Heather Hamilton<\/a> for example), Internal referrals, HID<\/p>\nYou may not have the people you want to have, but you need to do measure the gaps accurately so you can fill the position appropriately.<\/p>\n
Shorten the recruitment cycle \u2013 You need to have a human intelligence database to scan your workforce when new roles emerge. Flexibility is paramount.<\/p>\n
Strengths and competencies can far outweigh any gap, processes must adapt to this.\u00a0<\/p>\n
—————————————————————————————
\nJohn Zappe \u2013 Recruitment Analyst, Classified Intelligence<\/p>\n
Personal Referral Programs – 3.9
\nOnline Job Sites – 3.5
\nSocial Networking Sites – 2.8
\nCareer Fairs – 2.7 (Branding & Networking)
\nPrint Media – 2.4<\/p>\n
Employee referral plans \u2013 45% expect to raise payouts in 2006
\nCareer Fairs \u2013 flat spending
\nSocial Networking \u2013 spending going up, though in experimentation phase, many had no opinion yet.<\/p>\n
Niche professional sites, general\/national sites \u2013 outperform<\/p>\n
Diversity, regional and executive job boards \u2013 underperform<\/p>\n
Linkedin \u2013 uncertain results, lots of time to farm and recruit<\/p>\n
Niche site are on a higher growth rate to fill harder to fill positions<\/p>\n
Question \u2013 Report shortcoming, no job seeker perspective. This was acknowledged.<\/p>\n
Any changes in employee referral programs? Not measured.<\/p>\n
—————————————————————————————–<\/p>\n
Discussion Panel:
\nChair \u2013 Carl Kutsmode, Principal, Capital H Group
\nRon Weber, Global Staffing Manager, Schneider Electric<\/p>\n
Mobility when they are young, training the mindset, you must be comfortable with ambiguity, defining your terms (Ron)<\/p>\n
General Questions on this topic \u2013 nothing groundbreaking<\/p>\n
Germany \u2013 don\u2019t put salary info in the ad, UK put it in the ad (David Hurst)
\n—————————————————————————————–<\/p>\n
Jerome Ternynck, CEO, MrTed.com<\/p>\n
150 customers, 50,000 corporate users in 100 countries<\/p>\n
China \u2013
\nWar for Talent in fierce in China
\n70% companies report problems to recruit
\nSalaries are growing fast
\nStaff Turnoveer average 13%
\nAgency market is booming
\nBecoming a \u201csales process\u201d more than a \u201crecruiting process\u201d<\/p>\n
But there is a contradiction\u2026
\nMismatch \u2013 4 Million Graduates are coming out of Chinese Universities in 2006 and they have a hard time finding a job.<\/p>\n
Steps to Success:
\nGain Control
\nStreamline Delivery
\nSource Smart \u2013 no set standards in company brands \u2013 yet\u2026
\nHire Right
\nTrain to Retain<\/p>\n
If you follow these practices you will be in the top 5% of employers and have an advantage.<\/p>\n
—————————————————————————————–<\/p>\n
Steven Rothberg, President and Founder, CollegeRecruiter.com<\/p>\n
Extremely basic introduction to social networking \u2013 though much of the room seemed unaware of what he was speaking about in general.<\/p>\n
Talked extensively about Generation Y attitudes and how they are indifferent to what\u00a0is being perceived. (What he didn\u2019t talk about is that perhaps the viewer should not be so judgmental and more understanding of these issues as they affect corporate culture even in the perfect candidates.)<\/p>\n
Posting information on the Internet is kind of like getting a tattoo.<\/p>\n
Problems for employers (assumes the information is accurate):
\n–\u00a0If true, great for background checking but perceived as an invasion of privacy
\n–\u00a0If bogus, lack of judgment by candidate but best candidates eliminated
\n–\u00a0If bogus and posted by third party can you tell?
