srtech bristol

SRTech13 Roadshow - Bristol

Future of Talent, Technology and Social Recruiting

#SRTECH13

The Future of RecruitmentImpact on Your In-House

Recruitment Strategy

Alan WhitfordOperations Director+44 7971 [email protected]: www.directemployers.eu

mailto:[email protected]

http://www.directemployers.eu/

Why Me?Over 25 years experience in recruitment and in the start-up and expansion of high technology businesses in EuropeProvide strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activities throughout EuropeClients include Times 500 companies and software and services vendors in the Human Resources and e-commerce arenasFounder of RCEURO, web portal for the European recruitment industryPublished in a number of on-line and off-line media covering technical and strategic issues around HR, technology, social media and businessLead training programmes on the use of social media and networking toolsFounding board member of HR-XML Consortium European ChapterChair of the highly successful Social Recruitment Conference seriesOperations Director of the Direct Employers Association Europe

The Importance of Talent

80% of executives surveyed globally believed that "the ability to attract and retain the best people" will be

the Primary Force influencing business strategy

Source: Deloitte - 2001

What Is The Future of Recruitment?

Recurrent Themes

Improved or emerging technology

Candidate communications

The War for Talent

Workplace talent shortages

HR has no budget

Cultural changes

Candidates as customers (and vice versa)

Marketplace and Societal Challenges

The War For Talent is now 15 years old The Candidate Won 14.9 years ago

Everybody knows Not enough skilled workers Too many unskilled workers They are all in the wrong place

5+ Generations in the Workplace

Our brand is what ‘they’ say about us

Double Dip Recession

The Candidate Scene

Candidate Behaviours

According to an Inavero study, 98 percent of candidates reported using search engines at the beginning of their research phase (when they’re searching on a more broad level, and not yet researching specific companies). 58 percent of candidates say they complete all research before they ever apply to an

organisation.

Only 14 percent of candidates believe what a company says about themselves The “Social Conundrum”: 78 percent of candidates believe what users or employees

say about a company

88% of employees leave a company for reasons other than money 89% of employers thought that employee left BECAUSE of money

60% of employees would recommend job to friend or family Only 23% participate in referral programmes

55% of employees believe it is important that people want to work here

What Are The Candidates Saying? Remove the long winded application process

Treat me with respect - CALL ME!

Why do I want to be in your Community?

Be transparent

Your job is a step down in class for me (Academia)

I don’t really care about your recruiting/sourcing technology or platform

I want a job that: Pays more money

Gives me satisfaction

I can contribute to society

Career progression - FAST

Where Are The Candidates Coming From Now?

Referrals Are Efficient

FuturesTechnology, Trends

and Engagement

The Impatient Generation

Eager to live “now”

Social networks are live, ongoing and instant

One to one communication channels

Mobile phones are the game changer

Mobile is always on, always accessible

Mobile is live and interactive

Candidates Never Leave Their Mobile Phone

More Than A Phone

Always On - Always Locatable

1984: Big Brother is Watching You

2011: Person of Interest“You are being watched. The government has a secret system, a machine that spies on you every hour of every day. I know because I built it. I designed the Machine to detect acts of terror but it sees everything.”

What Do Jobseekers Want To Do On Mobile?

What’s Next?

Seamless and Sustainable ConversationsWe must communicate in the preferred medium(s) of our

constituency

Conversation and engagement cross multiple channels Meet via online or offline ad, search or agency Research the employer online - mobile device or laptop Apply online via the Career Site Continue the engagement from the ATS and recruiter via

multiple comms channels How many devices are we going to use in this journey? There is no “One Size Fits All”

Let’s eradicate recruitment’s legacy of poor communications

What Is Next?

The Direct Employers Association

What Is The DEA?

