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  1. 1. A social network forprofessionals working in orwanting to work in Africa.Afri.proTMNetworking and Jobs in Africa.
  2. 2. People need connections,recruiters need networks.If you own the network, you own the value it holds.Social media has been a revolution in the way we connect and share our personalinformation. People now are so comfortable with sharing very personal information thatthey think very little about joining an online network, if it benefits them.The information shared is valuable, not particularity on its own but valuable to the network;as a part of the network, as a point in the network.The bigger the network the more points it has, the more potential it has, the more valuableit is.People need networks to connect, businesses need networks to grow.Afri.proTMNetworking and Jobs in Africa.
  3. 3. An African professional network.Creating a big network creates more points of potential where a need can be satisfied, acandidate found, a sale made, a good partnership started, a friendship discovered.Just as mailing lists became valuable to recruiters five to ten years ago, now social networksare becoming hard currency for recruitment businesses in the USA.Africa has the potential to become one of the biggest online social networks in the world.The professional and social boundaries are extremely cultural, tribal, political and economic,but there is a huge opportunity in scale.There a many hundreds of millions of people and a maturing economy.Social networks like Facebook are able to traverse and overcome cultural and economicbarriers with ease, professional networks like LinkedIn have the same potential.Add into this situation a foreign population that wants to work in and learn about Africa,then you have a magical mix of interesting, valuable and profitable connections.Afri.proTMNetworking and Jobs in Africa.
  4. 4. The value of an African professionalnetwork to a recruiter.This may seem a basic question, but who do you know? How many people do you know?If you sat and counted those people you may remember most of them, but you wouldprobably not remember all of them.Then think about how you would use those people in your network in a situation where youneeded someone to help you to accomplish something important.You may pick up the phone, ask a friend or colleague for a recommendation or categorizeyour connections into a short list based on what you remember about them.Thats a task we do every day and take for granted.Then scale this very simple problem up to hundreds of millions of people. What if you knewmillions of people, how would you choose the right people to call or connect with?Afri.proTMNetworking and Jobs in Africa.
  5. 5. Old problems, new solutions.Recruiters have had this problem forever, and they still have it now. They are faced withextracting information, usually information that may not be fully accurate or slightly out ofdate from databases with lots of people in them.They resort to using the same principles we have for managing our own personal networks,querying lists, asking people by way of ineffective mass communication, which oftenbecomes spam.They may have a good database yes, but that database needs maintaining and may notreveal the information you need simply or effectively. We know the information in thedatabase will change on a daily basis, without the database being made aware of thechanges.Growing a recruitment network with a traditional system can be a very slow and expensivebusiness. Add advertising costs and many competitors doing the same thing and you have avery tough situation.The value to a recruiter of using a new way of discovering and then connecting candidatesand clients is very obvious.Afri.proTMNetworking and Jobs in Africa.
  6. 6. Step in - The Social GraphIn order to quickly grow a successful platform for recruitment in Africa a new type ofdatabase is needed; a graph database, one powered by its users.LinkedIn use graph databases, because they are the best way to store information onhuman relationships.Out of their graph they get a set of data that is continually updating and constantly fresh.Best of all the updates are free because the users provide the information to them fornothing.They are free to use this information to power whatever activity they choose to follow.Afri.proTMNetworking and Jobs in Africa.
  7. 7. Graph, A Disruptive ServiceCase Study: GlassdoorEver wonder whos researching yourcompany? The Free Employer Accountallows you to see whos viewing yourprofile, monitor your brands awarenessand reputation, and see which of your jobsare the most popular with candidates.Summary- 1.9-2.3m visitors daily- Started with $3M Series A funding 2008- Now up to $41.5MAfri.proTMNetworking and Jobs in Africa.
  8. 8. No longer just Applicant trackingCase Study : JobViteBest-of-Breed Recruiting PlatformJobvite is the leading recruiting platform forthe social web. Today’s fastest-growingcompanies use applicant tracking, recruiterCRM and social recruiting softwaresolutions from Jobvite to target the righttalent and build the best teams.FeaturesJobvite Hire(Requisition Management, ApprovalWorkflow, Interview Management, OfferLetter Automation, Single Sign-on, HRISIntegration)Jobvite Engage(Resume Database Search, Social NetworkSearch, Search Agents, Rank and Compare,Campaigns, Social Profiles, CandidateRelationship Management)Jobvite Refer(Send Jobvites, Publish to Social Media,Facebook Apps, Analytics & Reporting)Major CustomersTrustwave, eHarmony, LinkedIn,, Redfin, Spotify, TiVo, Twitter,Yelp, Chiquita, Etsy, Groupon, Shutterfly,Starbucks, Whole Foods, ZapposAfri.proTMNetworking and Jobs in Africa.
