Recruitment in the age of convenienceBy: Max Armbruster, Founder / CEO of Talkpush

June 30th, 2015© Talkpush, 2015 – Proprietary and confidential

MAXFOUNDER / CEO

Max Armbruster is the founder and CEO of Talkpush. Prior to Talkpush, Max was working at enterprise software leader SAP, where he held strategic regional roles. Max’s past entrepreneurial ventures include an applicant tracking SaaS company and a engineering outsourcing company, both in Singapore.

MEET ME

When did life get so simple?

TRANSPORTATION

ROMANCE

EATING

• We have the world at our finger tips and expect to have it all come to us, without ever having to leave our couch.  

• Among younger generations, convenience is not just a nice to have now but is now the expectations

EVERY TASK IS NOW A CLICK AWAY

• Here are some companies which went bankrupt or were acquired because they could not adapt

AND FOR THOSE WHO DON’T ADAPT TO THIS AGE OF CONVENIENCE….

What does this mean for recruitment?

CHANGING EXPECTATIONS

Recruiters• Have less patience with

unqualified candidates• Have shorter attention

span• Work in the age of big

data, where they are asked to track performance

• Are dealing with more volumes than ever before

Candidates• Enjoy rising wages but

stiff competition• Have shorter attention

span• Have more job board and

social media options• Are not in awe of giant

companies• Expect regular feedback

Hiring Managers• Dealing with higher

employee turnover • Asked to do more

interviews every year

CHANGING EXPECTATIONS

• For most candidates, a typical recruitment process will represent hours of work, for which they may receive zero compensation

• Whenever possible, aspire to offer feedback to the candidates so your company is perceived as progressive

• This should allow you to generate more referrals

Day Activity Details Time consumed

1 Apply online Create profile + send resume to 20+ different employers 3:00h

2 Receive invitation

Receive call, invited to interview. Do some research on the new company.

0:20h

3 1st Interview Take bus to office site (2h), wait before and between interviews (1h30), attend interview (20 min) + tests (40 min)

4:30h

4 2nd interview Come back to meet with hiring manager. Travel (2h), interview (20 min), contract signing and admin with HR (20 min), waiting time (1h)

3:40h

Total 11:30h

WHAT IT FEELS LIKE TO APPLY FOR JOBS

TOP 5 APPLICANT FRUSTRATIONS

Lack of response to application

No compensation data

Relevancy of search results

Time required to apply

Difficulty on mobile device

Source:  1,502 US responses attained through a nationwide survey on Google Consumer

SUCCESS IN THE AGE CONVENIENCE

Sleek interface (innate, natural)One-clickQuick response timeFeedback on performance

UglyTraditional designSlowMany clicksOne-way exchanges

Wha

t to

thriv

e fo

rW

hat to avoid

SLEEK INTERFACE

Here are some of the design guidance on how to build a sleek interface for candidates:• A fast response web design. A slow website is the

main frustration for candidates accessing your website via mobile phone.

• A uninterrupted mobile-friendly application workflow• “Apply with LinkedIn” button. Deemphasizing

resumes and accepting online profiles• Amazon-like search engine• A shorter workflow (one screen only)• Personalize the experience• Add video content

Mobile friendly career site

One-click application process

CASE STUDY: TRADITIONAL DESIGN

OfflinePlenty of things that can ruin the candidate experience. Scheduling problems, conference room constraints, clumsy handoffs, delayed follow-ups, and the hurdles to giving candidates performance feedback.

Online

CASE STUDY: REVAMPED DESIGN

• Making sophisticated complex look easy is what drives today’s innovation, in particular through the use of design thinking

• Solicit feedback from the candidates• Feedback loop will also increase your chances of not losing the

candidate• The process needs to allow for team-based recruiting• Customer driven culture needs to go in to the world of recruitment

SEAMLESS IS NOT EASY

• Since Multipoly release in Hungary, PWC receives almost 2x the number of candidates

• Tech companies organize competitions (e.g. Google code Jam, Facebook Hacker club)

• For others, plenty of other options such as: • Virtual job fairs (some platforms come with testing options)• Tests and puzzles• Rewards – offer rewards points and organize prizes

• Referral programs: create a leader board for the best referrers and offer paid vacations and public recognition

Multipoly: the PWC work simulation game

GAMIFICATION OF RECRUITMENT

Virtual Career Fair

EXAMPLE: THEME PARK HERO

EXAMPLE: SAP GRADUATE HIRING

WHAT SHOULD I TEST FOR?

WHAT SHOULD I TEST FOR?

Now from the recruiter’s standpoint…

CHANGING PERSPECTIVE: NOW FROM THE RECRUITERS STANDPOINT

• Most recruiters are also millennials, with less patience, busier agendas and more smartphones.

• They are tech–savvy and want to have the freedom to innovate

• With the changes brought by technology and automation, their job is shifting away from traditional activities, and more into a sales role:

RECRUITERS ALSO WANT MORE CONVENIENCE

More selling• convincing

candidates to accept• convincing passive

candidates to consider

• market research• viral branding

Less “hiring”• sourcing• matching• screening • interviewing

Job boards

Careerbuilder

Monster

Indeed

Glassdoor

JobsDB / Jobstreet

Likejobs

Recruiting and Applicant Tracking

Bullhorn Cornerstone Silkroad SuccessFactors (SAP)

Kenexa (IBM) Lumesse Peoplefluent Findly

Taleo (Oracle) Zoho Recruit Jazz Natural HR

Social Media

Jobvite

Work4

Tweetmyjob

Testing, Certifications

Smarterer

Pearson VUE / Versant

Berlitz

DSI (safety test)