The first UK Trade Body specifically created for commercial hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda

Provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers

Work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting

Formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring

The DEA Agenda

Influence Government and Policy Makers

Educate and Support Business Leaders

Establish Best Practices, Develop and Support Resourcing Practitioners

Educate the Supply Chain

Community and Talent Acquisition Members only free job board

Member Benefits Membership of the DEA is for the organisation, with a named individual leading

the relationship We have no limit on the number of individuals that can take part, including colleagues

from other areas of the HR community

Attendance at DEA events, participation in workshops and webinars, and taking part in research

Access to the 'free for members' job board and talent community which will launch this summer Saving 1-2 agency fees will more than pay for the annual membership

Be seen as a leader in driving change for in-house recruiters - helping to develop standards, education and templates for best practice Learn from global leaders in recruitment strategy, process, technology, social media

and agency management such as G4S, the world's 2nd largest private

Be a major part of the Collective Voice that the DEA has with government and policy makers

employer

Our Most Recent Event

HMRC Whitehall Briefing 3 April 2013 Topics included

Supply chain compliance IR35 Contingent workers BIS Agency Conduct Regulations

THANK YOU!!

Any Questions?

Contact Details

Alan Whitford

[email protected]

Tel: +44 (0)845 519 3322

Mob: +44 (0)7971 864620

LinkedIn Group

Twitter: @DEAEurope


http://www.linkedin.com/groups/DEA-Europe-4465627

https://twitter.com/DEAEurope

Recruitment Crowdsourcing:Super-charge your supply-chain

John Paul Caffery

Founder & CEO

A new approach to sourcing talent

1. Internal Direct Sourcing

2. External Direct Sourcing

3. Agency Suppliers

4. Crowdsourcing Suppliers

A new approach to finding talent

A new approach to sourcing talent

TheJobPost is a crowdsourcing

platform enabling employers

to access the UK’s entire

recruitment industry as one supplier


First identified by Jeff Howe – Wired Magazine in 2005

Crowdsourcing is when a company takes a job once

performed by employees, and outsources it in the form of

an open call to a large group of people using the internet


A smarter way to solve complex problems

34

Crowdsourcing platforms that we all use

Recruitment: Perfect for Crowdsourcing

Crowdsourcing allows a company to involve large

groups of specialists to:

• Extend visibility and reach

• Leverage specialist knowledge and experience

• Improve speed and delivery


Our platform is already delivering

• 34,000 specialist UK recruiters registered on the platform

• Over 300 UK employers users

• Average of 3 recruiters engaged per vacancy

• Current CV to interview ratio of 3:1

• Typical reduction in recruitment fees of 10-15%

• Salary range posted between £20,000 - £150,000


TheJobPost: Super-charge your supply-chain

• Add an extra dimension to existing sourcing channels

• Access the extended UK recruitment community

• One platform, one contract

• Choose when to present vacancies to recruiters

• Set the fee level

• Each vacancy presented to a focused selection of potential suppliers

• Only suppliers that believe they can deliver will pay to access the role

• Once engaged, communicate direct and retain end to end control


Employer - Posts a job asking for engagement

Recruiter - Reviews the vacancy market by sector

Recruiter selects the job & pays to engage

Review applications & feedback

Employer/Recruiter – Easy on-going communication

A simple solution that offers real returns

• One contract– easy access to a network of 33,000 recruiters

• Set the fee– vary fee level by role, sector, urgency or versus your PSL

• Access new suppliers with fresh talent pools – trial a range of recruiters in a controlled manner

• Standalone or integrate with your ATS– dependent on volume


We deliver excellent results for these companies


Super-charge your supply-chain


metashift limited © 2013

The Future of The Corporate Careers Site

Matt Alder

[email protected]


metashift


What I’m going to talk about

• Careers Sites - Where are we now?• The Future• The Digital Eco System• Content Marketing• Examples


The Careers Site Crisis

© MetaShift 2012


The Future of the Careers Site……


The Problem = Rise in Expectations


Some of The Key Issues

Social ProofChanging Nature of SEOPersonalization and Brand SegmentationMobileProcessSpeed


Social Proof


Marketing Screws……

© MetaShift 2012


Marketing Screws…..

© MetaShift 2011


Social Sharing and SEO


Personalization & Brand Segmentation


The Mobile Revolution


Mobile isn’t actually mobile


Some of The Key Issues

Social ProofChanging Nature of SEOPersonalization and Brand SegmentationMobile

ProcessSpeed


The Solution?

© MetaShift 2012


The Solution is…..

Digital Ecosystems

Content Marketing


Ecosystem Model


Content Marketing

• Owned• Curated• User Generated

© MetaShift 2011


When?

© MetaShift 2012

Awareness Attraction Persuasion Engagement


How?