\n–\u00a0Legal \u2013 tortuous interference with employment opportunities?<\/p>\n
Sincere potential for potential backlash.\u00a0<\/p>\n
Legal issues:
\nDiscrimination
\nFederal Communication Act \u2013 TOS outlaw commercial purposes<\/p>\n
Benefits \u2013
\nRemember this is all about networking
\nAlternative to resume searching
\nCandidates can advertise availability to you
\n\u00a0
\nEvery employer should have a Myspace page. (While I agree with this sentiment, if you maintain the pathetic 94% non-response rate I saw quoted frequently throughout the conference it would be damaging to brands).<\/p>\n
—————————————————————————————–<\/p>\n
Barry Mehrman, Director Employment Strategy, US Human Resources, McDonald\u2019s<\/p>\n
Workforce trends \u2013
\nAging
\nWorkforce supply is beginning to tighten
\nShortfall by 2010<\/p>\n
Technology \u2013 POS, etc<\/p>\n
Tope Sources:
\nEmployee Referrals
\nCustomer Employment merchandising
\nCommunity organizations
\nMedia<\/p>\n
Careerbuilder (29,700\/420,000) higher application rate than Monster (19,550\/479,200*) 2006 YTD *25% of visits come from mcdonalds.com<\/p>\n
McState.com \u2013 local site<\/p>\n
60% of hires come from Internet<\/p>\n
Retention efforts are an area of increased focus<\/p>\n
—————————————————————————————–
\nJohn Benson, CEO, eFinancialCareers.com (has print media background)<\/p>\n
Founded in 2000, publishes websites 14 countries and 6 languages<\/p>\n
jobsinthemoney.com\u00a0<\/p>\n
Increased demand for professional skills
\nIncreased demand for more diverse skills and cultures
\nThe adoption of global norms, standards & qualifications
\nSkills becoming increasingly mobile<\/p>\n
Demographic shift \u2013 the population is both aging and declining<\/p>\n
How far would you move for a new job? 55% said they would go to a new country or new geography.<\/p>\n
Solutions;
\nWork longer, retire later
\nExport jobs
\nImport talent<\/p>\n
Content on sites drive traffic: pay news, hiring trends, etc<\/p>\n
Does considerable Search Engine Optimization and Marketing techniques to create traffic.<\/p>\n
—————————————————————————————–<\/p>\n
Chair, Hank Stringer, Managing Director \u2013 Qtalent, Consultant \u2013 ItzBig Partners
\nBryan Burdick, COO, zoominfo.com
\nFaryan Yahsin, President, International Group, Careerbuilder
\nMatthew Embrescia, CEO, Dotjobs
\nTeresa Fearis, Partner Manager, SHL
\nDon Ramer, CEo, Arbita<\/p>\n
Disconnect between expectations and realities of online recruiting exists. (Don)<\/p>\n
People view it as a transaction and it\u00a0can be\u00a0transformational to both the individual and the company. (Don)<\/p>\n
Online recruitment is a resource to attract talent. It is a sourcing channel not a complete solution. (Faryan)<\/p>\n
Getting the right person in the right role at the right time, you need to work collaboratively to find the right role. (Teresa)<\/p>\n
It can be more than just finding candidates. It\u2019s a sales role more than a recruiting role. (Bryan)<\/p>\n
We have dehumanized the process. We have to remember it\u2019s about the people. It\u2019s about a match between vision and value. (Don)<\/p>\n
You gain a lot of efficiencies with online recruiting, but recruiting is a personal activity. (Faryan)<\/p>\n
Transparency is bi-directional and an agreement of values. (Don)<\/p>\n
Marketing will be necessary for the next generation of online recruiting. (Bryan)<\/p>\n
We ought to be looking at how to make I more simple. (Don)<\/p>\n
Candidates want quality, time savings and feedback. (Hank)<\/p>\n
Aggregation of vast quantities of information is not what people want. People want to match their values with the ability to be value add to an organization.<\/p>\n
—————————————————————————————–<\/p>\n
John Bell, CEO, Boxwood Technology<\/p>\n
Looking for candidate that loves sports, food, money, SEX (millionairematch.com<\/a>)<\/p>\nDead last in where recruiters currently look: Association web sites<\/p>\n
Associations Industry is huge!!!!!<\/p>\n
86,000 associations in the U.S.<\/p>\n
Annual budgets exceed $62 Billion Dollars<\/p>\n
113 Million Dues Paying Members<\/p>\n
27% goes to Education & Public Iinformation<\/p>\n
21 million people attend conferences<\/p>\n
5 million attend committee and board meetings<\/p>\n
Micro niche job boards \u2013 percentage of total market matters<\/p>\n
Afponline.org, American Marketing Association, aaf.org, the-dma.org, marketingcareernetwork.com<\/p>\n
How do I find and association \u201cjob title\u201d and \u201cassociation\u201d\u00a0<\/p>\n
(If you attended the ERE conference – come see what you missed at Onrec!)<\/p>\n","protected":false},"excerpt":{"rendered":"
Yves Lermusi, President, Taleo Talent is about a \u201cstate of mind\u201d. Your top recruiters are your executive. Kai-Fu Lee \u2013 Microsoft to Google \u2013 settlement reached. 27% – amount time spent by executives on talent related issues. (The Economist). Finds who spend more on training outperform S&P 500. Taleo customers do the same. HR should […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13,20],"tags":[],"class_list":["post-172","post","type-post","status-publish","format-standard","hentry","category-customer-experience","category-recruiting"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts\/172","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/comments?post=172"}],"version-history":[{"count":0,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts\/172\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/media?parent=172"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/categories?post=172"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/tags?post=172"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}