If you think some of your processes are falling through the cracks, especially when you have a bunch of open seats, come by and get some ideas for bolstering the nuts and bolts of what you do. Understand your source channel percentages - and recruit differently when you do Match your recruiting team design to your process and your organization - and don’t have senior recruiters process applicants all day (but definitely process all your applicants!) Contract with executive leadership on cost/quality/speed – and leverage that agreement to drive agreement (and sanity) at the HM and Director level

1. 2018’s Recruitment
Operations Best Practices
Guide

2. Housekeeping:
● Listen only mode
● Take notes
● Recording in 24 hours
● Thank you sponsors!

3. Key to kicking your feet up
and living the good life
in Talent Acquisition
Presented by:
Steve O’Brien
Vice President, Talent Fusion

4. Points of View I start with:
Process design and organizational design are closely related
Everyone seems to have an option about what we should be
doing
We must design with an understanding of mental bandwidth
I’m suspicious of the panacea du jour
Talent Acquisition means a million things to a million companies

5. REDUCE TIME
TO HIRE
IMPROVE
CANDIDATE
QUALITY
PROVIDE CONSUMER
LEVEL EXPERIENCES
MANAGE
SOURCING
COSTS
INCREASE
CANDIDATE
DIVERSITY
Why’d we get in to all this anyway?
INTEGRATE
AUTOMATION/ AI
Digital
Transformation
Reimaged
Processes
Data and
Analytics

6. TECHNOLOGY HAS RADICALLY CHANGED HUMAN RESOURCES

7. History of the Recruiting Black Box
All our
candidates
were literally in
a black box
Sourcing Ninjas
had to Boolean
candidates out
of databases
Sourcing
Scientists had
to find then
mine candidate
data
Turns out those
weren’t candidates
they were targets
to be developed
We can’t keep
track of the status,
the work, or
channels anymore
Analogue
Web 1.0
Web 2.0
Social
A.I., Data, &
Analytics

8. My intention in this webinar:
Applicant value leak
Hiring Manager influence leak
Executive alignment leak
Identify recruiting effort increasers and ways to dissolve them!
Working hard than you need to
Losing control of your desk
Entering battle w/o cover

9. Talent
Acquisition
CRMATS
Background, Verification, & On-Boarding
Assessment and Selection
HRIS
Talent Management and Engagement
Perm Force Gig Force
Tier-0/VMSGigManagementSystem
$9.2
Billion
Venture Funding
2010 – 2017
TOP HRTECH PRIORITIES

11. Talent
Acquisition
CRMATS
Background, Verification, & On-Boarding
Assessment and Selection
HRIS
Talent Management and Engagement
Tier-0/VMSGigManagementSystem
OBSERVATIONS
Data and
Analytics
❖ Midmarket is being served 50 – 10k FTEs
❖ Job boards are still getting VC (If they’re
called marketplaces)
❖ Freelance is now called Gig and it’s getting
huge chunks of funding
❖ User experience almost always wins
❖ Artificial Intelligence beat Gary Kasparov,
and Ken Jennings, and Go, and Poker, and
(but) not recruiting yet
❖ The HR/TA Operating environment is way
to complicated at the moment
TOP HRTECH PRIORITIES

12. Source
Engage
Select
Job Marketing
& Distribution
Job Board
Aggregation
Job
Marketplaces
Temporary Labor
Marketplace
Crowd Sourced
Recruitment
Social Search
Candidate
Relationship
Management (CRM)
Employer Reviews Resume Parsing
Assessments
Artificial
Intelligence
Video Interviewing

13. 13
THE WORLD HAS CHANGED.

