The 8 Steps to Performance Staffing™ HR.com Virtual Conference Webcast Wednesday, February 5, 2014
Mike Moore, CEO | RCI Recruitment Solutions
Today’s Presenter:
Mike Moore President and CEO, RCI Recruitment Solutions
RCI’s Corporate head quarters, Jupiter, Florida
Our unique perspective Talent management consulting, training, recruitment communications, recruitment services, and technology‌
What we know about recruitment, process, and outsourcing, we’ve learned over 44 years of hands-on recruitment process reengineering and outsourcing.
Our unique perspective We have built innovative solutions that support the entire recruiting process
For over forty years RCI has pioneered a diverse range of sourcing strategies including blended print/online classifieds, job fairs, diversity, college recruiting, and so on.
Our unique perspective We have built innovative solutions that support the entire recruiting process
We have been at the forefront of innovation for technology that drives job board/career site design and implementation, internet sourcing, applicant tracking, testing and selection tools, and more.
Our unique perspective We have built innovative solutions that support the entire recruiting process
We have thousands of customers that represent a cross section of every industry, finance, commerce, government and geography who face a variety of staffing challenges. We talk to hundreds more every day.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
In the last ten years, thousands of recruiters and HR professionals have attended a Performance Staffing session.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
In just those last ten years a lot has changed, and just as much has not changed at all‌
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
Recruiting technology has changed and we still don’t know how to use it to recruit effectively.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
“Advanced” sourcing tools and techniques have become commonplace but we still default to “post and pray.”
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
Branding and engagement are more widely understood and yet many still have trouble attracting talent.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
Staffing and HR functions talk strategy but are still driven by transactional processes.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
Ten years ago recruiting qualified people was everyone’s number one concern.
What a difference a decade makes We help companies of every description find, hire, and retain top talent.
Ten years ago recruiting qualified people was everyone’s number one concern‌ Ten years on, nothing has changed!
Our unique perspective Each year we survey our clients, subscribers, and CRM‌
80,000 staffing professionals, recruiters, HR leaders and Hiring Manager surveyed at the end of 2013‌
Our unique perspective Each year we survey our clients, subscribers, and CRM‌
80,000 staffing professionals, recruiters, and HR leaders surveyed at the end of 2013‌ 70% report their biggest concern this year is finding, attracting, hiring, and retaining, qualified talent.
NEWS FLASH!
CHICAGO, Feb. 4, 2014 /PRNewswire-iReach/ -- Last week, Seaton CEO, Patrick Beharelle, attended a White House summit along with 20 other CEO's of top U.S. Companies who came together to meet with President Barack Obama and Vice President Joe Biden to discuss new ways to provide paths toward employment for qualified, long-term unemployed job-seekers.
The advisory group, which included CEO's from leading U.S. firms such as Walgreens and Bank of America along with Mr. Beharelle, brought forward new ideas and training models to help long-term unemployed jobseekers re-enter the workforce.
The Problem is Threefold
1. RECRUITING 2. PROCESS
3. OUTSOURCING
The Answer is in Systematization
1. SIX SIGMA [AS IN PROCESS IMPROVEMENT]
2. KAIZEN [AS IN PROCESS DEVELOPMENT]
3. UNDERSTANDING THE PROCESS FROM THE GET-GO!
The Answer is in Systematization
1. Quality of Hire 2. Time to fill
3. Cost per Hire
The Answer is in Systematization
1. The recipe for success‌
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
Where‌when and how many Demographics in the Geographic's Supply and demand 1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
Who do we need and does everyone agree: ..
Cultural fit, background, experience
Personality and competencies 2. CANDIDATE PROFILING
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
Why us? Why now?
Why here? 2. CANDIDATE PROFILING
3. EMPLOYMENT BRANDING
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
75% of all hires from internal Mobility/ERP/Networking (Social Media) How to reach the ACTIVE jobs seeker (Google number 1 Job Board) How to3.find the PASSIVE jobs seeker EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
4. SOURCING STRATEGY
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
How do we efficiently process them?
4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
5. SCREENING and ASSESSMENT
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
Make sure we select the BEST 5. SCREENING and ASSESSMENT 4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
6. CANDIDATE SELECTION
1. WORKFORCE PLANNING These are also RCI’s core practice areas
RCI Performance Staffing™ Performance Staffing serves as a model for optimizing recruitment process and outcomes
How do we ensure that we keep them and build the team? 6. CANDIDATE SELECTION 5. SCREENING and ASSESSMENT 4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
7. EMPLOYEE RETENTION
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes
Leverage technology to make the whole process more efficient? 7. EMPLOYEE RETENTION 6. CANDIDATE SELECTION
5. SCREENING and ASSESSMENT 4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
8. RECRUITING TECHNOLOGY
1. WORKFORCE PLANNING These are also RCI’s core practice areas
The Performance Staffing Model Performance Staffing serves as a model for optimizing recruitment process and outcomes 8. RECRUITING TECHNOLOGY 7. EMPLOYEE RETENTION 6. CANDIDATE SELECTION
5. SCREENING and ASSESSMENT 4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING
WHAT DOES YOUR PROCESS LOOK LIKE?
