1. Definitely,Maybe:
TheHiringHypeCycle
Fact, Fiction and the Future
of Talent Acquisition

2. Please Allow Me To
Introduce Myself.Matt Charney
Chief Content Officer
Allegis Global Solutions
Allegis Global Solutions
Executive Editor
Recruiting Daily
Allegis Global Solutions

3. Je ne parle pas français.
www.insidetalent.org 3
This presentation is in American English, y’all
Contains gratuitous Oasis references.

9. In July 2009…
The mean unemployment duration was 36.9 weeks, and the median was 21.8 weeks.
The share of unemployed workers who have been without work for over six months was 43.8% (all time high) =
A total of 625,000 unemployed UK workers had been searching for a job for longer than six months (all time high)
There were 2.1 million workers officially umemployed in UK

10. In March 2009…
6.1 unemployed job seekers per opening (Office of National Statistics)
229 applications average per full time job posting in UK (MEI March 2009)
60,000 more UK jobs lost in Q1 ‘09 to layoffs and departures than voluntary turnover/quits (ONS)

11. The Current
State of
Recruiting

13. 2019 is a great time to be a recruiter.
• 82% of employed workers plan to look for new job in next 12 months
(Nielsen)
• Hiring volume is expected to increase 62% YoY (LinkedIn)
• 9.8 million new jobs to be created in next 5 years (BLS)
• 63% of job openings in 2018 for newly created positions (CB Insights)

14. Recruitment in the UK: Top Trends
•53% of UK employers attempted to
recruit new hires in Q1-Q2 2019
• 73% of UK employers reported it was
“difficult” or “very difficult” to meet hiring
demand for open roles in Q1-Q2 2019
• 28% of employers expect hiring demand
to grow in next 3 months
• Retail and hospitality hiring largely flat; high
volume jobs most at risk
• Full time and self employment has
increased since Brexit; part time down
Source: OBR/ONS

18. Recruiting is a big business.
• Staffing and recruiting industry
size in UK estimated at 30B in
2018; on pace to exceed 160B in
2019
• Global market for staffing and
recruiting at $532B in 2019 (5.3%
annual growth)
• 7,496,000 workers employed in
recruiting and staffing in US (8%
YoY increase); 56M globally
• 71% of recruiters work at agencies
vs. 8% direct employers (RPOs,
career services make up other 21%
of market)

19. ONS: 9% growth in HR management
roles (2019-2026)

20. Job Growth Trends: Recruiting & Staffing
USD

23. Recruiting is a big business.
• Staffing and recruiting industry
size in UK estimated at 30B in
2018; on pace to exceed 160B in
2019
• Global market for staffing and
recruiting at $532B in 2019 (5.3%
annual growth)
• 1.1M workers employed in
recruiting and staffing in UK (8%
YoY increase); 56M globally
• 71% of grecruiters globally work
at agencies vs. 8% direct
employers (RPOs, career services
make up other 21% of market)

29. LookBackinAnger:
TheStateofTalent
AcquisitionTechnology
“Just because you sold a lot
of records doesn’t mean
you’re any good. Look at Phil
Collins.” – Noel Gallagher

30. Trough times ahead: The Technology Hype Cycle

31. UK Unemployment Rate, 2007-2018

34. CPH 2009: $3,838

40. 0 5 10 15 20 25 30
Referrals
Career Site
Job Boards
Direct Sourcing
College
Boomerangs
Print
% of external hires
% of external hires
Top External Sources of Hire, 2009
Source: CareerXRoads

41. 0 5 10 15 20 25 30 35
Referrals
Career Site
Job Boards
Direct Sourcing
College
Boomerangs
Print
% of external hires
% of external hires
Top External Sources of Hire, 2018
Source: CB Insights

42. Top uS Online Sources of Hire, 2009
Source: CareerXRoads
41.6
11.6
4.1
2.8
1.7
0.8
0.8
% of online hires
CareerBuilder Monster HotJobs CraigsList JobCentral Dice The Ladders