14. TALENT ACQUISITION IS STILL A PEOPLE BUSINESS.

15. REDUCE TIME
TO HIRE
IMPROVE
CANDIDATE
QUALITY
PROVIDE CONSUMER
LEVEL EXPERIENCES
MANAGE
SOURCING
COSTS
INCREASE
CANDIDATE
DIVERSITY
TALENT ACQUISITION 2018 TOP PRIORITIES
INTEGRATE
AUTOMATION/ AI
Digital
Transformation
Reimaged
Processes
Data and
Analytics

16. WHERE DO WE START?
Optimize Paid Traffic
Discover and Develop EVP
Maximize Free Traffic
Advise & Deliver Process & Org Design
Time Management
Analysis
Messaging
CRM
ATS

17. WHERE DO WE START?
Discover and Develop EVP
Maximize Free Traffic Analysis
Messaging
CRM
ATS
▪ Who are you as an employer?
▪ What percentage of your jobs will be filled
“for free”?
▪ Can you identify the requisition patterns
that lead to applicant hires?

18. WHERE DO WE START?
Optimize Paid Traffic
Advise & Deliver Process & Org Design
Time ManagementCRM
ATS
▪ Can we increase direct applicants?
▪ What percentage of your requisitions
require sourcing?
▪ How much time do your recruiters have to
recruit?

19. KEY METRICS:
Direct Applicant Variability
Source Channel Percentages
CRM
ATS
Recruiting Hours per Requisition
Percentage Recruiting Hours

20. INTRODUCE AGILE TEAM DESIGN
Strategic
Business Units
HM Set 1 HM Set 2
Team Team
Lead
Recruiter
Lead
Recruiter
Recruiter Recruiter
Senior
Recruiter
Recruiter
Single point
of contact
Opportunities:
Project Leadership
Agile Learning & Scaling
Stable Institutional Insight
Base +/- 80
hours/week
Scalability

21. INTRODUCE AGILE TEAM DESIGN
Facilitate the process:
Are we maximizing our
corporate website and
active channels?
Motivate semi-active seekers:
Do we have the right people
selling our roles?
Prioritize impact:
When there is more
work than time how
do we work as smart
as possible?

22. UNDERSTAND YOUR PARAMETERS:
COST
QUALITY SPEED

23. Talent
Acquisition
CRMATS
Background, Verification, & On-Boarding
Assessment and Selection
HRIS
Talent Management and Engagement
Perm Force Gig Force
Tier-0/VMSGigManagementSystem
Design Process.
Select Talent.
Pick technology.
For your
organization.

24. SET ACHIEVABLE GOALS:
INTEGRATE
AUTOMATION/ AI
REDUCE TIME
TO HIRE
PROVIDE CONSUMER
LEVEL EXPERIENCES
IMPROVE
CANDIDATE
QUALITY
MANAGE
SOURCING
COSTS
INCREASE
CANDIDATE
DIVERSITYWe Will:
By: INSERT STRATEGIC STATEMENT BASED ON YOUR UNDERSTANDING
OF YOUR DATA BASED STARTING POINT, YOUR PROCESS AND
DESIGN, TECHNOLOGY, AND YOUR GOAL ☺

25. Thoughts

26. Appendix

27. Data and
Analytics
Optimize Paid
Traffic
Discover and Develop EVP
Maximize Free Traffic
Integrate and
Deliver
The Foundry
Monster Data &
Analytic
Monster Programmatic
Talent Fusion
Monster Recruitment Optimization
CandidateRelationshipManagement(CRM)
ApplicantTrackingSystem(ATS)
Partnering to
do this
Many companies are:
Throwing tools
at this
Accidentally
doing this
Wishing they
did this

28. Data and
Analytics
Optimize Paid
Traffic
Discover and Develop EVP
Maximize Free Traffic
Integrate and
Deliver
The Foundry
Monster Data &
Analytic
Monster Programmatic
Talent Fusion
Monster Recruitment Optimization
CandidateRelationshipManagement(CRM)
ApplicantTrackingSystem(ATS)
Companies are:
Simplifying
Optimizing
&
Achieving Results
With Monster

29. Data and
Analytics