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Charney hr trends

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Matt Charney discusses the upcoming trends in HR Tech for 2017. Sponsored by Lever.

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Charney hr trends

  1. 1. Top Talent Trends for 2017* *Don’t Believe The Hype. Or statistics.
  2. 2. Dr. Matthew L. Charney Executive Editor Renowned Time Traveler and Futurist. Not Really A Doctor. Pretty much making this all up. @mattcharney @RecruitingBlogs Today’s Presenter and Tomorrow’s Prognosticator:
  3. 3. 15.8 M. Source: US Dept of Commerce
  4. 4. CONVERGENCE #1.
  5. 5. 52.5 M 190 M Source: Department of Labor
  6. 6. 52.5 M 190 M Source: Department of Labor
  7. 7. Source: CareerBuilder
  8. 8. $1.2 BILLION $14 BILLION Source: Crunchbase + Bersin by Deloitte (2016 VC INVESTMENT IN HR TECHNOLOGY) (2016 PROJECTED SPEND ON HR TECHNOLOGY )
  9. 9. Source: CareerBuilder
  10. 10. Source: CareerBuilder
  11. 11. RETENTION IS RECRUITING. #2.
  12. 12. 3.8.(AVERAGE JOB TENURE) 26.7%. (YEAR ONE VOLUNTARY TURNOVER) 1 IN 5 (DOLLARS SPENT ON EMPLOYEES IS SPENT ON BACKFILLING) Source: Harvard Business; Review, BLS
  13. 13. #1.
  14. 14. =
  15. 15. =
  16. 16. = Referrals are 400x more likely to get hired than online applications.
  17. 17. #1.
  18. 18. AI FOR REAL. #3.
  19. 19. ▶ Base: All Qualified Job Seekers (n=316) ▶ Q1110 What does a good job search / candidate experience mean to you?
  20. 20. 5 HIRING HACKS FOR CANDIDATE EXPERIENCE SUCCESS.
  21. 21. HACK #1: INFO, YO. ▶ 61% of candidates want employers to respond quickly throughout the process. ▶ 61% of candidates want employers to respond quickly throughout the process.
  22. 22. ▶ Base: All Qualified Job Seekers (n=316) ▶ Q1110 What does a good job search / candidate experience mean to you?
  23. 23. ▶ Base: All Qualified Job Seekers (n=316) ▶ Q1110 What does a good job search / candidate experience mean to you?
  24. 24. ▶ Base: All Qualified Job Seekers (n=316) ▶ Q1110 What does a good job search / candidate experience mean to you?
  25. 25. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply? 53% Of all data breaches come from manual or paper based processes or records. 22% Of all enterprise data breaches are caused by “internal actors.”
  26. 26. DATA SECURITY & COMPLIANCE. #4.
  27. 27. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  28. 28. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply? $170 Average number of records compromised through breaches of enterprise software. 1.2 m Cost per record compromised.
  29. 29. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  30. 30. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  31. 31. DATA VISUALIZATION & NETWORK ANALYSIS. #5.
  32. 32. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  33. 33. ▶ Base: All Qualified Employers: Total (n=374) ▶ Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?
  34. 34. The new org chart.
  35. 35. Academic Institution by Race, Network Analysis The Insularity Effect.
  36. 36. How To Identify Internal Influence: •Number of connections. •Frequency of shared connections. •Diversity of connections. •Charting information flow.
  37. 37. Organization Expertise Age, Tenure Social Ties Geography Education
  38. 38. Academic Institution by Race, Network Analysis The Insularity Effect.
  39. 39. “People who live in the intersection of social worlds are at higher risk of having good ideas. - Ron Burt
  40. 40. THE MARKETPLACE MIDDLEWARE. #6.
  41. 41. CANDIDATE EXPERIENCE BY DESIGN. #7.
  42. 42. THE BLENDED WORKFORCE. #8.
  43. 43. GETTING BACK TO THE BASICS. #9.
  44. 44. WHATEVER WORKS. #10.
  45. 45. HOW LEVER CAN HELP Executive HR trends:
  46. 46. DESIGN “Lever has dramatically improved my ability, as a hiring manager to be involved with all steps of the hiring process. Since switching to Lever, I've been able to hire extremely qualified candidates, significantly faster." Josh Schumacher Software Development Manager, TUNE Create a superior recruiting experience, inside and out ▶ Fast ▶ Straightforward ▶ Intuitive ▶ Seamless
  47. 47. FUNDAMENTALS “Since we implemented Lever, our offer acceptance rate in percent has jumped from the low 80s to the high 90s.” Adam Binks Recruitment Manager, KPMG New Zealand Stronger candidate relationships, better recruiting results ▶ CRM capabilities ▶ Increased visibility into communication ▶ Snoozing ▶ Talent pooling
  48. 48. AUTOMATION Add Lever Nurture to your core ATS ▶ Powerful workflow automation ▶ Increased sourcing effectiveness ▶ Affordable to every size of business Alex Lebovic Head of Talent, Grand Rounds, Inc. “Lever Nurture has been really impactful for us. It’s enabling us to automate and manage multiple touchpoints with candidates over time… a great time-saver for my team.”
  49. 49. GET THE RECORDING. ▶ All attendees will receive a link to the recording of the presentation as well as a copy of the slide deck within 48 hours directly via e-mail. ▶ Visit www.recruitingwebinars.com for our full archives _____________________________________ Special Thanks to our friends at Lever! www.lever.co @Lever
  50. 50. Stay In Touch! @mattcharney @recruitingblogs linkedin.com/in/mattcharney matt@recruitingblogs.com www.recruitingdaily.com www.mattcharney.com Facebook.com/recruitingblogs

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