Innovation in Recruitment
Innovation in Recruitment
IN RECRUITMENT
1 | Innovation in Recruitment
CONTENT
Contact 42
Recommendations 43
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INTRODUCTION
ARE YOU READY FOR THE REVOLUTION IN RECRUITMENT?
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INNOVATIVE SEARCH
TOOLS
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SOCIAL NETWORKS AND PLATFORMS:
MUST-HAVES IN THE SEARCH FOR TALENT
When asked about the tools they use in their job search, 76% of candidates mention social networks. 81% of companies
place their job ads on social media in order to be visible to a wider pool of talent.
Rating sites like Glassdoor are used by 1 out of 3 candidates, and more than 66% of companies use them.
Innovation is not just about technology - social networks and other web platforms are not new - but in new ways to
approach candidates and to adapt to their behavior. Only a few years ago, the typical path of a candidate searching for
a job was to respond to an advertisement on a job portal or a company site, or to send an open application. Now this
process is more focused on (professional) social networks and searching for opportunities on networking sites has become
the preferred way of searching for a large number of candidates.
1 OUT OF 3
CANDIDATES TURN
TO RATING SITES FOR
INFORMATION ABOUT
COMPANIES
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76%
OF CANDIDATES USE
SOCIAL NETWORKS IN
THEIR JOB SEARCH
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MATCHING SITES AND GEOLOCATION
APPLICATIONS
What about these new websites, that preach the matching between job requirements and skills, and offer
candidates personalized vacancy suggestions based on their profile?
While interviewing our candidates, we found that 88% of them use these sites during their search.
These websites are particularly popular among candidates in certain functions: candidates specialized in finance and banking
are by far at the top of the profiles that use matching sites in their job searches (45%), followed by candidates in office
support (12%) and HR (10%).
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Since job searching websites are becoming increasingly popular among candidates, companies are adopting them as well.
Almost 64% of the questioned companies use them in the search for skilled candidates. Almost half of them (48%) identify
‘it increases the chances of a good match’ as the main advantage of this innovation. 34% believe it makes the recruitment
process faster and 19% feel like it makes the process less personal.
While these tools are very useful in the quest for talent, they cannot replace face-to-face conversations. Personal contact is
still essential for the evaluation of candidates’ soft skills. This means digital tools are an addition to recruiters’ current tools,
rather than a replacement for human contact.
Among applications that personalize the job search, geolocation applications are still less popular: only 5% of companies
use them.
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ARTIFICIAL INTELLIGENCE AS A RECRUITMENT
TOOL: GOOD OR BAD IDEA?
Artificial intelligence as a tool for recruitment: it is an opportunity for some, and a danger to others.
While only 8% of the recruiters in our survey have adopted sourcing tools that use artificial intelligence, 61% of them would
like to in the future.
Since algorithms are a new development, they still cause quite a few fears. Among candidates, 52% think that algorithms
present a risk of dehumanization or cause a lack of personalization to the recruitment process. Algorithm tools can also give
candidates the impression that they can not fully show their skills during the recruitment process. This is the case for 28%
of candidates.
On the recruiting side, the fear of dehumanization or a lack of personalization is also common (41%). On top of that,
13% of the questioned recruiters are afraid that these algorithm tools, such as matching sites, might be unreliable in the
assessment of candidates.
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HOW RECRUITERS AND CANDIDATES SEE ARTIFICAL INTELLIGENCE (AI)
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CASE STUDY AND FINDINGS
ARYA
“AI is the talent acquisition buzzword of the moment, but few suppliers offer a credible and tested
product. Arya is one of the market leaders globally, and was selected by Resource Solutions as one
of our AI sourcing pilot partners. By focussing on accuracy, speed and costs, our pilots suggest it’s
promising, but further developments are needed. With AI, you get out what you put in, so we expect
massive improvements next year.”
FAYE WALSHE - Global Head of Innovation at the Robert Walters Group
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THE ROBERT WALTERS INNOVATION LAB’S EXPERIENCE WITH ARYA
In our first four-week trial of Arya for an international banking client, we tested its ability to independently read job
specifications and source appropriate talent from the social web and one job board CV database. We raced the machine
against our recruiters to measure performance.
