Mike Pilcher The Future Of Recruiting
•Download as PPT, PDF•
1 like•585 views
Mike Pilcher, LinkedIn's presentation to Enhance Media Conference 28 January 2010
![Surveyed 262 HR professionals ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Mike Pilcher The Future Of Recruiting
Similar to Mike Pilcher The Future Of Recruiting (20)
Recently uploaded
Recently uploaded (20)
Mike Pilcher The Future Of Recruiting
- 1. 2009 Trends in Recruiting & Recruiting Smarter with LinkedIn
- 3. Traditional job boards source the largest percentage of hires right now Q7. Now, looking at 2009, approximately what percentage of your hires will you source through the following services?
- 4. But resources are being taken away from job boards and agencies… Q9. In 2009, what do you plan on spending less time and money on?
- 5. … and are being given to other sources including professional and social networks Q8. To make your recruiting efforts more effective in 2009, what did you decide to spend more time and money on?
- 6. Building & nurturing strong talent pool is key Q27. What have you done or plan on doing to be able to ramp up hiring and be ready for the recovery? Have done/ plan to do Build and nurture strong talent pool 49% Prioritize positions to focus on first 41 Train existing team members 38 Prepare hiring managers 37 Learn to use social networking/social media more effectively 36 Invest in employment brand 34 Improve referral program 34
- 7. Two-thirds of teams are giving strong priority to efficiency improvements Q26. What level of priority have you and your team given to achieving significant efficiency improvements during this downturn?
- 8. Utilizing social networks seen as the most essential recruiting trend Q30. What do you consider to be the 3 most essential and long-lasting trends in recruiting?
- 9. LinkedIn Talent Advantage Overview
- 13. 4. The Change from Information to Insight “ I need to better understand and act on social media advertising”
- 16. When every professional is connected 360 Million Professionals
- 17. Hiring yesterday Graduates Direct Outreach Postings Referrals Search Web Site Adverts
- 20. What it does and doesn’t mean
- 21. Hiring tomorrow Graduates Direct Outreach Postings Referrals Search Web Site Adverts
- 22. How you search for one person
- 23. How you find teams of people
- 24. Target your brand at people who are actively searching
Editor's Notes
- Survey on LinkedIn Conducted in June 2009 Completed by 262 Corporate Recruiters and / or Corporate HR professionals whose teams are involved in recruiting All Director level or higher
- Despite what we hear, traditional job boards are still the # 1 source of hire, with 25%. They still represent a LOT of volume. Smaller companies source even more from traditional job boards (32%) Hiring from within is the 2 nd source. Larger companies have more hiring from within (22%) Referral programs emerge as #3 with 14% and we typically see that number higher in large companies. We’ve seen some for which it represents 30% of hires. In our survey from Mar 09, referral programs were getting close to 20% for companies of more than 5k employees.
- The previous slide was showing a snapshot in time. Now, let’s look at trends. Senior recruiters and HR professionals have decided to spend less time and money on agencies and traditional job boards. Corresponds to some of the trends your probably hear about. Agencies Provide great service but are expensive, especially when asked to cut on costs during tough economic times Job boards are expensive it’s tough to find quality there because you mostly find active job seekers that some recruiting experts like Lou Adler calls the leftover
- We’ve just seen on what sources of hires they have decided to spend less on. Now, here are the ones in which they are investing more . You see the sources that drive volume and typically don’t cost much money emerge. Internal Referral programs are the winner (again) – normal since they are a great source of volume, quality and have a great ROI. The 2 nd one of course because it’s a great way to both get jobs listed on Google and aggregators such as SImplyHired and Indeed, but also really convey the brand experience that you pick. And then Prof and Social Networks: Great way to identify and contact passive candidates Build and maintain relationships Build your employment brand By being where people spend more and more time
- What are recruiters doing to prepare for the recovery? i.e. what actions are they taking to be able to ramp up hiring when things get better? As you can see, the #1 thing is to build a strong talent pool. Especially is there is a lull in hiring and teams are still somewhat intact: it’s really the time to invest time and efforts in identifying top talent and building relationships with them. Particularly true among larger business with 61% having done or planning to build and nurture a strong talent pool Then come some internal activities to be ready and jump quickly you of the starting blocks when things get better: Prioritize positions to focus on first Use the time and hiring lull to train recruiting teams on sourcing tools, interviewing techniques Preparing hiring managers to get involved And of course mastering social networking since it has a huge potential. And finally investing in your employment brand and improving the referral programs. NOW, this is what they say they were doing on planning on doing.
- Obviously the most critical trend in this economy is driving savings through increased efficiencies. Recruiting budgets got cut drastically in 2009 and hiring activity is not what it was in 2008, but still there is still some significant hiring to be achieved. And you see that 2/3rds of respondents said that their teams are giving a high or top priority to driving efficiency improvements. Large business is particularly focused on this with 31% giving it a top priority vs. 21% for all companies.
- Now, this is the last slide of our Recruiting Trends survey Results: We presented senior recruiters with a list of what is widely believed to be the top 11 recruiting trends from leveraging video to using mobile recruiting, to using employee blogs to recruit. We asked them what do you consider to be the 3 most essential and long-lasting trends in recruiting? And here are the top 4. This really summarizes a lot of what we’ve seen so far. - Social Networks - Investing in Employment Branding - Reducing spend on staffing firms - Boosting Referral programs Now I really recommend that you keep on listening because my colleague Brooke will tell you about ways that you can do all 4 using LinkedIn’s corporate recruiting solutions. In the list of options: Upgrading employment branding | Boosting referral programs | Utilizing social and professional networks | Utilizing video | Using employee blogs for recruiting | Using mobile-phone recruiting | Revitalizing corporate jobs page | Using a CRM model for hiring | Recruiting globally | Reducing dependence on traditional job boards | Reducing spend on staffing firms |
- Objective: Highlight why people create a profile on LinkedIn as opposed to putting a resume on a job board. Demonstrate that there are passive candidate profiles on the site.
- <<OPTIONAL SLIDE>> Objective: More information about “How Professionals Use LinkedIn” – this slide is the first bullet from that slide.
- <<OPTIONAL SLIDE>> Objective: More information about “How Professionals Use LinkedIn” – this slide is the first bullet from that slide.
- <<OPTIONAL SLIDE>> Objective: More information about “How Professionals Use LinkedIn” – this slide is the first bullet from that slide.
- <<OPTIONAL SLIDE>> Objective: More information about “How Professionals Use LinkedIn” – this slide is the first bullet from that slide.
- <<OPTIONAL SLIDE>> Objective: More information about “How Professionals Use LinkedIn” – this slide is the first bullet from that slide.
- Objective: Highlight the advantage of Recruiter over the Premium accounts purchased online.
- Objective: Highlight the advantage of Recruiter over the Premium accounts purchased online.
- Objective: Highlight the advantage of Recruiter over the Premium accounts purchased online.
- Objective: Highlight the advantage of Recruiter over the Premium accounts purchased online.