Talent Management Technology: 5 Reasons to Embrace HRMS in Attracting, Sourcing, Recruiting & Onboarding Presented Top by: Talent Joey V. Price Jumpstart:HR Amie Smith icims Sponsored By: Monday, March 25, 2013 2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central 12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific www.blr.com or www.hrhero.com For CD and other purchasing information, contact customer service at: 800-274-6774 or E-mail: custserv@blr.com 2013 BLR and HR Hero Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission. This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be emailed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at www.hrci.org.
Talent Management Technology: 5 Reasons to Embrace HRMS in Attracting, Sourcing, Recruiting & Onboarding Top Talent Presented by: Joey V. Price Jumpstart:HR Sponsored by: Amie Smith icims What We Will Cover Find out how talent acquisition and technology go hand in hand and why using technology is crucial to your organization s future recruiting and talent management success. 1
Connecting people through technology is the #1 way that HR will add business impact in 2013 and beyond ( S O U R C E : H R F R O M T H E O U T S I D E I N ) 2
How social media, online video hiring, and digital technology are being used to boost organization s talent management-based initiatives Social Media builds community and drives brand awareness 3
Your biggest brand advocate is already employed (60% of employees want to share relevant content on social media sites about their employer in order to boost business.) Social Media drives candidates to your website, corporate news & your jobs 4
Social Media drives candidates to your website, corporate news & your jobs Preferred Method for Finding Jobs Online Video Hiring Helps Reduce Travel, Allow Wider Recruitment Strategy and is Just as Effective as Face-to- Face Infographics via 5
Online Video Hiring Helps Reduce Travel, Allow Wider Recruitment Strategy and is Just as Effective as Face-to- Face Other components of effective use of digital technology Mobile Technology Over 70% of active job seekers are using their mobile phones to find jobs, according to Simply Hired s 2013 Mobile Recruiting Outlook About 55% percent said they like to receive alerts via text message, while 45% would gladly use their phone to track a job application. (SOURCE: HTTP://BLOG.IMOMENTOUS.COM/MOBILE- RECRUITING-STATISTICS/) 6
How smart hiring managers are using technology for applicant tracking and screening Practical applications of technology use for applicant tracking and screening 7
Posting job ads on social media with links directly to your ATS or corporate website Keys to successful screening when utilizing video interviewing software 1) Recording the interview and sharing with other hiring decision makers 2) Picking up on visual, non-verbal cues that can t be seen in a phone screen 3) Prepare questions in advance and ask candidates the same questions 4) Allow the candidate to have the last word and give their pitch 5) Document and provide candidate feedback as it pertains to the position to ensure fear of bias or discrimination are quickly alleviated 8
Digital tools support current recruiting infrastructure, they don t replace it Work with a consultant to make the most of the software Business Challenge Time to adopt technology/learnin g curve Consultants Add Value: By understanding the platform and how to leverage it effectively, By saving you time with start-up and on-going administration 9
Why using talent management software to evaluate and communicate with candidates is imperative in this day and age Why Talent Management Software is a must in this day and age 10
We can scale our resources, but not our time The Candidate Experience The candidate experience is the #1 factor to determine the quality of candidate you attract and hire. 11
Talent Management Software helps create a single-source solution for applicant tracking, sourcing and qualifying, candidate follow up and ultimate importing of candidates into your HRIS platform. The tools successful organizations are using to improve cultural integration and employee engagement 12
Improve cultural integration with: Social Intranet, Social Media community groups, Social rewards and collaborative knowledge-share Social Intranet 13
The strategic business decisions that are impacted by technology s ability to collect and display talent-management metrics Find the hidden data and make smart decisions. 14
