2009 corporate staffing & recruiting part ii

Trends, Predictions: 2009-2010 Trend Update Jeremy M. Eskenazi, SPHR Dan Kilgore Riviera Advisors, Inc

1

Welcome: Our Agenda Today  Overview of our webinar and the technology   Introductions  Revisiting our Trends and Predictions for Corporate Staffing

and Recruiting for the balance of this year and next – Our perspective is focused on discussions with corporate staffing

and recruiting leaders and individual recruiting professionals. –  The focus of today’s session is not on trends by/for vendors or

recruiting partners, but on what will affect day-to-day recruiting leaders and individual recruiting professionals.

– We spend a lot of time talking to corporate staffing and recruiting leaders and individual recruiting professionals and interviewed many to gain feedback for this webinar.

2

Welcome: Overview of Webinar Technology   There are hundreds of attendees

  We’ll be happy to answer questions… please use the “ask a question” function to ask a question. Our moderator, Brendan will facilitate asking your questions. If we do not get to your question, please be aware we may be able to follow up with you offline if you provided an email address.

  There are some polls where we will ask you to select a multiple choice answer to a question for everyone.

  A follow up email will be sent to you for your feedback.

3

Welcome: Introductions  Dan Kilgore

– Spent 25+ years in staffing and recruiting most recently leading recruiting at Getronics/Wang Global.

–  Led recruiting, staffing, and HR teams at Digital Equipment Corporation and Blue Cross/Blue Shield of Massachusetts among others.

–  Led consulting engagements for recruiting process optimization and technology for key corporate clients.

Based in Boston, Mass. USA

4

Welcome: Introductions  Jeremy Eskenazi

–  25 years in HR and Recruiting – Spent several years leading global

recruiting for companies like Universal Studios, Amazon.com, and Idealab

–  8+ years leading Riviera Advisors helping companies improve internal recruiting and staffing processes and helping to develop recruiting professionals.

Based in Long Beach, Calif. USA

5

Welcome: Who are we?

– Boutique consulting firm that works with organizations to improve and optimize their internal recruiting and staffing function.

–  Focused on improving processes and recruiting professional, HR, and hiring manager skills.

– We have worked all over the world to help small to large organizations improve hiring speed, cost, and quality while improving and enhancing processes and internal and external brands.

Clients

Welcome: Who are we?  Over the last 8 years, we have partnered with outstanding

organizations to help companies start, reengineer, and optimize recruiting and staffing

6

7

 Who is in the audience?   Let us learn a bit more about you…  We’ll run a few polls to get some

context

Welcome: Introductions

8

Trends: Short Term  US: Unemployment hit 9.8% in August –

will probably rise to 10-10.5% in early 2010.

 Growing number of economists are fearing a “double dip” recession.

  “Real unemployment” more like 15-16%.

Trends: Short Term  Unemployment growth rate is slowing, but it

will take 2-4 more quarters for visible increase in new jobs.

 Before that, as consumer confidence grows, expect to see turnover pick up.

9

Trends: Short Term  Continued reduction in corporate recruiting

teams.  HR Generalists are being asked to handle

more recruitment specific work.  More reliance on recruiting team members

who are still there to focus on project management work

– Continuing to use more external resource for hard to fill roles

– Continued to maximize ERP for less hard to fill roles

10

Trends: Short Term  Corporate recruiting departments will morph

into hybrid of leveraging internal/external resources more efficiently.

 We do not see a return to the “status quo” at all.

– Recruiters who were once full time employees may find themselves contractors for their career.

– Recruiters may find themselves working inside of third party RPO firms or other resources.

– Recruiters may find themselves…(gasp)… going into an HR role!

11

Trends: Short Term-What about RPO?   RPO (Recruitment Process Outsourcing) is a great

concept that burst onto the scene several years ago. It provides scalability that saves companies money in good times and bad, and it also amps up hiring quality by improving and standardizing processes.

  This is especially good when corporate recruiting functions have been decimated.

  Recruiters and Recruiting leaders are fearful about RPO because it seems as if it will take their jobs away.

  Recruiting teams must embrace more partnering with external resources in the new age of recruiting, because with few exceptions, we do not see a return to the status quo.

12

13

Prediction: Short Term Opportunities  Progressive recruiters are taking advantage

of this downturn by refocusing on: – Pipeline Building and Branding –  Training /retraining staff and managers – Directing Research to assist Sales and

Marketing – Exploring increasing use of RPO – Assisting other HR functions –  Initiate true Workforce Planning

Trend: The “War for Talent” is Not Over

14

 According to the US Department of Labor, we have been moving to an ‘ultra-high-tech’ economy for some time, and the stats are sobering

  The “War” is over growing skills shortages  At present, 62% of US jobs are high pay/

high skill, requiring 97 million people, of which we have 45 million qualified people

Trend: The “War for Talent” is Not Over

15

 By 2020, 74% of US jobs will be high pay/high skill, needing 123 million people, of which we will only have 50 million qualified

 Conversely, at present, we need 61 million low pay/low skill workers for jobs now, but have 100 million candidates

 By 2020, we’ll only need 44 million low pay/low skill workers, but we’ll have 150 million Americans vying for those jobs

16

More Longer Term Opportunities   The strategic recruiter will work to position

themselves accordingly, by industry and function

  According to the US Bureau of Labor Statistics, the brightest areas for job growth are:

–  Industries: Healthcare, High Tech (especially medical, biotechnology, and cutting-edge R&D), Environmental, Energy, Global Mobility

–  Function: Engineers (network, systems, datacom), programmers, health aide workers, doctors/nurses

17

Specific Steps: Opportunities for Now  Working with RPO, other alternative models

 Versatility in Deployment  Broadening HR/Generalist Background

 Staying current with rapidly evolving technology/tools

18

Specific Steps: Opportunities for Now  Making social networking really net hires,

not just a “great idea”.  Aligning more closely with HR Generalists

and adding value to the coming volatility in turnover.

 Helping HR Generalists understand and partner with recruiting activities.

  Focus on the measurement of the work you do now as opposed to what sounds good in the future.

19

Thank you!  Questions and Comments.

–  If we call upon you, please state your name, position title and the company you work for.

  If you have further questions, please feel free to send us an email: –  jeremyanddan@rivieraadvisors.com Please feel free to keep in touch.

Trends, Predictions: 2009-2010 Trend Update Jeremy M. Eskenazi, SPHR Dan Kilgore Riviera Advisors, Inc