presented by ira s wolfe, success performance solutions..."lazy, entitled, selfish, shallow,...

Presented by Ira S Wolfe, Success Performance Solutions

Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

Then Vs NowPay Attention to These TrendsREACH to Recruit Smarter/Hire SmarterSummary/Q & A

Then Vs NowPay Attention to These TrendsREACH to Recruit Smarter/Hire SmarterSummary/Q & A

Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300 2

Then vs Now


ThenNowNow


Then vs Now


8Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

Then

Now

Then


Then vs NowCopyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

1. Baby Boomers retiring at faster rate2. Millennials largest segment of workforce3. Faster adoption of technology4. Social media disruption (SoMoLo)5. Skill gaps increasing


1. Longer time to fill positions (DHI)2. Pay to play (CEB)3. Candidate

experience matters4. Companies seizing

control of recruiting


2. Pay to play (CEB)3. Candidate

experience matters4. Companies seizing

control of recruiting

Because all the peoples of the world are part of oneelectronically based, intercommunicating network,young people everywhere share a kind of experiencethat none of the elders ever had. . . . This breakbetween generations is wholly new: it is planetary

and universal.

Because all the peoples of the world are part of oneelectronically based, intercommunicating network,young people everywhere share a kind of experiencethat none of the elders ever had. . . . This breakbetween generations is wholly new: it is planetary

and universal.


Margaret Mead, 1970

"Lazy, entitled, selfish, shallow, unambitious shoe-gazers …[who] have trouble making decisions. They would rather hike inthe Himalayas than climb a corporate ladder … They craveentertainment, but their attention span is as short as one zapof a TV dial … They postpone marriage because they dreaddivorce. They sneer at Range Rovers and Rolexes. What theyhold dear are family life, local activism, national parks, pennyloafers and mountain bikes."

"Lazy, entitled, selfish, shallow, unambitious shoe-gazers …[who] have trouble making decisions. They would rather hike inthe Himalayas than climb a corporate ladder … They craveentertainment, but their attention span is as short as one zapof a TV dial … They postpone marriage because they dreaddivorce. They sneer at Range Rovers and Rolexes. What theyhold dear are family life, local activism, national parks, pennyloafers and mountain bikes."


Time Magazine, 1990

Newsweek, December 30,1985: “There they are, thosepreening narcissists who haveto document every banalmoment with their cutting-edge communicationstechnology.”


Life, May 17, 1968: “Privileged,narcissistic, entitled, spoiled,promiscuous…”

Most generalizations aboutmillennials as employees are“inconsistent at best and destructiveat worst.”

Jennier Deal (CCL) & Alec Levensen (USC)

Most generalizations aboutmillennials as employees are“inconsistent at best and destructiveat worst.”

Jennier Deal (CCL) & Alec Levensen (USC)


• Poor work ethic• Trophy kids• Narcissistic• Job hoppers• Cheap Labor• Can’t write or

communicate

• Poor work ethic• Trophy kids• Narcissistic• Job hoppers• Cheap Labor• Can’t write or

communicateCopyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300 22

• Born 1980-1996• Oldest Millennial =

36 y/o• Largest segment of

workforce 2015• 75% of workforce

by 2025

• Born 1980-1996• Oldest Millennial =

36 y/o• Largest segment of

workforce 2015• 75% of workforce

by 2025


• Millennials’ attitudes are not polesapart from other generations

• Every age group contains introvertsand extroverts, high-flyers and low-riders.

• Commonalities trump both individualdifferences and generationalvariations.

• Millennials’ attitudes are not polesapart from other generations

• Every age group contains introvertsand extroverts, high-flyers and low-riders.

• Commonalities trump both individualdifferences and generationalvariations.


Old recruiting processes don’t work

Attract too few qualified candidates

Too many unqualified applicants

Poor or not pipeline

Sourcing out of sync with applicants

Process overwhelms HR andmanagers…and deters applicants

No analytics/poor metrics

Old recruiting processes don’t work

Attract too few qualified candidates

Too many unqualified applicants

Poor or not pipeline

Sourcing out of sync with applicants

Process overwhelms HR andmanagers…and deters applicants

No analytics/poor metrics


ReachEngageApplyConverseHire


ReachEngageApplyConverseHire

1996:• Employer advertises job• Candidate leaves resume or

application• Candidate waits

2016:•Job seeker searches jobboards and social media•Job seeker researchescompany•Job interacts with company,employees, former employees•Job seeker opts in or out


2016:•Job seeker searches jobboards and social media•Job seeker researchescompany•Job interacts with company,employees, former employees•Job seeker opts in or out

There have never been more ways to recruit talent!


