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Today’s unemployment numbers should make this a recruiters’ market, but the truth is that the many knowledge workers are currently employed and extremely passive and risk-averse when it comes to making a job change. As a company in need of experienced and proven talent, you can’t afford to use old-school recruiting techniques to connect with today’s top candidates. You need to understand how candidates are—and aren’t—investigating career options, and the steps that can help you uncover and recruit stellar talent. This presentation draws from The Novo Group’s Benchmark Survey of candidates and companies from across the country. It’s an insightful, practical analysis of both market factors and internal recruiting techniques and processes that might be hampering the effectiveness of your recruiting efforts, plus critical changes that can improve your recruiting success.
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The CorporateRecruiting Challenge
Disconnects Between Corporate Recruitingand Candidate Behavior
2013
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Cindy Lu Cindy Lu is an innovator in her field and thrives on carving out new categories in professional services businesses. As President, CEO and co-founder of The Novo Group, a Milwaukee-based professional services firm providing custom corporate recruiting solutions, Cindy has been a tireless advocate for an integrated corporate recruitment process within companies to make better use of their dollars.
The Novo Group was rated #43 in HR on Inc. Magazine's "Inc5000" list and was awarded the Alfred P. Sloan Award for workplace flexibility, in Chicago and Milwaukee (2011 and 2012); Also The Novo Group is ranked one of The Best Places to Work, by The Milwaukee Business Journal. .
What will you learn?
ExternalFactors
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InternalDynamics
Principals
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First Poll QuestionWhat category best describes your
current role
Corporate Talent Acquisition Specialist or Director HR Generalist HR Executive Hiring Exec – non HR Other
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Who and Why?
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External Factors
Candidate Behaviors
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Business Uncertainty
Passive Candidates
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46%+9% = 55%
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of passive candidates use LinkedIn for job openings70%
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Internal Dynamics
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Who We Surveyed
Invisible Pain – A Vicious Cycle
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Unexpected Turnover or Need
Outside Firms/Shadow Budget
Recruitment Spend
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Unexpected Turnover or Need
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Outside Firms/Shadow Budget
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Recruitment Spend
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Without visibility how can you manage costs and make the most of
your recruiting investments?
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Principals of Excellence for Corporate Talent Acquisition
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Popular View vs.Novo View
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Action
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IMPLEMENT CANDIDATE QUALITY SURVEY
Simple 3 point survey after 90 days with your hiring managers:
1.How would you rate the overall fit between the employee's abilities against the job requirements discussed at the start of the search?
2.How would you rate Culture fit3.Would you make the same decision to
hire this person?
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Action
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Create your own dashboard
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Action – Map Process
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Action – Track KPIs
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What will you take action on?
A.Map out a proactive recruitment processB.Implement a dashboardC.Look for an ATS/CRMD.GL code for accounting for just recruiting feesE.All of the aboveF.None – we are already doing all the things you recommended
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Q&ACorporate Recruitment Benchmark Surveyhttp://thenovogroup.com/wp-content/uploads/2013/02/Recruitment-Benchmark-Survey-2012_v2.pdf
Candidate Behavior Surveyhttp://thenovogroup.com/wp-content/uploads/2013/06/2013-Candidate-Survey_PDF-FINAL.pdf
Or follow me on twitter and I will tweet out the links@TheNovoGroup
Corporate Recruitment Benchmark Surveyhttp://thenovogroup.com/wp-content/uploads/2013/02/Recruitment-Benchmark-Survey-2012_v2.pdf
Candidate Behavior Surveyhttp://thenovogroup.com/wp-content/uploads/2013/06/2013-Candidate-Survey_PDF-FINAL.pdf
Or follow me on twitter and I will tweet out the links@TheNovoGroup
The CorporateRecruiting Challenge
Disconnects Between Corporate Recruitingand Candidate Behavior
2013
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