Comments on: Recruitment 5.0: The Future of Recruiting — the Final Chapter

By: Jobscience Risks and Rewards of Recruiting in the Cloud - Jobscience - Benefits of HR Evolution in the Cloud Computing

Thu, 02 May 2013 03:32:09 +0000

[...] rewards of cloud recruiting are just beginning to emerge, but alongside these come risks. Let’s consider a few of [...]

By: Online Recruitment Articles of the week | 8th-12th Oct 2012 | online recruitment - Net Recuit

Mon, 29 Apr 2013 07:41:34 +0000

[...] Recruitment 5.0: The Future of Recruiting [...]

By: Jacob Madsen

Jacob Madsen — Sun, 07 Apr 2013 21:09:18 +0000

Someone appear still doing their best to keep the old dog (3.0) alive (ha-ha) or is it missing the conversation and discussion?
I am sure your many fans and followers eagerly awaiting next move and insight! – that is how it goes when something is stirred in people!

By: Matthew Jeffery

Matthew Jeffery — Sun, 07 Apr 2013 14:51:07 +0000

For those that have not seen this….

Recruitment 3.0 the video!

http://www.youtube.com/watch?v=17C6A-J9jhc

Some cool information on there.

By: Matthew Jeffery

Matthew Jeffery — Wed, 20 Feb 2013 09:24:28 +0000

All.

Once in a while an awesome article comes out that is well worth investing time in reading.

If you have not seen Glenn Cathey’s excellent article on Sourcing 2.0, I strongly recommend that you grab a hot cup of tea/coffee and settle down for an awesome paper.

Take a look here:

http://booleanblackbelt.com/2013/02/the-end-of-sourcing-1-0-is-near-sourcing-2-0-just-beginning/

Great work Glenn. Looking forward to seeing what Sourcing 3.0 looks like ;)

By: Futuristic Recruiting – Is it Closer than we Think? | IT Recruitment Blog

Mon, 11 Feb 2013 11:36:46 +0000

[...] http://www.ere.net/2012/10/12/recruitment-5-0-the-future-of-recruiting-the-final-chapter/ [...]

By: GreenJobInterview » Welcome to the New Recruiting Reality

GreenJobInterview » Welcome to the New Recruiting Reality — Wed, 30 Jan 2013 20:59:04 +0000

[...] Jeffry and Amy McKee recently wrote a series of articles on the “new realities of a changing recruitment landscape.” These articles discuss the past, [...]

By: Matthew Jeffrey « Hiring Adviser

Matthew Jeffrey « Hiring Adviser — Thu, 24 Jan 2013 11:39:57 +0000

[...] Recruitment 5.0: The future of recruiting – the final chapter. [...]

By: What’s New: HuntShire; Shiftgig; CareerCloud’s Social Resumes; iCIMS; WordPress - ERE.net

Thu, 27 Dec 2012 19:47:55 +0000

[...] imagine gamification-fan Matt Jeffery would like the startup out of New Delhi called Huntshire. The job seeker takes part in a [...]

By: The virtual DNA trail: getting to know your candidates | Online Recruitment Blog | Job Hunting & Recruitment Tips Tricks & News

Fri, 30 Nov 2012 09:05:47 +0000

[...] As a relatively new concept, the following post is based on Matthew Jeffrey’s latest article ‘Recruitment 5.0 The Future of Recruiting – the Final Chapter’. [...]

By: Matthew Jeffery

Matthew Jeffery — Wed, 28 Nov 2012 14:35:15 +0000

Hey all.

Following on from our discussion / healthy debate on Recruitment Awards.

There is another UK Awards ceremony tomorrow night. Exciting times.

It is the ‘In-House Recruitment Awards’. See HERE: http://inhouserecruitmentawards.co.uk/finalists/

I enjoy looking at who is nominated for what and seeing what people have done/achieved.

I especially love to see the individual awards.

The Best In-House Recruitment Manager (nominees)

Jonathan Duval (Tullo Marshall Warren)
Jo Bowman (Shield Guarding)
Sean Lightfoote (Incisive Media)
Lou Ryan (HJ Heinz)
Hilary Anderson (Guy’s & St Thomas’ NHS Foundation Trust)
Jason Gowlett (Direct Line Group)
Kim Greenhill (Healthcare at Home)

The Best In-House Recuiter (Nominees)

Daniel Lawton (Three)
Shohail Shaikh (Guy’s & St Thomas’ NHS Foundation Trust)
Jessica Coelho (FT)
Ross Henry (Direct Line Group)
Jamie White (Dennis Publishing)
Paul Copley (Blast Radius )
Tony Mancino (Autodesk)
Simon Daykin (Healthcare at Home)
Emma Luto (Bakkavor)
Olesia Kennett (Bakkavor)

Will be interesting to see who wins :)

By: Big Brother’s Bit on Candidates: Getting to know your audience |

Big Brother’s Bit on Candidates: Getting to know your audience | — Mon, 26 Nov 2012 10:34:24 +0000

[...] in Matthew Jeffrey’s latest article ‘Recruitment 5.0 The Future of Recruiting – the Final Chapter’, he offers the next advancement of leveraging these platforms for the benefit of hiring – [...]

