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State of the Profession 4.3.18
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Founded in 2016 as a 501 (c) 6 Non-Profit
Established to be THE Professional Association for Talent Acquisition
Primary Goal is to Advance the Profession
ATAP At-A-Glance
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Our Powerful Mission:
We will build a common body of knowledge, establish standards and ethics, and advocate for our profession. We will cultivate a community to help
professionals better learn from, and network with, each other.
Our Vision for Impact:
We will grow and advance the profession to demonstrate the impact of Talent Acquisition in every organization around the world.
Our Values-based Approach:
Our values guide our work. They are to be: inclusive, sustainable, transparent, mission-driven, member-guided, career-oriented, future-oriented, open-
minded and unbiased.
ATAP At-A-Glance
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ATAP At-A-Glance - Sponsors
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ATAP At-A-Glance - Membership
600 + IndividualMembers(Including 100+
Charter Members)Corporate Members
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Based on data provided directly from LinkedIn (By Location) & search of LinkedIn Sales Navigator (By Employer and By Title) – March 2018
Assumption that a vast majority of TA professionals have public LinkedIn Profiles
Current Title search included: recruiter OR recruiting OR staffing OR "talent acquisition" OR recruitment OR "executive search" OR consultant OR resource OR resourcer OR sourcer OR sourcing
Keywords: recruiter OR recruiting OR staffing OR "talent acquisition" OR recruitment
Recognition that results do not include HR Professionals who have TA responsibilities, those who do not have the titles included in the current title search or TA Professionals in China
Special thanks to Johnny Campbell, Steve Levy and the SourceCon Facebook Group for help with the search terms
The Talent Acquisition Profession - Demographics
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2.2 Million Worldwide
844K in the US
275K in India
240K in the UK
87K in NYC
64K in London
50K in the Bay Area
37K in Los Angeles
36K in Chicago
Other Markets With ~30K - DFW, LA, DC, ATL
The Talent Acquisition Profession – By Location
#Number of Recruiters tagged by LinkedIn
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55K VP or C-Level
125K Director
125K Manager
1.3M Senior
412K Entry
The Talent Acquisition Profession – By Level
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6900 - Hays
6075 – IBM
4800 – Kelly Services
4300 - Adecco
3600 – Robert Half
3400 – Amazon
2900 – Randstad
2400 – Google
2100 – Oracle
2000 – Microsoft
1850 - Facebook
The Talent Acquisition Profession – By Company
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ATAP’s 1st Survey Measuring Views and Perceptions of TA Professionals
Conducted January-February 2018
516 Responses
90 Innovative Practices Submitted
TA as a Profession Survey
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TA as a Profession Survey - Results
50% said that their team increased in size over the past year, 37% said that team size stayed the same
37% agreed that friends and colleagues outside the profession understood what they did as a TA professional
75% agreed that they would recommend TA as a viable profession/career
75% said that their long-term career ambitions were in TA (as opposed to in HR but not in TA, or outside TA and HR altogether)
69% said that they participated in online networking groups, 56% said that they participate in in-person networking groups/meetups
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TA as a Profession Survey – Results (5 point scale)
Contingent & Retained Search Professionals (4.2) were more likely to agree than Corporate
Professionals (3.5) that they had access to tools & resources necessary to be successful
Contingent & Retained Search Professionals (4.4) had a greater
understanding of their career path opportunities in TA than
Corporate and RPO Professionals (3.7)
Management-level Professionals (4.0) had a clearer
understanding of their career path opportunities in TA than Individual Practitioners (3.6)
Early career TA Professionals (0-5 yrs exp – 3.8) were more likely to
believe that they had time & capacity to enable them to be effective than mid-career TA
professionals (6-10 yrs exp – 3.2)
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Kristy Bronk – Talent Acquisition Manager
Dynamic Recycling
LaCrosse, WI
• Established Coulee Region Recruiting Consortium to share key open reqs, challenges, successes, referrals, etc.
• Share candidates with Consortium members for similar open reqs.
• Win-win for candidates and employers• Feedback has been outstanding from employers
and candidates alike
Innovation in TA – Finalist – Partnering for the Greater Good
https://vimeo.com/260654026
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Laura Scherban – Sr VP, Global Head of Talent Acquisition
Brown Brothers Harriman
New York, NY
• Targeted to candidates who have been out of work for 2+ years
• Program ran from Sept-Nov 2017• Program included orientation, mentoring, and
coaching• Majority of program participants were converted
into full-time roles• Now viewed as an employer for those who may not
have a ‘traditional’ resume
Innovation in TA – Finalist – Restart@bbh
https://vimeo.com/260653385
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Chris Stanzione – Dir. Talent Acquisition Americas
Manhattan Associates
Atlanta, GA
• Small team based in US and India• Implemented Scrum model of sourcing and
screening support• Purpose to leverage team for sprints on particular
reqs or skill sets• Has improved efficiency of presenting a slate of
qualified candidates• Optimizes business acumen and capacity of the
team
Innovation in TA – Finalist – Leveraging Scrum Model
https://vimeo.com/261466643
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Learn More
Atapglobal.org
contact@atapglobal.org
Facebook.com/ATAPGlobal
Twıtter.com/ATAPGlobal
GLOBAL
TALENT ACQUISITION
DAY
Coming Soon!
You’re Invited
When? Wed. September 5, 2018
Who? Talent Acquisition Professionals
everywhere!
#GlobalTADay
ilovetalentacquisition.com
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