  9. 9. Gone are the ‘send in your C.V.’ days,now it is ‘update my graph’.A graph database is fast, very fast and very flexible when things change.A graph database differs from a traditional database in the sense that it does not store cellsof information like you see in excel. It stores information in reference points, and crucially, italso records the the relationships between those reference points.Why is this useful? Because it works like a map, a map of people’s information, and theirrelationships. It makes it easy to see the human connected world.LinkedIn get from their users, a stream of extremely valuable information, for free.Their users are constantly filling their data, making new connections and educating thegraph that LinkedIn own, making their map bigger and much more valuable.When LinkedIn needs to target well connected African single males under 24, who currentlywork in technology, have a background in science subjects, from a specific academicinstitution, they can do so in blazing speed from a network of hundreds of millions ofpeople.Afri.proTMNetworking and Jobs in Africa.
  10. 10. Technology for growth, not fororganizing.When you mix technology and peoples relationships in this way, things can move veryquickly.LinkedIn grew from a few hundred members, to a few hundred million in a few years.This is not because they planned on how to connect the relationships between people, thatwould have been impossible, they let the users connect the dots themselves and justrecorded the results.Importantly, they provided the technology for the network to grow. Tools that help usersorganize their activities grew from the users needs.This is an important distinction and separates the old traditional recruiter software from theuse of a social network as a recruitment tool.Afri.proTMNetworking and Jobs in Africa.
  11. 11. Making it work.The key driver of social interaction is a cause or a shared interest.People joined LinkedIn because they all want to further their career or expand their salesnetwork.People will join for the same reason, because they want to connect and further theircareer or expand their sales will become the African LinkedIn, tailored to the needs of the nation.This is a grand, ambitious proposal, but it is perfectly achievable within small, manageablemilestones.Afri.proTMNetworking and Jobs in Africa.
  12. 12. Standing on the shoulders of giants.The best reason for taking this approach is, most of the information is free.Why build your own network from scratch? when you can tap into all of the freely availablesocial networks out there?Lots of information about people can be simply got from connecting with existing socialnetworks such as LinkedIn, Viadeo, Xing, Twitter and Facebook.Gathering information from these networks to fuel your network graph can be a very simpleand valuable task, especially when coupled with geographic information and other freelyavailable information such as Wikipedia.So that you can gather what, where and most importantly who you are connecting with.Afri.proTMNetworking and Jobs in Africa.
  13. 13. What will do?- Software As A Service (SAAS) forAfrican recruiters, employers andemployees- Connects with other social networksin English and French (LinkedIn,twitter, Facebook)- Pull information in from existing freedata sources (wikipedia, linked-data)- Own a database of organizations andindividuals with mapped relationships- Provide an integrated relationshipmanagement and contact tracking toolAfri.proTMNetworking and Jobs in Africa.
  14. 14. Delivery StructureKeyHL - Harwood-LeonAP - serviceCCO - Community Co-ordinatorCM - Community ManagerRC - Recrutiment ConsultantHL Afri.proCCOCM CMContractAfrica EuropeRC RC CM RC RC RCAfri.proTMNetworking and Jobs in Africa.
  15. 15. Delivery - RolesHarwood Leon - Software as a Service providerHarwood Leon will act as a consultancy to provide the various platforms required for projectdelivery and maintenance, including delivery and maintenance of the graph database. Aservice agreement and delivery contract will govern the relationship between Harwood Leonand Harwood Leon will report directly to and the Community Coordinator.Community Coordinator (CCo)The community Coordinator will be responsible for bringing connections into the network.As a simple metric, the size and value of the network will be the sole responsibility of thatindividual. Targets for the CCo will be set by and Harwood Leon.Their performance will have a direct effect on the performance of the recruitment team.More connections = more sales.Afri.proTMNetworking and Jobs in Africa.
  16. 16. Delivery - RolesCommunity ManagersCommunity managers are experts in their vertical market (HR, Mining, Medical, etc...), oftenwith existing valuable networks of influencers. Community managers will report to thecommunity co-ordinator.Targets will be set by the community coordinator for the market they are managing.Sourcing / Recruitment ConsultantsRecruitment consultants will be directed by community managers to take opportunities thatarise in the network. The two roles are close, with the consultant feeding information aboutthe community back to the community manager.Targets will be set by the community manager for the opportunities they are given.Afri.proTMNetworking and Jobs in Africa.
  17. 17. Proposed Delivery ProcessA proposed process for delivery is:- Instantly deliver a Wiki and define product over time and to allow the team tocommunicate over continents- Partner with existing social recruitment providers in the USA to speed up time to market- Use existing recruitment tools to bootstrap the system with a view to replacingfunctionality over time (e.g. contact management, contract management)- MVP approach to deliver small working model relevant to first agreed vertical market- Web service based (social network front end website, admin backend)Afri.proTMNetworking and Jobs in Africa.
  18. 18. Delivery ScheduleA proposed schedule for delivery is:- Immediate contract to outline specifications and manage relationship- database & MVP design - 4 weeks from contract start- Web service & front end - 4 weeks from completion of databaseAfri.proTMNetworking and Jobs in Africa.
  19. 19. Costings- HL consultancy daily rate £350 p/d- HL software development daily rate £250 p/d- Graph Database, setup and build £4-5,000- Web service, design and build £4-5,000- H-L Project Management @20% ongoingTotal estimate £10-12,000Plus ongoing costs of £250-£350 per day.Afri.proTMNetworking and Jobs in Africa.