April 27, 2017 8:04 AM

What We Learned At ERE Recruiting Conference 2017

Last week we had the privilege of sponsoring the ERE Recruiting Conference in San Diego. Held twice a year in multiple locations, the ERE Recruiting Conference is a coming together of thought leaders and decision makers in the recruitment sphere. The underlying theme for this year’s conference was The Future of Recruiting. Needless to say then, we learned a lot. For those of you who missed out on the conference, or even those who want a quick digest after attending, here are our top takeaways from ERE Recruiting Conference Spring 2017.

Recruitment is Changing Faster Than We Can Imagine

From the very beginning of the conference, in the opening keynote by Kevin Wheeler we were introduced the concept of how recruitment is changing, and how we can keep up. Kevin identified the move from complicated to complex recruitment, and how technology will help us to stay on top of these. Defining complicated as difficult but understandable and deconstructable, while complex means roles and candidates are harder to understand and break down, this presentation broke down the larger population and talent pool challenges facing recruiters now and in the future. A changing population has consequences for our talent pools, and keeping our head in the sand about this is only going to hurt us in the coming years.

So what changes can we see happening already?

A growing aging population means we will see less innovation in the coming decades than we see now. This innovation and need for new ideas will actually be met by immigrant populations from countries experiencing a boom in young, tech-minded workforces. This changes how we approach innovation and even candidates, and understanding the cultural divide between us and these immigrant talent pools is essential.

How many devices do you own? The majority of the working population owns at least two, and we rely on these more and more for work and our personal lives. But our dependency on technology changes how we work, and the level of connectivity we subscribe to changes our levels of privacy. This will lead to a substantial change in candidates - where data becomes more important than objects - and recruitment negotiations will change because of this. In fact, data is becoming the raw material of the 21st century, it is our primary asset. So where do we go from here? How do we productively use data like oil was used in the 20th century?

Of course I am no match for Kevin Wheeler on this topic, and if you missed this keynote you should try and catch him at upcoming events, but it is some interesting food for thought. In fact vsource’s own CEO James Galvin continued the concept of complicated versus complex later in his talk about talent universe modelling and making talent decisions when you have all of the talent pool information. This is definitely a topic to watch in the coming months.

Interested in learning more about your available talent pool? Talk to vsource today about a talent mapping project.

Analytics Will Dominate The Future

It’s no secret that recruiters have been relying on analytics for a while now - to tell us how we’re doing, and even in the odd case to predict a change that could affect our work. But as more technology, and particularly AI, creeps into the world of recruitment these analytics will dominate. So what can analytics do for us? Well we are all familiar with the ideas of descriptive and predictive analytics, but learning to leverage prescriptive analytics will be the next big step for recruiters.

Prescriptive analytics differ from predictive analytics in a big way. Predictive analytics tell us what may happen without any input, while prescriptive analytics tell us what action we should take by predicting what the outcome of a decision will be. When applied to recruitment, this can help us make hiring decisions, combat talent shortages, and even when to create a new role. Prescriptive analytics is data-based decision-making, and we have been doing this subconsciously for a long time. But are we ready to let technology do this for us? It can be scary to let go, but Steve Goodman of Restless Bandit thinks we are ready for the AI revolution in recruitment. If you’re still unsure, try out the method yourself before signing up for a technology to do it for you.

vsource uses talent analytics as part of our competitive intelligence projects. Stay ahead of the competition by reaching out to us today for a free consultation.

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We Are Officially In A Candidate-Centric World

Whether you want to call it inbound recruitment, recruitment meets marketing, or simply incorporate your company story into attracting talent, we have definitely moved to a candidate-centric industry. In fact a recent survey from MRI Network found that 90% of recruiters now think that recruitment is candidate-driven, up from 54% in 2011. This message was loud and clear at the ERE Recruiting Conference, with many vendors offering ways to get your company’s story out to candidates before they consider you for a position. We also had speakers like Shaunda Zilich, Global Employment Brand Leader at GE introduce marketing to talent acquisition. Believing that in Talent Acquisition you are selling something can be a pain point - you’re not like those cold callers selling infomercial household products! But the more you come to realize that brand, marketing and selling are essential tools to attract top talent, the better you will become at recruitment. And no you don’t have to go back and retrain as a marketer to achieve this, but partnering with your internal marketing department will take you a long way towards better talent acquisition. Ask them to support you, and in return help them work on some great content to attract talent.

We will be covering these topics in detail over the coming weeks, so make sure to keep an eye on this space. You can follow us on Twitter, Facebookor LinkedIn to hear more.

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