Recruitment processes are changing due to rising expectations of convenience from both recruiters and candidates. Recruiters have less patience, shorter attention spans, and are dealing with more volumes than ever before. Candidates expect regular feedback and have more options through job boards and social media. The traditional multi-step recruitment process can take candidates hours without compensation. Successful companies are adapting to this age of convenience by offering sleek, mobile-friendly interfaces; quick response times; one-click applications; and feedback to candidates. Big data and new technologies are also helping smaller companies source and screen candidates more effectively.
2. MAX
FOUNDER / CEO
Max Armbruster is the founder and CEO of Talkpush. Prior to Talkpush, Max was working
at enterprise software leader SAP, where he held strategic regional roles. Max’s past
entrepreneurial ventures include an applicant tracking SaaS company and a engineering
outsourcing company, both in Singapore.
MEET ME
7. • We have the world at our finger tips and expect to have it all come to us, without ever
having to leave our couch.
• Among younger generations, convenience is not just a nice to have now but is now the
expectations
EVERY TASK IS NOW A CLICK AWAY
8. • Here are some companies which went bankrupt or were acquired because they could not
adapt
AND FOR THOSE WHO DON’T ADAPT TO THIS AGE OF CONVENIENCE….
10. CHANGING EXPECTATIONS
Recruiters
• Have less patience with unqualified
candidates
• Have shorter attention span
• Work in the age of big data, where
they are asked to track performance
• Are dealing with more volumes than
ever before
Candidates
• Enjoy rising wages but stiff
competition
• Have shorter attention span
• Have more job board and social
media options
• Are not in awe of giant companies
• Expect regular feedback
Hiring Managers
• Dealing with higher employee
turnover
• Asked to do more interviews every
year
12. • For most candidates, a typical recruitment process will represent hours of work, for which they may
receive zero compensation
• Whenever possible, aspire to offer feedback to the candidates so your company is perceived as
progressive
• This should allow you to generate more referrals
Day Activity Details Time
consumed
1 Apply online Create profile + send resume to 20+ different employers 3:00h
2 Receive invitation Receive call, invited to interview. Do some research on the new company. 0:20h
3 1st Interview Take bus to office site (2h), wait before and between interviews (1h30), attend interview (20
min) + tests (40 min)
4:30h
4 2nd interview Come back to meet with hiring manager. Travel (2h), interview (20 min), contract signing and
admin with HR (20 min), waiting time (1h)
3:40h
Total 11:30h
WHAT IT FEELS LIKE TO APPLY FOR JOBS
13. TOP 5 APPLICANT FRUSTRATIONS
Lack of response to application
No compensation data
Relevancy of search results
Time required to apply
Difficulty on mobile device
Source: 1,502 US responses attained through a nationwide survey on Google Consumer
14. SUCCESS IN THE AGE CONVENIENCE
Sleek interface (innate,
natural)
One-click
Quick response time
Feedback on
performance
Ugly
Traditional design
Slow
Many clicks
One-way exchanges
Whattothrivefor
Whattoavoid
15. SLEEK INTERFACE
Here are some of the design guidance on how to build a sleek interface for
candidates:
• A fast response web design. A slow website is the main frustration for
candidates accessing your website via mobile phone.
• A uninterrupted mobile-friendly application workflow
• “Apply with LinkedIn” button. Deemphasizing resumes and accepting
online profiles
• Amazon-like search engine
• A shorter workflow (one screen only)
• Personalize the experience
• Add video content
Mobile friendly career site
One-click application process
16. CASE STUDY: TRADITIONAL DESIGN
Offline
Plenty of things that can ruin the candidate experience. Scheduling problems, conference room constraints, clumsy handoffs, delayed
follow-ups, and the hurdles to giving candidates performance feedback.
Online
18. • Making sophisticated complex look easy is what drives today’s innovation, in particular through
the use of design thinking
• Solicit feedback from the candidates
• Feedback loop will also increase your chances of not losing the candidate
• The process needs to allow for team-based recruiting
• Customer driven culture needs to go in to the world of recruitment
SEAMLESS IS NOT EASY
19. • Since Multipoly release in Hungary, PWC receives almost 2x the
number of candidates
• Tech companies organize competitions (e.g. Google
code Jam, Facebook Hacker club)
• For others, plenty of other options such as:
• Virtual job fairs (some platforms come with testing options)
• Tests and puzzles
• Rewards – offer rewards points and organize prizes
• Referral programs: create a leader board for the best referrers and
offer paid vacations and public recognition
Multipoly: the PWC work simulation
game
GAMIFICATION OF RECRUITMENT
Virtual Career Fair
26. • Most recruiters are also millennials, with less patience, busier
agendas and more smartphones.