Business decisions impacted by HR Tech Succession Planning Recruitment Skills Gaps Job Performance Compensation Practices Workforce Planning About Your Speaker As CEO and Chief HR Consultant of Jumpstart:HR, a Managed HR Services Firm, Joey oversees the operations of the organization providing trusted Human Resources supports and expertise to small and medium sized business across the United States. Email: jprice@jumpstart-hr.com Phone: 301-244-8577 LinkedIn: http://www.linkedin.com/in/joeyvprice Twitter: @JVPSaid 15
Where we add Value We Are Your Full Service, Integrated HR Business Partner (SEE: HTTP://WWW.JUMPSTART- HR.COM/SERVICES) Sourcing Talent in the 2.0 Landscape Talent Pools Almost 80% of today s working professionals may be considered passive job seekers, open to exploring new job opportunities Search Engine Optimization 226 million of Google s 11 billion queries per month are job-related 76% of job seekers find jobs using a search engine Social Media 89% of companies used social media for recruiting 14.4 million people used social media to find their last job 1 of 5 employers use social media sites to research candidates 55% of companies plan to invest more in social recruiting in the next year 16
Reactive vs. Proactive Recruiting Reactive Recruiting: the post and pray methodology The Candidate Experience Introduce your brand to the candidate Reduce time-to-hire by pre-screening candidates Job Management Take your paper requisition form electronic Recruitment Workflow Remain compliant and efficient by tracking your recruitment process Proactive Recruiting Social Searching 33% of companies saw an increase in Employee Referrals Candidate Searching Reduce time-to-fill and cost-to -fill by leveraging talent already in your database. Reporting Reporting & Onboarding Individual Reporting (Me vs. the Company) In-file Reporting (Key Indicators of a Job s health) Company Wide Reporting Ad Hoc Reports Compliance (EEO/OFCCP) Industry standard reporting Executive Reporting Onboarding Streamline employee engagement Improve employee retention Increase new hire & HR productivity on day one 17
Disclaimers *This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action. 18
Speaker Biography Joey V. Price Joey V. Price is an entrepreneur, philanthropist, and Human Resource consultant with incredible experience, expertise, and unprecedented passion for the field. As CEO and Chief HR Consultant of Jumpstart:HR, a Managed HR Services Firm, Joey oversees the operations of the organization providing trusted Human Resources supports and expertise to small and medium sized business across the United States. Joey s passion is to create solutions to support Human Resource departments to streamline their processes in order to most effectively manage personnel, remain legally compliant, and complete necessary documentation. He focuses on HR Technology, Organizational Leadership, Young Adult Professional Development, Employee Engagement, Organizational Development, and HR Policy Compliance. With a Master s Degree in Human Resources and Development and a PHR Certification, Joey prides himself on his natural ability to lead people while adhering to the government and company-set department standards. He s been consulted as a Career Management and Human Resources Expert for BlackEnterprise.com, CareerBuilder.com, and Workforce Management Magazine, among others and has spoken around the United States and Internationally including serving as a panelist for the 2012 SHRM Staffing and Talent Management Conference. Bringing HR to the technological era, Joey lead a guest lecture for HR.com s Institute for Human Resources entitled, Would I Work Here?: Three Keys to Building a Website that Attracts Top Talent. Joey has also authored the career management book, Never Miss the Mark, and speaks frequently for business and non-profit events on the topics of Networking, HR Leadership, and Career Management.
Speaker Biography Amie Smith Amie joined icims in 2006 as Client Relationship Director with the goal to provide unparalleled customer service. Interested in pursuing her project management skills, she transitioned to the icims Implementation Team in 2007. Over the course of her four years on the Implementation Team Amie gained an extensive knowledge of the icims Platform and worked to provide new and existing clients with best practice advice on how to configure the icims Platform to accommodate, streamline and create efficiency in their talent management processes. In early 2011, Amie moved to the Product Specialist Team. Armed with an extensive understanding of the icims Platform and a desire to improve the icims product, she now works to provide accurate & dynamic demonstrations of the product s capabilities. Amie also works closely with the icims Product Strategy Managers to develop and improve icims offerings based on direct customer and prospect feedback.