KEY FINDINGS
■ A rya can find 8x more candidates per vacancy than recruiters within a timeframe of 40 minutes
■ A rya was more successful in sourcing suitable CV’s for high volume roles, scoring 23% accuracy compared to 14% for
lower volume roles
■ A rya’s accuracy started off at 17% in week 1 to 3. Due to this low accuracy, our experienced recruiters found 6 more
suitable candidates per hour than Arya during the first stage of the project
■ In week 4 Arya’s accuracy increased. As a result, Arya’s candidate search performance closely matched that of our
recruiters in the second stage of the project. This is an exciting prospect, giving us a glimpse that results could improve
with more time/usage
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CASE STUDY AND FINDINGS
ENTELO
■ E ntelo leverages big data, predictive analytics and social signals to help
recruiting organisations find, qualify and engage talent
■ Primarily for technology recruiters, Entelo claims their predictive “More Likely
to Move™” algorithm can identify which candidates are most likely to change
jobs
■ Entelo’s Stack product is a sophisticated analytics solution that enables
recruiters to rank job candidates against open vacancies
■ Entelo launched ‘Envoy’ in October 2017. Entelo Envoy gathers information
about a recruiter’s open job. Envoy does this automatically by parsing the job
description and recruiters can also add additional information that may be
useful. After that, Envoy goes to work in the background, identifying the best-
fit candidates and automatically initiating the outreach process
■ Clients include Visa, Facebook and Salesforce
PREDICTIVE SOCIAL
SEARCH
ANALYTICS RECRUITING
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THE ROBERT WALTERS INNOVATION LAB’S EXPERIENCE WITH ENTELO
The Innovation team has assessed many talent aggregators and it is some of the value-adding enhancements of Entelo that
really make it stand out from its rivals: the diversity filter allows our recruiters to strategically source by demographic (female,
African American and military veterans, for example). The email finding function has resulted in outstanding response rates,
whilst the ‘More Likely to Move’ function could help improve recruiter productivity.
We identified a talent pool consisting of female talents who were underrepresented in Switzerland for a global
marketing client:
■ W
e achieved a 60% response rate from candidates, which is double the response that we could expect
60% from Linkedin
■ 1
6 CV’s were added to our talent pool for future roles, and 8 interviews were conducted in 10 days
Robert Walters USA also piloted Entelo by identifying hard-to-find talent in a highly-competitive market on the
west coast:
696 ■ T
he team approached talent differently by sending a higher volume of emails in their campaigns: 696
emails sent achieved a 69% open rate
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CASE STUDY AND FINDINGS
VIDEOMYJOB
“Academic research has proven that reading is impaired when using a mobile device, so why copy and
paste long job descriptions? VideoMyJob is an affordable and authentic service for even the smallest
employers to create branded video job ads. We love the embedded autocue but ongoing
bugs can cause the odd headache.”
FAYE WALSHE - Global Head of Innovation at the Robert Walters Group
SOCIAL WORKPLACE
ADVERTISING DIVERSITY
RECRUITING TRANSPARENCY
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REINVENTING THE JOB
APPLICATION PROCESS
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PRE-RECORDED VIDEO INTERVIEWS:
A NEW TYPE OF JOB INTERVIEW
When talking about video interviews, we often think of the traditional Skype call. This is the type of distance
interview that is most frequently used (49% of candidates and 60% of companies use it). Recently, we are seeing
a new type of interviews: the pre-recorded video interview.
The process starts by providing the candidate with a series of questions, which he or she can answer in a video. The recruiter
then watches this video later on and gets an impression of the skills of the candidate before actually inviting the person for a
physical interview.
But beware, whereas live video interviews are well appreciated by candidates (69% of candidates like using this tool),
this is not yet the case for pre-recorded video interviews: 56% of the candidates that have been confronted with this
way of interviewing state that they have not enjoyed the experience. This is even more the case for younger generations
of candidates. Among candidates under the age of 30, 59% are uncomfortable with recorded video interviews. Of the
candidates who are not familiar with video interviews, only 21% say they are eager to try them.
Although recorded video interviews are not yet used very often (8% of companies), it offers great flexibility to both recruiters
(by offering more freedom in their schedule) and candidates (who have the opportunity to re-record their answers when
needed).
