1. What’s worked, what’s broken, and what’s next? 10 Years of Online talent acquisition Presented by Carmen Hudson April 14, 2010 Northwest Indiana SHRM Annual Conference

2. Today’s theme: Connecting Leaders…Solving Tomorrow’s Challenges and Creating Opportunities Now!

3. Five Steps to Connection Where I work Where I live What I like to do professionally What I like to do for fun What I am passionate about

4. Wayback Machine: Talent Acquisition What happened over the last 10 years? How far have we come? What’s in store for the next 10 years?

5. 1997 Time to start: 52 days 28.7% of hires were sourced from print ads (at an average cost of $1638) 2.1% of hires came from “the internet” 10% of companies allowed all employees access to the internet. 41% allowed only a few employees access to email 24% had company websites Source: Gerry Crispin and Mark Mehler, CareerXroads

6. 2009 45% of hires attributed to Internet Career site Job boards, search engine marketing Direct sourcing or internet research 2.3 % attributed to print 45% of companies block access to one or more social media sites Source: CareerXroads Sources of Hire Survey 2009

7. The Promise of Online Recruiting Information transparency and immediacy Reach a greater breadth of candidates Automate communication process Save money Reduce legal/compliance headaches Improve cycle time Simplify the job/role of recruiting Access to hard-to-find candidates/top candidates Improve candidate selection

8. Information Transparency and Immediacy 90% is not good enough. You’re transparent about opportunities. Candidates are transparent about how they feel about you. Are you OK with that? Information gets old quick. What do you do with expired information? A-

9. Reach a Greater Breadth of Candidates We have the opportunity toachievereal diversity, impact the innovation and performance of our organizations. Are we taking full advantage of this opportunity? Data Analysis Talent management A+

10. Automate the Communication Process What is our minimum response commitment? Do we do anything different for superstar talent? How can we creatively use social media to set expectations? How do we treat each other? Shouldn’t we treat “company” even better? How do we justify the expense? Or do we? F-

11. Save Money What does is real recruiting productivity? Truth in recruiting – what resources are needed to run a top-notch organization? That’s where you start the conversation Fund what gets results, but squirrel a bit toward experimental stuff C

12. Improve Cycle Time This is a people business. And people do not make big decisions quickly. Our challenge is to help make decision making easier A tight process can speed things up The winner will link robust performance management system to recruiting assessment tools and training C+

13. Simplify Recruiter’s Job What is the business we’re in? Do we have the right players? With whom are we partnering? From whom can we learn? Do not buy a system that requires too much data entry! Are we providing the necessary training? D

14. Mitigate Legal Issues Does your recruiting organization support alignment goals? Does your recruiting organization know HR law? Act as if social media is imminent, and prepare! C

15. Find Superstar Talent Create and nurture your employer brand – this is your most potent weapon in the war for talent Geico Whirlpool Google Starbucks My favorite B+

16. That was then…this is NOW That was then… Y2K – the issue was the machine Line Ads Home access Automated resume storage A handful of big job boards Third-party recruiter dominance Process closely guarded by HR Candidates had little or no voice This is now External attacks are biggest concern Rich media (back to line ads?) Mobile access Workforce management systems Niche boards for every profession Rise of the corporate recruiter Recruiting specialists drive the process Candidates have more knowledge and power

17. Thank You carmen@tweetajob.com @peopleshark http://www.linkedin.com/in/carmenhudson http://people-shark.blogspot.com/