Measures of Dispersion and Variability: Range, QD, AD and SD
Jobvite Webinar: Leading the Charge, Driving the Change
1. Leading the Charge,
Driving the Change:
Why Innovators Will Win the War for Talent
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15. But Tomorrow Can. You Can Lead the Future!
Only A New Approach, Hard Work – the right Weapons – and some Courage!
16. Growing Awareness: Talent Matters Most
―People‖ Companies Outperform the Market Average
Source: Boston Consulting Group, ―Realizing the Value of People Management; From Capability to Profitability‖, August 2, 2012
17. Recruiting Delivers 40% More Profit Growth
Than Next Best HR Function
Source: Boston Consulting Group, ―Realizing the Value of People Management; From Capability to Profitability‖, August 2, 2012
18. Recruiting will be one of the hot careers in
the next decade
• 14% Y/Y increase
• Most commonly advertised job title: Recruiting
Source: Wanted Technologies
19. Why?
1.Business Need Skilled Talent More Than Ever
2.Talent Is Becoming Increasingly Scarce Worldwide
3.Talent Is Choosy, Savvy Consumer of Opportunities
The recruiters who transform themselves into
marketers become as important—if not more—
than any function.
20. Jobs In Future Require Education
% Change Employment 2010- 2020
Less than high school
14%
High school
12%
Some college
18%
Associate degree
18%
Bachelor degree
17%
Master degree
22%
Doctoral / professional degree
20%
Source: Bureau of Labor Statistics
Source: Bureau of Labor Statistics
21. Most Advertised Openings in U.S. Today:
All But Two Require College
1. Computer Occupations
2. Health Diagnosing and Treating Practitioners
3. Other Management Occupations (inc. HR)
4. Financial Specialists
5. Business Operations Specialists
6. Sales Representatives, Services
7. Engineers
8. Information and Record Clerks *
9. Advertising, Marketing, Promotions, PR, and Sales Managers
10. Supervisors of Sales Workers *
Source: Brookings Institution
22. U.S. App Economy Jobs
iPad Game Developer
Android Developer
0 477k
before the iPhone
current day
Virtualization Architect
API Platform Manager
Social Media Manager
Mobile Marketing Strategist
Mobile Applications Engineer
iPhone Application Developer
User Experience Analyst
Source: TechNet, The App Economy
24. Working Age Population Shrinking Worldwide
Source: Deloitte Research, UN Population Division (http://esa.un.org/unpp/)
25. Battle of the Brains
(US-based schools listed in blue)
Source: PR Newswire
26. Battle of the Brains
(US-based schools listed in blue)
Source: PR Newswire
27. Creating A Serious Shortage
Source: Bureau of Labor Statistics, Current Population Survery
28. Severe Shortage Of STEM Graduates In US
50,000 Shortage in
Florida Alone
Parks, recreation
and fitness
64,000
92
%
’98-’08
14,855
STEM Jobs
STEM Degrees
Source: SunSentinel, 2012
29. Immigration Debate In DC
35
66
%
doctoral
degrees
%
engineering
doctorates
45
50
%
tech +
science
%
plan to
stay
• 764,321 foreign students enrolled in
U.S., up 5.7% in 2011
• U.S. world share dropped 25% to 18% now up to 21%
• H1B Visa capped at 85K (20K for those
with Advanced Degrees)
• Proposed Bill: Increase to 115K – 300K
Source: CNN Money
31. Skilled Talent Is Now A Consumer Of Work
One Size Does Not Fit All
Each generation approaches work differently, shaped by the
economic, social and political forces of their time.
Source: Manpower
32. Gen Y Dominates Workforce in 5 Years
2030: Gen X reaches
Pre-Boomers
Generation
Baby Boomers
Generation Y and beyond
retirement age
225
population age 18-64 (millions)
200
175
2011: The Baby Boomers
150
reached retirement age
125
100
75
2018: Gen Y makes
50
up half of the working
age population
25
0
1990
1995
2000
2005
2010
2015
SOURCE: U.S. Bureau of the Census, projections based on 2000 Census
2020
2025
2030
33. Gen Y Soon To Dominate Workforce: 15-20
Jobs Over Lifetime
median tenure in current job:
4.4
3.0
yrs
U.S.
