John Ricciardi  VP Talent Solutions, ERE Media

Under the Hood of Talent Acquisition What’s happening with Speed/Cost/Productivity

ERE Media at a Glance

ü 20 Year old company ü Providing information to help companies acquire and manage talent ü Articles, Webinars, Conferences & Products ü 3 Brands

q ERE – Corporate Recruiting & TA Leadership q SourceCon – Sourcing/Talent Attraction q TLNT – Talent Management

Today’s agenda

•  Introduction •  Hiring Managers think we’re

getting worse •  The Big Disconnect •  Educate & Influence •  Conclusion •  Q&A

Your most unhappy customers are your greatest source of learning.

 Bill Gates

ERE State of Talent Acquisition Survey

Volume

3,500 + responses (2015/16)

Titles

8% Chief/SVP 25% Head of TA

24% Mgr/Dir 18% Desk

Tenure

41% 10+ years

21% < 2 years

One Person in the survey claiming to be a

One person Recruitment Department

in a company employing more than

100,000 people

 Two companies have  50 RECRUITERS

 But only 1,000 – 5,000 workers

 Two companies have  50 RECRUITERS

 But only 1,000 – 5,000 workers

2016 State of Talent Acquisition 3 Things We Learned

þ

þ

þ

TA Team grades by the Hiring Manager

2.4 2.3

1.9

0

1

2

3

4

5

2014 2015 2016

Source: State of Talent Acquisition Survey, ERE Media

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

Source: State of Talent Acquisition Survey, ERE Media

Source: State of Talent Acquisition Survey, ERE Media

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.

How do you think the TA Leader graded this team?

How do you think the TA Leader graded the Hiring Managers?

The Big Disconnect

It’s not necessarily the reality that shapes us, but the lens through which your brain views the

world that shapes your reality  Shawn Achor

Kano Model

Kano Model

Denver, CO

Boca Raton, FL

ADT Spin-off

We see the world, not as it is, but as we are – or, as we are

conditioned to see it  Stephen R. Covey

Talent Acquisition

Hiring Manager

Definition of a Recruiter?

An individual who works to fill job openings in businesses or organizations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable employment positions.

Source: BusinessDictionary.com

Definition of a Talent Advisor?

A trusted recruiting partner who proactively provides 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.

Source: ERE Media

If we have data, let’s look at data. If all we have are

opinions, let’s go with mine.  Jim Barksdale

If it’s not accurate,It might as well not exist…

Data & Metrics

•  Candidate Availability Data •  Internal ATS Data

•  Speed •  Quality •  Productivity

•  Segment by Geography or Job Family •  External Benchmarks

0

10

20

30

40

50

60

70

80

Decentralized Centralized Optimized

SimplexGrinnell Time to Accept 70

48

Time to Accept Benchmarks

42 44

52

68

35 38

0

25

50

75

Source: Bersin, iCims, Dice, CEB, SHRM & ERE

Ber

sin

(S)

ER

E (D

)

SH

RM

(S)

CE

B (S

)

DH

I (S

)

iCim

s (D

)

S = Survey D = Data

Time to Accept by Industry (ATS Data)

35

30

38

25

58

0

10

20

30

40

50

60

70

Source: ERE Benchmarking Dashboard

Agg

rega

te

Fin.

Svc

s

Hi-T

ech

Pro

f. S

vcs

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The goal is to turn data into information, and information into insight.

 Carly Fiorina

What have we learned?

Ø Disconnect between Recruiting & Hiring Managers Ø Direct correlation between communication &

satisfaction Ø Opportunity to uplevel the skills of our recruiting

teams Ø Need to obtain and utilize data to drive our

recruiting process

How can we fix it?

Ø Intake meeting for EVERY opening Ø Obtain data, turn it into insight and bring it to every

conversation (start internal and look external to benchmark)

Ø Provide resources to recruiters to build soft skills in things like business acumen and influence for their interactions with stakeholders