Presentation at Aalto M!B Recruitment Evening 26.3.2014.

1. © 2014 SKYHOOD OY
Thomas Grönholm • CEO & Co-founder
thomas@skyhood.com • 040 544 4523
Aalto M!B
Recruiting Evening
26.3.2014

2. © 2014 SKYHOOD OY
Who & what?
THOMAS GRÖNHOLM
CEO and CO-FOUNDER
+358 40 544 4523
thomas@skyhood.com
!
linkedin.com/in/gronholm
!
@tumppi

3. © 2014 SKYHOOD OY
www.rekrytointitutkimus.fi

4. © 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting
!
Agenda

5. © 2014 SKYHOOD OY
Why is recruiting important?
“That day when
the true potential
of every individual
can be reached by
new opportunities
out there, our
companies and
our societies will
look very
different.”

6. © 2014 SKYHOOD OY
66%
of hiring decisions
prove to be mistakes
Peter Drucker, Harward Business Review
Why is recruiting important?

7. © 2014 SKYHOOD OY
50 000 USD
cost of a bad hire (employers in US)
CareerBuilder 2013,
What’s the Cost of a Bad Hire? A Global Perspective
Why is recruiting important?

8. © 2014 SKYHOOD OY
75%
of applicants are
unqualified based
on the CV
Recruiting is difficult
Skyhood, Kansallinen Rekrytointitutkimus
Every second recruiter experience that
75%
of applicants aren’t
suitable (personality)
based on the interview

9. © 2014 SKYHOOD OY
Why is recruiting difficult?
1
failed job
specification,
employee value
proposition
(EVP)
2
potential
candidates are
selected from
the wrong pool
3
lacking skills to
measure the fit –
what kind of
personality is
suitable for the
team and position

10. © 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting
!
Agenda

11. © 2014 SKYHOOD OY© 2013 SKYHOOD OY

12. © 2014 SKYHOOD OY
Media ja recruiting revolution

13. © 2014 SKYHOOD OY
What do recruiting professionals think?
The role of traditional media has
decreased in recruiting
0 % 20 % 40 % 60 % 80 % 100 %
3 %19 %12 %49 %16 %
Strongly agree
Agree moderately
Undecided
Disagree moderately
Strongly disagree
65%
{

14. © 2014 SKYHOOD OY
What do recruiting professionals think?
Social media has a significant impact
to recruiting and job search
0 % 20 % 40 % 60 % 80 % 100 %
3 %12 %10 %59 %16 %
Strongly agree
Agree moderately
Undecided
Disagree moderately
Strongly disagree
75%
{

15. © 2014 SKYHOOD OY
How important are the following channels in recruiting?
Internal recruiting
Corporate website
Mol.fi (Government)
Contacts of the personnel
Daily newspapers
Monster.fi
Professional journals
Oikotie (online job board)
Other job boards
LinkedIn
Facebook
Twitter
Television
Radio
0 % 20 % 40 % 60 % 80 % 100 %
Very important Important Moderately Important Of little important Unimportant

16. © 2014 SKYHOOD OY
How job ads reach potential candidates?
77%are not reached
traditional
job ads
reach
23%
Lou Adler: The Job-
Seeking Status of the
Fully-Employed
Lou Adler: The Job-Seeking Status
of the Fully-Employed (Dec 2010)
Traditional job postings only
expose your opportunities
to 23% of the
viable candidate pool

17. © 2014 SKYHOOD OY
Who is a jobseeker?

18. © 2014 SKYHOOD OY
Job-seeking status of employed professionals
Lou Adler: The Job-Seeking Status
of the Fully-Employed (Dec 2010)
21% 15% 44% 20%
Active
Actively looking
for a new job
Tiptoer
Thinking about
changing jobs, but not
actively looking
Explorer
Not looking for a new job,
but would discuss an
opportunity with a recruiter
Super passive
Completely happy in
their current job
{
80% open to new opportunities

19. © 2014 SKYHOOD OY
Why is recruiting important?
Media revolution & recruiting
Headhunting
!
Agenda

20. © 2014 SKYHOOD OY
Suorahaku (executive search, headhunting) on sopivien
ehdokkaiden etsimistä avoimeen työtehtävään ilman
että työpaikasta ilmoitetaan julkisesti.
Executive search / headhunting
Executive Search: The work process conducted by an
Executive search firm, in which the most suitable person
is selected for a top management position in a company.

21. © 2014 SKYHOOD OY
www.suorahakuyritykset.fi
43 companies – only headhunting
113 companies – uses headhunting process
Executive search / headhunting
43,7 MEUR

22. © 2014 SKYHOOD OY
Executive search process
14
steps
www.fex.fi

23. © 2014 SKYHOOD OY
Number of targets along process, example
Canditate profile 1
Business sectors 1–4
Companies 50–150
Positions in the
companies
50–200
Background
information gath.
50–150
Contacted 30–50
Interviewed 10–15
Presented 3–5
Selected 1
Identifying(capability)Contacting(motivation)Assessing(suitability)
Number of targets
Executive search / headhunting
“A lot has been
happened
before you’re
contacted.”

24. © 2014 SKYHOOD OY
Leave footprints
Marginal in Finland?
Experts, thought leaders,
journalists,
CV database for
recruiters
What’s your digital
footprint?
2,5M Finnish
people
20% on all time online
530 000
2 300 000
100 000

25. © 2014 SKYHOOD OY
Ad Search
Executive
Search
Personal
High Value,
Low Volume
Public
Low Value,
High Volume
Active
jobseekers
Passive
jobseekers
The future of recruiting

26. © 2014 SKYHOOD OY
The future of recruiting
1 MASS MEDIA JOB BOARD ADVERTISING
!
2 REACHING ONLY ACTIVE JOBSEEKERS
!
3 ONE-WAY COMMUNICATION (employer market)
!
4 OVERFLOW OF CANDIDATES (for known brands)
!
5 RECRUITMENT OUTSOURCING (USING AGENTS )
!
6 HIGH HR COSTS
Recruitment as cost center
PAST
1 JOB ADVERTISINGTOTARGETED CANDIDATES
!
2 REACHING ALSO PASSIVE JOBSEEKERS
!
3TRANSPARENCY & EMPLOYER BRANDING (job-seeker market)
!
4 REFERRALS - CROWDSOURCING OF CANDIDATES
!
5 LOWER AGENCY COSTS &TIME-TO-HIRE
!
6 UTILIZING CAREER NETWORKS (TALENT MAPPING)
Recruitment as profit center
COMING
FUTURE

27. © 2014 SKYHOOD OY
The future of recruiting
1
EMPLOYER BRANDING
!
2
RECRUITING AS A SALES PROCESS
!
3
ANALYTICS & DATA IN RECRUITING

28. © 2014 SKYHOOD OY
Thomas Grönholm • CEO & Co-founder
thomas@skyhood.com • 040 544 4523
Aalto M!B
Recruiting Evening
26.3.2014