keeping pace with changes in technology and recruiting

ACCELERATE Keeping Pace With Changes in Technology and Recruiting#CBEmpower15

Jamie WomackVP Marketing

DECADE OF TALENT MANAGEMENT

Unparalleled Season of Innovation and Technology Shift

Shift to Knowledge Workers

Aging Population

Globalism Aging Workforce

60%of recruiters have an open position they can’t fill due to an inability to find a candidate with the NECESSARY SKILLS.

TOP TALENT SHORTAGES

TOP 10 HARDEST JOBS TO FILL

Manpower Group's Talent Shortage Survey identified the 2014 top 10 most difficult jobs for employers to fill

Source: Manpower Group Annual Talent Shortage Survey 2014

Skilled Trade Workers

Restaurant and Hotel Staff

Sales Representatives

Teachers Drivers

Accounting and Finance Staff

Laborers IT Staff Engineers Nurses

Using technologies that

haven’t been invented…

► 5 ◄

To solve problems we don’t even know

are problems yet.

Preparing students for jobs

that don’t yet exist..

Social Media Managers

Chief Listening Officers

Cloud Computing Services

Elder Care

App Developers

Sustainability Experts

User Experience Design

Millennial Generational Experts

Market Research Data Miners

Admissions Consultants

Source: Forbes, 2012

10 YEARS AGO WE DIDN’T HAVE…

LAW OF SUPPLY AND DEMAND

OURENVIRONMENT

RATE OF INNOVATION AND DIGITAL INTERACTION

PUBLISH SHARE

DISCUSS

SOCIAL NETWORKS

MICROBLOG

LIFE-STREAM

LIVECAST

VIRTUAL WORLDS

SOCIAL GAMES

MMO

SOCIAL MEDIA

A WHOLE NEW WAY TO COMMUNICATE

2005

SOURCE: NBC News

2013

HOW ARE YOU ENJOYING THE 3-DAY WORKWEEK?

"Technology has caused work to expand to longer hours of the day and has attached work to people

wherever they are."

RICH SEGALPresident Worldwide and Chief

Practice Officer, gyro

Meanwhile at the office...

98%

Spend time at the office on personal matters

How often do you send and receive work-related emails and

have business discussions during vacations?

THE CONSUMER CANDIDATE

SOURCE: CareerBuilder and Inavero Candidate Behavior Study 2015

Different resources are used on average before applying to a job

Of full-time employed workers are actively looking or open to new job opportunities

75%

18

GENERATIONAL DIFFERENCES

Have applied to a job they were not qualified for

Number of resources used in job search

Applied to a job via a mobile device

Actively Looking for job opportunities

80%

14%

17

37%

55%

69%

4%

18

45%

39%

Believe the application process has become more difficult in the last five years

MILLENNIAL BABY BOOMER


EVERYONE SEARCHES


Of employers will Google job seekers

Will look them up on Facebook

56% 55%

Job seekers use up to

18 resources to find a job

CONSUMER EXPECTATION

<5%

AND A BAD EXPERIENCE WILL COST YOU

Employers don’t always realize what a bad experience can jeopardize.

Job seekers are less likely to buy from a company

If they had a bad experience in the interview

If they didn’t hear back after an interview

If the employer doesn’t respond

of employers believe if a job seeker has a bad experience that it has little negative impact on the company

say it has no impact

THE EFFECT OF A NEGATIVE EXPERIENCE

69%

65%

58%


51%

31%

BE MOBILE

VS.

IF YOU DON’T, YOU LOSE CANDIDATES

When we asked employers if they believe they're losing out on talented applicants

because they don't have a mobile process

LOOK AT THAT IN CONTRAST TO WHAT JOB SEEKERS SAID WHEN ASKED HOW OFTEN THEY'D RETURN TO A JOB ON THEIR DESKTOP AFTER TRYING TO APPLY VIA MOBILE.

ALWAYS SOMETIMES RARELY

29%5% 65%

SOURCE: CareerBuilder and Harris Interactive: Candidate Experience/HR Technology Study 2014

only 10% said "Yes" 90% said “No"

BE FLEXIBLE

CANDIDATES WANT FLEXIBILITY WHEN APPLYINGMAKE SURE YOUR PROCESS OFFERS THIS

Not every job seeker is looking to apply right away; some want the power to apply on their own time.

NEARLY 2 IN 5 JOB SEEKERS SAID IT WAS IMPORTANT TO BE ABLE TO COME BACK LATER TO APPLY TO A JOB


BE RESPONSIVE

Nearly 9 of 10 job seekers expect to receive an automated response from employers confirming receipt of application.

However, almost 40% see this as too impersonal.

