AGGREGATIONHOW JOB AND PEOPLE AGGREGATION ARE RESHAPING THE RECRUITMENT LANDSCAPE

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Online Recruitment 1.0 Online Recruitment 2.0 Digital Recruitment 3.0

Time

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Media owner consolidation, increased demand, constraint of “free” channels, upwards price pressure- particularly in niches

Newer & revitalised market entrants, particularly at local level, gaining share, often through better targeting than generalists, and/or through excellent SEM/SEO and aggregation.

Substitutes & new models, gaining scale and/or influencer attention

Clients able to “play the field” as more competing candidate options emerge, leading to price pressure. Staffing agencies themselves in a commoditised, competitive field.

Fierce competition for scale between, often commoditised traditional players, many with access to low-cost ad media

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Media owner consolidation, increased demand, constraint of “free” channels, upwards price pressure- particularly in niches

Newer & revitalised market entrants, particularly at local level, gaining share, often through better targeting than generalists, and/or through excellent SEM/SEO and aggregation.

Substitutes & new models, gaining scale and/or influencer attention

Clients able to “play the field” as more competing candidate options emerge, leading to price pressure. Staffing agencies themselves in a commoditised, competitive field.

Fierce competition for scale between, often commoditised traditional players, many with access to low-cost ad media

A different type of aggregationBringing together all the jobs and all the people, to find better for each candidate and company we work with

OCTOBER 2014

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People don’t want “millions of jobs”They want one, the right one

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“Marketing Manager Amsterdam”

Professional networks and job boards are aggregatingAggregation is replicable not differentiating Size matters but what you do with it matters more

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Aggregation one part of a wider strategy

• More inventory, served more ways• Scale and niche• More of the slots on search• Better chance of monetising each search• Tech investment pays back faster• Powerful “Search Marketing Machine”• Hard for “direct” vendors to ignore• Hard to disintermediate• Not “downstream” of Google• Building the “travelgram”• Global end to end data• Contextual opportunities• No longer just a web site on a URL• Technology to transform travel at scale• Attract better tech talent than rivals

Better predictive data to matching travellers and travel providers for everyone’s gain

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Predictive AnalyticsWithout Action, Big Data Is a Big Waste

Aggregating jobs data and candidate data at scale can create a lot of information

Providing decision-makers with large volumes of data and information does not automatically result in better talent management decisions

Intelligent, action centred data usage can however give:

• HR and recruiters a greater chance that decision makers will act• Greater foresight as to changing relationships and shifts in in staffing categories• More time to create a strategic approaches to shifts in the industry• Greater ability to think strategically • Better understanding of inter-relationships• Ability to scenario plan• Competitive advantage• Better future success rates on new hires• Less wastage and better targeting of recruitment investments

Predictive Analytics

Better contextual targeting adds utility for candidate, feels less spammy

Combination of predictive data and user controlMore interaction, more refinementAutomation allows operation at scale and accessible costs

Social and behavioural signals e.g:Potential Candidate has just changed jobPotential Candidate has just changed locationPotential candidate has experienced a major life eventPotential Candidate has completed average tenure for a rolePotential candidate has demonstrated interest in a relevant subject area onlineCandidate has looked at job sites recently

“73% of recruiters have made successful hires via Social Media” Staff.com

“27% of major European employers left a position open because they couldn't find anyone with the right skills ... the most acute shortage being in 'soft skills’…and roles with high levels of hard to reach passive talent” McKinsey

Social profiling of candidates

For Background “suitability” checks

• ¾ recruiters do it

• Inevitable, sometimes useful

• Privacy settings and awareness limiting scope

• May lose appropriateness and relevance

Using Social Tools to aggregate data for better recruiting

• Frees up resource, better interviewing

• Ability to discover outliers and passives

• Spot and contextualise positive personality traits

– Can be refined when combined with psychographic or behavioural data

– Also powerful when teamed with video screening against defined questions

• Accurate because uses real behaviour and content

• Better opportunities for candidate engagement

Social profiling developments for candidates

• Tools and advice to help candidates manage and optimise their social presence to enable them to get better jobs

• Similar tools to those which used by recruiters being offered to candidates to help them make career decisions

• Monster partnering with Assessio in Sweden

• Glassdoor and Google making steps towards candidates being able to build social profiles of potential employers through aggregated reviews, data, social content and information

The dangers of “lazy” social recruitmentThe need to find more diverse ways to understand and engage talent

“Some candidates, with sought after skills, are receiving up to 20 unsolicited approaches a day through LinkedIn, with each becoming background noise and being ignored by the receiver.” Sian Amato, Head of Recruitment, Starcom MediaVest

• Monster Twitter Cards

• Monster Facebook Recruiting (USA)

• Monster Social Job Ads

• TalentBin by Monster

Monster Social Job Ads

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"TalentBin, by Monster, is an example of

how the combination of big data, social and

cloud computing can fundamentally

transform a recruitment search to an

extreme analytics paradigm where people

are "matched" with job opportunities that

closely suit their professional and personal

capabilities and goals."

Aggregation Powered Predictions

Aggregated social and behavioural data matched to aggregated job data

Consolidation of local players into bigger international groups

Evolution from job boards to digital advertising networks

Acceleration of the race for distribution

Opportunities for data aggregators/owners & feed providers

Jobs will increasingly find candidates through intelligent digital matching (Beyond unsophisticated spamming)

Aggregation Powered Predictions

Top digital recruitment companies will accelerate investment in new, high value opportunities, contextually targeted, powered by aggregated data.

– Psychometrics: Behaviour, personality and soft skills profiling for organisational fit

– Candidate search, selection and screening and scale

– Online/distance learning, coaching and accreditation

– Social, candidate and data aggregation/distribution

– Niche/specialised search e.g. executive, category and technical

– Talent Consulting

Winning Predictions

The future eRecruitment winners are not:

“Pure play” Aggregators

Job Boards

Niche Job Boards

Social Networks

Professional Networks

Winners will combine elements of all of the above to create intelligent ecosystems that better match the best candidates to jobs for the greater success of their customers

Nobody needs to die!

After early stages of fumbling, recruitment will

a more experienced “big data lover”

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