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The future of recruiting: 'New Kool vs Old Skool

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What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.

What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.

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  • BUT, they may not be getting jobs there now but they are already looking for them there nowAnd that can only increase
  • Again its clear that the talent market will drive the talent sourcing function to SM, even if employers are slow to respond!Its clear there is a HUGE opportunity for far sighted employers to get ahead of the pack when sourcing hard to find skillsSM is a channel which can pay off right now and will pay off far more in the futureBut you need a plan!
  • When putting together a strategy I always ask the following 6 questions to enable me to define how it will be used.Target audience – Knowing you audience is key to using the platform correctly. E.g. A white paper would be better placed on a blog or your LinkedIn profile due to it’s audience and etiquette rather than Facebook which is more casual.Time: It’s sensible to set flexible time frames on how long you want people to spend on each platform, this just set parameters to the user but I would recommend you re-asses on a monthly basis how well each platform is doing to how much or less you invest in it Tone: so chit chat is more appropriate on Facebook and more formal tone on LinkedInContent: It is a good idea to brainstorm ideas of content that would be appropriate for that platform. I would also have a look at your website and see what on their could be used i.e. PR, videos, news, articles etc..Sell: This question will be key to a good strategy. Selling on certain platforms will devalue your content and affect your brandExpertise: It is always great to show your expertise but some platforms are more about the social aspect rather than posting volumes of informationI would recommend you go through each platform a create a profile using the following questions but also make sure you decide who will be responsible for the each platform and who can contribute. It defines to the company who manages it so they know who to go to provide content and gives clear objectives to those involved. Starting a strategy without deciding who will run it and who will contribute to it will become unorganised which is essential to gaining momentum.
  • There are a lot of options out there and more and more occurring everyday. I wouldn’t recommend getting caught up in trying to do everything, you will find much more benefit in concentrating on a handful that compliment your companies brand and your marketing strategy.
  • We then established what each one meant to us to make sure we were using them in the correct way Here is how we see the some of the platforms we use:
  • Twitter drives your audience around your platforms, use it to create noise. Put parameters around your chit chatEngage your audience let them get to know you and your company
  • Setting up your pageContentWho to followGenerating followersBuilding community
  • Transcript

    • 1. The future of Recruiting‘New kool vs. old skool’
      Greg Savage, Global CEO
      Firebrand Talent Search
    • 2. Our customers…….
      What are they thinking?
      How is it different?
      What are the doing?
      How are they changing their approach to recruitment and recruiters?
      | Enemy of Average
    • 3. MEDIA / ADVERTISING
      BBC Worldwide – Global Resourcing Manager – London
      CHE (Clemenger Harvie Edge Pty Ltd) – Managing Director – Melbourne
      Fox – Director & Territory Head – Malaysia
      Grayling – Managing Director – Singapore
      Leo Burnett Group – Chief Executive Officer – Singapore / Malaysia
      Leo Burnett – Head of Human Resources – Malaysia
      Media Brands – Chief Executive Officer – Malaysia
      MRM Worldwide Inc. – President – Tokyo
      Ogilvy Group – Chief Executive Officer – Melbourne
      Ogilvy Group – Chairman - Australia
      Ogilvy Group – Head of Talent Management – Australia
      Saatchi & Saatchi – Managing Director - China
      SCHAWK – Regional Human Resources Manager – Singapore
      TAG Wordwide– Regional Business Director – Singapore
      Universal McCann – Director of Social Networking – Malaysia
      Vivaki – Talent & Transformation Director – France
      Wunderman International – Human Resource Director – Tokyo
      | Enemy of Average
    • 4. CONSUMER / RETAIL
      Heineken – Marketing Manager – Singapore
      Burberry – HR Director – Tokyo
      Burberry – President – Tokyo
      Burberry – VP, Human Resources APAC – Hong Kong
      Burberry – General Manager S.E.A – Singapore
      L’Oreal - Marketing Manager – Melbourne
      L’Oreal – Vice President – Tokyo
      Nike Japan Corp – Japan Talent Acquisition Director– Tokyo
      Quiksilver – North Asia President – Tokyo
      TANGS – VP of HR– Singapore
      Alexander Mann – Global Talent Manager - London
      | Enemy of Average
    • 5. Financial / IT/ Telcos / Government
      Deloitte – Leadership Development Consultant – Melbourne
      DBS Bank – Vice President HR – Singapore
      Group M – Chief Executive Officer – Malaysia
      Pattersons – Head of Marketing – Australia
      Western Union – Director, Marketing Asia – Singapore
      Google – Chairman – Malaysia
      McCann Erickson –Director of Talent Management – Tokyo
      Telstra – Social Media Senior Advisor - Australia
      Telstra International – Marketing Director Asia – Singapore
      Singapore Tourism Board – Director, HR – Singapore
      Tourism Australia – General Manager Marketing – Sydney
      | Enemy of Average
    • 6. What your customers are thinking and doing…. right now
      They want to cut you out!
