the social software and business value: the case for talent acquisition

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Speaker: Stacey HarrisVice President, Research and Advisory ServicesBrandon Hall Group

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Stacey HarrisVice President, Research and Advisory ServicesBrandon Hall Group

© 2013 Brandon Hall Group, Inc.

Presenter: Stacey Harris, VP of ResearchBrandon Hall Group


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The Social Software and Business Value: The Case for Talent Acquisition

• Connecting Consumer Engagement practices with Candidate Engagement Practices

• Widening Candidate Pools

• Social Software Space for Talent Acquisition

• Building a Business Case for Social Talent Acquisition

Agenda


Economies and Demographic ShiftsAs our world has changed, we’ve adapted how we educate, develop, and hire people that will succeed within these new environments.

1910s World War I 1940s World War II

Pre1910sModel T

Agricultural Economy Industrial Economy Information Economy (?) A New Economy…..1947

Polaroid Camera

1927 Talking Movie

1953DNA Found

1975 Microsoft Founded

1932Air

Conditioning

1981IBM Introduces

PCs

1969Moon Landing

1992AOL for Windows

2007 Apple iPhone Launched

1998Google Founded

2002Amazon Web

Services Launched

Cold Wars Regional Wars Wars on Terror

Baby Boomers Born

Generation XBorn

MillennialsBorn

2020’s (i) GenerationBorn


Which best describes your company's top two business priorities?

Priority Overall

Gaining market share 37.4%

Delivering new products or services 23.9%

Improving innovation 22.9%

Improving Sales Force Effectiveness 16.1%

Cutting expenses 15.3%

Top Five Business Priorities

BHG, Business Focus ‘13


How much do you shop at Amazon.com?1. Often, for many different products2. Sometimes, for a few key items3. Once in a great while4. Never

Poll Question One

13


Consumer Engagement Model

14

http://frugaldad.com/2011/11/15/amazon-infographic/

$61.1 Billion in Revenues in 2012

http://frugaldad.com/2011/11/15/amazon-infographic/


• Match supply with demand + desire

• Strengthen the brand awareness

• Improve the consumer experience

• Build lasting relationships

Key Consumer Marketing Principles

15


Today’s Candidate Engagement Model

16

Insert Profile, Resume, or

Request


Why Widening Candidate Pools Are Critical

17

Active Seekers

PassiveSeekers

Alumni

Industry Network

Brand Ambassadors

Brand Followers

Social Network


Social Engagement During Job Search

18

http://www.thecandidateexperienceawards.org/

Only 17.6% of candidates were aware of and used employee “referrals” within a company – but referred candidates were 4X more likely to receive an offer.

http://www.thecandidateexperienceawards.org/


Build a Better Model

19


Characterize your current HR Technology?How would you characterize your current HR technology?

No System Stand‐aloneEnterprise HR

suite

Non‐enterprise

suite OtherEmployee Master/Profile 12.7% 23.3% 55.1% 6.0% 2.8%Payroll 2.1% 30.2% 56.5% 7.0% 4.2%Talent acquisition/ATS 24.9% 28.1% 35.1% 6.3% 5.6%Assessment tools 37.9% 31.9% 22.1% 2.5% 5.6%Workforce management 39.6% 18.9% 32.9% 4.3% 4.3%Learning management 18.5% 38.3% 31.7% 7.7% 3.8%Competency management 51.4% 18.3% 21.5% 3.2% 5.6%Performance management 29.4% 28.4% 33.7% 3.9% 4.6%Development planning 42.6% 26.1% 21.8% 3.9% 5.6%Succession/career planning 55.0% 16.8% 18.2% 2.9% 7.1%Workforce planning 52.3% 19.8% 17.7% 3.9% 6.4%Compensation planning 30.7% 28.6% 30.0% 4.3% 6.4%Rewards & recognition 41.8% 31.8% 16.1% 3.6% 6.8%

Source: Brandon Hall Group, Employee Development and Performance Survey, 2012 N=466.


Social Recruiting Technology

21

CandidateExperience

Screening and Interviewing

Candidate Sourcing

Recruitment Marketing

• Branding Tools• Job posting

SEO• Mobile-ready

job portals• Candidate pool

management• Marketing

campaign management

• Company profiles

• Powerful searching and matching

• Employee referrals

• Industry-focused sourcing

• Social indicators

• Video screening

• Assessments• Network

analysis• Testing

• Candidate feedback tools

• Candidate workflow tools

• Mobile-friendly applications

• Portfolio development tools


How do you currently use social software in your recruiting efforts?

