RECRUITING 2.0 The Future of Recruiting

Beth McCormick

Recruiting and Diversity Manager, LLNL

Engineering Directorate

1st Career Refinery Engineer

CLAIRVOYANCE IN THE FASHION INDUSTRY

2011 Cool.

2nd Career Fashion Design/Mfg/Sales

3rd Career Technical Recruiting

TODAY’S AGENDA

 Talent 2.0

 Evaluation 2.0

 Plan without a strategy?

 Our Strategy at LLNL

 The Future Recruiting Team

THE EXPANDING WORLD OF WEB 2.0

TALENT 2.0 The New Workforce

TALENT 2.0 – UNDERSTANDING THE NEW WORKFORCE

MEET MIKE

TALENT 2.0 – WHERE IS MIKE? MIKE’S ONLINE WORLD

MOBILE APPS, SO IMPORTANT

TALENT 2.0 THE GROWTH OF ONLINE GAMING

2014 $84 Billion

2010 $54 Billion

1990 $10 Billion

WOULD YOU PAY $330,000 FOR A VIRTUAL SPACESHIP OR ASTEROID?

WHAT DO GAMES AND SOCIAL NETWORKS HAVE IN COMMON?

 Highly collaborative social networks

 Confidence building due to reward systems

 Status among peers

 Engagement

 Feeling good

 Easy communication

ARMY ONE OF THE FIRST TO USE GAMES TO RECRUIT AND TRAIN

THEY DON’T JUST EVALUATE YOU They evaluate themselves….

BE TRANSPARENT, HONESTY BUILDS TRUST

YOU WILL BE RATED, LIKE IT OR NOT

Your company rating… It’s out there….

  “The first wave of Social Networking  was all about connecting. For recruiters it means sourcing.

 The second wave of Social Networking is all about leveraging those connections. 

 For recruiters it means assessing using Reference Check 2.0 approaches.”

YVES LERMUSI, CEO CHECKSTER, PREVIOUS FOUNDING PARTNER OF TALEO

THE NEW TALENT IS TRANSPARENT

Candidate  Don’t access me, I’ll access myself   and show you how great I am!

Employee   I want to know how well I’m doing all the time

not just once a year.

CREATING A PLAN WITHOUT A STRATEGY Is like giving a trip to Russia to someone who needs a beach get-away…thoughtful? Maybe..useful? Not so much.

RECRUITER 2.0 – BRAND EXTOLLER

EXAMPLE: BEST BUY

LEVERAGE FROM OTHERS IN THE SAME BOAT

 Facebook  LinkedIn  Glassdoor  Quora  Games  Other

Leverage SKA’s with marketing, sales, and advertising

Where are our customers and candidates?

LEARN FROM YOUR VENDORS AND OTHER RECRUITERS

MY STRATEGY Working in a large established company has challenges

LAWRENCE LIVERMORE NATIONAL LABORATORY

Pros  A research lab that offers an intellectually

stimulating environment for scientists and engineers.

 Great career security

 A company of extremely bright people

 Opportunity to make a difference in the safety of the nation

LAWRENCE LIVERMORE NATIONAL LABORATORY

Cons  Frustrating due to nature of classified work

 Unclear mission and messaging

 Political

  IT infrastructure out of date due to restrained budgets

 No Access to Facebook or smart personal phones

 Long hiring process

MESSAGING STRATEGY

 Collaborate with Marketing and Public Affairs to create message and maximize skills for SEO, Facebook and LinkedIn

 Focus on the great science

 Focus on the smart people

 Focus on jobs that make a difference

 Focus on the excellent tools to do science

NEW PLAN

WEBSITE

 Careers– New Features

  Rotating images feature employees engaged in activities they love

  Links to Program websites   Recruiting video with captions

for deaf and hearing impaired   Great People section highlights

careers

SEO AND CANDIDATE MANAGEMENT

  Improve Web presence and SEO and CMS using JobVite, LinkedIn, Facebook (secured), Glassdoor

ATTRACTIVE JOBS, FROM THIS……..

.

TO THIS

.

RECRUITING

 Searches via LinkedIn and JobVite

ON METRICS

Average New

Candidate Prescreen 60 Days 15 Days

Interview Completion 20 Days 1 Day

Interview to Offer 25 Days 1 Day

Time to Hire 130 Days 30 Days

NO SILVER BULLET, BE FLEXIBLE

THE NEW RECRUITING TEAM Where are we headed?

21st century recruiters will need to be equally adept as using web 2.0 as well “old school” techniques. They need to know which sites market and which to use for recruiting. Web 2.0 is what internet recruiting was 10 years ago.

BenGotkin Global Talent Acquisition Director Marriot

Internal recruiting organizations will be outsourced unless they match external competitors effectiveness, efficiencies, costs and speed.

Kevin Wheeler, Future of Talent

With economic uncertainty, and constant change in the competitive landscape and technology, will continue to increase the demands placed on most corporate recruiting organizations. I do believe that because of these influences, corp recruiting groups will need to be able to spend more of their time aligning strategically to the business and on workforce planning.

Angel Hills Executive VP PinStripe

THE FUTURE RECRUITING TEAM

 The Technologist

 The Sourcer

 The Recruiter

RECRUITING TECHNOLOGIST

Manages and assesses web 2.0 sourcing, recruiting, and tools. Works with Marketing and sales.

Tool development (games?) Tool implementation Tool training Web communications Tool assessment Sets metrics for the team

RECRUITER 2.0 – THE SOURCER

  Identifies and participates with the social networks

  Sources key populations

  Builds communities of skills

  Twitter user (ideally has 4000 + followers)

  Actively uses apps for iPhone, iPad, etc

  Participates In online gaming

  Enjoy continuous communication and collaboration with customers and potential candidates

  Uses both push and pull apps and technologies to source

THE RECRUITER

  Works closely with client to understand business

  Competent on workforce projections, future projects

  Works with marketing and sales (aligns the brand)

  Creates attractive job descriptions that will attract

  Assesses attributes and skills of applicants

  Able to sell the company better than competitors

  Assesses quality of hire

THANK YOU Beth McCormick

The future is in the clouds.