69% 56%
of candidates who have experienced a of candidates who have experienced
live video interview have enjoyed it a pre-recorded video interview felt
uncomfortable
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8%
OF COMPANIES USE
PRE-RECORDED VIDEO
INTERVIEWS IN THEIR
RECRUITMENT PROCESS
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1 OUT OF 2
COMPANIES PERCEIVE
PREDICTIVE TESTS AS A
HELPFUL TOOL TO SELECT
SUITABLE CANDIDATES
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PREDICTIVE RECRUITMENT AND GAMIFICATION:
AN INTELLIGENT AND FUN ASSESSMENT
Besides the “classic” tools, companies are increasingly using smart tools to evaluate the skills and discover the
personality of their candidates.
Among these smart tools, predictive recruitment tools are most frequently used: 2 out of 3 candidates have already been
tested predictively (aptitude tests, personality tests, etc.) and 44% of companies claim to use them regularly.
The usage of these tests is still increasing. Among those candidates who have had their last interview longer than 3 years
ago, only 9% have experience with predictive tests.
Be careful however: these tests are perceived by 1 out of 2 companies as a tool to select suitable candidates. Yet circa 1
out of 3 candidates feel like these tests do not give them the opportunity to show their qualities and skills. Therefore it is
necessary to be careful when analyzing the results and feedback obtained from candidates.
Another playful way to evaluate the skills of candidates, is by using game based tests. Approximately 1 out of 4 candidates
have experience with this, and 8% of companies use gamification.
Gamification echoes the evolution of recruitment processes. Recruitment is no longer just about the evaluation of candidates,
but is now also used to enhance the employer brand and the attractiveness of the company.
2 OUT OF 3 8%
candidates have already been tested of recruiters use gamification in their
predictively (aptitude, personality, etc.) recruiting process
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VIRTUAL REALITY: THE FUTURE OF
DIGITALIZED RECRUITMENT?
As an even more advanced tool to assess the qualities of candidates, virtual reality (VR) has made its entry into
the world of recruitment.
Several companies have integrated VR-based job simulations in their recruitment processes. These interactive simulations
project candidates more realistically into a proposed situation. They are, for example, challenged to make decisions in a “real”
environment. It is another way for companies to select those candidates that are most likely to be a match with the job and
the company.
Virtual reality and VR-based job simulations are particularly popular among candidates: 81% of those who have used these
tools have enjoyed the experience. These innovations, which are still a novelty, are currently not used in recruitment very
often: only 2% of companies say they use them. Therefore, 2 out of 3 candidates have never tested these tools and are
curious to try them.
When candidates are asked about the reason why they would like to use VR, 31% of them think it would give them a clear
image of the job requirements and company culture. 22% of companies consider it to be an aid that could help them make
the right decisions about candidates.
9%
Live video interview 39%
7%
Pre-recorded video interview 5%
5%
Game-based test 17%
15%
Predictive test 46%
1%
VR/VR-based job simulation 5%
Candidates who used it and did not like it Candidates who used it and did like it
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31%
OF CANDIDATES FEEL
THAT VR-BASED JOB
SIMULATIONS CAN PAINT
A CLEAR PICTURE OF THE
JOB AND COMPANY
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CASE STUDY AND KEY FINDINGS
CODILITY
ASSESSMENT
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THE ROBERT WALTERS INNOVATION LAB’S EXPERIENCE WITH CODILITY
Our Innovation Lab organized a test to determine if Codility could be a viable solution to help one of our clients, a leader in the
international financial services market, to cope with the many interviews their technology department is facing.
KEY FINDINGS
TIME SAVING 10% Time Saving: First stage phone interviews for this case study account for over
10% 435 hours of a hiring manager’s time (16 hours per vacancy). As a result of our trial, the
number of hours dropped to 389 (13 hours per vacancy).
DELIVERING
QUALITY The number of candidates that were rejected after taking the Codility assignment was
4.8% higher than the number of rejects after manual screening by technology experts and
4.8% hiring managers.
