Recommandé
Contenu connexe
Tendances
Tendances (20)
Similaire à Recruiting a Rock Star
Similaire à Recruiting a Rock Star (20)
Plus de Lucy Olivia Hopkins
Plus de Lucy Olivia Hopkins (20)
Recruiting a Rock Star
- 1. RECRUITING A ROCKSTAR TEAM FOR ALL BUSINESSES Hays Digital Technology @HaysDigiTechUKI 29th March 2018
- 2. 2 • Regional Director with West & Wales region. • 14 years leading multi-discipline teams including C&P, Education, Office Support, Social Care, Procurement, Legal, HR, Finance, and most relevant here today IT, Digital Technology and Marketing. • Private and public sector expertise across temporary, contract and permanent solutions • We have 100 Consultants within 40 miles from here in Bristol, Bath, Cheltenham and Swindon alone, within those 11 specialist areas. • Locally we have established IT, DT and Marketing teams in Bristol, Reading, Exeter & Cardiff. Contact details: ryan.gardner@hays.com RYAN GARDNER OPERATIONAL DIRECTOR
- 3. JOIN OUR HAYS HACK TO WIN! FOLLOW @HAYSDIGITECHUKI
- 4. THE EVOLVING WORLD OF RECRUITMENT 4
- 5. 5 THE WORLD OF RECRUITMENT CONTINUES TO EVOLVE THE NEED FOR EXPERT RECRUITERS CONTINUES TO GROW Follow us: @HaysDigiTechUKI
- 6. 6 HAYS ‘FIND & ENGAGE’ MODEL ADDRESSES A FUNDAMENTAL SHIFT HAPPENING IN THE MARKET Follow us: @HaysDigiTechUKI
- 7. HOW TO FIND TALENTED TECH PROFESSIONALS 7
- 8. 8 A CROWDED MARKETPLACE Follow us: @HaysDigiTechUKI
- 9. 9 BEING CLEAR ON YOUR IDEAL CANDIDATE IS KEY Define your role requirements Job specification Person specification Follow us: @HaysDigiTechUKI
- 10. WHAT YOU NEED TO KNOW TODAY DIGITAL RECRUITMENT FOR A DIGITAL COMMUNITY Follow us: @HaysDigiTechUKI
- 11. HOW TO STAND OUT FROM THE COMPETITION 11
- 12. 12 How you are seen in the marketplace depends on two aspects: CONTENT IS KEY TO BEING AN EMPLOYER OF CHOICE What is your organisation portraying to candidates? What are candidates saying about your organisation? Follow us: @HaysDigiTechUKI
- 13. 84% would consider declining a job offer if no scope for professional development of an IT professional’s decision to accept a job or stay in their current role is based on factors other than pay 57% 90% of permanent IT professionals look for flexible working when considering a new role CREATING A STRONG EVP: ARE YOU ASKING YOURSELVES THE RIGHT QUESTIONS? Follow us: @HaysDigiTechUKI
- 14. THE POWER OF HAYS CONTENT
- 15. HOW TO SEAL THE DEAL 15
- 16. 16 DETERMINE HOW ARE YOU GOING TO ASSESS CANDIDATES Team fit Technical testing Competency interview Engage existing team Follow us: @HaysDigiTechUKI
- 17. ENSURE THE OFFER IS SUITABLE TO AVOID LOSING OUT ON YOUR IDEAL CANDIDATE 17 Salary and benefits package Managing variables Post-offer engagement Follow us: @HaysDigiTechUKI
- 18. DIGITAL TECHNOLOGY ROLES WE RECRUIT FOR Follow us: @HaysDigiTechUKI
- 19. TRANSFORMING THE WORLD OF WORK TODAY AND TOMORROW hays.co.uk/dt-recruitment Myles.hickman@hays.com Kallum.downes@hays.com Darren.brown@hays.com Colin.foster@hays.com
Notes de l'éditeur
- Good afternoon ladies and gentleman - many thanks for joining me here at … stage Id like to start by saying how delighted we are at Hays to be the official talent partner of the inaugural OI conference here in Bristol. As I am sure many of you have experienced in recent years, we live in a ever evolving, very challenging world when it comes to recruiting the best talent into your organisations, arguably even with the advancement in technology there are new challenges which doesn’t necessarily mean the process is easier! I’m here today to talk you through how you can recruit a rockstar team for your business.
