state of talent acquisition 2016-mester

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