“Codility saves time, replacing the need to have a technology expert or hiring manager review CV’s and
conduct telephone interviews. Tests can be administered by the recruiter once a CV is received and
all candidates can be given the chance to take a test. This not only reduces unconscious bias at CV
review stage, but also gives candidates who might not be able to craft a well written CV the chance to
demonstrate their skills.”
TOM LAKIN - Senior Innovation Manager at the Robert Walters Group
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CASE STUDY AND KEY FINDINGS
MINDX
“Let the games begin. MindX GBAs target curious and driven digital natives who want the opportunity
to demonstrate their abilities. It was a unanimous positive verdict in our pilot group. A great candidate
experience, and its bespoke reports provided insights on each person’s psychological characteristics
which could be matched with key job requirements.”
TOM LAKIN - Senior Innovation Manager at the Robert Walters Group
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NEW MARKET ENTRANT // MARKET PLAYER // ESTABLISHED
GAME-BASED DATA
ASSESSMENT GAMIFICATION
ASSESSMENT VISUALISATION
There was unanimous positive feedback received on the candidates experience and the reports from MindX were used to
identify individual strengts, weaknesses, as well as team gaps.
MindX personality maps served as a supplement to candidate interviews in selecting the right new team member.
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CASE STUDY AND KEY FINDINGS
SONRU
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11%
OF CANDIDATES HAVE
USED PRE-RECORDED
VIDEO INTERVIEWS
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INNOVATIVE ONBOARDING
FOR HIGHER ENGAGEMENT
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COLLABORATIVE INTRANET, E-LEARNING
PLATFORMS: THE BASICS OF SUCCESSFUL
INTEGRATION
63% of companies have a collaborative intranet for information sharing among new and existing employees. It
is a popular tool that is appreciated and adopted by 38% of the surveyed candidates during their last onboarding
process.
Training, essential for a smooth onboarding process, also has its innovative tools. E-learning platforms are used
by 50% of companies and adopted by 60% of candidates.
E-LEARNING PLATFORMS
ARE USED BY 50% OF
COMPANIES FOR THE
ONBOARDING OF NEW
EMPLOYEES.
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88%
OF THE USERS OF
E-LEARNING PLATFORMS
APPRECIATE THE
EXPERIENCE
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45%
OF CANDIDATES HAVE
EXPERIENCE WITH
ONBOARDING VIDEOS
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INNOVATIVE TOOLS IN THE ONBOARDING
PROCESS
Few candidates have had the opportunity to use innovative digital tools as part of their onboarding, although these solutions
have proven itself to be effective for some years. 90% of those employees who have accessed a corporate social network
during their onboarding process appreciated the usage.
59% 45%
of respondents report to have accessed of candidates have experience with
a corporate social network upon their onboarding videos
arrival in a new position
45% of candidates have used onboarding videos, and 84% of them appreciated these videos. This shows that video is a
welcome addition to the onboarding program.
12%
E-learning platform 88%
16%
Onboarding video 84%
12%
Collaborative intranet 88%
candidates that did not appreciate the experience candidates that did appreciate the experience
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CASE STUDY AND KEY FINDINGS
INDUCTNOW
ONBOARDING &
INTRODUCTION
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THE ROBERT WALTERS INNOVATION LAB’S EXPERIENCE WITH INDUCTNOW
Resource Solutions, part of the Robert Walters Group, has launched its own InductNow platform last year in the UK, South
Africa, the United States and the Asia-Pacific region.
KEY FINDINGS
■ Users receive a welcome email with individual login details from Resource Solutions
■ Users receive a login between the moment they verbally accept the job and their start date
■ Number of active users during first week of trial - 26
■ Number of training modules completed - 180
“As a fast-growing business, we needed to ensure our new employees received a warm Resource
Solutions welcome along with essential information via a fully branded, mobile-optimized platform. The
portal is one of the first personalized touch points and a great way to share our values in a professional,
engaging way.”
INDY LACHHAR - Head of Talent Development at Resource Solutions
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PRACTICAL CASES AND KEY FINDINGS
WORKPLACE BY FACEBOOK
RECEPTION &
MOBILE
INTEGRATION
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EXPERIENCE OF ROBERT WALTERS’ INNOVATION LAB
In 2018, the Robert Walters Group has introduced Workplace by Facebook to all employees worldwide; over 4000 users. We
surveyed them about their use of Workplace.
