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What’s Next

What’s Next. HR and Recruiting Technologies. Job Boards Since 1994 Master Class In HCM July 11, Princeton http://events.hrexaminer.com HRExaminer.com The Edges of HR and Recruiting Helping HR/Recruiting Vendors Enter The New Era. john@hrexaminer.com @ johnsumser.

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What’s Next

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  1. What’s Next HR and Recruiting Technologies

  2. Job Boards Since 1994 • Master Class In HCM July 11, Princetonhttp://events.hrexaminer.com • HRExaminer.com • The Edges of HR and Recruiting • Helping HR/Recruiting Vendors Enter The New Era john@hrexaminer.com @johnsumser

  3. Recruiting is a BiDirectional Sale • Hank Stringer: Hire.com • Why The Market Matures Differently

  4. You Are Here

  5. The Setting

  6. Used to Be the Hub, Now the Spokes • Hub:Spoke • System:Subsystem • Platform:Element • Reduced Status ≠ Reduced Value • Market Continues to Fragment • Consolidation Accelerates Fragmentation • Following The Leader Never Works

  7. Trend 1: Everyone Has Everything • Aggregation Is The Opposite of Differentiation • Requires Tools to Extract Meaning • Now: Horseless Carriage Stage • Tomorrow: Custom Evaluation Algorithms • Volume Requires New Models • Simplification for Decision Making

  8. Trend 2: Market Bifurcation • Large Companies Do It Differently • Decision Structure • Timeline • Meaning of Value • Brand is a Discount on Price • Small Companies Have Regional Problems • Need Constraints on Market Size • Value is Higher, Price Can Be Too

  9. Trend 3: Recruiting is Regional • Big – More Global Than Small • Small – More Local than Known • Mobility = 25 Miles in Space and Profession • US: 400 Discrete Regional Markets • Value is Depth in the Niche • Creates Different Business Models • Biz Model = How Value is Created

  10. Trend 4: Utlilizing the Whole Person • Employees Must Be Able to Pivot • Careers Are Longer. Job Duration Is Shorter • Surveillance Data • Wellness • Understanding and Explaining Performance

  11. Trend 5: Proactive Recruiting • Theme: Persuasion is Preferable to Attraction • Persuasion Creates Entitlement • Persuasion Accelerates Attrition • Not an All Purpose Tool • More Expensive Than Attraction/Advertising • Need Comparison Studies (Customer Help)

  12. Trend 6: Wearables • Theme: Surveillance plus Recruiting = Fit • Job vs Information Work • Why Hourly is Exploding • New Class of Workers • Understands Own Performance Levers • Creates Need for Advanced Negotiation Tools

  13. Trend 7: Recruiting Costs Rising • New Tools Plus Increasing Scarcity • Smaller is More Expensive, More Valuable • Showing The Value of Less and Better

  14. Trend 8: Recruiting Operations • Drven By Shift to Analytics and Depth • Rooted in Investment Ideas • Consolidated Data Feels Like Control • Platform Concept • Not Advertising, Software • Broadbean, SmashFly

  15. Trend 9: Platforms & Ecosystems • Theme: Playing Well In The Sandbox • Platform is a Scalable Idea (Fits Many Levels) • The Customer Is Not The Ad Buyer • Be The Fish or The Ocean

  16. Trend 10: Demise of the Job • Agile and Dynamic Employees • Better Than Fixed Skills • Hire For Fit and Train • Requires Different Matching Algorithms • The End of 20th Century Manufacturing • 3 D Printing is the Accelerator • Again, Short Jobs, Long Careers

  17. Trend 11: Data Aggregation • Theme: Lots is More Confusing Than Little • Metrics:Analytics • Accounting:Finance • Status:Conversation

  18. Possible Differentiations Comprehensive Data Focused Focused Functionality Comprehensive

  19. Conclusions • This is the Renaissance • LinkedIn’s Limit: It’s An Island • Ground Rules Changed and Changing • Customers Need Is Greater • Grow Service to Anticipate • Harvest Incumbency

  20. Job Boards Since 1994 • Master Class In HCM July 11, Princetonhttp://events.hrexaminer.com • HRExaminer.com • The Edges of HR and Recruiting • Helping HR/Recruiting Vendors Enter The New Era john@hrexaminer.com @johnsumser

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