Ron MesterPresident & CEO

ERE Media, Inc.

Make-or-Break: 4 Pivotal Challenges

That Talent Acquisition Leaders

Must Address Now

Ron Mester

President & 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 GIGS

shorter 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 Challenges

1. Volatility

2. Transparency

3. Consumerism

4. 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)

• Workforce mix modeling

• 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 Giving

8. Giving begrudgingly

7. Giving cheerfully, but too little

6. Giving after being asked

5. Giving before being asked

4. Giving to an anonymous recipient

3. Giving from an anonymous donor

2. Both donor and recipient are anonymous

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