Robots, Bots, Automation & the Rise of the SuperRecruiter

Transcription

1 Robots, Bots, Automation & the Rise of the SuperRecruiter

2 Johnny Campbell CEO & Co-Founder linkedin.com/in/johnnycampbell Industry-leading Learning Solution that drives recruiter productivity in a measurable, scaleable way.

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9 Virtually all CEOs (90%) believe their company is facing disruptive change driven by digital technologies, and 70% say their organization does not have the skills to adapt. *Deloitte 2017 Deloitte Global Human Capital Trends

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13 2017 Global Recruiting Survey 2,000 responses, 81 countries, in-house & third party, third year running. *yet to be published

14 The Average Recruiter Funnel To hire 1 person, recruiters need to find approximately 225 potential profiles per search, of which they will only deem 28% relevant enough to contact about the role Candidates Contacted The average recruiter will need to contact 63 candidates in order to reach 1 hire Candidates Responses 22 The average response rate remained flat at 35% (vs 2016) Submissions 6 Relevancy? An average of only 27% of respondents will go forward for the role. Interviews 4 Hire 1

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16 Candidates Contacted 63 Candidates Contacted X 35% 90% Candidates Responses 22 Candidates Responses % 51% Submissions 6 Submissions 6 Interviews 4 Interviews 4 Hire 1 Hire 1

17 Output Cost of Input = Recruiter Efficiency

18 Previously, we have focused on Cost of Input

19 Recruitment Administration Sourcing

20 The opportunity for output improvement is huge! The cost of labour is rising whilst the cost of automation is plummeting

21 How can we all become super recruiters (and beat the robots)? 1. Incentives: does performance related pay work better? 2. Connections: what role does networking play? 3. Sources: where do we look for/ find talent? 4. Engagement: how important is one on one communication?

22 1. Incentives: does performance related pay work better? 62 % of respondents receive performance related pay. These recruiters are more likely to: 62% Deliver higher quality shortlists Fill jobs faster Work longer hours Yet their top to bottom funnel is still not much more efficient than the average recruiter Super-Recruiters are 15% less likely to have PR pay! SR s work less hours but on 26% more reqs! Are they merely working harder rather than smarter?

23 2. Connections: what role does networking play? EMEA APAC US & CANADA 15% 14% 10% 21% 29% 19% 19% 17% 24% 21% 24% 19% 21% 22% 24% <500 Connections Connections Connections Connections >5000 Connections

24 2. Connections: what role does networking play? 46% We focused on the super-connectors, those with connections. Our findings showed: Connections No difference in response rates No difference in submittal conversions No difference in shortlist quality 22% Quantity doesn t matter but perhaps Quality does? Connections

25 3. Sources: where do we look for/ find talent? 5% Recruitment Agencies 6% Other 4% Non Paid Job Boards 1% Other Media (e.g. Radio, newspaper,...) 34% Social Media 10% Internal Referrals (including Professional 13% Direct Applicants or Own Carrer site 26% Paid Job Boards

26 3. Sources: where do we look for/ find talent? Going Up Steady Going Down Facebook: 46 41% up from 37% in 2016 (38% 2015)- *star trend* steady increase from previous years LinkedIn: 94% 2017 (97% in 2016) (96% 2015)- stable with only a small drop from last year Twitter: 23% 2017 (37% in 2016) (56% in 2015) Instagram: 7% up from 4% in *star trend* one to watch at it has doubled in the space of a year! G+: 13% down from 22% in 2016

27 3. Sources: where do we look for/ find talent? We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they were much more likely to: Recruit on Facebook (15% more likely) Recruit on Twitter (121% more likely) Recruit on Instagram (142% more likely) Recruit on Google+ (53% more likely) Use WhatsApp to recruit (145% more likely) There is no one place that it is better ; it s being multi-channel that matters!

28 4. Engagement: how important is one-on-one communication? Response rates by medium % 40% 30% 20% 10% 30% 44% 36% 31% 36% 35% 29% 32% Phone InMail LinkedIn Connections

29 4. Engagement: how important is one-on-one communication? First Contact with Candidates 10% 3% Phone 2% Other 12% Phone 14% 50% LinkedIn InMail 48% LinkedIn InMail 35% LinkedIn Connection Request 26% LinkedIn Connection Request

30 4. Engagement: how important is one-on-one communication? We focused on the super-recruiters, those with the most efficient funnel. Our findings showed that they are: 4 times more likely to use the phone, one third less likely to use connection request on LinkedIn Not just better at getting responses, they are 2 times as likely to progress those candidates to shortlist On average, 2 years more experienced (9.5 yrs vs 7.6 yrs) Personalisation is the number one contributor to getting a high response rate therefore we suspect that these recruiters are more specialist, know more about their candidates and therefore can communicate and screen more efficiently!

31 Becoming a Super-Recruiter! 1. Volume Sourcing and Recruitment Administration will be automated. If your job involves these tasks, you need to re-skill ASAP! 2. Being connected to everyone in your sector is not as important as knowing that sector inside out! Domain knowledge is the new differentiator in sourcing and recruiting! 3. There is no one place you will find the talent, you need to be multi-channel and be able to mix up where you search and research. 4. Communication is the most valuable skill of the super-recruiter. Become adept at listening and communicating and you will never be replaced by a robot!

32 Reinventing careers and learning is now the #2 issue in business Deloitte Digital disruption requires you to adapt your skills or may replace you!

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35 Thank you! These slides: slideshare.net/socialtalent Changing the way recruiters work and measuring the return on learning