1. Recruiting in the Digital Age
Stuart White – Managing Director, HRMC

3. GENERATION Y - NET NATIVES
Wedded to mobile technology and social media
90% checking smart phones before they get out of bed
86% job hunters use mobile devices as primary search tool

4. TODAY’S DIGITAL TERRITORY

5. MOST IMPORTANT TRENDS FOR 2016
59%
39%
32%
36%
are investing more in their employer brand compared to last year
agree quality of hire is the most valuable metric for performance
say employee retention is a top priority over the next 12 months
consider employee referral programs to be a long-lasting trend
*Please indicate the extent to which you agree with the following as they relate to your company’s employer brand?
*What is the single most valuable metric that you use to track your recruiting team’ performance today?
*Over the next 12 months, which of the following would you consider to be the most important priorities for your organization?
*What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
Source: LinkedIn Talent Solutions Global Recruiting Trends 2016

6. MEASURING PERFORMANCE
Quality of hire (under 200 employees)
Time to hire (larger companies)
Satisfaction of the hiring manager

7. BUT LEADERS LACK CONFIDENCE IN MEASURING QUALITY
Talent leaders aren’t convinced that they’re measuring quality of hire effectively. Only 33% of
respondents feel that their methodologies are strong, and an even smaller 5% felt “best in class”. Therefore, there’s a lot of opportunity to improve how you calculate and present quality of hire.

8. WHERE ARE WE FINDING TALENT?
Top Sources of Quality Hires
*Out of the quality hires your organization made in the past 12 months, which of the following were the most important sources?
Source: LinkedIn Talent Solutions Global Recruiting Trends 2016

9. FINDING TALENT
Impact of Social Media

10. FINDING TALENT
Corporate Alumni and Boomeranging

11. FINDING TALENT Employee Referrals Top source of quality hires
Faster, perform better, stay longer

12. SHIFT IN THE BALANCE OF POWER
…candidates will no longer tolerate weak employer brands, painfully slow application processes, death by interview, and a distasteful candidate experience.

13. EMPLOYER BRANDING Focus on the Candidate Experience
defined by how well the interaction goes between the employer and job seeker in the recruitment process.
provide information on the interviewer and the type of interview that can be expected
ensure the interview is engaging
website and social platforms

14. ENHANCE THE CANDIDATE-CENTRIC EXPERIENCE
Most Candidate Dissatisfaction Reported From...
not hearing back after applications
slow recruitment processes
lack of feedback after interview
poor information around job content
nightmare assessments

15. GOODBYE CV
"Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method."
- Bob Myhal, Director of Digital Marketing at CBC Advertising
and former CEO of NextHire

16. CV or VIDEO?

17. OTHER TRENDS

18. HIRING BY NUMBERS Data-driven Talent Acquisition
Number-crunching can produce higher-quality hires than recruiter & hiring managers
Boosting objectivity in candidate assessment, reduced bias and the ability to identify applicants that are most likely to become productive employees with long tenure  
Cloud-based hiring tools allow recruiters to easily and affordably find, evaluate and organize top job candidates, while innovative assessment and filtering techniques help provide a 360-degree holistic view of top.

19. ON-DEMAND WORKFORCE TO GROW
2020 as much as 40 percent of the American workforce will be made up of contingent workers, which includes temp employees, independent contractors and project based on-demand workers.
Two key drivers responsible for the rise of the on-demand workforce are workers' demand for diversity and flexibility in their roles and a shift in organizational strategy from needing to hire a person to needing to complete a task
Determining the optimal workforce composition will be a core competency for the HR function going forward. HR will be asked to help determine which positions should be full time and which should be done by contractors.
Source: McKinsey

20. SHAPE AN EFFECTIVE SOCIAL, DIGITAL & MOBILE RECRUITMENT STRATEGY FOR YOUR ORGANISATION

21. EMPLOYER BRANDING Creating Dialogue with Candidates and Potential

22. ADOPT A MARKETING PERSPECTIVE FOR CANDIDATES