• Original Content• Curated Third Party Content• Curated Internal Content• User Generated Content (Apps, Competitions etc)• Individual Recruiters• Content Buckets


Examples

© MetaShift 2012


Digital Ecosystem


The Future of the Careers Site?


In Conclusion

• Is your Careers Site Fit for purpose?• Build an Ecosystem• Be Mobile• Create a Content Strategy


Resources

www.metashift.co.uk

Can the selection process ever maintain a positive candidate experience?Kirstie Kelly

TheJobPost Future of Talent, Technology & Social Recruiting

“In a market where talented candidates are

sometimes hard to find, your approach to your

candidates, can be the difference between

success and failure.”

Stating the flipping obvious......?

Is an exceptional candidate experience possible?

A study last year of over 800,000 individuals who had applied for

jobs within the past year provided six solid reasons why candidate

experience matters:

• 44% said they had a worse opinion of a company that didn’t respond after they applied for a position

• 32% said were less likely to buy products from a company that didn’t respond to their job application

• 21% said they’ve experienced a recruiter who wasn’t enthusiastic about the company as an employer of choice

• 15% said they didn’t think the recruiter was professional

• 15% said they had a lower opinion of the employer after being contacted for an interview

But why does it matter....

Approach = Perception

How you act + how you look = what people think of

you

Tone of Voice

sincerity

How you project your brand

Your mannerisms in the selection

process

Your technology becomes an image of a business…

Schizophrenic

So what…

the best candidates will vote with their

feet...

What’s the solution?

Turn recruitment thinking on it’s head....

96

Identify cultural fit and attributes...

Sooner

Reduce the time spent with great candidates who are just not great for you....

Approachability and friendliness

And engage with candidates along the way....

Video killed the CV star

Screenshot of review page?

Video and mobile is supported by three key trends.

Increased bandwidth: 75% of UK homes have broadband access, expected to continuing growing. The average download speed is 9Mbps.

The rise of video calling: Skype has made video an established way of communicating. Its 250m users worldwide rack up over 300m minutes of video calling each day.

An applicant rich market: The current economic climate has increased the number of applicants per available position. This means more potential candidates to interview.

Sources: The Ofcom Communications Market Report 2011, Ofcom Research (August 2012), Skype Internal Figures

Who gets it right?

Employer branded videos to engage your candidates

Consistent branding and tone of voice

Video interviewing gives recruiters a fuller picture

of a candidate

Recorded interviews can be viewed remotely, at the

recruiter’s convenience

Recruiters can comment on and share interviews with internal stakeholders

Recorded video screening with LaunchPad

To learn more.....

Kirstie [email protected] 130512

TheJobPost Future of Talent, Technology & Social Recruiting


The Power ofMobile to Retain Talent

From mobile banking to m-commerce, we help 1 in 5 of the UK’s top 50 brands transform their businesses

About Us

The Connected Revolution

2012: The Post-PC World ArrivedGlobal shipments of PCs, smartphones & tablets

-6% +31%

+53%vs 2011

Laptops and desktops

346mTablets

130mSmartphones

639m

Source: IDC Worldwide Mobile Phone Tracker, May 2012 & July 2012 & October 2012 / Gartner Worldwide PC Shipments October 2012

2013 Forecast: The Gap Will Widen Global shipments of PCs, smartphones & tablets

-1%vs 2012

Laptops and desktops

345m

Source: IDC Worldwide Mobile Phone Tracker, March 2013

Tablets

200m

+54%+44%

Smartphones

919m

Browsing BehaviourBrowsing behaviour of smartphone owners

Source: Experian Marketing Services January 2013. Mintel Smartphone Survey June 2012, eMarketer January 2013, Flurry Analytics April 2013

Emails are opened on a mobile

44%Smartphone owners in the UK view job listings

550k

Spent on average on a smartphone

per day

182 minsTime spent in app vs. 20% on mobile

web

80%

Acquired for $1bn

Filed for Bankruptcy

In Early 2012: Turning Point…

Mobile In Recruitment

Key principles for a successful Resourcing App

1Position

Discovery

2 Streamlined Application

3 Talent

Retention

Home

From the Home Page, candidates are able to search roles by:• Key Word• Current Location (GPS)• Manual Location• Job Sector• Job Grade (Internal)

Candidates can also access the Menu bar (Top Left) where they can change settings, view history and favourites.

Search Criteria

Candidates can narrow their search using pre-defined Job Sectors to list areas of interest and expertise.