By: Matthew Jeffery

Matthew Jeffery — Tue, 20 Nov 2012 17:40:26 +0000

@Ted

May surprise you that we are relatively on the same page.

We have two companies here enviously eyeing each other.

LinkedIn want to have Facebook’s scale and numbers.

Facebook want to have LinkedIn’s professional community, (another great area for monetarisation).

In theory, it should be easier for Facebook to claw the victory here. But as you say, their best development team and minds are not on this.

LinkedIn remain on Pole……

Thanks on the ATS.

By: Ted Meulenkamp

Ted Meulenkamp — Tue, 20 Nov 2012 16:10:48 +0000

very true what is being written there. I was in the loop around August that it was coming and have (via Work4Us) given a lot of suggestions but the monster they created is an utter failure.

I believe they have the market for a recruitment app, the crowd is there, the will is there and companies are willing to spend money on it. Just imagine being able to get targeted jobs in your news stream (only visible to you) on the site most people in the world spend their online time at.

The only thing is that they put their worst developers on it. They will get there and it will eat away from LI for sure.

And please, don’t get me the argument of FB is for pleasure and LI is for professional. Be futuristic!
And please 2, don’t tell me you won’t be able to find your candidates there. 22% of the population of FB is >45 years so we are talking 220.000 people which is more than the whole LI population (take out the 45m grannies if you want) :-)

I’ll get back to you on the ATS but our thinking is alike. Great things will come shortly :-)

By: Matthew Jeffery

Matthew Jeffery — Mon, 19 Nov 2012 23:12:46 +0000

@Ted.

By: Matthew Jeffery

Matthew Jeffery — Mon, 19 Nov 2012 21:30:18 +0000

@Jacob.

Thanks for all your great comments. This has been a fun debate. I got so much from the comments section. Very cool.

Keep on pushing mate.

By: Matthew Jeffery

Matthew Jeffery — Mon, 19 Nov 2012 21:22:53 +0000

@Ted.

Cheers mate. Means a lot from you. Miss you buddy. We only seem to get to spend time in Las Vegas. Lol

Last point first. Love to see what you and Roche do about ATS. You guys are radical and push the industry. I can’t wait. Please let me know, whether on or offline, what and how you intend to do this. We are also looking at how to work round zero ATS. Our discussion lies round LinkedIn’s Talent Pipeline and using Workday to process. Of course some will say that we are disadvantaged by relying on a 3rd party who own the data. But really, in reality, how much ‘value’ does an ATS have. (Argued this point above and won’t write again lol).

Whatever you decide Ted and Roche, others will follow. No doubts.

On your point one and the link, I have several concerns. Data should be used as extra information to steer decisions. Not make them. Have strict data tests with strikeout marks whereby they won’t be seen by recruiters because they scored low.

I don’t think many companies would employ the likes of Alan Sugar or Richard Branson based on their qualifications. Many companies are missing out on the best hires by data pigeon hiring. Data is a steer not a decider. And those that are entrepreneurial and are inventive and get in front of recruiters need to be reviewed, even if they lack the marks.

People tell me that Google are best at recruiting. As your link shows they have high test marks to secure interview. Then a candidate goes through a large number of interviews. Is this best? Leave you to decide.

For the mid to senior roles, sourcing teams should have mapped the market for the best.

At Universities, companies have their partner target universities and work with Professors to identify the best and most relevant talent.

By: Ted Meulenkamp

Ted Meulenkamp — Mon, 19 Nov 2012 17:29:34 +0000

loved the discussions, just didn’t have time to respond to many of them.

Just 2 things:

Your thoughts on this (candidate cloning?)
http://www.nytimes.com/2007/01/03/technology/03google.html?_r=1&

ATS: at Roche we are starting a discussion internally (I’m part of the 3 man band driving this) whether we can actually live without an ATS. We are planning something very cool around this and someone of you will be able to participate :-) can’t say much more but you are going to love it.

thanks Matt for having sparked what must have been the most passionate and longest discussion on any recruitment article.

By: Jacob Madsen

Jacob Madsen — Mon, 19 Nov 2012 16:08:46 +0000

OK so Rec 5.0 is visionary and for many a ‘pie in the sky’
However really quite simple and as you Matt come from a leading edge tech company that are pushing boundaries this is where the true ‘competition for talent’ is the hottest and where it is a question of do or die.
The arguments are absolutely clear to everybody to see that the general competition is hotting up and moving with increasing speed.
Convergence of skills, the competition coming from India and China ever increasing (that adapt and learn faster than we can imagine) the as in this thread discussed lack of ability to ensure next generation being educated well enough (for e a c h of the 16 IT Universities in India there are 10.000 applicants!).
As always we see those companies that truly understand this landscape (Autodesk being one) react and adapt applying the Rec. 3.0/4.0/5.0 thoughts to their TA focus, as for them it is a question of a chance of being here tomorrow.
As with recruitment agents still thinking it is year 2000 they will quickly die as they simply haven’t understood the world and their needs. For those that if not embracing Rec 5.0 then at least showing an interest and keeping themselves updated, they stand a better chance of adapting and surviving.

