technology.
This was a presentation to the Northern California HR Association, HR TechXpo in August 2016
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LinkedIn, Microsoft and the Explosion in Recruiting Tools and Technology
1. LINKEDIN, MICROSOFT AND THE
EXPLOSION OF RECRUITING
TOOLS AND TECHNOLOGIES
Michael Overell – CEO, RecruitLoop
August, 2016
2.
3. A framework to navigate the recruitment
tech explosion
Implications for HR practitioners
Specific technology advice for your
business
4. 4
Hi, I’m Michael Overell
CEO & Cofounder of RecruitLoop
Former McKinsey consultant
Husband of an HR Director
Australian in the Bay Area
@mboverell // michael@recruitloop.com
7. “using the network to power the social and identity
layers of Microsoft's ecosystem of over one billion
customers. Think about things like LinkedIn's graph
interwoven throughout Outlook, Calendar, Office…and
more.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
8. “partnering with Microsoft to innovate on solutions
within the enterprise that are ripest for disruption, e.g.,
the corporate directory, company news dissemination,
collaboration, productivity tools, distribution of business
intelligence and employee voice, etc.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
9. “Expanding beyond recruiting and learning &
development to create value for any part of an
organization involved with hiring, managing, motivating
or leading employees. This human capital area is a
massive business opportunity and an entirely new
one for Microsoft.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
16. Be agile and open to new technologies
Be sceptical of the ‘next big thing’
Be cautious of unproven products
DO
Be overly reliant on ANY tools
Get drowned on the noise
DON’T
IT’S BEEN BANANAS
Have you been paying attention?
LinkedIn acquired
Monster acquired
Coming off the back of 5 years of explosive growth in new tech and tools
An exciting time for sure.
But more challenging than ever to cut through the noise.
Do you know how this will impact your role in HR or TA?
Unfortunately, I’ll be making no predictions.
I will not be providing specific tech advice for your business.
But I will: Share a framework for navigating the explosion in new tools and tech
You will have more confidence making technology decisions for your business.
Who am I and why should you care
Not a recruiter or HR practitioner
I do have a horse in this race
RecruitLoop –
- deep in industry for 6 years
McKinsey –
Married to HR –
I’m here today because…
2016 is a watershed. Biggest year in HR tech.
Who has used one of these tools in the past 12mths?
2 of these tools
All of these tools...
We will look back on 2016 as
End of the pure play job board
End of an era for most important company in HR technology of the last decade
Start with a top down down approach.
Overlay LinkedIn profile and social graph with tools you use every day at work.
Imagine
Microsoft can tell you’re struggling with a spreadsheet, and
Uses AI to automatically connect you with a freelance analyst ready to help
Imagine
A version of your LI profile as an internal company directory
Verified skills, recommendations for projects
Imagine
The capability of Microsoft now focused on human capital.
The elephant has turned its head.
This to me is the biggest potential.
Randstad – market cap = <$10B
Really big dogs sitting on the sidelines
Left side:
All took a look at LinkedIn
They have aspirations
Middle:
Have all made acquisitions north of $1B in HR tech
Legacy platforms.
Right side:
Future IPOs and disruptors?
All in the range of $500M+
That’s top down view.
What about the ground level?
Nearly 400 HR Tech startups received investment in 2015.
An explosion of new tools and technology.
You can feel it
At conferences like this
In your inbox
Most of them – point solutions to address very specific challenge.