Recruiter's Roadmap to Hiring in 2015

Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
A Recruiter’s Roadmap to
Hiring in 2015
Presented by Accolo
January 21, 2015#RecruiterRoadmap

Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo2
Meet Your Presenter
John Younger
Chairman and Founder, Accolo
• Frustrated Hiring Manager
• Recovering Software Developer
• Accolo Founder
• Co-Founder of the RPOA
• Started 5 Companies
• Most cherished activity - spending time
with our 13 year old son and bride of 14
years

Today’s Participants

● EVP, Business Development
● Recruiter
● partner
● Director, Human Resources
Projects / Talent Aquisition
● HR Head
● Director of recruitment
● Business Manager
● Director Client Service &
Delivery
● SVP
● Customer Support / Technical
Assistant
● President & CEO
● CSO
● VP, Operations
● Founder Partner
● Talent Acquisition Specialist
● Recruitment Team Lead
● Human Resources Generalist
● Executive Assistant
● Director
● Senior Account Director
● V.P. Business Development
● Recruiter
● Senior IT Recruiter
● Corp HR & TA Leader
● Program Director
● Business Development Manager
● US Head of Talent Acquisition
● Head of performance management
● Sales Management
● Founder
● RPO on site manager
● Training Manager
● Assistant Manager - Learning &
Development
● Marketing Manager
● Head-Digital Marketing
● CEM
Your Titles

Hiring Trends Give Great Insights

Corresponding Decrease in Claims

Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Ten Hardest Jobs to Fill Nationwide
10
Most Competitive Hiring
1.Skilled Trade Workers
2.Restaurant and Hotel Staff
3.Sales Representatives
4.Teachers
5.Drivers
6.Accounting and Finance Staff
7.Laborers
8.IT Staff
9.Engineers
10.Nurses
Five Top Hiring Areas
2015 CareerBuilder U.S. Job ForecastNationwide Survey by Manpower, 2014

Hiring Trends in 2014: Year in Review
Demand for Raw Skills Outweighs Candidate Supply
11
Demand for Talent is Growing
Candidate Supply is Shrinking
Candidates are in the Driver’s Seat
• The labor force participation rate — workers currently employed or
who are actively looking for work — lowest since 1978.
• Recent college grads aren’t meeting expectations for raw skills
• 46% of jobs posted in 2014 were for newly created positions
• Open jobs were 5,000,000 on last day of Nov 2014
• 800,000 new tech positions launched in 2014 (5% YOY growth)
• More comfortable leaving current job and rejecting offers
• Harder to reach – aren’t responding to traditional recruiting

Unemployment at a Record Low
Job Openings at a Record High
So What …..

Missing Corp
Objectives
Overwhelmed &
Angry Hiring
Managers
Higher Turnover
Rates
Rising Hiring Costs
Increased Rogue
Activity

Roadmap to Hiring Success in 2015

Find the magic
recruiting site de jour
and its maker?

Look for your
red slippers?

2015 Success Tip One: Keep Your Top Performers
Find out what current
employees love about working
for your company

1. You’ve overloaded your best people with too many
responsibilities
1. You’re a micro-manager
2. You’re never around
3. You’re not in touch with how some of your hires or
promotions are driving your best people nuts
1. You’ve never given your people a sense of where they can
go in their careers
1. You run terrible meetings
2. You communicate that you care more about yourself than
the team
1. You’ve never given them the big picture vision of where
your group is heading or you are constantly changing the
big picture
19
People quit their bosses, not their jobs
Eric Jackson, Forbes

Boost Your Referral Network
Theme based, time bound and well coordinated
programs produce 5x the referrals and hires
2015 Success Tip Two:

Theme based, time bound and well coordinated
programs should produce 5x the referrals in 2015
Key Elements:
• Executive support - Internal and external employer branding
• Timing & duration
• Theme
• Sit with top performers and go through their contact lists
• Awards - weekly with real-time dashboard
• Involve marketing
• Track accurately
• Finale with grand prize
Theme Ideas:
• The Big Hire Theory
• Batter Up!

Let Your Words Work For You
116,069Jobs for software engineers on LinkedIn
“We are looking for a Software Engineer to work in a team made up of
Software Engineers”
2015 Success Tip Three:

C/C# Software Engineer - Improve Response in 911 Computer-Aided Dispatch
● It took 2 days to find the candidate hired
● In 12 days the candidate accepted an offer
● 185 candidates were contacted with similar skills
● 33 applicants total
Senior Software Engineer for the Cloud Computing Pioneer!
● Interview began 6 days after the job launched
Senior Software Engineer, Enterprise-level Web Apps
● Interview began 23 days after the job launched
23
Source:

What needs to get done by when?
How will this person’s success be quantitatively
measured?
Why would the right person want the job?
What are the common attributes of the top performers?
24

Broad and Targeted Outreach Wins2015 Success Tip Four:

Top Sources of Applicants and Hires up to 2015 for
Software/Application Development Jobs
26
Source:
Candidate Source Applicants Hires Applicants per Hire
Direct Sourcing 9,908 98 101 : 1
LinkedIn Jobs 3,546 29 122 : 1
Dice 11,607 93 124 : 1
Craigslist 18,480 147 125 : 1
Monster 24,301 157 154 : 1
CareerBuilder 21,640 107 202 : 1

Create Relationships, Not Transactions
Start with trust
2015 Success Tip Five:

Trust
Mutual Respect
Honest Communication
Follow-through
Common Purpose
Easy
28
Elements of a Healthy Relationship

Number of People Who Never Hear Back After Applying to a Job
94%

High Performing Interview Teams Win2015 Success Tip Six:

Build an Elastic Solution in 20152015 Success Tip Seven:

Volatility is Consistent - Explore Bold Solutions
?

In a Nutshell for 2015
1. ID and nurture your top performers
2. Drive referrals as a company wide initiative
3. Use your words to get the right people to come
to you
4. Multi-thread your hiring campaigns
5. Create relationships with every outreach and
applicant
6. Teach your interview teams to be highly
effective and move fast
7. Build elasticity and consistency into your model

About Accolo
Award Winning Recruitment Process Outsourcing Company
Filled over 35,000 unique jobs across nearly every industry, job category and level since being
founded in 2000
Multiple engagement models to help companies meet their hiring needs as a natural extension of
their recruiting and human resources function with consistency and elasticity:
• Special initiatives/projects/locations
• Specific functional areas (development, operations, call centers, finance & accounting, etc.)
• Job levels or categories (e.g. Director & above)
• On-site and off-site support
Each company we work with has unique recruiting goals, which is why we develop our hiring
performance solutions on a per-client basis to fit your business needs for today and tomorrow.
Based on our collective experience including thousands of job launches and successful hires as
recruiters, hiring managers and even as candidates, we’ve identified the most effective methods and
technologies to deliver high quality talent faster and cheaper than most thought possible.

Help! What Services or Systems Should I use for
Recruiting?
When: February 11 @ 1 PM EST
Speaker: Matt Rivera, Vice President of Marketing and
Communications, Yoh
For more information and registration:
http://www.rpoassociation.org/webinar-recruitment-and-staffing-
services
35
Join Us Next Time….

To learn more about how Accolo Recruitment Process Outsourcing
can help your company gain a competitive edge in FY15, please
contact us:
Visit: www.accolo.com
Email: Info@accolo.com
Sales: sales@accolo.com
Call: 1-877-4Accolo (422-2656)
To view more webinars from Accolo, please visit our Events and
Webinars page at Accolo.com
Q&A and Thank you!
36

Recruiter's Roadmap to Hiring in 2015

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