1. SVP/GM Enterprise Business – Monster Worldwide
Matt O’Connor
SVP/GM Enterprise Business – Monster Worldwide

2. The Recruiting Ecosystem | People, Process, Technology, and Data
So to start the conversation, lets think about what drives all of our organizations… For all of us we’re trying to increase our bottom line and satisfy our customers. But how do we get there? As I see it, there are 4 key components to the puzzle – People, Process, Technology and the Data that drives all of those. However, the key for those organizations that win is mastering how to align these elements and get them to work in harmony with each other.
Organizations that align and optimize them WIN!

3. What is Big Data?
Data that exceeds the processing capacity of conventional database systems.” The data is too big, moves too fast, or doesn’t fit the structures of your database architectures. – Ed Dumbill, Program Chair, O’Reilly Strata Conference
So let’s start by defining this challenge of data. As I mentioned, with our increased connectivity and social networks, we’re all being inundated with more and more information – both in our personal and professional lives. And thus we’re all hearing the term Big Data more. But what is it?
Big Data is quite simply more data than you’re used to. And more importantly, its more data than your systems and processes are used to.
Keep in mind, however, that Big Data is not a new, shiny object, it’s a resource to help with our existing problems, but the key is being able to harness and analyze the big data or else it may become its own problem. Therefore, new technologies are emerging to allow organizations to capture and analyze data at higher and faster scales than before. Allowing organizations to become more efficient.
In recruitment, you probably know Big Data well, although you may never have used the term before. Think stacks and stacks of resumes. Either within databases and servers, or literally on your desk.
Its people applying to jobs, people in resume databases, referrals, people from social networks…etc.
Availability of people and the online world means we just have more people we need to evaluate.
But the challenge of Big Data is also an opportunity once we put the people, process, and technology in place to harness it.
A set of technology advances that have made capturing and analyzing data at high scale and speed vastly more efficient. – Dave Feinlab, Forbes.com
Data that’s an order of magnitude bigger than you’re accustomed to. – Doug Laney, Gartner

4. In recruitment, data drives many of our current challenges
Manual search process (keyword search)
Read lots and lots of resumes
Influx of Big Data
Often, the best way to identify innovations is to understand the goals we are trying to achieve and our current process. So now we must ask ourselves, are we ready for this influx of Big Data in our organizations. What is the reality of our landscape.
I’ll be brazen to say that many of us are dealing with the same manual and subjective landscape. Processes established long before the Big Data reality. Can anyone here give me their definition of Big Data. “Data that exceeds the processing capacity of conventional database systems.”
So, let’s look. Most of us still use Manual Search processes, leveraging long inefficient (and sometimes ineffective) Boolean strings to try to identify the right talent. Then once we find some resumes, we spend endless time reading (or most likely just scanning) those resumes in order to subjectively make a match and pick a few to call.
And the reality of this process is that there is a lot of talent being left on the table. Databases that are never searched either because we can’t search them, we don’t have time to search them, or we don’t even think of searching them. For many recruiters, we think of proactively posting jobs and searching external databases before we even search our internal systems. Internal systems that we’ve spent millions of dollars and hundreds of hours collecting.
Ask yourself this question? Do you have insight to your talent pool?
Subjectively make the match
Leave talent on the table (untapped databases)
Lack insight into talent pool

5. Ultimately, organizations must optimize our their competitive advantage and leverage what no one else has.
Ultimately, what are the 2 most important resources in a company today? Can anyone answer?
It’s your people
And your data
In just the HR business, that’s approximately $52 Billion dollars a year invested in people and technology in 2012! That will double in 10 years.
People
Data

6. While recruitment has evolved, the recruiter’s daily tasks are much the same.
MAJORITY OF RECRUITER TIME
PRIMARY RECRUITER VALUE
Manually sort candidates
Subjectively make the match
Build relationships to “sell” the position and company

7. Leveraging Big Data we can turn our challenges into opportunities.
So think about how we can take these challenges and make them into opportunities.
Big data becomes Knowledge
Manual processes can be productivity enhancements for your teams
Getting rid of Resume reading at scale, can make you more efficient
Removing the subjectivity of matches can make you more effective.
You no longer need to leave talent on the table. Especially the talent within your internal databases that you’ve spent millions to accumulate. That can now be your competitive advantage.
And most importantly, lacking insight into your talent pool can make you more strategic
Influx of Big Data
Knowledge
Manual search process (keyword search)
Productivity
Read lots and lots of resumes
Efficiency
Subjectively make the match
Effectiveness
Competitive Advantage
Leave talent on the table (untapped databases)
Lack insight into talent pool
Strategic Insight

8. Tools can help leverage big data or make the challenge worse.
With big data, the need to search, match, and
analyze talent has never been more critical.

9. Leveraging the right tools together can drive resultsAI
Artificial Intelligence +
Analytics =
Your Candidates +
Cloud +
Save recruiters time
Add more quality hires
Increase return on investment
Save money
Enhance recruiter efficiency

10. THANK YOU

11. How are we implementing it?
In our own recruitment process and hiring
In our products and services
Monster.com
Employer products
Understanding site analytics
In supply and demand analysis
Customer job performance
Marketing and job distribution
Internal mobility and workforce planning

12. Harnessing data to enhance processes and increase productivity and efficiency across the spectrum