Detailed Search

Existing employees can also use internal pay grades/banding metrics to filter roles most relevant to them.

Search Results

Job results are displayed in either List or Map format, allowing for easy browsing.

Candidates tap once on a job role of interest and are taken through to a more detailed explanation of the opportunity.

Job Role Detail & Application

Once a candidate reaches their desired job role they can perform three major actions:

• Favorite the role – By tapping the star (Top Right), the job is saved to Favorites.

• Apply – The candidate can apply immediately, either by submitting an auto-created CV via Linked-In or by taking an entry test (Aptitude/Verbal/Numerate/Character).

• Share – Sending the role to a contact via email or SMS (to download app and view).

Custom Alert Notifications

Candidates have the ability to choose whether they would prefer to be alerted to new opportunities via email or push message by altering the settings within the application.

This then updates the Candidate database and alters the method of communication for job alerts.

Key Benefits of Retaining Talent

Key benefitsof retaining talent

Improve employee moral

Engagement Improve succession planning by

putting power in their hands

Succession

retention tool accessible ‘real-time’ to all

Pro-ActiveSignificant

reduction per hire

Reduce Cost

Case Study

Barclays JobsHelping Barclays become the first UK bank to enable job applications through mobile

Helping Barclays become the first bank to enable job applications on mobile, supporting talent acquisition & retention

A powerful tool to reach and communicate with frontline, in-branch employees who may not have intranet access

The application seamlessly integrates with Taleo and other internal systems

18,000+Active Internal Users

Average Re-visits Per User Per Month

2.2

65,000Sessions Since Launch

15%Of Barclays Work Force Are Active

Barclays JobsConnecting jobseekers to job opportunities whenever, and wherever they are

Innovative Agency of the Year 2012

Marketing Innovation’s

“Grapple has achieved so many incredible successes…driven by their team’s huge passion and expertise”

“Already established as - arguably - the public face of app development”

“Grapple has grown to become one of Europe’s leading app developers”

“Delivering real bottom-line benefits to an impressive list of blue-chip clients…the very serious potential to be a world leader”

Marketing Innovation Mobile Entertainment The Drum Startups Awards

Thank youRyan EdwardsCommercial Manager

07812 076 177020 7952 [email protected]

www.grapplemobile.comtwitter.com/grapplemobile

Integrating leading recruitment technology for maximum efficiency

Chris KendrickRecruitment Services Director

www.crimson.co.uk

Introduction

The leading recruitment solution for Microsoft Dynamics CRM

www.crimson.co.uk

Integration

: ‘the act of combining or adding parts to make a unified whole’Collins English Dictionary

: ‘the whole is greater than the sum of its parts’

Aristotle

Synergy

Combining actions, systems or processes to give a much greater result than that of the individual elements.

Integration and Synergy

www.crimson.co.uk

How important is integration?

www.crimson.co.uk

The impact of new platforms

www.crimson.co.uk

2012 Quarter 4 Sales

0.7m 2.6m 2.7m 6.2m

7.3m 43.5m 144.7m

www.crimson.co.uk

Mobile apps integration

http://www.android.com/

www.crimson.co.uk

Integrating recruitment solutions

www.crimson.co.uk

Your recruitment solution

What is it?

• A single solution or a combination of systems and websites?

• Does it support your processes or it used only when it must be?

• Is it a single source of your most up to date information?

Do you…

• Search multiple networks for candidates?

• Advertise your roles externally?

• Test candidates?

• Use electronic timesheets?

• Have strong real-time management information?

www.crimson.co.uk

Everything in one place

Register Vacancy Search

Candidate Networks

Advertise Positions

Test Candidates

Review Selections & Applicants

Submit only the best

Interviews and Offers

Create and issue

paperwork

Manage invoicing

www.crimson.co.uk

Platform solutions vs. Recruitment software

www.crimson.co.uk

Benefits of an integrated solutionSynergySpeed to candidate networksProductivityVisibility through Management InformationAdoption and simplificationProcess and complianceRecruitment applications

