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2. VP, Recruitment Process Outsourcing
Today’s Presenters
Judith Russell, RN, BSN
VP, Recruitment Process Outsourcing
Symphony Talent
Cindy Songne
VP, Talent Solutions
Talroo
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3. Agenda Some things never change Recruiting goals and challenges
Some changes are revolutionary
Candidate behavior
TA technology (Job boards, programmatic platforms)
Predictive analytics
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4. The Goals of Recruiters Haven’t Significantly Changed
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5. Some Things Never Change
Doing more with less
Workforce planning
Jobs being redefined
Government regulations
Workforce scheduling flexibility
Fewer workforce additions
It’s a smaller world
The need to act quicker
A candidate pipeline
Source: A Report on the NAA Recruitment Advertiser Summit, July 1997
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6. Sound Familiar?
“The Web is an exciting new medium for applicants to browse, search and apply for opportunities they might not be able to learn about elsewhere. Most companies expect Web-recruiting to become an industry standard within the next two years.”
Source: A Report on the NAA Recruitment Advertiser Summit, July 1997
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7. Different Year, Same Problem
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8. Different Year, Same Problem
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9. The Challenge of Healthcare Recruiting
Finding enough qualified hires to fill the high demand of specialized positions.
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10. Healthcare Recruiting is Harder than Ever. Why?
Aging baby-boomer population
Not enough new talent
Turnover
Hard to find A+ talent
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11. Different Year, Same Problem
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12. How We Achieve Those Goals Has Changed Dramatically
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13. We’ve always done it that way.
Not Anymore!
We’ve always done it that way.
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14. Then & Now
“The Web should not be underestimated, nor taken lightly by newspapers or any other traditional recruiting resources. For newspapers, the Web may represent the ultimate competitive threat.”
Source: A Report on the NAA Recruitment Advertiser Summit, July 1997
“Programmatic advertising should not be underestimated, nor taken lightly by traditional job boards or other termed-based recruiting sources. For traditional online sources, programmatic advertising may represent the ultimate competitive threat.”
Source: Cindy Songne, NACHR, July 2018
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15. Programmatic Advertising
Revolutionary Change
Programmatic Advertising
(n.) advertising that allows you to customize the audience you advertise to using smart algorithms and machine learning.
For recruitment, this means more efficiency of ad investment to deliver the applicants you need to make hires.
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16. Revolutionary Change With Programmatic Buying Traditional Job Boards
Buy unique audiences resulting in effective hires
Precise & real-time reporting at site- and job-level
Real-time optimizations – each ad informs the next buy decision
Post and Pray – Buy entire sites, pray they deliver results
Inaccurate, insufficient, ineffective data
Once-a-year optimization – turn on or off entire ad buy
Optimizations are based on your unique goals.
Invest in marketing that leads to applications and hires.
Only invest in job postings that actually need more applicants.
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17. The New Normal “Using data, software and sophisticated analytics,
employers are now programming their ad buys to dramatically improve both their ROI and their applicant quality.”
Source: TAtech CEO Peter Weddle
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18. 42% 21% 9% Cost of Negative Experience
Of candidates with negative applicant experience said they would never consider employment at the company again.
21%
Of candidates with negative applicant experience said they would actively tell others not to work for that company. 9%
Of candidates with negative applicant experience said they would not purchase products or services from that company.
*Google
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19. #1 #2 #3 Takeaways Some things never change.
Candidate behavior has changed dramatically.
Candidates are consumers. Beware the negative experience.
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20. VP, Recruitment Process Outsourcing
Today’s Presenters
Judith Russell, RN, BSN
VP, Recruitment Process Outsourcing
Symphony Talent
Cindy Songne
VP, Talent Solutions
Talroo
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21. judith.russell@symphonytalent.com | csongne@taltoo.com
Questions? Thank You!
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