- By way of introduction, My name is Ryan Gardner and I am a regional director for Hays Specialist Recruitment here within the south west, I am responsible for a number of offices within the region, with Bristol and Bath being the closest locations. I am approaching my 14th year within the company – Hays, for those of you who haven’t worked with us are the largest specialist recruiter in the Uk with over 100 offices, with 2000 consultants over 20 specialist areas, we also operate within 33 countries around the globe. I have been fortunate in my time with Hays to work across large parts of the uk, across multiple sectors and responsible in that time for over 10 of our specialist divisions working with candidates and clients to help them reach their goals. 3 of our fastest growing divisions and clearly most pertinent here today are Hays IT, DT and marketing – We have a team of specialist recruiters in these divisions across Bristol, Cardiff, Exeter and Reading within the region I’ll now take you through some key considerations you should think about when going out to market for a new employee the modern world we live in.
- Make sure you follow us on Twitter and get involved in the conversation, we will be tweeting updates throughout the day from our @HaysDigiTechUKI twitter account where we will be promoting our Hays Hack competition. You can showcase your spectacular coding skills to be in with the chance of winning a top of the range games console.
- To kick off, I’d like to touch on how the world of recruitment has changed in recent years from when I started in the industry in 2004 to now, and how your attraction strategy can be adapted to meet these changes. When I started believe it or not all those years ago, the internet was not a part of a recruiters tool kit, I advertised in the local press and had to use the power the telephone to ensure I genuinely knew my candidates – What is more effective?
- There has been much debate recently on how technology has changed the recruitment industry. As a result of digitalisation: Consumers, in our case Candidates, in particular those within Gen Y and Z, are increasingly expecting businesses will find them and; Tom EG Employers are finding it harder to find valuable talent quickly or are negatively being impacted by the additional noise generated by digitalisation which dilutes their process This diagram highlights the key development milestones along the traditional advertise & apply world of recruitment, from pre-internet being reliant on a print advertisements and candidates mailing in their CVs, to the introduction of job boards and social media and being able to apply online. Despite the changes that have happened to the industry, the one thing that has remained constant is the need for recruitment expertise. In the model of ‘Advertise & Apply’, (‘Advertise & Apply’ defined by the candidate finding the job ad via a job board) employers can be inundated with online applications of unqualified, irrelevant candidates to their adverts, thereby, making the process more cumbersome. Further to this, the widely sought after passive candidate audiences are unlikely to be exposed to a job advert as they are not likely searching roles on a job board. And finally, attracting in-demand skills in candidate short markets remains a challenge unless one has existing relationships with target audiences and deep, sector-specific understanding of a candidates’ main career drivers. To help address these challenges, Hays has developed an approach that balances the art and science of recruitment in a way that can identify candidates better than anyone else, we call this Find & Engage. Balancing the ‘art & human touch’ of recruitment with our investment in leading technology, data science and machine learning, we’re able to match the best talent to our client’s needs.
- So what is the Hays ‘Find & Engage’ model? ‘Find & Engage’, is a new approach developed by Hays, and is defined by the means in which the ‘candidate’ is found. Recruiters use sourcing tools and data analytics to help prepare shortlists that also encompass passive job seekers, using more than just an application to identify if a prospective candidate is ‘approachable’. For example, through our integrated database with LinkedIn, we’re able to search beyond just Hays connections. In addition to this, should someone update their profile, this sends Hays a signal identifying a higher likelihood of approachability. Fundamentally, ‘Find & Engage’ is a result of significant developments in data, artificial intelligence, and digital technology whereby the recruitment process is being enhanced by the opportunities presented by science. Why Find & Engage is different to ‘Advertise & Apply’, is because Advertise & apply can only indicate a candidates’ immediate interest and approachability (as they are already an active candidate). Although Hays is capitalising on the shift that is happening in the market and working in the model of Find & Engage, our best practice approach to Advertise & Apply means we’re also in a position to better access the active candidate population. For example, we have deep rooted expertise through our training on how to write an advert for SEO purposes - through aggregated data analysis, we know which keywords target candidates are searching for on specific job boards. Overall, in the model of Find & Engage – Hays fundamental differentiators still rely on the deep rooted sector expertise and relationships with candidate communities, but given the competitive advantage that is driven by the scale and depth of insight in their available data provided by our technology.
- So how does this translate to recruiting technology professionals?