Data LossAdministrationDuplicationInfrastructure costsRisk of technology ageingDevelopment/IT budgetCapital Expenditure

www.crimson.co.uk

Questions

TRENDS IN ONLINE RECRUITMENT

Dan Martin, Managing Director - Broadbean

about Broadbean

• Global leader in candidate sourcing technology

• 125 employees based in 6 countries

• 60,000 users sourcing candidates in 65 countries

• Post in excess of 2 million adverts per month

• Track approximately 9 million candidate applications per

month

• 1.5 million candidate searches are performed each month

• Over 3500 job board integrations globally and growing

“Reports of my death

have been greatly

exaggerated”

The Job Board

job board performance - usage

Advert Volumes April 11-March 13

job board performance - usage

Job Boards used per AdvertApril 11 – March 13

job board performance - effectiveness

Response Volumes April 11 to March 13

Application per Vacancy Apr 2011 to Mar 2013

Consider Impact of wider economic conditions on this?

job board performance - effectiveness

rise of the Aggregators

It’s not all about job boards

social media:hot or not?

companies that have hired through social media

58% in 2010

63% in 2011

73% in

2012

Source: Jobvite

social media – the facts

Total Jobs Jobsite Monster Twitter Facebook Linkedin0

5000

10000

15000

20000

25000

30000

35000

Dec 2010 - Ad Volumes


10000

20000

30000

40000

50000

60000

70000



10000

20000

30000

40000

50000

60000

70000


social media – the facts

Response growth

January 11 – December 13

talent pooling

All previous applicants can be stored and made available to the whole business

Search using both keywords and facets

Tag candidates to add value to future searches

talent pooling

and don’t forget …employee referral

• Referrals are the #1 source of hires by volume.

• Referrals are also the #1 source by quality.

• Referrals are the #1 fastest time to fill.

• Referrals are #1 for staff retention.

• Referrals make up 46% of all hires at top performing firms …..

• But only c. 28% at lower performing firms

• Applicant-to-hire ratio

Source: ere.net

employee referral

Automatic matching of jobs against your employees’ social networks

Tools to help recruiters utilise this channel, and administer the in house scheme

conclusions

• No obvious signs of jobs board usage falling

• Candidates still see job boards as a primary route to a new position

• Other channels are increasingly playing an important role

• Ultimately we believe recruiters will need a blend of all of these channels

THANK YOU, ANY QUESTIONS?

CV RadarUnlocking the power of LinkedIn

‘Find active candidates fast’

www.theitjobboard.co.uk 169

Alex Farrell, MD, The IT Job BoardApril 22nd 2013


Agenda• Introduction

• Video

• Current Situation

• What’s the problem

• The solution - CV Radar

• How does it work?

• Key Benefits

• Conclusion

• Q+A


Introduction

Pan European network of IT Job Boards


Video

http://www.youtube.com/watch?v=1jU1ZJza8HE


Current Situation


What’s the problem?


The Solution: CV Radar


How does it work?


Key Benefits

• Easy to set up

• Product road tested by recruitment consultants

• Efficient – target active candidates only

• Time effective - instant contact details (no more InMail)

• View and access the full CV

www.theitjobboard.co.uk

• First to market product (exclusivity)

• Addressing a need in the resourcing chain

• Providing recruiters with a market edge

• Improved time to hire

• CV Radar is positively disrupting the online recruitment space

In Conclusion

13


Q+A

184

INTEGRATED & SIMPLE:

PSYCHOMETRIC ,SKILLS ,VIDEO INTERVIEW ASSESSMENT FASTER, USER FRIENDLY ASSESSMENT PROCESSES, DRIVING DOWN COST AND IMPROVING NEW HIRE QUALITY

Howard Grosvenor MSc. C.Psychol. AFBPsSUK Professional Services DirectorE-Mail: [email protected]

Could you purchase one of these for your

organisation without a business case ?

185

But..have you recently hired these people ?

186

The Bottom Line: Retention & Performance

More Green & Less Red & Some Yellow

Strong Performer – But Leaves At Approx 2 yrs or earlier

Strong Performer & Stays 2yrs +

Weaker performer and leaves or stays at any time

OK performer and stays 2yrs +

Length Of Tenure

Per

form

ance

Who are Cut-e Talent Solutions

- Professional talent process and legal advisory services on screening and assessment

- Assessment platform with tools 38 Asian & European & Arabic languages

- Over 7 Million Candidates Per Annum Assessed

- Fully integrated with all ATS providers – Taleo / Lumesse / SAP e-recruit Advorto / JobLink / AMRIS