      Trimming recruitments costs is a major driver
      They are cynical about our value
      They see Social Media as an alternative – to us!
      They know about the talent crunch
      CEOs are thinking about talent as a business priority
      They are hiring – or planning to
      Balancing hiring and cost control
      The emergence of a “skills churn”
      Hunt for talent is now really global
      Attitude of the candidate has changed too
      Candidates resent the ‘traditional’ recruitment process
      “Application apathy” and distrust
      Candidates want transparency and speed
      | Enemy of Average
    • 7. | Enemy of Average
    • 8. What your customers are thinking and doing…. right now
      They want to cut you out!
      Trimming recruitments costs is a major driver
      They are cynical about our value
      They see Social Media as an alternative – to us!
      They know about the talent crunch
      CEOs are thinking about talent as a business priority
      They are hiring – or planning to
      Balancing hiring and cost control
      The emergence of a “skills churn”
      Hunt for talent is now really global
      Attitude of the candidate has changed too
      Candidates resent the ‘traditional’ recruitment process
      “Application apathy” and distrust
      Candidates want transparency and speed
      | Enemy of Average
    • 9. | Enemy of Average
    • 10. What your customers are thinking and doing…. right now
      They want to cut you out!
      Trimming recruitments costs is a major driver
      They are cynical about our value
      They see Social Media as an alternative – to us!
      They know about the talent crunch
      CEOs are thinking about talent as a business priority
      They are hiring – or planning to
      Balancing hiring and cost control
      The emergence of a “skills churn”
      Hunt for talent is now really global
      Attitude of the candidate has changed too
      Candidates resent the ‘traditional’ recruitment process
      “Application apathy” and distrust
      Candidates want transparency and speed
      | Enemy of Average
    • 11. Recruitment, social media events
      Malaysian Digital Association: Keynote Speaker: ‘Changing Recruitment Landscape in a Digital Age’ – Kuala Lumpur
      Creating Online Sustainable recruitment Strategies: Keynote Speaker : ‘Designing and implementing an effective Social Media Recruitment Strategy for a niche market’- Sydney
      iStrategy – ‘Transform your Digital Strategy’ Conference: Keynote Speaker:  ‘Changing Recruitment Landscape in a Digital Age’; - Melbourne
      ITCRA Gala Dinner: Key Note Speaker: ‘20 ways the world of recruitment is changing’: Melbourne
      Sydney Bloggers Festival: CEO keynote address: ‘Online communications for the CEO’: Sydney
      RCSA Panel Breakfast Series: Lessons, tips and inspirations from industry leaders Sydney
      #Tru Unconference. Track Leader: ‘New Kool vs Old Skool’: London
      UK Recruiter: Recruitment Directors Networking. Keynote Speaker: ‘Leveraging Recruitment business growth’
      | Enemy of Average
    • 12. “the times they are a changing”
      Not everyone is looking for a job!
      Why do we invest our search in < 10% of the talent pool?
      Recruiters failing to attract unique talent to their databases
      Our talent pool is becoming a talent puddle
      The “scary” part about recruitment is all about candidates
      We must change our definition of “a candidate”
      The future of recruitment is that everyone is a candidate
      Its up to US to convert them to “active” candidates
      “Just in time” recruitment is dead or dying
      “Old Skool” means you will have nothing to offer clients that they can’t get themselves
      | Enemy of Average
    • 13. Talent pools and Talent Communities
      Build communities, don’t rely on pools
      A ‘Talent Pool” is little more than a static database
      Typically made up of active job seekers who have approached us.
