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Madgex Slot The Year Ahead Conference 28 1 10 Ii
- 1. The Future of Recruiting Technology Simon Conroy, CEO Enhance ‘The Year Ahead’ Conference 28th January 2010
- 2. Our Mission: To help job seekers find the best jobs and recruiters find the best candidates by delivering inspirational and innovative online recruitment
- 3. Technology deals with human usage and knowledge of tools and crafts, and how it affects our ability to control and adapt to our natural environment. - Wikipedia
- 5. Time + Costs
- 6. Weddle’s 2009 Source of Employment Survey
- 7. 79% of employers use social media sites - IAEWS 2009
- 8. Unleashing the Killer App – Larry Downes
- 10. Work/ Life/ Active/ Passive Attention Social Security Access
- 13. Work/ Life/ Active/ Passive Attention Social Security Access What technologies affect our ability to control and adapt?
- 14. Job board listings Contextual job ads Search engines (organic & paid) Twitter job feeds Aggregators Jobs by email Email marketing campaigns CV database Strategic search Social recruiting
- 15. The Middle Volumes Brand Brand £ pressure Quality Employer Tools Commoditisation Quality JS Services Employer sites Job Boards Multi-posters Agg.
- 17. Year of the employer
- 18. Jobs by mobile explosion
- 19. Data portability & walled gardens
- 21. The attracted partner
- 22. The empowered partner
- 23. Hunter/ Hunted – niche
- 25. Example: Convincing applicants to publish CVs This page shown after a job application. A natural place to leave the site. One of the highest value actions they can do here is publish their CV. We tested 4 different versions of this upsell (highlighted)
- 26. Clickthrough Uplift: -4% a b Control Condition c Clickthrough Uplift: 8.3% Clickthrough Uplift: 12.5% d
- 30. Mindset
- 31. Engagement over time
- 32. Recruitment advertising networks
- 34. Users start an activity, e.g. Apply for a job
- 35. Users start an activity, e.g. Apply for a job
- 40. Apps mentality
- 43. The silent partner enabled?
- 53. What technology affects our ability to control and adapt to our environment? Work/ Life/ Active/ Passive Attention Social Security Access
- 55. Clients
Hinweis der Redaktion
- Rollercoaster, and not a comfortable walk through the park. Throw stuff at you and see what sticks, rather than driving home a message.
- ...but first, let’s paint the current backdrop to our question: what is the CURRENT future of recruiting technology?
- Facilitating things better. Doing things humans can’t.
- You’d expect me to put this up
- ...but how does this correlate with the previous stat?
- Story about the presentations I was doing 5yrs ago. David Hurst at Onrec’s thoughts on the speed of change, but what it’s like being in the maelstrom of the technology: everyone in the room has to be aware of this.
- I was going to wax lyrically about the ‘truths’ of our mission to match best right person & best right job, but distilled it down to the above.People still differentiate these things. Job seeking is a transactional activity. Work and life are very separate.Attention is one of the fundamental human needs. For people to be ignored, or not cared for, causes them to witherIt is argued that people developed consciousness to become social creatures in order to further succeed from an evolutionary perspective. It’s another fundamental. (social networks/ recommendations and reviews/ internal referrals)The traditional employer/ employee relationship is over. Who’s going to look after your career now if you don’t?People want to access best jobs or feel that they will come to them
- 1943
- So this is the core question for attempting to interpret what is coming over the future couple of years (assuming you accept the truths)
- This makes the point that balances ‘traditional’! Online recruitment with social recruiting: it’s penetration of different sectors of potential candidates (passive/ active/ semi)Arguably the challenge is to introduce the tools that enables expansion of the semi-passive with confidence (security/ user selectivity)
- These are the current prevailing pressures on the technology solution markets, as framed by our mission (best right candidate/ best right job)
- Can’t predict, but can apply best guesses based on mission, recruitment truths, current market pressures and how well emergent technologies are facilitating these parameters
- An API is a way for website or service to talk to another website or service. APIs let you mix information and media from other services into your own site or application. API stands for ‘application programming interface’ - these are enabling an explosion of services that are rapidly developed and launched for users. Expectations start to be based on levels of service. GEEK WARNINGATTRACTED – Building on the API point, the massive impact of user experience increases as markets become more competitive and cognitive understanding (the ‘process of thought’ to knowing) increases.EMPOWERED from CV servicesHunter/ hunted – niche: the siren call of niche is natural. Where will the hunters and the hunted go other than increasingly niche, professionally focused sites (news/ communities/ associations). The work/ life/ professional/ social point. New-breed CV databases with security settings under the umbrella of trusted brands.Social/ cared for: who’s going to provide the tools to make seekers feel cared for when they’re in the 90% void of active seekers not covered by ‘search’ services?
- Services driven from CVs and preferences become the norm
- UX as a competitive advantageAny kind of frustration or delay will cause a proportion of users to give up and leave your site. Any option that isn’t presented in an enticing enough will manner will equally cause drop-out. The cumulative effect is huge.
- 16.5% difference from changing 6 words. You can calculate the impact on the value of your CV business
- Note security settings: the problems of public searching and business network profile updates and hjobseeker file empowering the job seeker
- Social recommendation engines/ sharing/ user empowerment: will it extend mainstream to employment/ external assessment of recruiting executives?
- Tools to turn HR teams into recruitment experts because of the shift in mindset towards employment brand engagement, but also because of the ability of social recruiting to become a lower-cost strategic search optionBranding and engagement over time: relationships, CV databases, the increasing rapidity of career movementFeaturing a job on the homepage increases its application rate by 40%Upgrading a job to premium also increases its application rate by 40%Featuring a recruiter on the homepage increases applications for that recruiter’s jobs by 120%Sponsoring a keyword increases a job’s application rate by 106%Service as a service in the fight for the middle ground: the disintermediation of traditional recruitment services facilitated by lower-cost technologiesAgain: the fight for the middle ground £
- Employer tools. Interesting from a vendor perspective: who develops/ where does ‘advantage’ lie?
- Using the power of underlying systems to ensure that your job search is defined using the best/ most appropriate terms
- Seek & screen full filtering tool box with easy ability to plug in psychometrics
- Pushing the limits of technology empowerment – the enablement of digital headhunters owning their own ontologies
- The simplification of boolean search skills to a ‘who do you want to find?’
- The simplification of boolean search skills to a ‘who do you want to find?’
- Technology, expectations and reality
- You still have to question what it does other than:Breakdown the passive/ active barriers or increase the semi = goodIncrease access to job boards for those who don’t have net access