• They are tech–savvy and want to have the freedom to innovate
• With the changes brought by technology and automation, their
job is shifting away from traditional activities, and more into a
sales role:
RECRUITERS ALSO WANT MORE CONVENIENCE
More selling
• convincing candidates
to accept
• convincing passive
candidates to consider
• market research
• viral branding
Less “hiring”
• sourcing
• matching
• screening
• interviewing
27. Job boards
Careerbuilder
Monster
Indeed
Glassdoor
JobsDB / Jobstreet
Likejobs
Recruiting and Applicant Tracking
Bullhorn Cornerstone Silkroad SuccessFactors (SAP)
Kenexa (IBM) Lumesse Peoplefluent Findly
Taleo (Oracle) Zoho Recruit Jazz Natural HR
Social Media
Jobvite
Work4
Tweetmyjob
Testing, Certifications
Smarterer
Pearson VUE / Versant
Berlitz
DSI (safety test)
Background screening
HireRight
Sterling BackCheck
First Advantage
Tazworks
Video screening
Sonru
Hirevue
WePow
Spark Hire
Referrals
Careerify
Greenhouse
Power2Motivate
Sourcing Screening Interviewing Validating Onboarding
Phone screening
VoiceGlance
Talkpush
Jobaline
3rd party Validation
SHL / Brainbench
Evolv
Pearson
Linkedin
Business Intelligence/ Big data
Burning Glass Entelo
eQuest Ziprecruiter
Hireology Broadbean
HIRING TECHNOLOGY SOLUTIONS MAP
28. • Percolata: retail staffing app. Real-
time tracking of retail traffic, and
of every employee’s availability to
ensure maximum staff utilization
• Jobandtalent, Kalibrr, Gild:
candidate self-assessment, with
job advertising network
• Crowdsourcehire, OnePage: pay
per interview, get expert help
• Jobaline, Jobdoh: help to locate
and hire hourly workers
• nsPIRE: the Tinder of recruitment,
combines Tinder and Linkedin for
a quick matching
COOL STARTUPS TO WATCH OUT FOR
Big data startups are being acquired by market leaders
29. • Employer branding is effective in many ways but it has
its limits:
• What are the odds of a candidate finding you because of
your Twitter or your Facebook feed? The challenge is getting
in front of the right candidate, at the right time, with the
right message.
• Most candidates may not be aware of the company, or
spending time researching it online
• Outbound is here to stay:
• Job boards like Jobstreet are still the #1 place where job
seekers look for service jobs.
• In the age of convenience, shouldn’t the job opportunity be
delivered straight to the candidate? Right to their phone?
• Passive candidates can be targeted via re-marketing
campaigns
SOURCING: OUTBOUND VS. INBOUND
30. • “Make it simple. Make it memorable. Make it inviting to look
at.” Leo Burnett.
• Promote your brand and your job
• Support your ad spend with fresh content on your page
• Target your ideal audience:
SOURCING: ADVERTISING IS EASIER AND MORE TARGETED THAN EVER BEFORE
31. • Entelo: Post to 50+ Job Boards with one submission. By monitoring personal data predicts
when a candidate is more likely to move.
• Ziprecruiter: Post to 50+ Job Boards with one submission
• eQuest: Job posting across hundreds of sites, and performance analysis on how to best
spend on job posting.
• ClearFit : Post your ad on Indeed, Craigslist, Simplyhired, and Monster and map applicants
to job success.
• Burningglass: Match job and people, resume parsing, and re-employment pathways /
building skills.
• Hireology: Data driven hiring. Use biometric data and proprietary algorithms to predict which
candidates are a fit.
“You’re never going to replace the human element in the recruiting process. The role
of data analytics is toaccelerate the funneling process.” - Hireology CEO, Adam
Robinson
SOURCING: THE POWER OF BIG DATAAVAILABLE TO THE SMALL GUYS
33. WORD OF WARNING: THIS IS WHAT HR TECH SALESPEOPLE SOUND LIKE….
“This software/tool pays for itself!”
“We don’t have that yet, but it’s in a future release!”
“Buy now, before the price goes up in
September!”
Source: timsackett.com
34. Word of caution on automated reports: Often more
work than manual ones.
ANALYTICS: DIFFERENT NUMBERS FOR DIFFERENT AUDIENCES
Recruiters
• % of interviews lead to hire?
• Reduction in manual processes
• Increase in RPO solutions?