      One-dimensional store of data
      Our “talent pools” are being smashed by Facebook and LinkedIn
      Talent communities are not static and one-dimensional
      Often an on-going dialogue between talent and recruiter
      | Enemy of Average
    • 14. Talent communities
      The talent may not even be looking for a job, may have not applied for a job, we have never discussed jobs but has these outcomes:
      Collaboration and sharing of ideas;
      Feeling of inclusiveness and belonging;
      Sharing of similar values;
      Knowledge and learning;
      Openness and trust;
      Engagement and responsiveness;
      Brand awareness
      Talent communities is about tapping into passive candidates
      Is that important then ?
      | Enemy of Average
    • 15. | Enemy of Average
    • 16. So, is social media part of the new kool for new age recruiters?
      | Enemy of Average
    • 17. Talent: Do you Job Search on Social Media sites?
      Gen Y 23%
      Gen X 24%
      Baby Boomers 24%
      Source. Kelly Global Workforce Index: The evolving workforce
      | Enemy of Average
    • 18. Talent: Do you feel it Essential to be active on Social media to advance your career?
      Gen Y 34%
      Gen X 26%
      Baby Boomers 20%
      Source. Kelly Global Workforce Index: The evolving workforce
      | Enemy of Average
    • 19. | Enemy of Average
    • 20. | Enemy of Average
    • 21. | Enemy of Average
    • 22. | Enemy of Average
    • 23. Why Social media for Recruiters?
      Brand
      Influence
      Build community
      Passive candidates
      Credibility with clients and talent
      Referrals and recommendation
      Customer interaction
      Generate leads
      | Enemy of Average
    • 24. Before you invest in Social media or twitter — The 7 questions
      What are your objectives? i.e. Raise your personal brand, engage with talent, build a community, increase your credibility
      What is the target audience?
      What time investment is needed?
      What tone of conversation will you use to engage your audience?
      What type of content is appropriate?
      Is it appropriate to sell?
      Is it an opportunity to show your expertise?
      | Enemy of Average
    • 25. Choose your platforms
      | Enemy of Average
    • 26. Facebook
      Facebook is like a pub -
      An informal place to talk casually with people on a more personal basis, shoot the breeze, tell jokes, meet people they have never spoken to before
      But a Facebook Page is like a function room in a pub
      Benefits:
      Great for SEO
      Building a community
      Creating advocates
      Not great for B2B, but good for B2C –i.e Candidates
      | Enemy of Average
    • 27. Twitter
      Twitter is like a cocktail party -
      Lots of conversations going on at once. If you like a conversation, you might share it with another group. High energy. Lots of talking, not much listening. More cordial and polite than the Facebook “pub”.
      Benefits:
      Brand exposure /PR
      Great for blog content distribution
      Building relationships
      Creates advocates
      Build a community
      Build your expert status
      Generates candidates
      Links you with clients
      Can showcase the best jobs
      | Enemy of Average
    • 28. LinkedIn
      LinkedIn is like a Trade show or corporate conference -
      More business like. More formal. People are there to connect, work and learn. Know they are on show. More buttoned down. Dress up a little, unlike the pub or even the cocktail party. People know (or should know!) they are being assessed
      Benefits:
      Great for SEO
      Great for blog content distribution
      Business development
      Personal Branding
      Information
      Candidates
      | Enemy of Average
    • 29. YouTube
      YouTube is like the Sydney Gay and Lesbian Mardi Gras or Times Square on NYE -
      Anything goes!
      Benefits:
      Great for SEO
      Branding
      Creating advocates
      Very viral
      Many dangers too!
      | Enemy of Average
    • 30. Blogging
      A blog is like Hyde Park Corner in London -
      Say whatever you like. Audience is fickle - will drift in and out. But ideas are shared and followers found.
      Benefits:
      Great for SEO
      Great for keyword rich, relevant content
      Attracts engaged customers
      Attracts more decisions makers
      Creates advocates
      | Enemy of Average
    • 31. Twitter Strategy
      Target audience:
      Clients, Candidates, what level, what category
      Time Investment: Build up from once a day to 2-4 tweets a day (approx. 20 – 30 mins a day)
      Tone: conversational, chit chat
      Content: define the chit chat i.e. Business events, company news, industry news.
      From “broadcast” to “engagement”
      Twitter drives other social media platforms
      Link to all other platforms and website i.e. Blog posts, Facebook, press releases, company news, testimonials, YouTube, articles, promotions, events, advice
      Sell yourself: Yes intermittently – Don’t overly promote yourself, add value – only “hot” jobs
      Listening as important as talking
      Show expertise: Yes
      | Enemy of Average
    • 32. Your Twitter Account
      | Enemy of Average
      Include key words in your bio
      Good pic. Close. It’s your Brand!