yrs
Californians
...and Millennials
Source: www.fastcompany.com/magazine/162/average-time-spent-at-job-4-years
34. Recruiting Is
Marketing
―The aim of marketing is to
know and understand the
customer so well that the
product or service fits him
and sells itself.‖
Peter Drucker, management
consultant, educator, and author
35. Marketing Starts by Understanding Your Target
Like A Marketer Would: 80 Million Gen Y
46
39
35
27
21
%
Exercised vigorously in last 24 hours
%
Have a tattoo
%
Started a business on the side
%
Saw email usage drop in 2011
%
Think helping the poor most important issue
36. Recruiting Is Marketing:
The New Five P’s of Marketing
Product: Define Broadly Around Customer Experience
Price: Provide Competitive Value
Promotion: ROI-tracked Marketing Mix of
Media, Content, Message & Growing Brand
Placement: Many, Convenient and Inspiring Ways to Buy
Process: All Efforts Working As One Optimizing Funnel
37. #1 and #2 Product & Pricing: Design Roles
for Their Future, Not Just Yours
7 Ways Beyond Compensation To
Improve Job Attraction
• Gen Y are “Job Shoppers;” 88% are
looking to make a change
• Salaries guidepost for value and
staying on track, but NOT
differentiation
• 51% of new employees hired in
2012 have “buyers remorse”
1.
2.
3.
4.
5.
6.
Explain Company Vision
Prioritize Community Service
Develop ―In-Between‖ Steps And Titles
Give Encouragement & Regular Feedback
Offer More Flexibility
Provide Education and Professional
Development
7. Give Them Time for Personal Projects
Source: HBR: Blog Network: What Job Candidates Really Want: Meaningful Work
38. #3 Promotion: Big Brands, Especially Strong
Consumer Brands, Have Big Advantages
Top 5 of ―50 Top Employers for College Grads‖
39. #3 Promotion: Gen Y Wants Authentic
Brand Experiences
―Make Your Culture Your Brand‖ – Culture Is Emotional
Marketing Learning That Decisions Made By Lymbic (Lizard)
Brain…Focus Messaging & Promotion On Emotional Connection
Engagement Survey of Top Performers and Develop Value Statements
Mold All Marketing Messaging Around Effort
—Employee stories and testimonials
Successful If Portrayed Culture So That Best Candidates ―Select In‖
and Mismatched ―Select Out‖
Source: ERE Recruiting Conference 2013 by Randall Birkwood
40. Have A Company Mission That Matters…And, It
Helps To Authentically Provide Social Good
45. #3 Promotion: Advertising & Distribution
Track All Advertising & Distribution
SEO: Jobs (and Content) Pages
Careersite Distribution & Promotion
Social and Employee Referral
46. Applications by Source Type 2013
Notifications / Transfers Other
1.2%
6.2%
Talent Pool
1.2%
Employee
Referral
8.5%
Agency
2.2%
• Career Site up by 6%
• Emp Referral up by 1.3%
• Transfers are significant
Career Site
38.2%
Job Board
42.4%
47. Hires by Source Type 2013
Other
9.3%
Transfers
7.1%
Notifications /
Talent Pool
0.4%
Job Board
17.1%
Career Site
21.0%
Employee
Referral
40.4%
Agency
4.7%
48. Faster hiring through employee referral 2013
Employees hired through employee referral are
hired 55% faster than those who came through career site.
Hired Faster
Better Quality
46%
47%
45%
45
39%
39
35%
33%
29
22%
20%
14%
Emp Referral
CareerSite
Job boards
Over 1 year
Over 2 years
Over 3 years
Source: Jobvite
49. Half of Career site Visitors Do Not Return
Return Visitors
51%
One Time Visitors
49%
50. Remarketing Is The Way Marketers Handle
Abandonment
Brand Site
Customer
Ad on another site
51. #4 Product Placement:
Many, Convenient, And Inspiring Ways to
Buy
Prospect and Candidate Experience = Shopping Experience
(think Nike and Apple!)
1. Starts with Careersite: Easy to find, follow, and engaging
61. #5 Process: All Efforts Work As One
Optimizing Funnel
Funnel / Lead Generation / Marketing Automation
1. Multi-Channel Multi-Media Campaigns
2. Provide Target Personalized Direct
Mail & Landing Pages
3. Lead Score
Hot, Warm, Cold
1.
4. Marketing Automation: Next Auto Event
-Send personalized email
-Send personalized product interest info
-Send e-newsletter
-Send personalized direct mailer
-Send personalized press release
-Send blog link
5. Screen, Interview & Hire
6. Measure, Adjust, Redo
62. #5 Process: Track and Measure Sourcing
Funnel
Talent Pool
Employee Referrals
Campaigns
Overall
63. #5 Process: Jobvite Closes The Gap And
Automates The Recruiting Funnel
Sourcing
• Engage with passive
and active candidates
• Social Media
Integration
1.