Background screening

HireRight

Sterling BackCheck

First Advantage

Tazworks

Video screening

Sonru

Hirevue

WePow

Spark HireReferrals

Careerify

Greenhouse

Power2Motivate

Sourcing Screening Interviewing Validating Onboarding

Phone screening

VoiceGlance

Talkpush

Jobaline

3rd party Validation

SHL / Brainbench

Evolv

Pearson

Linkedin

Business Intelligence/ Big data

Burning Glass Entelo

eQuest Ziprecruiter

Hireology Broadbean

HIRING TECHNOLOGY SOLUTIONS MAP

• Percolata: retail staffing app. Real-time tracking of retail traffic, and of every employee’s availability to ensure maximum staff utilization

• Jobandtalent, Kalibrr, Gild: candidate self-assessment, with job advertising network

• Crowdsourcehire, OnePage: pay per interview, get expert help

• Jobaline, Jobdoh: help to locate and hire hourly workers

• nsPIRE: the Tinder of recruitment, combines Tinder and Linkedin for a quick matching

COOL STARTUPS TO WATCH OUT FOR

Big data startups are being acquired by market leaders

• Employer branding is effective in many ways but it has its limits:• What are the odds of a candidate finding you because of your

Twitter or your Facebook feed? The challenge is getting in front of the right candidate, at the right time, with the right message.

• Most candidates may not be aware of the company, or spending time researching it online

• Outbound is here to stay:• Job boards like Jobstreet are still the #1 place where job seekers

look for service jobs. • In the age of convenience, shouldn’t the job opportunity be

delivered straight to the candidate? Right to their phone? • Passive candidates can be targeted via re-marketing campaigns

SOURCING: OUTBOUND VS. INBOUND

• “Make it simple. Make it memorable. Make it inviting to look at.” Leo Burnett.

• Promote your brand and your job• Support your ad spend with fresh content

on your page• Target your ideal audience:

SOURCING: ADVERTISING IS EASIER AND MORE TARGETED THAN EVER BEFORE

• Entelo: Post to 50+ Job Boards with one submission. By monitoring personal data predicts when a candidate is more likely to move.

• Ziprecruiter: Post to 50+ Job Boards with one submission• eQuest: Job posting across hundreds of sites, and performance

analysis on how to best spend on job posting.• ClearFit : Post your ad on Indeed, Craigslist, Simplyhired, and

Monster and map applicants to job success. • Burningglass: Match job and people, resume parsing, and re-

employment pathways / building skills.• Hireology: Data driven hiring. Use biometric data and proprietary

algorithms to predict which candidates are a fit.

“You’re never going to replace the human element in the recruiting process. The role of data analytics is to accelerate the funneling process.” - Hireology CEO, Adam Robinson

SOURCING: THE POWER OF BIG DATA AVAILABLE TO THE SMALL GUYS

Recruiting and Applicant Tracking

Performance Recruiting Learning / Training

Mobile platform Onboarding

SuccessFactors (SAP) ★★★★☆ ★★★★☆ ★★★★★ ★★★☆☆ ★★★☆☆

Bullhorn ★★★★★ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆

Kenexa (IBM) ★★★☆☆ ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★☆☆

Taleo (Oracle) ★★★★★ ★★★★★ ★★★★☆ ★★★☆☆ ★★★★★

Cornerstone ★★★★★ ★★★☆☆ ★★★★★ ★★★★☆ ★★★☆☆

Lumesse ★★☆☆☆ ★★★★☆ ★★★★★ ★★☆☆☆ ★★★★☆

Silkroad ★★★★☆ ★★★★☆ ★★★★☆ ★★★☆☆ ★★★★☆

Peoplefluent ★★★★☆ ★★★★☆ ★★☆☆☆ ★★★★☆ ★★★☆☆

Jazz ★★★☆☆ ★★★☆☆ ★☆☆☆☆ ★☆☆☆☆ ★★☆☆☆

APPLICANT TRACKING SYSTEMS: PLENTY OF GOOD OPTIONS

WORD OF WARNING: THIS IS WHAT HR TECH SALESPEOPLE SOUND LIKE….

“This software/tool pays for itself!”

“We don’t have that yet, but it’s in a future release!”

“Buy now, before the price goes up in September!”

Source: timsackett.com

Word of caution on automated reports: Often more work than manual ones.

ANALYTICS: DIFFERENT NUMBERS FOR DIFFERENT AUDIENCES

Recruiters• % of interviews lead to

hire?• Reduction in manual

processes• Increase in RPO solutions?• # hires per recruiter

Candidates• Recruitment cycle time• % of candidates hired• % of candidates receiving

feedback • Size of your company’s

network of “friends” on Facebook, Linkedin

Hiring Managers• % Top Performers  • % Poor Performers• Employee turnover • # of applicants• Cost per hire

• Top 10 bleeding edge recruitment trends to watch in 2015 in HR by ERE http://www.eremedia.com/ere/the-top-10-bleeding-edge-recruiting-trends-to-watch-in-2015/• More on the SAP graduate hiring initiative here http

://www.eremedia.com/ere/can-an-algorithm-replace-a-recruiter/• Why You Should Stop Wasting Your Time With Social Recruiting by

Katrina Kibben – Recruiting Daily http://recruitingdaily.com/why-you-should-stop-wasting-your-time-with-social-recruiting/• The problem with using Personality Tests for Hiring – by Whitney

Martin, Harvard Business Review https://hbr.org/2014/08/the-problem-with-using-personality-tests-for-hiring

SOURCES AND FUN READS

WE’LL BE ANSWERING QUESTIONS NOW

Q A&

THANKS FOR LISTENING

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