23. Jun, 2018

My visit at a recruiter congress earlier this week ...

Always useful for free pictures: https://pixabay.com/en/word-cloud-recruitment-process-1758159/ 

On Tuesday this week I had the opportunity to join a half day Recruiter Congress, hosted by one of the many companies that are helping HR departments, to be more efficient and successful. The participation was for free, but I will not mention the name - no advertisement 🤭.

The main focus of the Congress was on company internal HR departments and their recruiters, looking at the audience the majority >75% are women, and not on right placement advisors or headhunters. So my view on the recruiting market and best practices might be a little bit different, as I can not influence the employer branding and candidate experience of my customers.

Below a quick summary of the three presentations:

  • Key messages from the hosting company
    • In the meantime Indeed is the largest job portal also in Germany, Monster and Stepstone are going down
    • More HR departments are using Google Adwords and Analytics, but showing a ROI is still difficult
    • Dedicated budgets are required in HR, to be much faster
    • There is much for focus on employer branding, the candidate experience and early relationship management with students and young talents
    • In the candidate journey, from the first contact to finally signing the contract:
      • 90% of the candidates are lost by reading the job description
      • 50% are lost during filling the online application form
      • 40 - 80% of the applicants are using their mobile phone for the process
      • 50% of the jobs are awarded through relationships or recommendations
  • Comparison between the US and German recruiting market
    • The US market is much larger with 6.7 million open jobs
    • There are differences in the process, even between East and West Coast
    • There is no picture, age, race and gender information on a CV
    • LinkedIn, Glassdoor and Indeed are the main job boards
    • Social media recruiting is increasing on LinkedIn and Instagram
    • Diversity recruiting is key, as Gender-diverse companies outperform their peers
    • HR is using a lot of data analytics, with a focus on content creation, employer branding, events, talent networks
    • Challenges: Negative employer branding, passive candidate recruitment market, finding good talent
    • The "War for Talent" is hot in the Silicon Valley, e.g. Interns get paid 8 - 9k$ per month, just to be attractive enough 
  • Data protection compliant handling of applicant data (GDPR or DSGVO)
    • The world is still alive after 25-May-2018 (DSGVO going live in Europe)
    • General Privacy Policy: Everything is forbidden first, if it is not explicitly allowed during the process
    • Only collect applicant data that you really need, review in all necessary detail (e.g. do you need a picture, age, race, gender information)
    • Make a difference between internal and external data handling, you are also responsible for your external data handling
    • Have an automated delete mechanism in place, e.g. delete all data 4 month after a rejection
    • To add a candidate to your talent pool, you have to seek voluntary approval from the candidate
    • You have to inform candidates about your retention period on initial collection of data, also inform about your privacy policy during the first contact
    • Use as much as possible privacy-optimized software
    • Don't use Whatsapp in the Business environment!!
      • Whatsapp is only for private use
      • contacts are stored on servers outside of Germany
      • you cannot guarantee data protection for your contacts
    • With the GDPR/DSGVO there is a change on the general Cookies policy as well, look at the e.g. Oracle pages for best practices

Innovation means replacing the best practices of today with those of tomorrow. Paul Sloane, Born: May 3, 1950, author and a corporate public speaker on innovationhttp://www.destination-innovation.com/