John Ricciardi VP Talent Solutions, ERE Media
Under the Hood of Talent Acquisition What’s happening with Speed/Cost/Productivity
ERE Media at a Glance
ü 20 Year old company ü Providing information to help companies acquire and manage talent ü Articles, Webinars, Conferences & Products ü 3 Brands
q ERE – Corporate Recruiting & TA Leadership q SourceCon – Sourcing/Talent Attraction q TLNT – Talent Management
Today’s agenda
• Introduction • Hiring Managers think we’re
getting worse • The Big Disconnect • Educate & Influence • Conclusion • Q&A
Your most unhappy customers are your greatest source of learning.
Bill Gates
ERE State of Talent Acquisition Survey
Volume
3,500 + responses (2015/16)
Titles
8% Chief/SVP 25% Head of TA
24% Mgr/Dir 18% Desk
Tenure
41% 10+ years
21% < 2 years
One Person in the survey claiming to be a
One person Recruitment Department
in a company employing more than
100,000 people
Two companies have 50 RECRUITERS
But only 1,000 – 5,000 workers
Two companies have 50 RECRUITERS
But only 1,000 – 5,000 workers
2016 State of Talent Acquisition 3 Things We Learned
þ
þ
þ
TA Team grades by the Hiring Manager
2.4 2.3
1.9
0
1
2
3
4
5
2014 2015 2016
Source: State of Talent Acquisition Survey, ERE Media
Hiring Managers think they recruit better than YOU!
RATE THE QUALITY OF CANDIDATES
Candidates They Find 4.7 Employee Referrals 4.6
Candidates You Bring Them 3.6 Candidates Who Apply
(career site, job boards, etc.) 3.5
Source: State of Talent Acquisition Survey, ERE Media
Source: State of Talent Acquisition Survey, ERE Media
I want to start with a story
. . . the recruiters’ email everything.
. . . they don't take the time to communicate and collaborate with the hiring manager - so they have no leverage when it comes to managing the process - and the hiring manager satisfaction is low because
the communication is sub par.
How do you think the TA Leader graded this team?
How do you think the TA Leader graded the Hiring Managers?
The Big Disconnect
It’s not necessarily the reality that shapes us, but the lens through which your brain views the
world that shapes your reality Shawn Achor
Kano Model
Kano Model
Denver, CO
Boca Raton, FL
ADT Spin-off
We see the world, not as it is, but as we are – or, as we are
conditioned to see it Stephen R. Covey
Talent Acquisition
Hiring Manager
Definition of a Recruiter?
An individual who works to fill job openings in businesses or organizations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable employment positions.
Source: BusinessDictionary.com
Definition of a Talent Advisor?
A trusted recruiting partner who proactively provides consultation and strategic advisory support in the identification, attraction and consistent delivery of talent while continually improving the hiring process in support of the business mission.
Source: ERE Media
If we have data, let’s look at data. If all we have are
opinions, let’s go with mine. Jim Barksdale
If it’s not accurate,It might as well not exist…
Data & Metrics
• Candidate Availability Data • Internal ATS Data
• Speed • Quality • Productivity
• Segment by Geography or Job Family • External Benchmarks
0
10
20
30
40
50
60
70
80
Decentralized Centralized Optimized
SimplexGrinnell Time to Accept 70
48
Time to Accept Benchmarks
42 44
52
68
35 38
0
25
50
75
Source: Bersin, iCims, Dice, CEB, SHRM & ERE
Ber
sin
(S)
ER
E (D
)
SH
RM
(S)
CE
B (S
)
DH
I (S
)
iCim
s (D
)
S = Survey D = Data
Time to Accept by Industry (ATS Data)
35
30
38
25
58
0
10
20
30
40
50
60
70
Source: ERE Benchmarking Dashboard
Agg
rega
te
Fin.
Svc
s
Hi-T
ech
Pro
f. S
vcs
Man
ufac
turin
g
XXXXXX
The goal is to turn data into information, and information into insight.
Carly Fiorina
What have we learned?
Ø Disconnect between Recruiting & Hiring Managers Ø Direct correlation between communication &
satisfaction Ø Opportunity to uplevel the skills of our recruiting
teams Ø Need to obtain and utilize data to drive our
recruiting process
How can we fix it?
Ø Intake meeting for EVERY opening Ø Obtain data, turn it into insight and bring it to every
conversation (start internal and look external to benchmark)
Ø Provide resources to recruiters to build soft skills in things like business acumen and influence for their interactions with stakeholders