- The marketplace for technology professionals has become very crowded. In just a few short years, the social media revolution, internet proliferation and of course, the birth of the iPhone and the consequent explosion of mobile internet access had all happened. Whilst in 2004, candidates were often limited to the contents of a recruiter’s address book, by 2007 we had access to technology candidates and positions across the entire world, with everything available at our fingertips. But unlimited access brings its own challenges: with a seemingly infinite arena, it was hard to know where to look. New roles were everywhere, and candidates could choose how they wanted to communicate from a wide variety of channels. This made it hard to find the best suited professional for a job. With everyone online, many recruitment offices became quieter. But ironically, the market place had become a LOT more crowded. As an example is stackoverlow, its not a job board, its development community of 45m developers globally – Where as these guys on the social platforms like LinkedIn are constantly being approached on job opportunities, where they can filter it out like noise Stack is an example of where we go to find cands, where they hang out, so we would recommend a number of things 1 – you can post a job advert based on content a member is engaging with around a specified technology, and this will appear in their feed based on their IP address or Geo tag in their smart phone. Stack is that clever, it can tell where people live or people work based on the data they get. So you could have someone based in Bristol, commuting to London and drop relevant opportunitiess to them closer to home. 2 – as an organisation we would recommend creating content that is going resonate with your target audience, we do this through stackoverflow to position us as an employer of choice – WWW, salary guide and rate cards
- With such a crowed market place, It is therefore important to be clear from the outset what you are looking for in a candidate. To start, you should define your role requirements: Identify your specific needs and wants – what do you need this person to accomplish? What do you want this person to bring to your organisation? Don’t just think of your immediate need, take a long-term view of the skills you may need in the next months and years by workforce planning the necessary skils needed by your organisation Identify three essential skills you must see in the candidate’s CV (skills or training essential to the role) Identify three further ‘nice to haves’ such as further skillsets, qualifications or personality traits Once you have defined exactly what you need from a new team member, articulate this into a job specification and a person specification The job spec includes the core job description, aims of the position and specific responsibilities. It can also include ‘a typical day’ if relevant, and examples of one-off projects if applicable which can bring the job spec to life A person specification includes skills and abilities you expect from a candidate, required qualifications and experience (if applicable), and character and personal qualities Be sure to not be vague – this limits wasted time reviewing CVs which are immediately not relevant for the role, or potential loss of new talent further down the line should the job not match what was conveyed in the job specification. Creating clear and concise job and person specifications will help you to find the talent you need in a shorter timeframe.
- Another way to find and engage with tech talent is via online communities. Communities such as these shown on the slide are focal points for technology professionals, those with highly developed technical skillsets and experience to match. Often, these will be passive candidates, not necessarily looking for jobs. That’s why they should be engaged softly, through content, discussions, and positive interactions: not the ‘hard sell’. This way, employers can demonstrate the values they hold, as well as the culture and aims of their organisation. You’ll find that professionals with similar values will be interested in hearing more, and many will want to know what more you can offer them. Meetup - this is about finding and engaging, if you go to meetup.com you can review relevant tech meetups in your area, attend meetups and go from there by incorporating yourself into part of the local eco system and use it as an opportunity to learn what is important to your candidates and how you should articulate that back to the market – if you go often enough people start to network and it becomes more organic and you quickly become the go to person.
- In the crowded marketplace, you need to ensure your organisation stands out from the competition in the search for great talent.
- A strong content strategy is key to being an employer of choice amongst the candidates you want to hire. It is important to consider firstly how you are portraying your organisation to candidates, and secondly what candidates are saying about your organisation. If you don’t already have one, it is important to develop a strong and on brand - Employee Value Proposition (EVP) to be able to target and attract the people you are seeking. This is the messaging that you should consistently use in all of your recruitment materials and strategies, from your job adverts and the careers section on your website, to what you say in the interview room. This messaging needs to communicate why you are the employer of choice for tech professionals, and these reasons should be aligned to your brand values. This can include your workplace culture, incentives you offer, the breadth of responsibilities available or the range of projects candidates could work on. Your organisation is only as strong as the people you hire, so choosing a candidate which not only meets the job criteria, but also fits in well with your organisation’s culture is vital.