EXPECT TO RECEIVE AUTOMATED RESPONSE FROM EMPLOYER SAYING

THEY RECEIVED APPLICATION

CONSIDER AUTOMATED RESPONSES IMPERSONAL

YES: 86%

NO: 14%


As impersonal

As a company reaching out to me

: 61%

: 39%

MORE COMMUNICATION FROM EMPLOYER

Job seekers are looking for the personal touch. About 2/3 expect more personalized communication, and about 2/3 also expect to

get a call from HR after submission.

EXPECT MORE PERSONALIZED COMMUNICATION

EXPECT A CALL FROM A RECRUITER AFTER SUBMITTING APPLICATIONS

Yes: 62%

No: 38%


Yes: 67%

No: 33%

TALENT SCARCITY IN A DIGITAL AGE

SIGNIFICANT POWER SHIFT FROM EMPLOYER TO CANDIDATE

TALENT IS SCARCE

AGE OF THE CONSUMER CANDIDATE

TALENT ACQUISITION

TALENT = KEY CONCERN FOR CEOS

of CEOs recognize the need to change their strategy on attracting and

retaining talent

93% 61% 2 in 3

of CEOs have not acted on this plan – why?

CEOs feel HR isn’t well-prepared for the changes needed

SOURCE: PwC 17th Annual Global CEO Survey 2014

TALENT = KEY CONCERN FOR CEO’S

TALENT CONSTRAINTS HAVE IMPACTED COSTS - BUT ALSO FACTOR IN LOST OPPORTUNITIES

Have talent constraints impacted your company’s growth and profitability over the past 12 months in the following ways?

Our talent-related expenses rose more

than expected

We weren’t able to innovate effectively

We were unable to pursuit a market

opportunity

We cancelled or delayed a key

strategic initiative

We couldn’t achieve growth forecasts in overseas markets

43% 31% 29% 24% 24%

BASE: All respondents (1,258) / Source: PwC 15th Annual Global CEO Survey 2012

?

TOP HR CHALLENGES – SURVEY RESULTS

?

Please rank the top 3 major HR challenges you

face in your organization

Attracting high quality candidates

Recruiting specialized candidates

Retaining our current employees

Saving time and making up for limited resources

Maintaining applicant volume

Strategically plan our recruitment strategy

Strengthening our employment brand

Rank 1 Rank 2 Rank 3

4%

5%

7%

9%

16%

22%

38%

9%

9%

14%

10%

14%

18%

26%

10%

13%

18%

13%

15%

16%

15%

OUR INDUSTRY

OUR INDUSTRY

CAREER

Happiness

Pride

Reputation

of us are open to or actively looking for a new job

of recruiting professionals say they can’t find qualified talent

75%

60%

© 2014 CareerBuilder

TECHNOLOGY GAPTHEY ARE THE PERFECT MATCH BUT THERE IS A CHASM BETWEEN THEM

Proliferation of choicesMultiple sources used in search

on average 18 sources before they apply

Technology/application process90% drop off

80% of candidates start the application process but don’t finish

58% of career searches mobile

Consumer expectations of experience

Huge databases built over time that largely go untouched

CANDIDATEUnique qualities

EMPLOYERCorporate culture

SOME SOLUTIONS TRY TO SOLVE THE PROBLEM

Software

Search

ATS

Advertising

Job Boards

Talent

Mobile

HRISManagementCANDIDATE

Unique qualitiesEMPLOYER

Corporate culture

PEOPLE, OUR CONNECTION, OUR RELATIONSHIP

That is what this is all about

WE BELIEVE IN PROVIDINGACTIONABLE DATA AND

INTUITIVE TECHNOLOGY THAT ENABLES CONNECTION

FOR 20 YEARS OUR MISSION HAS ALWAYS BEEN TO CONNECT THE RIGHT PERSON TO THE RIGHT JOB AT THE RIGHT TIME

EMSI LuceoBroadbean

CAREERBUILDER IS SOFTWARE. DATA. ADVERTISING

CAREERBUILDER DELIVERS

Candidate Experience Recruiter Effectiveness Intuitive Data & Analytics

CAREERBUILDER IS THE MOST COMPREHENSIVE END

TO END TALENT ACQUISITION SOLUTION.

WE CAN PROVIDE THE ENTIRE PLATFORM OR

INTEGRATE WITH YOUR CURRENT SYSTEMS.

ONE PLATFORM

SOURCEAdvertise and Search

MEASUREData Analytics

MANAGECRM & Workflow

CAREERBUILDER

Data & Analytics

Candidate Experience

Recruiter Efficiency

#CBEmpower15

keeping pace with changes in technology and recruiting

Recruiting & HR