1. General branding and advertising2. Sourcing actual candidates3. Screening and Interviewing4. Managing the candidate experience5. All the above6. None of the above

Poll Question Two

22


Social Recruiting Technology Landscape

23

CandidateExperience

Screening and Interviewing

Candidate Sourcing

Recruitment Marketing

• SmashFly

• GlassDoor

• LinkedIn

• Facebook

• Resumator

• Simplicant

• Talemetry

• Talentbin

• Gild

• Entelo

• Jobvite

• iCIMS

• OneWire

• SelectMinds

• Bullhorn

• Hireology

• HireVue

• Wowzer

• CEB/SHL

• PeopleAnswers

• Covirtus

• Pan

• Kenexa

• Mystery Applicant

• CornerStone• Kenexa• PeopleClues/

PeopleMatter


Australian Defense Force: Mobile Medic App

Social Tools Leveraged Extensively

Interactive recruiting, assessments, and marketing wrapped in one


Developing a Business Case

32%

18%17%

33%

When was the last time you developed a business case?

In the last 6 months

Over 1 year ago

Over 3 years ago

Never

BHG, Building a Business Case for Performing and Learning, 2011 N=169.


In the U.S.

• The Bureau of Labor Statistics estimated that there were 224,000 open positions in manufacturing at the end of 2012.

• IBM is predicting a shortage of 2 million IT security professionals by 2015.

• The Georgetown University Center on Education and the Workforce predicts that 82% of the estimated 5.2 million healthcare workers we will need by 2020 will require extra training.

Globally,

• Gartner estimates that 4.4 million new jobs will be created to support big data by 2015.

• ManPower Group’s most recent 2012 Talent Shortage Survey stated that skilled trade workers topped the list of the most difficult positions to fill at the global level.

Understand your Current Talent Landscape

26


Industries Change Drivers

High‐Tech Cloud, Big Data, Analytics, CyberSecurity

Health‐Care Nursing Specialties, Electronic file requirements, Biosciences

Manufacturing Smart Plants, Maintenance needs, Lack of Hands on Experience

Oil, Gas, Mining Upstream Sourcing, High‐Tech, Operation Engineering

Retail Branding, Engagement, Personalized consumerism, Extended Enterprise

Service Industry Personalized experiences, Tech shifts, Extended Audiences

Education Massive Open Online Courses (Mooc’s), Regulations

Understand Industry Talent Drivers

27


• Revenue and growth goals

• Branding goals

• Cultural goals

• Bench strength goals

• Efficiency and effectiveness goals

• Engagement goals

Understand Company Goals

28


Elements of a Successful Business Case:

1. Executive summary2. Business need3. Value, ROI, or business results4. Initiative description (in terms of outcomes)5. Budget and resources(tangible and non‐tangible costs)6. Measurement strategy7. Suggested implementation and operation plan8. Communication and change management plan9. Risks and challenges10. Required actions

An executive level business case - if being developed in PowerPoint should include no more than 5 to 10 slides.


Steps to Creating a Business CaseStep # Steps to Creating a Business Case

Step 1 Identify business drivers (Value, Innovation, People, Efficiency, etc.).

Step 2 Identify the business challenges or opportunities

Step 3 Identify stakeholders (Business driver owners, those directly y and indirectly involved with business driver outcomes)

Step 4 Create a team of cross‐organizational stakeholders to assess the challenges to meeting the business drivers, and possible approaches to resolving challenges

Step 5 Assess benefits, costs, organizational readiness, and risks associated with each approach

Step 6 Identify a data driven preferred approach, selected by the cross‐functional team

Step 7 Create a road map, change management approach, and organizational readiness queues

Step 8 Develop full business case and executive summary business case

Step 9 Initiate grass roots and political awareness outreach


• Connect business goals to talent acquisition goals.

• Match candidate supply and desire with company demands.

• Leverage data to drive selection and engagement.

• Strengthen candidate brand awareness.

• Improve the consumer (candidate) experience.

• Build lasting talent pool relationships.

Summary

31


Questions

[email protected]@StaceyHarrisHRLinkedIn: Stacey Harris

For more information please contact Brandon Hall Group at [email protected] or (561) 865-5017.

Stacey HarrisVP Research & Advisory Services

Brandon Hall Group@StaceyHarrisHR


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• We are currently accepting applications for categories within Learning, Talent Management and Sales and Marketing, entry deadline: April 19, 2013.

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