This document discusses the results of Knowledge Infusion's 2009 recruiting and sourcing survey. It provides an overview of Knowledge Infusion, the survey methodology and key findings. The survey found that recruiting budgets are expected to decrease for most in 2009. Identifying quality candidates was identified as the greatest recruiting challenge. National job boards were considered the most effective recruiting technology. Social networking has become more mainstream for recruiting.

1. Knowledge Infusion & ERE
The Future of Recruiting & Sourcing Survey
June 2009
Elaine Orler, Vice President Talent Acquisition
Kim Heger, Principal Consultant

2. About Knowledge Infusion
• Leader in human capital Knowledge
management, talent management &
social collaboration consulting,
advisory and intelligence services Passion Talent
• Ranked #3 fastest growing private
companies in region Partnership Celebration Trust
• Headquartered in Minneapolis,
Minnesota with offices throughout US
• Over 200 global customers including
MetLife, Turner Broadcasting (CNN),
Luxottica Group (Sunglass Hut), Intuit,
Fairmont Raffles Hotels, Clorox, Target
• Largest online human capital
management community…with over
2,500 members
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 2

3. Strategic Advisors Throughout Your Journey
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 3

4. Agenda
• Understand the Recruiting Survey
results related to:
• Current Recruiting Models and
Resource Alignment
• Recruiting and Source Effectiveness
• Recruiting Concerns and Challenges
• Technology Current and Future
Trends
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 4

5. Survey Overview

6. Many Industries Represented in Study
2009 2008
Accomodations and Food Services
Construction
Educational Services
Finance and Insurance
Health Care and Social Assistance
Life Sciences and Pharmaceutical
Manufacturing
Media and Entertainment
Non-Profit/ Religious
Other
Profesional, Scientific, and Technical Services
Public Administration/Government
Real Estate
Retail Trade
Telecommunications
Transportation and Warehousing
Utilities
Wholesale Trade
0 50 100 150
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 6

7. Respondent Titles/Roles
2009 2008
Other
SVP/VP of HR
Recruiting/Talent Acquisition Executive
Recruiting/Talent Acquisition Director
Recruiting/Talent Acquisition Manager
Recruiting Assistant
Sourcing Specialist (Contractor/Third Party)
Sourcing Specialist
Sr. Recruiter (Contractor/Third Party)
Recruiter (Contractor/Third Party)
Sr. Recruiter
Recruiter
HR Generalist
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 7

8. Most Recruiters Have Over 5 Years Experience
2008 2009
< 1 year 1-3 < 1 year 1-3
5% years 4% years
10% 11%
3-5 3-5
years years
9% 11%
>5 >5
years years
76% 75%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 8

9. Polling Question:
How long have you been in the recruiting profession?
A. Less than 1 year
B. 1 - 3 years
C. 3 - 5 years
D. More than 5 years
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 9

10. Recruiter time in position consistently under 3 years
2008 2009
>5
>5 years < 1 year
years
19% 23% 20%
< 1 year
31%
3-5
years 3-5
15% years
13%
1-3
1-3
years
years
44%
35%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 10

11. Recruiter Role Consistently Changing
Hunter Farmer Sous Chef
• Specialized, targeted • General area of discipline • Aligns the efforts within the
• Variable processes • Consistent process for overall business
based on type of talent identifying talent • Understands broad
• Few qualified active • Harvest candidates from resource objectives, needs
candidates – stronger broad categories of and gaps
sourcing efforts qualified resumes/ profiles • Expert in pinpointing the
• Strong social networking, • Strong relationship with need and the sourcing plan
relationship building with line mgmt for continuous • Strategic alignment of
external talent recruiting talent across the business
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 11

12. Roles in Recruiting are Changing
How do you anticipate your role changing in 2009?
30
25
20
15
10
5
0
More focus on ext., on managing More focus on In do not anticipate I don't know Other
prospective candidate internal Talent my role changing in
candidates relationships Mgmt. and 2009
Succession
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 12

13. Today’s Enterprise Recruiting Models
Centralized Decentralized
• Dedicated staff • Various roles participating in recruiting
• Recruiter team work • Individualistic recruitment
• Standard processes • Localized processes
• Standard reports/metrics • Varied reports/metrics
• Position volume shared across the team • Position volume varied
• Direct line reporting structure • Consensus voting with participation optional
Generalist Outsourced
• Multiple job responsibilities • Multiple companies supported
• Employee Relations critical • Recruiter team work
• Limited recruiting experience • Process ownership and accountability
• Individualistic recruitment • Standard reporting/ metrics
• Varied reports/metrics
• Position volume varied
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 13

