linkedin, microsoft and the explosion in recruiting tools and technology
TRANSCRIPT
LINKEDIN, MICROSOFT AND THE EXPLOSION OF RECRUITING TOOLS AND TECHNOLOGIES
Michael Overell – CEO, RecruitLoop
August, 2016
A framework to navigate the recruitment tech explosion
Implications for HR practitioners
Specific technology advice for your business
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Hi, I’m Michael Overell
CEO & Cofounder of RecruitLoopFormer McKinsey consultantHusband of an HR DirectorAustralian in the Bay Area
@mboverell // [email protected]
2016
$26,000,000,000
Biggest acquisition in history of HR Technology.
“using the network to power the social and identity layers of Microsoft's ecosystem of over one billion customers. Think about things like LinkedIn's graph interwoven throughout
Outlook, Calendar, Office…and more.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
“partnering with Microsoft to innovate on solutions within the enterprise that are
ripest for disruption, e.g., the corporate directory, company news dissemination,
collaboration, productivity tools, distribution of business intelligence and employee voice, etc.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
“Expanding beyond recruiting and learning & development to create value for any part of an organization involved with hiring, managing,
motivating or leading employees. This human capital area is a massive business
opportunity and an entirely new one for Microsoft.”
https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner
http://www.monster.com/about/a/randstad-to-acquire-monster-worldwide-to-transform-the-way-people-and-jobs-connect
“…Randstad intends to build the world's most comprehensive
portfolio of HR services. ”
OTHER PLAYERS ON THE SIDELINES
WHAT IT MEANS FOR PRACTIONERS
Be agile and open to new technologies Be sceptical of the ‘next big thing’ Be cautious of unproven products
DO
Be overly reliant on ANY tools Get drowned on the noise
DON’T
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Map your recruitment
process
Identify the stages in YOUR process Break down the activities in each stage Identify the owner and success metrics Then follow it!
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
UNDERSTAND MARKET
BUILD TARGET PROFILE
SOURCE CANDIDATES
OUTREACH & ENGAGEMENT
SCREENING & INTERVIEW
VERIFY SKILLS & EXPERIENCE
OFFER & ONBOARD
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
UNDERSTAND MARKET
BUILD TARGET PROFILE
SOURCE CANDIDATES
OUTREACH & ENGAGEMENT
SCREENING & INTERVIEW
VERIFY SKILLS & EXPERIENCE
OFFER & ONBOARD
Activities
Owner
Tools
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
UNDERSTAND MARKET
BUILD TARGET PROFILE
SOURCE CANDIDATES
OUTREACH & ENGAGEMENT
SCREENING & INTERVIEW
VERIFY SKILLS & EXPERIENCE
OFFER & ONBOARD
Activities
Owner
Tools
• Research salary and title
• Compare job description
• Outline key skills, characteristics and traits
• Job posting• List building• Finding contact
information
• 3-email sequence
• Phone screen• On-site
interviews• CEO dinner
• Trial project• Background
check• Reference
check
• Offer letter• Welcome pack
Alignment & ClarityAccountabilityConsistency
A framework for assessing new tools
and technologies
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5 Stage 6 Stage 7
UNDERSTAND MARKET
BUILD TARGET PROFILE
SOURCE CANDIDATES
OUTREACH & ENGAGEMENT
SCREENING & INTERVIEW
VERIFY SKILLS & EXPERIENCE
OFFER & ONBOARD
Activities
Owner
Tools
• Research salary and title
• Compare job description
• Outline key skills, characteristics and traits
• Job posting• List building• Finding contact
information
• 3-email sequence
• Phone screen• On-site
interviews• CEO dinner
• Trial project• Background
check• Reference
check
• Offer letter• Welcome pack
Your Recruitment ‘Stack’
Free download:
bit.ly/nchra-RL
Agile Technology Guide for Modern Recruiters
3 spaces I’m watching
Sourcing Systems Staffing