      Start to follow targeted people
      Tweet consistently
      Brand your background and use company colour palette
      Engage with followers
    • 33. Your linkedin account
      | Enemy of Average
      Status updates: current, professional & relevant
      Professional photo
      Full profile incl. education & work history
      • Join groups to connect and interact
      • 34. Answer questions in “Answers” section
      Incl. all URLs: website, blog, twitter
      User-friendly URL
      Summary is what is indexed for search. Include all keywords.
      Link blogfeed to LinkedIn
    • 35.
      • Share share share
      • 36. Link to website
      • 37. Links to all SM platforms
      • 38. All recruiters jobs
      • 39. Maintain your Purl
      • 40. Consultant SM links
      • 41. Links to blog, twitter
      • 42. Links to all SM platforms
      • 43. Share share share
      • 44. Blog feed to all SM platforms
      Promote your personal and company brand through sharing thought leadership
      • Full bio, good pic
      • 45. FB branding on Twitter page
      • 46. Bio - keywords
      • 47. Twitter feed – GS/FB/Own
      • 48. Tweet blog posts
      • 49. Blog feed
      • 50. Engage with fans
      • 51. Links to other SM platforms
      • 52. Consistent pic (same as other platforms)
      • 53. Include blog feed app
      • 54. Links to Twitter and website
      • 55. Regular status updates
      • 56. Join and contribute to groups
      • 57. Contribute to “Q and A” section
      • 58. Video interviews
      • 59. Links to all SM platforms
      • 60. Share with clients/talent
    • OVERARCHING SOCIAL MEDIA LESSONS
      Split work and private
      Big time commitment
      Don’t do it unless you are prepared to invest – 12 months at least
      Be niche, be expert
      Content is key
      Consistent
      Be generous
      Don’t get provoked
      Work the integration between platforms
      | Enemy of Average
    • 61. NEW ERA RECRUITERS ARE GREAT e-SOURCERS
      Talent acquisition is dependent upon talent identification
      More and more talent data online every day
      Always been taught to focus on pre-existing relationships
      Database is not enough, jobs boards are not enough
      Identify candidates with whom you have no pre-existing relationship
      The candidate side equivalent of a finding a prospect and turning them into a client via cold call
      | Enemy of Average
    • 62. You gotta specialise!
      Future will be owned by highly focused specialists
      generalist mid-tier recruitment companies will be wiped out
      Clients will pay for highly specialised niche talent only
      Talent communities are by definition niche
      Mile deep and an inch wide
      Know your niche and then work that niche
      Create the impression of a recognisedindustry expert
      Specialisation appeals to passive talent
      Expert status appeals to clients and talent
      Don’t dabble — go deep
      | Enemy of Average
    • 63. Sales — Uncovering and understanding
      Selling is based on an ability to uncover and understand
      Listening, probing, questioning
      Understanding the client mindset in the recovery
      Most recruiters ‘talk at’ the client
      We need to listen more!
      Truly understanding client needs
      Stringent matching
      | Enemy of Average
    • 64. Getting paid more often for what you do!
      Order qualification is crucial
      The most successful recruiters are brutal order qualifiers
      Securing exclusivity becomes a core skill
      Low job fill ratios will mean failure
      Talent selection an art and a science
      Great recruiters are “talent-pickers”
      We have to be nimble enough to adjust our candidate activities to meet the need
      | Enemy of Average
    • 65. Influencing, negotiating, creating outcomes
      Closing the deal is the ultimate skill
      Next 5 years recruiters are going to need the ability to architect the deal
      We need to orchestrate, not just introduce
      Take the time required
      Devil is in the details
      Listen better than ever before
      Question everything
      | Enemy of Average
    • 66. Connect with Greg savage and firebrand
      Email: gsavage@firebrandtalent.com
      My LinkedIn profile: www.linkedin.com/in/gregpsavage
      My Twitter: twitter.com/greg_savage
      My YouTube: youtube.com/thesavagetruthvideo
      My Facebook: www.facebook.com/TheSavageTruth1
      The Savage Truth Blog: www.gregsavage.com.au
      Firebrand website: www.firebrandtalent.com/
      Firebrand Facebook: www.facebook.com/FirebrandTalent
      Firebrand Twitter: www.twitter.com/FirebrandTalent
      Firebrand YouTube: www.youtube.com/FirebrandTalent
      Firebrand blog: blog.firebrandtalent.com
      | Enemy of Average
    • 67. DUNCAN CUNNINGHAM
      | Enemy of Average