14. Centralized Recruiting Model still strong
2008 2009
0 10 20 30 40 50 60 70
Centralized
Decentralized
Generalist
Outsourced
Other
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 14

15. Recruiting & Sourcing Priority Ranking Shifted
2008 2009
Top - In the top
6% 1/3rd of 10%
business
10% priorities 34%
Middle - In the
middle 1/3rd of
business 25%
priorities
Bottom - In the
27% bottom 1/3rd of
business
priorities
Don't know
57%
31%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 15

16. Market Landscape
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 16

17. Polling Question 2:
In 2009, I anticipate my company’s budget on recruiting and
sourcing to:
A. Increase
B. Decrease
C. Stay the same
D. I don't know
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 17

18. A Drastic Shift in the Reality of Budgets…
2008 2009
Don't
I don't know Increase
know 10% 6% 12%
Stay the
Stay the
same
same 36% Increase 25%
34%
Decrease
20% Decrease
57%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 18

19. Quality Candidate Flow Identified as Greatest
Individual Recruiting Challenge
2009 2008
33%
Identifying enough quality candidates…
39%
25%
Getting hiring manager to respond…
25%
18%
Effective technology to streamline ...
16%
10%
Managing the system tasks….
14%
14%
Other
6%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 19

20. Acquisition + Retention = Talent Management
Speed of the Business
Speed of the Market
Sourcing
Retention
Recruiting Mobility
Performance
Succession
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 20

21. Technology Landscape
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 21

22. Companies Prefer One Portal For All Candidate Traffic
2009 2008
One portal for all candidate traffic
Employee career portal
University/college recruiting portal
None of the above
Portals based on country or language
Don't know
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 22

23. ATS Still Remains a Standalone Application in the
Talent Management Suite
None of the above
Employee portal and self-service
HRMS
Onboarding
Home-grown/paper-based system
Performance management system
Succession management application
0% 10% 20% 30% 40% 50% 60%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 23

24. Holistic Approach to Meet Business Needs
Disconnected Talent Model Holistic Talent Management
Talent Talent
Career Performance
Acquisition Acquisition
Management
Performance
Succession Talent
DNA Development
Management
Succession
Management
Development
Compensation
Career
Compensation
Management
 Disparate processes  Connected processes
 Silo’d work effort based on HR  Mutually supportive efforts based
discipline vs. Business need on business need
 Redundant work, administrative  Alignment of philosophies,
and strategic strategies, and tools focused on
desired business outcomes
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 24

25. Polling Question 3:
What tools or technology are most effective for
your company’s recruiting efforts?
A. National job boards (Monster, CareerBuilder,
HotJobs, Craigslist, etc…)
B. Niche job boards (CallCenterJobs.com,
AllRetailJobs.com, etc.)
C. Social networks (LinkedIn, Facebook, Twitter, etc…)
D. Sourcing tools (AIRS SourcePoint, ZoomInfo,
Jobster, etc...)
E. Assessment (Previsor, Kenexa, etc...) Internet
search (Google, Yahoo, Ask, etc…)
F. Other, please specify (if no Other please choose N/
A)
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 25

26. Technology Leveraged in Recruiting Remains the
Consistent
0% 100%
National job boards
Niche job boards
Social networks
Sourcing tools
Assessments
Internet search
Other
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 26

27. Recruiting Landscape
Social Networking has become
mainstream

28. What is Social Collaboration?
Portals/Self-
Intellectual Service
Communication
Capital
Knowledge Social
Sharing Networking
Collaboration Profiles & Conversations
Expertise
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 28

29. National Job Boards Rank the Highest In Terms of
Effectiveness for Recruiting Efforts
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Assessments
Assessments 2008
Internet search
Internet search 2008
National job boards
National job boards 2008
Niche job boards
Niche job boards 2008
Social networks
Social networks 2008
Sourcing tools
Sourcing tools 2008
Very effective Effective Somewhat effective
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 29

30. LinkedIn is the Most Popular Social Network for
Recruiters
2009 2008
LinkedIn
Facebook
Twitter
I do not use social networks for recruiting
MySpace
Other
Classmates.com
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 30

31. Social Networks Important for Sourcing Prospective
Candidates
2008 2009
Sourcing prospective candidates
Posting job requisitions
Creating a discussion with
prospective employees
Research candidates during the
interview process
Not currently using social networks
in our sourcing and recruiting efforts
0% 20% 40% 60% 80%
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216, 2008 N= 678
216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 31

32. Continue the Conversation
Elaine Orler
Elaine.orler@knowledgeinfusion.com
D: 858-748-3136
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2009 N = 216
Knowledge Infusion Proprietary and Confidential, Copyright 2009 32