- Full time consulting teams in 23 countries with UK offices in Old Street London

- 200 staff world wide – combination of Psychology , Technology , Talent & Recruitment Specialists

Integrated Screening & Assessment Solutions

Online psychometric & competency assessment systems

Full suite of technical knowledge tests MS Office / IT / Call Centre / Aviation / Accounting / Health

Online automated video interviewing systems

Some Clients……

http://www.google.ie/url?sa=i&source=images&cd=&cad=rja&docid=UqyTc65vM4VdNM&tbnid=h8GMTvNiwzM63M:&ved=0CAgQjRwwAA&url=http://www.cartype.com/pages/387/bp&ei=HgwYUbP1D8XPhAfNjIH4Aw&psig=AFQjCNFjw5xb7BAo6P605mFOblCK29RqSA&ust=1360616862313316

A weekend in Monaco…..

“...He was rattled. This was not the usual interview format, this was not cut-e...”

Expanding the Online Toolbox

Online Candidate

Management System

cut-e

Assessment

Hub

• Ability tests• Personality

questionnaires• Situational

Judgement Questionnaires

• Skills / Language Tests

• Video Interview

Assessment Hub

• The cut-e assessment hub connects assessment tools that measure behaviours, technical skills, abilities, future potential and experience

• This meets the needs of all stakeholders in the resourcing process and delivers the best candidates

• The process is configurable for different roles and stakeholder requirements – You can control this

Psychometric Assessments

194

Mechanical Technical Understanding

Situational Judgement Questionnaire

Colour Vision Test – Pre Medical

Technical & Knowledge Tests

198

Custom Questionnaire Builder

Automated Video Interview & Assessment

Validity

Cost

Interview

.3

.2

.1

.4

.5

.6

$

Graphology

Assessment Centre

Ability & Skills Tests

Trial Period

Application biodata

Structured CBI Interview

Personality Questionnaires

Biograph & Situational Questionnaires

The Universal Economic Case For Online Psychometrics

based on:Metaanalyse, Mike SmithUniversity of Manchster; IS&T

Structured video Interviews

The 2 key drivers to achieving ROI from use of online assessments

Process EfficiencyThe lean talent process screening machine – speed and cost efficiency

High volumes and abundance of external or internal applicants

Employee ProductivityThe high value selection decision making – Managing risk and making the right decision

Moderate to low volumes, more scarcity of right talent , high business contribution by hire

202

http://www.google.ie/url?sa=i&rct=j&q=alan+sugar&source=images&cd=&cad=rja&docid=bqzKWdQLg4HyfM&tbnid=5JvcKHupre3v9M:&ved=0CAUQjRw&url=http://www.hazelmchaffie.com/blog/2010/10/07/a-question-of-attitude/alan/&ei=AIIYUaDuCMnPhAeX9oEo&bvm=bv.42080656,d.ZG4&psig=AFQjCNEdnvWxdRI5jSfM2Gqsn_17gdAZlw&ust=1360647033722973

4 Cases - Clear Communication Of ROI

• Dell - European Technical and Sales Consulting– Through use of cut-e shapes behavioural styles questionnaire connected with a custom risk management interview guide. New hires in model against 5 core behaviour areas achieve 36% more revenue and 42% more profit than alternate hiring methods

• Siemens – Though use of cut-e logical tests and interest inventories 7% improvement from 88% to 95% in successful completion of apprenticeship training. This equates to approx €4,200,000 ROI per annum in wage and training costs.

• Harveys Furniture – Second Largest Furniture Retailer In Europe – 14% sales gain in new hires using cut-e shapes and situational Judgment tools .

• easyJet Airline - use simple verbal test and situational judgment questionnaire to achieve. 40% reduction in interview volumes across EU to complete hiring 2,500 cabin crew per annum. Approx 6,000 less interviewing hours cost and logistical expense.

An Overview of our Solution = Sourcing Speed & Secure Selection

Talent Pool Building / Sourcing / Advertise /

Agency

Online Application System

Online psychometric, skills, language Assessments

Online Automated Video Interview

Final In Depth Assessment & Selection Process

Hiring Decision / Offer

A Cost Efficient, High Quality Process

srtech bristol

Business

percent of candidates

candidates comingfrom

use of social media

social networks

social conundrum

future of talent

recruitment agenda

best people