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Slide 1: The Far Future of Recruiting …a discussion By: Dorothy Beach, CIR PHR Front End Recruiting Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 2: New tools but personal Integration will have a different meaning Networks will be your currency* You will act as a job broker Hiring Managers or Clients will be more of a challenge Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 3: Your search for candidates will use web-based intuitive tools My6Sense Voice instead of text  - email will die Devices will be sensing you constantly and giving feedback Search through video face recognition  Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 4: You will connect using a personalized, wearable mobile device Nokia's Morph Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 5: Companies will create communities Where we are right now with mobile job marketing: SMS for college students... Can you croudsource candidates? Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 6: Bots will get your company target information or job profile for you while you zzzzzz… Did you read “A Day In The Life…? Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 7: Integrations by 2012? Between social media, ATS, website and HMs (can you say CRM? What about CI and market information?)  All accessible to mobile devices  ‘Hear of Mint.com? Tim.com? Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 8: Integration will all be on the web (3.0) – apps mashed up only for your needs Eric Schmidt's Address Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 9: Expectations of Millennials & Gen Ys  Expectations of Millennials – transparency, pointed training, fast-track, easy collaboration  Gen Y will take it for granted by the time they hit the workforce in 2015 Gary Hamel on Hiring Managers of Future Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 10: The recruiting job… A.) Will recruiting careers split into specialties? Candidate and HM profiler, career developer or advisor, talent manager, analyst, vendor and contract manager, community recruiting manager, job broker for temps… Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 11: The recruiting job… B.) Will recruiters become a project manager of all of the above and use an array of tools to do these jobs? (or maybe just one tool) Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 12: The recruiting job… C.) Will recruiters cease to exist at all? HMs have the same access to these improved communications tools Because talent is so important they will be more responsible for it Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 13: What I think you ought to do… Keep up with the technology – take all those baby steps  Prepare lines of argument to your clients or hiring managers – or better yet:  Make sure they get an ongoing stream of info telling them what is changing in talent’s expectations  Your own research is most valuable  Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com
Slide 14: I’ll listen to your opinions… FrontEndRecruiting.ning.com Invite me to LinkedIn: beach2000@gmail.com Dorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.com