Will “Big Data” rule Recruitment?- the future of Search -

A Brief Introduction

> 9.100 tweets, > 1.7 hours of Youtube video, > 37.000 likes and comments on Facebook, > 462 photos to instagram, > 1.666.667 emails, > 564 new Tumblr

accounts, > 57.870 +1’s on G+, > 38.000 searches on Google, > 2 new songs on Spotify et cetera et cetera...

EVERY SECOND

In times of content overload, advertising

loses its power.

Employers should not look to attract

jobseekers, but rather focus on talent.

Through database research, one can

narrowcast tailored USP to the best people

for the job.

You will only win if you know something your

competitors don’t.

Moving from CV databases to market

maps and competitive intelligence.

CVs & profiles

Interactions & applications

Competitor trends, audience motivators & state of market

ApplicationsHunted candidatesInterview scoresIndividual notes

Direct contactSocial interactionsShows of InterestProfile Updates

Industry leadersCompetitor activityExternal research

Today, competitive advantage in search

comes from messaging rather than boolean

tricks.

CVs & profiles

Interactions & applications

Competitor trends, audience motivators & state of market

ApplicationsHunted candidatesReferralsIndividual notes

Direct contactSocial interactionsShows of InterestInterview process

Industry leadersCompetitor activityExternal research

Applicant Tracking SystemsIndividual PlatformsMulti Search Tools

Applicant Tracking SystemsSomeone’s DeskOSM Dashboards

In the BusinessLead Generation & SalesIn the mind of your best recruiter

Applicant Tracking System Vendors fail to see the paradigm shift.

Referral, Multi-Search, Monitoring and CRM tools have the future.

Now that you use the newest tools to win

talent, your people will need to change too.

RECRUITER RESEARCHER OPERATIONSCompetencies:* Proactive* Commercial* Stakeholder Manager

Competencies:* Analytical* Creative* Methodical

Competencies:* Accurate* Organised* Structured

Targets & Responsibilities:* Hires* Candidate/Hire Ratio* Business Satisfaction

Targets & Responsibilities:* Candidate Longlists* Cost Per Hire* Message/Candidate Ratio

Targets & Responsibilities:* Time to Hire* Candidate Experience* Reporting

Primary tools:* ATS* CRM

Primary tools:* Multi Search Tools* Media/Multiposters* Referral* CRM* Monitoring

Primary tools:* ATS* Outlook or other calendars

The core of your recruitment strategy

should be based on the behaviour of your

markets.

Focus; you can’t be good at everything.

Any questions?