state of talent acquisition 2016-mester
TRANSCRIPT
State of Talent Acquisition 2016
Ron MesterPresident and CEOERE Media, Inc.
A Tale of Two Views
April 7, 2016
What We’ll Cover
1.Survey respondents2.Fun factoids3.The BIG disconnect4.Panel: What do we
do about this?
Our 1,016 Survey Respondents Include:
In-house (mostly) and 3rd party recruiters (agency, RPO, staffing, etc.) Recruiting leaders and individual contributors, and hiring managersCompanies from multiple industries Very large and very small companies, and all sizes in between
21%Less than 2 years
Experience
28%TA or
SourcingMgr/Ldr
29%Head of
TA
41%More
than 10+ years
experience
The In-House Recruiting Respondents are Experienced Leaders
80%USA
26%Companies 100-999 EEs
Diverse Set of Companies23%
TechTelecom
64%
Growing 15%HealthPharma
13%Gov’t
Non-prof
PLUS• Hospitality• Oil & Gas• Entertainme
nt• Food
services• Constructio
n• And others
9%compani
es >100k
EEs 29%
1-10k EEs
What We’ll Cover
1.Survey respondents2.Fun factoids3.The BIG disconnect4.Panel: What do we
do about this
Who Would Have Thought:
9% of TA leaders have less than 2 years experience in recruitment.
You Think You Have It Tough?
One person says they are the
ONLY RECRUITER
for100,000 people
They Have It Easy
Two companies have50 RECRUITERSBut only 1,000 – 5,000
workers
25% of Financial Services firms have over 50 recruiters. That’s a higher percentage than any other industry.
Looks Like More Recruiters in 2016
Increase35%
Stay Flat53%
Don't Know5%
Decrease7%
# of recruiters in your organization this year will . . .
What We’ll Cover
1.Survey respondents2.Fun factoids3.The BIG disconnect4.Panel: What do we
do about this
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.
”
“I want to start with a story
How Do You Think This TA Leader Graded the Team?
How Do You Think This TA Leader Graded the
Hiring Managers?
Recruiting Team Performance
B-2.6g
pa 5%A’s
2015
B-2.8g
pa16%A’s
2014TA
Leaders
8%A’s
B-2.8g
pa
2016 6%
A’s
10%A’s
14%A’s
Recruiters
C-1.9g
pa 0%A’s
C+2.3g
pa 4%A’s
C+2.4g
pa
13%A’s
Hiring Managers
In Fact, 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
And It’s Keeping You Up At Night
1 Cands
Business says they are not seeing enough quality candidatesHiring takes too long costing us candidates
3 Process
2 Speed
Too many challenges and inconsistencies in hiring
üüü
These 4 are by far the top concerns
4 Systems
Need better technologyü
What’s behind the BIG DISCONNECT in the perception of the
TA function’s performance?
Here’s What Recruiting Leaders Say
Top reasons why TA isn’t more effective at supporting the business to meet its talent objectives . . .
1. No workforce planning2. Too much time backfilling3. Business leadership doesn't understand the business
strategy
4. Recruiters need better "Talent Advisor" skills5. Lack of right technology6. Recruiters need better tech/functional skills7. HR leadership doesn't understand the business
strategy
40-50% of Recruiting Time Spent on Backfills
0-10%
11-20%
21-40%
41%-60%
61%+
I don’t know
11%
14%
20%
28%
24%
4%Industry Avg
Hi TechFinancial ServicesBusiness &Professional ServicesHealthcareRetailManufacturingEmployment Related ServicesTransportationGov./Non Profit
Having Analyzed the Survey Results, We Think
Something Else is Going On
The Talent Advisor Gap
Corporate Recruiters ability to act as a “talent advisor”
Your opportunity to act as a “talent advisor”
Hiring Managers
EncouragedDiscouraged
Neutral
Recruiters EncouragedDiscourag
ed
Neutral
42%
72%
At Least Can We Get an Update?
33% of hiring managers say they get no updates from recruiters when they have a search. 26% of them say they have to ask for reports.
And when they get reports, 15% say the reports are useless.
What’s a Talent Advisor?
• A trusted recruiting partner • Who proactively provide 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.
ERE’s working definition:
What’s Needed To Be Great Talent Advisors?
• Right skills• Right knowledge• Desire to acquire the above
Recruiting Leaders: “Talent Advisor skills on my team? Not so much.”
19%
44%
26%
8%4%
20%
41%
24%
9%6%
20162015
F
AB
C D
Proactive, show glimpses and eagerness of being consultative and strategic, but have a way to go
Consistent proactive problem solvers who are considered strategic consultants and advisors by your business
Occasionally proactive problem solvers but not strategic, consultative, or considered advisors by your business
Reactive problem solvers
Too transactional and too reactionary
What’s Needed To Be Great Talent Advisors?
• Right skills• Right knowledge• Desire to acquire the above
Knowledge and insight? Not so much.
Year
We do
thistoday
Think so, but
not sure of why
or value
Plan on doing in next 18 months
We see no value and are
not going to adopt
We have a formal dashboard where both the recruiting and business function can see real-time progress against advanced KPIs
2016 25% 19% 41% 15%
2015 29% 17% 42% 12%
We benchmark our KPIs
2016 31% 19% 34% 15%
2015 29% 19% 39% 13%
Cost to Fill
9.2%12.8%
26.6%
9.9%2.5% 0.4%
28.0%
10.6%
39% of TA leaders don’t
know how much it costs?
REALLY!
What’s Needed To Be Great Talent Advisors?
• Right skills• Right knowledge• Desire to acquire the above
Becoming Talent Advisors a top priority? Not so much.
Top reasons why TA isn’t more effective at supporting the business to meet its talent objectives . . .
1. No workforce planning2. Too much time backfilling3. Business leadership doesn't understand the business
strategy
4. Recruiters need better "Talent Advisor" skills
5. Lack of right technology6. Recruiters need better tech/functional skills7. HR leadership doesn't understand the business
strategy
What’s Needed To Be Great Talent Advisors?
• Right skills• Right knowledge• Desire to acquire the above
What We’ll Cover
1.Survey respondents2.Fun factoids3.The BIG disconnect4.Panel: What do we
do about this?
Let Me Introduce Our PanelJeanna Barrie: Director, North America Solutions Recruiting for AvanadeDavid Watson: Senior Director of North America Talent Acquisition and Integration for AvanadeJohn Ricciardi: Vice President, Talent Solutions, ERE Media