sourcing and recruiting 2007
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ACHIEVE TALENTMANAGEMENT SUCCESSACHIEVE TALENTMANAGEMENT SUCCESS
Sourcing and Recruiting 2007Key Issues and Lessons for Success
Copyright © 2007. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
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Welcome
Agenda
– Introduction (10 Min.)
– Key Issues and Lessons for Success (40 Min.)
– Questions/Wrap-up (10 Min.)
Copyright © 2007. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
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Introduction:The 2007 Sourcing and Recruiting Survey
April, 2007. 600+ Respondents. Titles included: Corporate Recruiter Corporate Sourcing Specialist
Staffing/Recruiting Mgmt Agency Recruiter
HR Generalist Executive HR/Staffing
Consultant
Key areas covered by the survey:Recruiting challenges Sourcing/posting
Recruiting operations Diversity sourcing
Technology Recruitment strategy
Metrics
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Why Are We Here Today?
• Roadmap
• Recurring Themes
• Decision-making Framework
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Lessons for Success
• Investigate the marketplace
• Workforce planning driven by business goals
• Validate your processes and roles
• Support processes effectively with technology
• Move toward a strategic, proactive perspective to sourcing, and developing pipeline
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What dynamics are driving recruiting/sourcing today?
• Growing Expectations– As technology advances, so do client and candidate
expectations, competition, and complexity of processes
• Challenges to Recruiting Effectiveness– Broad advances in technology also create widespread
challenges to recruiting effectiveness
• The Need to Enable People– People, process, and technology are essential, but
opportunities begin with the “people” part of the recruiting equation
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Key Issues in the Recruiting Landscape
• Marketplace for talent
• Recruiting technologies
• Driving the recruiting process
• Focused sourcing
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Key Issue #1: The Tightening Marketplace for Talent
• Transition/evolution of skill sets in both traditional, mature industries and new technologies and industries
• Potential retirees - a large part of the workforce is approaching retirement
• Fewer US students are being trained in required fields of study
• Candidates more selective about career opportunities
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Key Issue: The Tightening Market for Talent (Cont’d)
• Work/life balance and relocation is a driving concern of candidates
• A need to better compete for experienced candidates is driven by presence of other companies with similar needs.
• Demand for flexibility is important, as qualified candidates (both skilled and non-skilled) often have more employment options to choose from
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Key Issue: The Tightening Market for Talent
Tightening Market Leads to Recruiting Challenges
Survey Highlight: Recruiting Challenges What primary challenges have you or your company faced when recruiting for
particular functions?
52%
62%
28%
10%
54%
8%
0%
10%
20%
30%
40%
50%
60%
70%
Geographicallocation of job
Lack ofavailable high-level technical
skill sets
Lack of directlabor
employeecandidate
pool
Lack ofgraduates inrequired area
of study
Competitivesalary for skill
set
Benefits plan
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The Tightening Market: Lessons for Success
The Candidate Experience
Everyone is focused on the candidate experience, from job bid to on-boarding…
– Candidates are customers, and marketplace ambassadors– Company insight through experience– “Buyer’s market”– “Silver medalists”– Planning relationships– Clarity on follow up
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Key Issue #2: Recruiting Processes and Technologies
• Addresses organizational needs
• Can assist in qualifying candidates
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Key Issue: Processes & Technologies
• Recruitment Process Outsourcing
• Evaluating roles and tasks
• Insight to business hiring forecast• 50% of companies in the survey reported that their workforce
planning feeds into sourcing strategies
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Recruiting Technology: Lessons for Success
• ATS functionality fully utilized by staffing teams
• Technology facilitates, not alienates!
• Electronic signatures
• Preferred communication mode of some workforce segments
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Key Issue #3: Driving the Recruitment Process
• Who owns the requisition?
• Who owns the sourcing strategy?
• What are common obstacles?
• What are common goals?
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Driving the Recruitment Process: Lessons for Success
Recognize the Burden on the Recruiter
Survey Highlight:The Role of Recruiters Describe the role of recruiters within your organization?
8%
9%
83%
They develop candidate pools from an in-house sourcer or recruitment research
person.
They access pools of candidates createdby an in-house sourcer who establishes
initial interest.
They manage the full cycle of a requisition,from sourcing to offer.
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Driving the Recruitment Process: Lessons for Success
Recognize the Burden on the Recruiter (Cont’d)
Survey Highlight: Interview Scheduling Who in your organization schedules in-person interviews?
7%
9%
28%
56%
0% 10% 20% 30% 40% 50% 60%
Hiring manager staff
Hiring manager
Staffingadministrator
Recruiter
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Key Issue #4: Challenges of Focused Sourcing
How is sourcing changing with today’s talent market and technology?
• Not about driving volume, but quality of candidate• Emphasis on “passive” candidate outreach, branding• Big boards work, but…• Screening questions• Recruitment research• Database searches• Online social networks
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Key Issue: Challenges of Focused Sourcing
Survey Reveals Most Common Approachesto Meeting Sourcing Needs
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Key Issue: Challenges of Focused Sourcing
Survey Reveals Most Common Approachesto Meeting Sourcing Needs
Survey Highlight: NetworkingBusiness Networking Communities as Used by Respondents
332
174
117
49
280
329
128
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Focused Sourcing: Lessons for Success
Examine the Techniques and Technologies Behind Your Sourcing Effort
• Analyze sourcing streams for posting effectiveness
• Market to candidates, where the candidates are
• 1:1 = #1 !
• Source, then follow through
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Focused Sourcing: Lessons for Success
Examine the Techniques and Technologies Behind Your Sourcing Effort
• Job board aggregators
• Enhanced campus (and high school!) programs
• Personal, professional, and online networks
• Targeted employee referrals
• Outreach: “The best job you’ve never heard of!”
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Six Questions To Consider
1. Are we looking at company processes and the subsets too?
2. Is every step required?
3. Are roles and responsibilities clear?
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Six Questions to Consider
4. Are we consistent and compliant?
5. Are our teams doing what we think they are doing?
4. Are we easy and inspiring to work with?
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Wrap Up
Questions?
www.tng.futurestep.com
tng@futurestep.com
Copyright © 2007. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
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This Webinar was developed by The Newman Group
The Newman Group is a Futurestep company and a leading provider of talent acquisition and management consulting services to today’s
Fortune 500 companies.
visit www.tng.futurestep.comtng@futurestep.com
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Questions/Comments
sally.millick@futurestep.com
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