Make-or-Break: 4 Pivotal Challenges

That Talent Acquisition Leaders Must Address Now

Ron MesterPresident & CEO, ERE Media, Inc.

APRIL 16, 2013

From Precipice To

Masters of the Universe

• Here’s why• Here’s the catch – 4 pivotal

challenges

Here’s Why: Reason #1

Worker-Company Relationship

Long term Short

term

Dependent Independent

CAREERS GIGSshorter tenure =

more recruiting to be done!

Here’s Why: Reason #2

Robots aren’t very good people whisperers

Here’s Why: Reason #3

Nature of Work Continuous/

Discontinuous/ Predictable

Unpredictable

JOBS PROJECTS

Hiring Managers Company

Bigger role for recruiting

You’re on your way to becoming Masters of the Universe!

We interrupt this presentation for a

Public Service Announcement

Masters of this Conference• Great sessions • Knowledgeable speakers• Senior-level peers around you• ERE team• Market-savvy sponsors

Public Service Announcement

5 Great Ideas 5 Great People

You’re on your way to becoming Masters of the Universe!

Here’s The Catch

You need to address 4 pivotal challenges

Pivotal Challenge #1: Volatility

Talent Demand Madness• Projects vs jobs

• Shorter/less predictable business cycles

• Faster launches and shutdowns

• Smaller windows of opportunity

• Etc.

Pivotal Challenge #2: Transparency

Pivotal Challenge #2: Transparency

Pivotal Challenge #3: Consumerism

• “Nowism” (everything in real-time)• Customization/personalization• Info-based shopping• Social network recommendations• Mobile access• And more

Pivotal Challenge #4: Total Talent

Employee Talent• “Traditional”• Other locations• Other industries• Passive AND Active

Other Talent Sources• Contingent labor• Outsourced services • Professional services• Automation/Robots

Total Talent

Quick Review: 4 Pivotal Challenges1. Volatility2. Transparency3. Consumerism4. Total Talent

How do you address these challenges and become

Masters of the Universe?

It’s time to rethink / transform the Talent Acquisition department

Pivotal Challenge #1: Volatility• Exploit “big data” to become better predictors• Fill a talent pool instead of reacting to req’s• Change your mix of talent sources

Pivotal Challenge #2: Transparency• Turn the lights on (the house is glass anyway)• Help tidy up

Re-imagine vs. Re-engineer New priorities, new approaches, new

metrics

Pivotal Challenge #3: Consumerism• Adopt consumer marketing best practices• Measure candidate satisfaction relative to

other consumer experiences

Pivotal Challenge #4: Total Talent• Take back contingent workforce

management from procurement (or whoever has it)

• Help “hiring managers” become “talent managers”

Re-imagine vs. Re-engineer new priorities, new approaches, new

metrics

To Help You Re-Imagine Your Recruiting Department

Or Not

Seek and Embrace Innovation

Warning . . .

Commercial Coming

Our job is to help you

Seek and Embrace

Innovation

One last thing

The Eight Levels of Giving8. Giving begrudgingly9. Giving cheerfully, but too little10.Giving after being asked11.Giving before being asked12.Giving to an anonymous recipient13.Giving from an anonymous donor14.Both donor and recipient are anonymous

15.Giving that enables self reliance through a loan, gift or help in finding employment