hrpa.ca/ac2016 #HRPA2016 Recruiting in a Competitive Market 1

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1 hrpa.ca/ac2016 #HRPA2016 Recruiting in a Competitive Market 1

2 MAURA DYER 15 YEARS Online Senior Director of Talent Acquisition, Rogers Facilitating the recruitment, engagement, and development of top talent at leading Canadian organizations across various ca.linkedin.com/in/mauradyer/ 2

3 SIMON PARKIN 20 YEARS Online Practice Leader Recruitment & Talent Advisory The Talent Company Former Global Leader of Talent Acquisition at Fortune 100 company past 8 years as a Recruitment Advisor to organizations around the 3

4 AGENDA i Introduction ii The Labour Market Today & Tomorrow iii Talent Acquisition Trends iv The Top 5 Things You Can Do 4

5 i Introduction 5

6 Your Business Leaders Recognize Recruitment is now a Priority What are the biggest HR/people challenges facing your organization? Response Chart Percentage Retention of staff 21% Attrition and retirement of skilled employees 14% Succession planning 49% Ability to recruit new, skilled employees 47% Obsolete/dysfunctional HR systems 19% HR staff not skilled enough to support the needs of the business 18% Other, specify: 18% Source: The Talent Company s HR Pulse Study 6

7 Your Business Leaders Recognize Recruitment is now a Priority A recent study by PWC found that: 63% of CEOs worry that the availability of key skills will undermine their strategies and plans for growth. 93% of CEOs recognize the need to change their strategy for attracting and retaining talent. 7

8 What are Your Organization s Top Recruiting Challenges? 8

9 What s Keeping Talent Acquisition Leaders Awake at Night? Lack of Hiring Manager Engagement Recruiter Capabilities Limited Understanding of Labour Market Qualitative Hiring Data Ineffective Candidate Assessments Ineffective Technology & ATS Inability to Source Talent Globally Mobile Optimization Increasing Competition for Talent Organization Salary Levels Don t Match Candidates Expectations Limited Capacity of Function Lack of Candidate Pipelines *From The Talent Company s 2015 Talent Acquisition Study 9

10 The Average Volume of Requisitions per Recruiter % % % % 6% 20% *From The Talent Company s 2015 Talent Acquisition Study 10

11 Recruitment Today Unfortunately Recruitment within many organizations: Not appropriately funded based on expectations. Inadequately championed at the Executive level. Treated as a transactional admin process. 11

12 ii The Labour Market Today & Tomorrow 12

13 The Ever Changing Labour Pools in Canada 13

14 Our Labour Market Canada is a tough market to use one approach to recruit in nationally..each region, industry & skill set is unique from a talent perspective and each talent segment uses different mediums to find opportunities 14

15 Our Ever Changing Labour Market the many influencers. 15

16 Top Talent will always be in Demand. The Right.including your Top Talent! 16

17 Candidates are now in the Driver s Seat! 17

18 The Candidates Perspective: I have options! Why should I work for you? 18

19 Expect More Candidates to have Multiple and/or Counter Offers Is your organization equipped to deal with them? 19

20 Timeliness of your Hiring Decisions According to Glassdoor, the average interview process takes about 25+ days How many of your top candidates will still be available when you finally make the decision? 20

21 Time to Sharpen Your Pencils when it comes to Candidate Offers Make your best offer Know what s important to the candidate Be transparent Don t play games 21

22 Hiring will continue to increase in difficulty in

23 Your Approach to Recruitment Must Change 23

24 iii Talent Acquisition Trends 24

25 The Uberization of Recruiting More Hiring Managers doing it themselves now Self-serve recruiting has increased with increasing volumes and demands on Recruiters 25

26 Volume to Value Shifting focus from number of applicants to quality, fit and success Sourcing talent everywhere is less effective than focusing on a select few great sources invest in what works! 26

27 Optimizing Mobile Recruiting According to a 2015 study: Only 39% of orgs have an optimized career site for mobile users Only 36% of orgs have optimized their application process for mobile 27

28 Talent Research & Mapping Talent market intelligence Educate the business Enable better informed talent strategies & decisions Utilize to build proactive talent pipelines for key roles Outsourced approach 28

29 More Aggressive Talent Poaching Hiring great talent is always a competition Your competitors are targeting your talent don t be shy to target their key talent The War for Talent is still strong and all s fair in love & war 29

30 Personalized Talent Onboarding Programs Every new hire is different and has varying needs How long does it take for a new hire to be productive within your organization? 6 months? 1 year? Over 50% of organizations Onboarding programs last one week or less. Only 15% of organizations have an Onboarding program that lasts more than 3 months. 30

31 iv The Top 5 Things You Can Do 31

32 #5 Focus Your Recruitment Strategy 32

33 The Role of Recruitment Continues to Evolve 33

34 But the Top 2 Recruitment Functional Challenges Remain the Same Capacity Effectiveness 34

35 Define Where You are Going/ Where You Want to Go Business Plan Workforce Plan Talent Plan Developing the Recruitment plan for your organization Recruitment Strategy 35