2. CANDIDATE PROFILING
1. WORKFORCE PLANNING These are also RCI’s core practice areas
Our mantra: “Every step matters� The first step in our process is also a recurring theme throughout the recruiting lifecycle
The goal of recruiting is to find every possible candidate that fits the candidate profile and have them available to recruiting, when and where they are needed most Right?
Your recruiting process: Which step is sourcing? Performance Staffing serves as a model for optimizing recruitment process and outcomes 8. RECRUITING TECHNOLOGY 7. EMPLOYEE RETENTION 6. CANDIDATE SELECTION
5. SCREENING and ASSESSMENT 4. SOURCING STRATEGY 3. EMPLOYMENT BRANDING 2. CANDIDATE PROFILING
TODAY’S FOCUS…
1. WORKFORCE PLANNING These are also RCI’s core practice areas
Basic recruiting strategy Basic strategy is well understood and widely agreed on. The problem is…execution
1. FILL JOB WITH THE BEST PERSON 2. IN THE SHORTEST POSSIBLE TIME
3. AS COST EFFECTIVELY AS POSSIBLE
The perpetually changing recruiting landscape Today’s recruiting environment calls for us to integrate our approach to potential hires
1. TAP EXISTING NETWORKS 2. ENGAGE ACTIVE JOB SEEKERS
3. ATTRACT PASSIVE CANDIDATES
The perpetually changing recruiting landscape While basic recruiting strategy is a constant, the goal posts are constantly moving
1. TRADITIONAL METHODS IN DECLINE
Newspapers are dead or dying‌ Print advertising revenues fall, online revenues grow, marginally Print Online In millions of dollars‌
$46.1
$48.2
$49.4
$49.2 $45.3 $37.8 $27.5
2003
2004
2005
2006
2007
2008
2009
Source: Newspaper Association of America
$25.8
2010
Newspapers are dead or dying‌ Of all classified categories, recruiting has dropped off most dramatically In billions of dollars‌ $19.6
$2.9 $0.79 2000
2008
$0.76
$0.74
2010
2011
2009
Source: Newspaper Association of America
Job board/Aggregator SEO performance Based on 625 unique job search queries, the number of times each site had top placement in Google’s search results‌
Indeed 251 [40.16%] SimplyHired 127 [20.32%] CareerBuilder 77 [12.32%] Monster 29 [4.64%]
Craigslist 13 [2.08%] Craigslist is the tenth most visited site with 20 million visitors, so why the poor showing? Source: Davis Advertising 2011 SEO Survey of Job-Posting Sites
The perpetually changing recruiting landscape While basic recruiting strategy is a constant, the goal posts are constantly moving
1. TRADITIONAL METHODS IN DECLINE 2. CANDIDATE BEHAVIORS HAVE
CHANGED
Candidate behavior online moves toward search The number of average monthly jobrelated searches on Google continues to grow Millions
Openings 6.1 million
156
101
Careers 37.2 million Employment 45.5 million 2011 Jobs 68 million 2013
Source: Google Keyword Tool
Candidate behavior online moves toward search Google is largely responsible for driving unique visitors to job sites but doesn’t add value for recruiters or job-seekers Monthly job-related job searches
Google 157 million Monthly unique visitors
Indeed 13.7 million CareerBuilder 9.8 million Monster 5 million SimplyHired 3.5 million
Source: Google Keyword Tool/comScore Media Matrix
The perpetually changing recruiting landscape While basic recruiting strategy is a constant, the goal posts are constantly moving
1. TRADITIONAL METHODS IN DECLINE 2. CANDIDATE BEHAVIORS HAVE
CHANGED 3. TECHNOLOGY IS DRIVING CHANGE
The Social Web: An evolving ecosystem
It’s eleven o’clock… Do you know where your candidates are or what they’re doing?
The Social Web: An evolving ecosystem
The number of places online where you can find qualified candidates has become simply impossible to calculate‌
The future of recruiting technology is here Basic strategy is well understood and widely agreed on. The problem is‌execution
1. ERP
1. TAP EXISTING NETWORKS
The future of recruiting technology is here Basic strategy is well understood and widely agreed on. The problem is‌execution
1. ERP
1. TAP EXISTING NETWORKS
2. SEO
2. ENGAGE ACTIVE JOB
SEEKERS
The future of recruiting technology is here Basic strategy is well understood and widely agreed on. The problem is…execution
1. ERP
1. TAP EXISTING NETWORKS
2. SEO
2. ENGAGE ACTIVE JOB
3. TALENTLOCATOR
SEEKERS 3. ATTRACT PASSIVE CANDIDATES
And now…
Q&A I am easy to get hold of if questions come up…
Mike Moore CEO 550 Heritage Drive, Ste. 200 Jupiter, Florida 33458
MMoore@rcirs.com 561-277-1202 Direct 561-686-6800 Main www.rcirs.com