recruiting interactives and workforce trends

Recruiting Interactives & Work Force Trends

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Katherine JohnsonExecutive Search Recruiter

Tim DurneyBranch Manager

Who Are These People?

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Today’s Discussion

• State of the Creative Economy

• Who Are Interactives

• Recruiting Passive Candidates

• How to Use Staff Augmentation as a Business Model

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State of the Creative Economy

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Where Did We Get This Information?

• Who Responded?

• More than 160 leaders from in-house Creative Departments

• These leaders represent Fortune 500 companies, as well as middle market and other large companies from across an array of industries

In-House Creative Services Industry Report

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Size of In-House Creative Departments

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Change In Staff Size

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Percentage of Work Created In-House

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Hours Worked by In-House Staff

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Attrition Rate

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Place and Search Statistics

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Who Are Interactives?

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Interactives Include...• Everybody from the

designers of a web site or mobile site to the individuals who create the content

• More than 25% of companies hired additional interactives in 2010, while 33% decreased print-related spending

• Two general backgrounds: former print professionals who have transitioned & those who have “grown up” as interactives

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Hottest of the Hot

• User Experience/Information Architecture (1.29 job seekers/opening)

• CMS or Drupal Developer (1.13 job seekers/opening)

• Data mining and web analytics (.88 job seekers/opening)

• Social Media and E-Mail Marketing (.69 job seekers/opening)

• Mobile is largest growing segment (.02 job seekers/opening)

• $8.2 billion in 2010

• $15 billion expected in 2011

Source: Careebuilder’s Supply and Demand Portal, as of February 2011

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The New Mix

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The Value of Hiring Interactives

• Having an in-house interactive staff offers a business a number of competitive advantages

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Recruiting Passive Candidates

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Passives are...

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Some Common Misconceptions

• They aren’t looking for a job, so why invest in recruiting them?

• “No” is the end of the conversation

• Calling passives is not ethical

• Passive candidates hate being contacted

• Passives are in the driver’s seat because you called them

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The Reality• For high demand

interactive skill sets, it is often the only candidate pool available

• “No” to a specific roles does not impact the start of a relationship

• Reaching out to passives is ethical and often the best way to find talent

• Most passives periodically job search so there are windows to snag them as semi-active candidates

• You called and you can determine the relationship

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Keys to Pipelining Passive Talent

• Understand their motivation & pain points

• Keep them informed of changes within your organization, new openings & introduce them to the “sizzle” of your company

• Be interested in them as individuals and professionals

• Stay continuously engaged with them

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Have More Than an Online Application• 81% of job seekers who interact with

employers online before submitting an application

• 61% of job seekers use online research to answer to specific questions they might have about employment before actually applying

• 42% of job seekers are more likely to apply for a job at a company after they’ve interacted with a brand’s career presence online

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Social Media & Interactive Passive

Candidates

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A Few Tips...• Instead of simply adding a “Careers” tab to a

company’s Facebook page to list job openings, create a completely different page devoted only to employment topics and conversations

• Don’t require a candidate to fill out an application before they can express interest in a role

• Include “performance profiles” in a job description qualified

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Top 3 Most Used Social Recruiting Sites

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The “Spam” Trap

• Job seekers expect two-way, interactive communication with companies. Employers that limit recruiting to one-sided broadcasts of job information are seen as uncaring and often turn off followers and degrade employment brand value

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WHY MOBILE RECRUITING?Key Stats Presented at #mRec that Answer:

of the entire world population has a cell phone

20%77%

81%

60%of youth would rather spend their last $10 on their phone than food

Youth & Mobile

Productivity & Accessibility

Mobile Website Optimization

Youths who sleep with their mobile phone:

But only

Mobile workers work 240 hours more than non-mobile workers

of Fortune 1000 companies have a mobile optimized website

There are 350 million mobile Facebook users that are twice as engaged as regular users

350million

Social Media

Mobile Video & Mobile Gaming

240hrs of workers use a mobile device daily while in the of!ce

200million

There are

views on mobile devices per day

70-80% of all mobile downloads are games, and mobile gaming is predicted to reach

Statistics curated at #mRecruitingcamp, September 2011. For a full list of sources, visit http://www.talentminded.com.

72%more

2011 ages of mobile video viewers:

25-34

18-24

35-44

play computer or video games, with the average player age 37

American households72%of

$54 billion by 2015

32%

22%

21%

In 2011, 7 trillion SMS messages will be sent

worldwide... 200,000 are sent every second

The average email is answered in 72 hrs,assuming it does not go to spam or is overlooked

SMS or push noti!cations are answered in

SMS & Texting

3minless than

Mobile Recruiting:The Future?

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Factors that Influence Interactive Passives

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Top Desired Benefits• Paid Vacation (96%)

• Health Insurance (94%)

• 401K with a Match (89%)

• Telecommute/Flex Time (61%)

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Most Desired Corporate Cultural

Aspects• Recognition of a job well

done

• Compelling and interesting work

• Collaborative environment

• Work/life balance

• Feeling of job security

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How to Use Staff Augmentation as a

Business Model

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Percentage of Work Produced By Outside Agencies

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Staffing Employment is an Economic Indicator

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2.81 Million Contractors Working in 4Q 2010

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Contractor Job Satisfaction

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2011 Survey of 2,000 Employers: Most Foresee a Flexible Workforce

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Staffing Strategy

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Benefits of a Staffing Partner

• Hiring Flexibility

• Known Quantity

• Expert Sourcing

• Low Pressure Integration of Employees

• True Strategic Partner

• Project Specific Assistance

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How Do I Evaluate a Staffing Partner?

• Categories and Skills

• Specific Skill Sets

• Strategic Sourcing

• Talent Benefits

• Hire Options

• Direct Hire Services

• Client References

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Talent• W-2 versus 1099

• Behavior Based Interviews

• Portfolio Reviews

• Skills Assessments

• References

• Background Checks

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Questions?

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Recruiting Interactives & Work Force Trends

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recruiting interactives and workforce trends

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