• # hires per recruiter
Candidates
• Recruitment cycle time
• % of candidates hired
• % of candidates receiving feedback
• Size of your company’s network of
“friends” on Facebook, Linkedin
Hiring Managers
• % Top Performers
• % Poor Performers
• Employee turnover
• # of applicants
• Cost per hire
35. • Top 10 bleeding edge recruitment trends to watch in 2015 in HR by ERE
http://www.eremedia.com/ere/the-top-10-bleeding-edge-recruiting-trends-to-watch-in-
2015/
• More on the SAP graduate hiring initiative here http://www.eremedia.com/ere/can-
an-algorithm-replace-a-recruiter/
• Why You Should Stop Wasting Your Time With Social Recruiting by Katrina Kibben –
Recruiting Daily http://recruitingdaily.com/why-you-should-stop-wasting-your-time-
with-social-recruiting/
• The problem with using Personality Tests for Hiring – by Whitney Martin, Harvard
Business Review https://hbr.org/2014/08/the-problem-with-using-personality-tests-
for-hiring
SOURCES AND FUN READS
36. WE’LL BE ANSWERING QUESTIONS NOW
Q A&
THANKS FOR LISTENING
Q & A SESSION
Editor's Notes
Just like the power is shifting to the consumer in the market place, the power is shifting to the candidate in the job market.
Millenials have seen giant companies crash during the 2008 crisis.
Millennials will reportedly make up 75% of the global workforce by 2025!
How to build a recruitment process in the age of convenience:
1. Most applicant tracking systems afford the ability to do an auto response to the applicant, and the letters are usually filled with carefully crafted words to say, “We received your document, are reviewing it, and will get back to you if you align with our needs.” This is an excellent time to include paths to your company page on Facebook, LinkedIn, and Twitter to expand exposure and to improve your odds of getting referrals — the king of quality hires.
2. Two way communication: let them know they are rejected
3. More information on the key jobs
4. Shorter process – try to get it done in less than a day for junior positions
5. Mobile access: for the Philippines, that’s SMS
6. Show your human side. Make their feel like a guest
How to build a recruitment process in the age of convenience
Mobile friendly means that you do not have a mandatory “upload your resume” at the end of the application.
6 clicks to get to the page where candidates can submit their resumes…. And then a bug.
10-minute SAP cultural test that was pass/fail
20-minute situational judgment assessment
Pass and the recruiter calls and arranges a bootcamp, a day-long assessment. Fail, you get that feedback in real-time and can move on.
Number of website visitors: 1.2 million visitors to the site globally
Number of people ‘applying’ and starting assessment: 50,000+
Number of hires: 500 globally
Applicant questionnaires revealed:
75 percent of candidates said that the online tools boosted their motivation to progress to application
88 percent said online tools were more engaging than other graduate applications
100 percent said that the bootcamp increased their motivation to work at SAP, were happy they took part, and thought the experience provided a great insight into working at SAP
Intelligence is a very good indicator of future job performance, even /entry level jobs
A company hiring on personality, reference checks and a basic interview checking past job experience may be less effective that a couple of standard test on intelligence and interests.
Just like the power is shifting to the consumer in the market place, the power is shifting to the candidate in the job market.
Why is WiFi still not commonly available in the office? This could be a great recruitment tool for companies. And it could help recruiters be always reachable and ready for their next hire.
Source: http://www.eremedia.com/ere/your-future-as-a-recruiter-you-better-know-how-to-sell-because-most-of-what-you-do-today-will-be-done-by-technology/
Just in talent acquisition, we can list 23 different categories of technology vendors.
1. Applicant database and tracking (recruiter activity)
2. Assessment
3. Background verification
4. Candidate communication
5. Career site
6. Client and company activity tracking (CRM-like functionality)
7. Compensation
8. Compliance and EEO / OFCCP handing
9. Employee referrals
10. Internal team collaboration (hiring managers and team leaders)
11. Job distribution
12. Mobile deployment
13. Onboarding
14. Performance
15. Recruiter performance reporting
16. Recruiting vendor management
and referral tracking
17. Recruitment marketing analytics
18. Requisition approval and workflow
19. Social distribution and social recruiting
20. Sourcing
21. Succession
22. Planning
23. Talent Management
The reason that accounts and IT are no longer in the top advertised jobs is because companies have moved to agencies or to Linkedin to fill those jobs.
Source: http://www.eremedia.com/fordyce/employers-relying-more-on-agencies-to-fill-their-toughest-jobs/
Create a clear social media recruitment strategy
Creating social profiles is not enough
Ensure you have dedicated people to update your pages, remain socially active and communicate with people
2. Define your target audience before posting
Find out where your candidates spend the most time
Understand their demographics
Zeroing in on the targeted channels to avoid inefficient advertising
Sourcing has gotten a lot easier in recent years.
But: a candidate isn’t truly “sourced” until that person is known to be qualified, interested, and available for the requisition.
When Taleo was acquired by Oracle and SuccessFactors by SAP, most analysts thought that the long process of consolidation indicated that the market had reached maturity. Recent performance by other ATS providers such as Cornershone, Lumesse or the Resumator indicate that the market is still rapidly growing.
You need to define the criteria by which you would like to be measured