Your piece and trilogy is therefore education to the TA community, and then it is up to each individual how much or how little they wish to take away and implement, at least now we know.
I for one would never have realized what out there and possible if not been part of this journey, and for that I (and I reckon quite a few others) thank you.

By: Matthew Jeffery

Matthew Jeffery — Mon, 19 Nov 2012 15:45:07 +0000

THANKS TO EVERYONE WHO HAS COMMENTED AND ADDED TO THIS PAPER. APPRECIATED.
Interesting, as this thread is in its last embers, I have been reflecting on this thread / discussion.
I also spoke to a well-known Recruitment Leader today who said to me much of 5.0 was too futuristic and they would not be thinking of these issues for years.
Hhhhmmmm. I was kinda sad at that.
Whilst portrayed as a ‘future’ paper, much of this is here today and can be shaped / used for ROI by business.
- Mobile recruitment, (mobile site optimization and / or mobile apps), is here today. ROI demonstrated by Chris Bradshaw, Mike Taylor, Dave Martin in this thread.
- Big Data (Given the number of big data articles on ERE at the moment, it’s here).
- ‘Candidate Cloning’, (Microsoft is already doing this). And the seeds are there, when bodies like the CBI moan about the quality of talent, solutions will be forthcoming. (CBI complains of ‘Exam Factory’ Schools HERE: http://www.bbc.co.uk/news/education-20355664
- ‘Recruitment back to basics’. Candidate experience in recruitment is generally poor and a number of companies are all over enhancing candidate experience, measuring it, hence ‘back 2 basics’ is already here.
- ‘Death of the ATS’. This thread has really demonstrated that there is no one solution that has market support and credibility. NOT ONE.
- Emerging Markets dominate. The trends are there for all to see. Most recruitment leaders dedicate more of their time to Emerging markets today.
- The most controversial point of all was augmented reality. Surprisingly it merited less debate than other areas and when addressed was casually dismissed as too futuristic.
I love this area and see so much merit for recruitment, (especially I suppose as I have been privy to some of the great ideas being developed by recruiters for recruitment out there. Wish I could reveal here).
Hopefully, given I can’t say much, I can use some links to inspire…..maybe…lol

AUGMENTED REALITY: TOO FUTURISTIC?
Just wanted to share some more thoughts & links round augmented reality. It’s here but also vision stuff ;)
As quoted in the paper, Augmented Reality will be driven by mobile, (and we are seeing some great examples already).
Videogames are a great avenue into the mainstream / gaining mainstream credibility.
- The Playstation 2 kickstarted and drove mainstream adoption of DVD.
- The Playstation 3 drove mainstream adoption of Blu-Ray.
Now, heavy rumours / leaks are focusing on the next Xbox, (some call it Project Durango).
The next Xbox may well have Augmented Reality aspects. If so, that will drive AR, along with Mobile, into mainstream thinking and acceptance. No debate there.
Take a look HERE: http://www.pocket-lint.com/news/46139/xbox-720-document-reveals-console-details

Not only Microsoft and Xbox are looking at this. Google are experimenting:
http://www.pocket-lint.com/news/45180/google-augmented-reality-glasses-project-glass
This is not saying that we will all walk round in hideous glasses but AR can be done without glasses.
Look at the latest 3D Tv’s. yes, they are expensive but manufacturing costs drive down and sales increase.
This is a TV most would love. HERE: http://www.akwilav.com/3d-display-solutions/22-55-inch-hollographic-3d-tvs-lenticular-displays/55-inch-3d-display-3d-tv-55enabl3d-55-lenticular-holographic-3d-auto-stereoscopic-enabled-display-screen.html
I really advise people to have a look at some of this content. If only to understand AR more and to spark their own ideas for recruitment.
http://www.metaio.com/insideAR/ – watch some of the session videos – the AR experts/practitioners are predicting 2014 as the year AR will go mainstream.

Now recruitment and AR.
I am not going to list my ideas here as would lose competitive advantage. But for example, I saw a great example of recruitment AR in the Deloitte NZ grad magazine last year, with a grad popping out of the page and speaking to the reader/students. Very cool.

Outside of recruitment, take a look at these:
Augmented Reality and cars: http://identifeye.wordpress.com/2012/10/22/augmented-reality-car-windshield/
Samsung’s new smart window: http://www.youtube.com/watch?v=m5rlTrdF5Cs
Oakley in visor displays: http://www.youtube.com/watch?feature=player_embedded&v=2-9UAJ4v_8M

Roll on 2014, the year of Augmented Reality.