MAIN RESULTS:
■ 8
6% of our employees use Workplace on a daily basis
■ 9 0% of our employees feel that they are better informed about the activities of their colleagues
■ 8 3% of respondents say they feel closer to their colleagues and the whole Group
“The introduction of Workplace to the entire Robert Walters Group marked a turning point in the efficiency
and visibility of information within the different teams. Now that Robert Walters is growing rapidly,
Workplace is a must-have platform to stay united and in touch.”
CORALIE RACHET - Managing Director Robert Walters France
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PRACTICAL CASES AND KEY FINDINGS
TEACH ON MARS
■ T each on Mars is a mobile learning platform integrating all parts of the learning
cycle (before, during and after the face-to-face training)
■ Employees become more involved in their training thanks to an intuitive native
application: they are trained faster and easier, using their mobile, tablet or
computer
■ By integrating gamification (badges, ranking, battles), Teach on Mars allows
training to become fun and dynamic
■ The social dimension (walls, liking, sharing, forums) is also acclaimed by
learners
■ Used in the integration process, the Teach on Mars solution modernizes
professional training and enhances the employer brand. Fully customizable
to corporate colors, the application reinforces feelings of belonging and the
desire to learn
TRIPLE SATISFACTION
■ For trainers: improved engagement and clear insights into the level of
knowledge of the participating employees
■ For employees: personalized, high paced training, adapted to their level of
knowledge
■ For the company: modern, multilingual training that is delivered in real time
and easy to monitor
RECEPTION &
TRAINING MOBILE
INTEGRATION
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EXPERIENCE FROM KLEPIERRE
Klépierre, a major player in shopping center real estate in continental Europe, operates in 16 countries with more than
hundred large centers.
Its internal training programme, Klépierre University, aims to accelerate the skill development of their 1,300 employees and
to modernize educational content through digital tools. Teach on Mars was used for the whole range of training on various
topics, from social skills to management and cost saving. Upon arrival, a new employee gets access to Teach on Mars. Here
the employee has access to his integration path: a presentation of the company and its strategy and history, as well as a
presentation of the headquarters with a 360° representation of the building.
MAIN RESULTS
■ 1 00% of Teach on Mars users felt like they were trained better and faster
■ 52% of employees connected to Teach on Mars within the first months
■ Klépierre now offers 25 courses through Teach on Mars
“Teach on Mars marked a turning point in the visibility and effectiveness of our training within the group.
In this time of digitalization, Teach on Mars is an essential platform to train our staff and spread the
corporate culture that unites our teams in Europe.”
BETTY ABILIOU - Corporate University Manager, Klépierre
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CONTACT US
EINDHOVEN
Pim van der Groen
e: [email protected]
t: 040 7999 910
ROTTERDAM
Annemieke Peskens
e: [email protected]
t: 010 7998 090
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RECOMMENDATIONS
OUR 5 TIPS FOR COMPANIES WHO WANT TO GIVE INNOVATION THE ROLE IT DESERVES IN THEIR
RECRUITMENT PROCESS:
1. Make sure your brand is visible on social media networks 5. Not all skills can be measured by means of technology:
and on rating websites. Reviews from your current although matching sites and assessment tools can
employees provide valuable insights to potential hires. definitely be helpful in confirming the judgments of both
the candidate and recruiters, these developments will not
2. Offer innovative experiences to your applicants and new replace human contact. This is still a necessary element
joiners: virtual reality, social intranet platforms, videos... in the process to establish feelings of trust. Instead of
innovation offers a range of opportunities to share replacing people, innovation puts human contact back at
your employer brand during the hiring stages and the the heart of strategy and performance.
onboarding program.
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AUSTRALIA
BELGIUM
BRAZIL
CANADA
CHILE
CHINA
FRANCE
GERMANY
HONG KONG
INDIA
INDONESIA
IRELAND
JAPAN
LUXEMBOURG
MALAYSIA
NETHERLANDS
NEW ZEALAND
PHILIPPINES
PORTUGAL
SINGAPORE
SOUTH AFRICA
SOUTH KOREA
SPAIN
SWITZERLAND
TAIWAN
THAILAND
UAE
UK
USA
VIETNAM
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