Recruitment Yield


Based on 50 million job seekersand 10 million applications

# of Views by source, completed apps,interviews, hires, and retention# of Applicants per source and $ to acquire# of Interviews per source and $ to acquire# of Hires per source, per interview, $ per hireQuality of hire by source and $ per quality hireTime to hire by source and $ per hireRetention by source and $ to replace


# of Views by source, completed apps,interviews, hires, and retention# of Applicants per source and $ to acquire# of Interviews per source and $ to acquire# of Hires per source, per interview, $ per hireQuality of hire by source and $ per quality hireTime to hire by source and $ per hireRetention by source and $ to replace

WZ 2 rch gnr8n Y


• It depends• Survey candidates

• What sites do they use?• How do they research your company?• Analyze past campaigns

• Where do competitors invest torecruit high-quality candidates?

• It depends• Survey candidates

• What sites do they use?• How do they research your company?• Analyze past campaigns

• Where do competitors invest torecruit high-quality candidates?


Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300 39Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

1. Increase flow into talent funnel2.Manage flow through automation3.Continuously analyze process

and output…in real time.

It’s whatpeople saybehind yourback!

It’s whatpeople saybehind yourback!


Get marketing involved (SEO!!!)Engaging, interactive, and optimized career

site (Gen Z has 8 sec attention span!)Mobile, mobile, mobileUser-friendly application processResponsiveness: NO candidate “ghosting”Acknowledge company reviewsTransparency and Authenticity!

Get marketing involved (SEO!!!)Engaging, interactive, and optimized career

site (Gen Z has 8 sec attention span!)Mobile, mobile, mobileUser-friendly application processResponsiveness: NO candidate “ghosting”Acknowledge company reviewsTransparency and Authenticity!


Basic company information What makes your company an

attractive place to work Company mission, vision, and values Details on compensation Details on benefits

Basic company information What makes your company an

attractive place to work Company mission, vision, and values Details on compensation Details on benefits


47

ApplyCopyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

Copyright Ira SWolfe 2016.SuccessPerformanceSolutionswww.successperformancesolutions.com 484-373-4300

48

And yet….just1.5% of mobiletraffic completes ajob application(compared to 8.3% for desktopcandidates)

Source: Appcast

Copyright Ira SWolfe 2016.SuccessPerformanceSolutionswww.successperformancesolutions.com 484-373-4300

49

And yet….just1.5% of mobiletraffic completes ajob application(compared to 8.3% for desktopcandidates)

Source: Appcast

Be careful not to lose good candidates to overlycomplex, complicated, or inconvenient application


Communication Recruiter-Manager Recruiter-Candidate Responsive Personalized

Candidate-Recruiter Candidate-Employees!

Communication Recruiter-Manager Recruiter-Candidate Responsive Personalized

Candidate-Recruiter Candidate-Employees!



HIRE

Ramp up interview skills for all hiring managersUse online screening tools to weed out high

risk/unqualified applicantsUse selection tools focused on competencies, not

individuals behaviors and traitsBuild database and pipelineAccess to real-time data analysis and reporting

Ramp up interview skills for all hiring managersUse online screening tools to weed out high

risk/unqualified applicantsUse selection tools focused on competencies, not

individuals behaviors and traitsBuild database and pipelineAccess to real-time data analysis and reporting


Reach - Throw out a wide netEngage – Market like

candidates matterApply – Make it convenient

and easy to applyCommunicate – Often and

continuouslyHire - Smarter and Faster

Reach - Throw out a wide netEngage – Market like

candidates matterApply – Make it convenient

and easy to applyCommunicate – Often and

continuouslyHire - Smarter and Faster


Ira S WolfePresident, Success Performance Solutionswww.successperformancesolutions.comiwolfe@super-solutions.comPhone: 484-373-4300

Stay current with hiring and workforce trends. Subscribe toour blog and newsletter.Visit: www.successperformancesolutions.com

Ira S WolfePresident, Success Performance Solutionswww.successperformancesolutions.comiwolfe@super-solutions.comPhone: 484-373-4300

Stay current with hiring and workforce trends. Subscribe toour blog and newsletter.Visit: www.successperformancesolutions.com

57Copyright Ira S Wolfe 2016. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

presented by ira s wolfe, success performance solutions..."lazy, entitled, selfish, shallow,...

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