43. Top US Online Sources of Hire, 2018

44. 59% of
businesses tried to
make new hires in
2018
54% found no
qualified candidates

47. Global 2009 Recruitment
Budget

48. 2018 Recruitment Budget

49. Top 5 Providers
(2008):
Taleo
ADP
Brassring
SAP eRecruit
Peoplesoft

50. The gift or the curse?
• Top SOH is still internal hires
• Time to fill has increased
• Applicants per hire has remained flat
• Candidate experience still not fixed
• Cost per hire is up
• Retention is down

51. The More Things
Change…
• Top SOH is still internal hires
• Time to fill has increased
• Applicants per hire has remained flat
• Candidate experience still not fixed
• Cost per hire is up
• Retention is down

53. Source: Talent Board Source: Gallup 2016 Job Seeker Survey

54. What’s changed?
Top 2008 Talent
Challenges
(SHRM/Economist):
1. Attracting the right
candidates
2. Availability of skills
3. Employee
engagement &
retention
4. Employer branding
5. Diversity and
inclusion
Vendors created problems for you to
solve!!!

55. 15.8
m.
Source: US Dept of Commerce

56. Top 2008 Talent Challenges
(SHRM/Economist):
1. Attracting the right
candidates
2. Availability of skills
3. Employee engagement &
retention
4. Employer branding
5. Diversity and inclusion
Vendors created problems for you to
solve!!!
Only buy what you can’t do personally, or you’re planning your own
obsolescence. You can interview candidates on video without
investing in a video interviewing provider, for example.

58. Talent Gap in Talent Acquisition?

59. Talent Gap in Talent Acquisition?

60. Talent Gap in Talent Acquisition?

61. Talent Gap in Talent Acquisition?

63. Standing on the Shoulders of Giants?
• Recruiters were among the hardest hit professions in the 2007-2009 recession; majority of
impacted recruiters left sector during latest recession for other jobs and industries
• Hiring demand has outstripped recruiting supply, forcing most newly created recruiting roles
in last 3 years to be filled by people with no prior recruiting experience.
• Recruiters are less experienced but getting paid more than before the recession due to
market demand, creating an even greater cost center than before
• TA invests in recruiting jobs for the short term; long term investment is not in recruiter
development, training or upskilling, but instead, in technology
Most of the people in this room (statistically) will no longer be in
recruiting in 5 years.

64. Talent Gap in Talent Acquisition?

65. Run This Town: Where Do Recruiters Go?
Source: Relink Labs

66. Don’t Go Away.
It’s not a matter of if, but when. The
economy and hiring is cyclical.
Recruiting spend is way up, with no real
way to calculate ROI
The more you spend, the more risk you
create.
The key to recruiting in a recession is the
same as in full employment.
It’s all about doing more with less, and
being able to demonstrate results with
data that’s tied to business objectives
outside of HR/TA.

67. How Many Special
People Change?
Make your HMs happy: Focus on
the experience and satisfaction
with the hiring process from the
people you work for, not the
candidates who may never make
it.
Work smarter: Job advertising >
recruitment marketing. Your ATS
> job board database. You >
matching technologies, bots and
“AI.”
Monitor the competition: Job
descriptions are the best source
of competitive intelligence.

68. Ask as many questions as you can. Learn as
much about the business, not the business of
recruiting, as possible.
The best price isn’t free, it’s based on
performance. Get what you pay for.
Be a recruiter. Not a marketer, or a data
storyteller, or a branding expert. Be the best
at that, and you’ll become indispensable.
Remember that you’re going to be a
candidate again.
The Masterplan.

69. Some Might Say….
Focus on what works, not what’s possible.
You know the future of recruitment as well as anyone else.
Trends are defined by data, not influencers.
Be your own thought leader (and trust yourself).
Win through iteration, not innovation. Play the long game.

70. 1. Know the business.
2. Know the data.
3. Know the people.
4. Know yourself.
Just make the damn hire.

71. Thanks, London..
@MattCharney
mcharney@allegisgroup.com
www.insidetalent.org