- You need to think to yourself what your company can offer that other organisations can’t. Keep asking yourself the following questions: Why should someone work for you? What makes your business different? What sets your workplace culture apart? Essentially – what is it that makes your employer brand uniquely enticing to the best talent on the market? Often, the best answers to these questions involve meeting salary needs, but also consider other factors which are important to professionals. We recently conducted extensive market research to see exactly what is important to technology professionals, and some of the results may come as a surprise. Our recent What Workers Want report surveyed over 13,500 professionals to ascertain their wants and needs when looking for a new job, and discovered what would tempt them to leave their current role for their next opportunity. We found that besides from salary; culture, career progression and benefits were vital when looking for a new job. IT professionals value development opportunities and training to help them keep their technical edge. 84% of tech professionals would even consider turn down a job offer if it didn’t offer any training opportunities, most significantly I think its safe to say they prioritise flexible working over and above most criteria when they look for a new role with a whooping 90% suggesting this. What may not come as a surprise to many of you, however, is that at Hays we have seen an acute shortage of skilled candidates for digital technology roles. Whilst the candidates we do see are invariably immensely talented, there are simply not enough of them, and we do not see this situation improving any time soon. Any tech employer who wants to gain a competitive advantage in the war for talent would be well placed to invest in making their organisation as attractive a place to work as possible.
- This is the hays content, how does this translate to your business – how do you do this on local level ? Content is a key component of the Hays ‘Find & Engage’ model. By regularly interacting with candidates both in person and digitally through content, we’re able to drive meaningful interactions that helps foster relationships as well as grow our candidate communities. Hays develops content such as career advice, market insights and thought-leadership in addition to commenting on trending topics or providing tangible information related to a candidates persona – all together raises Hays profile as a trusted advisor. For example: Hays connection growth and engagement is building at unprecedented rate – for example today, we have over 13 million interactions and over 800,000 new candidates connecting with Hays every month Therefore, having a strong content strategy will raise the profile of your company, from global business to start – up , and candidates are more likely to apply for a role
- Once you’ve found your ideal candidates, the interview stage is where you can determine exactly whether the person is right for the role.
- There are many types of interview you can undertake. These can differ depending on the type of role you are looking for, and can include competency interviews and technical testing. Bear in mind that the interview is a great place for you to further promote your EVP. Remember that interviews are a two-way process - not only are you assessing if the candidate will fit your organisation, but they are also checking if your organisation and the role is right for them. Make sure you are also assessing the candidate on how they will fit into your brand values – look at how they present themselves at interview, their behaviour, and their correspondence afterwards, and ask yourself whether they mirror your brand values. It may also be a good idea to introduce the candidate to other people within your team and organization by giving them a tour of the environment, and let these colleagues know what exactly you are trying to gauge. This way they can ask the right questions and feed back to you on how well they think this candidate would fit in.
- After a successful interview has taken place and you have found your ideal candidate, the offer stage is the final challenge to securing the new member of your team. Carefully consider your entire salary and benefits package on offer. Salary benchmarking exercises can ensure remuneration is competitive, and our recent Hays UK Salary & Recruiting Trends 2018 guide outlines salaries for a number of IT and digital technology roles. But, as I have already mentioned, pay is not everything. Training and development, flexible working and the opportunity to progress are all important considerations for tech professionals, so make sure you offer these wherever possible as part of your offer. Once you make the offer, you may come up against variables such as counter offers. By anticipating and preparing for a counter offer, you can usually avoid the situation altogether. It is therefore crucial to ask the right questions in advance, such as why the candidate is unhappy in their current position, what they have done to address the situation, and how committed they are to their reasons for leaving. These questions will do more than just inform you of the values of your potential candidates, they will reinforce the candidate’s decision to leave their organisation. If your offer is accepted, it is important to remember to keep in contact with your new team member during their notice period. Candidates regularly tell us that they appreciate it when they are invited to meet the team and go for drinks or lunch with future colleagues. However confident people are, changing jobs can be unnerving and it’s much better to look forward to your first day knowing you’ve already met the people you’ll see when you walk in.
- We recruit for an extensive number of digital technology roles, whether in Data & Advanced Analytics, Development or Cyber Security. We are able to provide permanent and contract recruitment solutions which best suit your business
- Thank you very much for listening today. If you would like any further information about Hays Digital Technology or our methods, please email one of the team on the screen, go to our Digital Technology website: www.hays.co.uk/dt-recruitment or come and talk to one of us after this, I am joined by a host of them now and we are at stand - Thank you once again for listening, please enjoy the rest of the conference and have a great Easter.