36 But don t try and boil the ocean! 36

37 The Balancing Act within a Recruitment Model What s your Priority? Deeper Business Relationship and/or Stronger Candidate Hunting 37

38 Bottom Line - Invest in Your Recruitment Function Recruitment must be an organizational focus not just an HR focus! 38

39 #4 Target Your Talent Sourcing 39

40 Your Candidate Sourcing Must Evolve Is your organization still Posting & Praying 40

41 .and yes, posting jobs to LinkedIn is considered Post & Pray! 41

42 The First Thing to do to Enhance Your Sourcing Ensure you are getting the most out of the sourcing tools you are already paying for! 42

43 Candidate Sourcing Best-in-class Recruitment teams are integrating a dedicated candidate research and sourcing approach into their recruitment practices 43

44 Change the sourcing mindset! Building Talent Pipelines 44

45 Use Your Top Performers Build a How can I recruit you again profile 45

46 Build & Develop Your Own 46

47 Boomerang Talent Your Alumni 47

48 #3 Developing Your Hiring Managers 48

49 Do you recognize this? 49

50 Really!!!!!!!! 50

51 Your Hiring Managers & Their Biases Top Influencing Factors in Hiring Candidates* 1. Candidate s Sense of Humour: 27% 2. Involved in Community: 26% 3. Candidate who is Better Dressed: 22% 4. Candidate with whom the Hiring Manager has more in common with: 21% 5. Physically Fit: 13% *survey by Harris Interactive

52 Deeper Assessment of Candidates Assume 50% of candidates misrepresent themselves on their resume or exaggerate their experience in an interview. Are your Hiring Managers equipped to assess which candidates? 52

53 Developing your Hiring Managers Educate, train and build their confidence in making hiring decisions 53

54 Developing your Hiring Managers Today more organizations are investing in programs to develop their Hiring Leaders Recruitment Capabilities: - Talent Scout (Source Talent from Networks) - Talent Ambassador (Candidate Experience) - Talent Assessor (Peer Interviewer) 54

55 Developing your Hiring Managers Integrating Recruitment & Hiring into their Leadership Accountabilities 55

56 #2 Social Recruitment & Candidate Engagement 56

57 Your Organization s Employee Value Proposition And how does it translate for candidates? But the Employer Branding landscape has changed dramatically.. 57

58 An Inside Look at Your Organization & EVP 58

59 The Social Recruitment Challenge Do you know where your quality talent is coming from? Everyone is using different social media platforms for very different reasons. 59

60 The Other Social Media Recruitment Challenge Candidate Flow before Social Media Candidate Flow now with Social Media Is the Quality getting lost in the Quantity? 60

61 Is the higher volume of candidates straining the capacity of recruitment to find quality talent?.and hurting your reputation with candidates in the market? 61

62 Candidate Engagement vs. Experience 62

63 Candidate Engagement 64% of candidates never hear back from a company 80% will share their poor experiences with their friends & family and at least 20% will share it on Social Media 63

64 #1 Best-in-class Recruiters 64

65 The Top 3 Challenges of a Recruiter Continue to Remain the Same 1. Finding Good Candidates 2. Filling Positions Quickly 3. Engaging Hiring Managers 65

66 But How Effective are your Recruiters? 32% of candidates say your Recruiters are: Not engaging Not enthusiastic Not knowledgeable Not professional 66

67 It all starts with your Recruiters Your Recruiters need to be Business Partners Coaching Consultative Set Expectations Understand the Market Deliver Tough Messages 67

68 Your Recruiters need to be more consultative with Hiring Managers Managing the business expectations with the Wanted vs. Needed candidate skills, experience and salary. 68

69 The Recruiter Profile in 2016 & Beyond Knowledge Skills Competencies Organization Specifics news, trends, outlook, etc. Skill Sets, Industry & Job Function Expertise Employee Value Proposition translated for Candidates Labour Market Trends & Conditions General Business Acumen Intake & Understanding of Business Requirements Consultative Approach Talent Research & Sourcing a true Talent Hunter Technology & Social Media Sales, Marketing & Customer Service Oriented Coaching Candidate Engagement & Assessment Compliance Influence, Negotiation & Closing Relationship Building Organization & Recruitment Function Practices Communication and Follow Up with Clients & Candidates Will to Win! 69

70 Ensure your Recruiters are Setup to Succeed As an HR Leader: Train & develop them Help them remove the barriers they face usually involving difficult Hiring Managers Keep an eye on capacity issues potentially hurting their performance Motivate & reward performance 70

71 In Summary Understand what you do well and not so well Change the sourcing mindset of your organization Build confidence in your Hiring Managers Social Recruitment is about quality not quantity Great Recruiters drive great Recruitment outcomes Ensure your Recruiters are setup to succeed 71

72 Questions & Comments 72