Nurturing
• Centralized Database
• Database Searching
• Campaigns
Jobvite Refer & Engage
Jobvite Engage
Selecting & Hiring
• Scheduling
• Interviewing & Securing Feedback
• Making offer
Jobvite Hire
Measuring
• Applying reporting & analytics
Jobvite Engage & Hire
2012 PWC Study60% of CEOs did not believe they had the talent they needed to be successfulOne in four had to delay or forgo market opportunities and strategic initiatives because they didn’t have the right talent.Consequences of a bad hire go beyond lost opportunitiesCombined cost of unanticipated turnover are 20 – 200% of the employees original salaryCompanies with high turnover – costs are equivalent to 40% of earnings
http://www.bls.gov/opub/mlr/2012/01/art1full.pdf – updated dataChanges since last BLS analysis through 2018:Doctoral up from 17%Masters up from 18%Assoc down from 19%Post secondary up from 13%Highlight growth from last data setGeorgetown Center on Education and the Workforce http://cew.georgetown.edu/ http://www9.georgetown.edu/grad/gppi/hpi/cew/pdfs/STEMWEBINAR.pdfTotal jobs: STEM occupations will grow from 6.8 million to 8 million total jobs by 2018. (18% growth)Job openings: STEM occupations will provide 2.4 million job openings through 2018, including 1.1 net new jobs and 1.3 replacement jobs due to retirement. Postsecondary education: 92% of STEM jobs will be for those with at least some postsecondary education and training. Equity: Diversion of women and minorities is compounded by other factors. For women and minorities, STEM is the best equal opportunity employer. Although pay gaps exist between minorities and Whites/Asians and women and men in STEM, they are smaller than in other occupations.
Social media, SEO, copywriting, email marketing, branding and events are all critical elements of the mix.
2012 PWC Study60% of CEOs did not believe they had the talent they needed to be successfulOne in four had to delay or forgo market opportunities and strategic initiatives because they didn’t have the right talent.Consequences of a bad hire go beyond lost opportunitiesCombined cost of unanticipated turnover are 20 – 200% of the employees original salaryCompanies with high turnover – costs are equivalent to 40% of earnings
In 2011, “Lack of available applicants/no applicants” as the most common reason for difficulty filling jobs – 24%. This jumped to 33% in 2012.
In 2011, “Lack of available applicants/no applicants” as the most common reason for difficulty filling jobs – 24%. This jumped to 33% in 2012.
Source:http://money.cnn.com/2010/07/29/news/international/china_engineering_grads.fortune/index.htm13% of Americans are foreign born (38 million people)…significantly greater than the 8.4% for other “rich” countriesForeign c:t rec’d 35% of doctoral degrees in US in 2006In science and tech 45%In engineering, nearly 66%½ plan to remain in the U.S.For decades, the U.S. had 25% of ALL the foreign students in the world…but in recent years has suddenly dropped to 18%, according to the Organization for Economic Co-Operation and Development.However,China is producing 400K college graduates in tech fields every year. (They will soon become the world’s largest english-speaking nation of more than 300 million.)Last spring the U.S. graduated about 8,000 Ph.D. engineers, an estimated two-thirds of whom are not U.S. citizens. About 150,000 students who majored in engineering, computer science, information technology, and math will collect bachelor's degrees. The Chinese government claims that in recent years the number in China has been well north of 500,000 and rising fast; even if overstated, as some believe, the real number is much larger than America's, and the quality of those graduates is improving.This could spiral downward. As math and science talent accumulates abroad, companies do more of their hiring there, reducing demand in the U.S. That's partly why undergraduate engineering majors are a shrinking proportion of the total, down from 6.8% to about 4.5% over the past 20 years. Employers then claim they can't find engineers in the U.S. -- so they have to hire abroad.The fastest-growing college majors in America as of 2007, says the U.S. Education Department, were parks, recreation, leisure, and fitness studies, as well as security and protective services. That's not a great omen for technology breakthroughs. If the next great technological advances in energy, the environment, medicine, and information are made elsewhere, American workers will have a much tougher time earning good pay in those key industries.
See arguments made in WFS generational work. Long-term demographic changes have paralleled long-term unemployment rate changes. Coincidence? Maybe, maybe not. It can certainly help to explain the shift in generational changes toward work.
http://www.fastcompany.com/magazine/162/average-time-spent-at-job-4-yearsForbes cites “Multiple Generations@Work” survey of 1.189 employees and 150 managers. This means millenials will hold 15-20 jobs over course of their career – NOT the 11.1 found for my generation – and the 4.4 of my father’s.
Most report being close to parentsMost report being in frequent technological contact with friends
Social media, SEO, copywriting, email marketing, branding and events are all critical elements of the mix.
DDI report of 2300 newly hired workers and 250 staffing directors in 28 countrieshttp://www.workforce.com/article/20130201/NEWS01/130209996/new-employees-we-were-jobbed-about-this-job
83%of recruiters think branding impacts their ability to land top prospects.Strong talent brand can reduce the cost per hire by 50% and reduce turnover by 28%Source: http://www.businessweek.com/bschools/content/may2011/bs20110511_024823.htm
DDI report of 2300 newly hired workers and 250 staffing directors in 28 countrieshttp://www.workforce.com/article/20130201/NEWS01/130209996/new-employees-we-were-jobbed-about-this-job