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Future of Talent, Technology & Social Recruiting
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Future of Talent, Technology & Social Recruiting

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Thank you to all those who attended the Future of Talent, Technology & Social Recruiting 2012, we hope to see you next time! ...

Thank you to all those who attended the Future of Talent, Technology & Social Recruiting 2012, we hope to see you next time!

In the meantime please have a look at some of the presentations from the day.

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  • Speaking to Recruitment owners, In-house recruiters and HR Directors, Suppliers into the industry It’s always good to understand their objectivs
  • Agencies are’nt always delivering and because they are difficult to manage everyone seems to get tarnished Recruitment Innovation Summit California
  • To be fair it could be all of those apart from the bottom one – BUT WHY NOT? Management / Procurement
  • Surely if this one but with so many agencies it’s impossible to manage them all, but if they possess the best candidate surely the should be considered
  • The fundamental basis by which the recruitment industry was created was down to the ability to deliver a quality service and have strong candidate relationships the client
  • Preferred suppliers don’t truly feel preferred so how affective are having a handful of suppliers. Too many to manage, too many to control, to many to even know who owns the best candidates
  • Right Move example

Future of Talent, Technology & Social Recruiting Future of Talent, Technology & Social Recruiting Presentation Transcript

  • Welcome to theFuture of Talent, Technology & Social Recruiting #srtech12
  • Mobile 2 Social21st Century Recruiting Tools
  • Keith RobinsonFounderPersonnel TodayDirectorBarkers HR Comms & Euro RSCG RileyCOOTotaljobs.com
  • Ecom Digital A complementary mixture of experience and youth Natural Publishers who understand technology A network of over 150 freelance writers A Creative Team With 34 RAD & CIPD Awards
  • Our clients
  • You’ll Love Technology If You Agree that you know why you want it Agree what the ROI will be Agree the must have’s Agree when to include the “nice to have” Agree who owns all this
  • But we are not in theTechnology Business
  • Recruitment• Recruitment is about People• Recruitment is about Content.• Recruitment is about Dialogue• Recruitment is about Engagement• Recruitment is Candidate Relationship management• Your Brand is defined by the experience the candidate has.
  • Technology is theEnabler
  • The 21 Century stRecruitment Cycle
  • What definesMy Tech Needs• HR Requirements - HRMS• Recruitment Volumes – Full ATS v RMS• Recruiting Strategy 1 – In-House v 3rd party v RPO• Recruiting Strategy 2 – Attract v Source• Recruiting Strategy 3 – Talent Pool v Talent Puddle• Recruiting Strategy 4 – CRM v CV Database
  • The Career SiteThings to Think About• Defining the Career Website – What is it for?• Who is our target audience?• What types of people do we want to attract?• Who is John in Finance and does he want?• Who is Jo in Marketing & PR?• What does Siobhan in Customer Services need to see?• What should a good Career Website contain?• What are the ingredients of a successful Career Website?
  • Case Study – The Rank Group
  • Case Study - Kraft
  • The TechnologyToolkit. The Basics:The top 5 key ingredients for a successful career websitewere:1.Jobs and an easy to use job search – NO FORMS, let mebrowse2.Information on what its like to work for you3.Employee profiles & career case studies4.The recruitment process – what should I expect5.Keep in touch
  • The Career SiteChoosing an ATS• Identify Applicant Tracking System Decision Makers• Document Your Current Hiring Process• Identify Requirements for Your Applicant Tracking System• Identify Requirements for Your Applicant Tracking System• Key Requirements to Consider in an Applicant Tracking System
  • The TechnologyToolkit. The Basics:Choosing and ATS• Customer Support for the Applicant Tracking System• Applicant Tracking Systems Vendor Assessment
  • The TechnologyToolkit. The Basics:Why invest in Posting Technology?•Post your jobs to multiple channels; job boards, socialmedia, your career site etc.•Track response rates intelligently.•Search multiple CV sources.•Plus most now include a raft of additional “bespoke”functionality.
  • The Social ToolkitLinkedIn (B2B)• Source v PostFacebook (C2C)• Tab v App• Brand v PostTwitter (B2B2C)
  • The Mobile Top10 Tips1. How many jobseekers are already accessing your site via a mobile?2. What is the current experience for a jobseeker when viewing your site on a mobile device?3. Mobile apps or Mobile web?4. Which platforms should you be looking to adopt?5. What’s your competition doing with mobile
  • The Mobile Top10 Tips Cont.6. Make sure you choose the right company to build your mobile solution7. Fully managed solution or buy the source code outright?8. Design; keep it simple.9. Options to apply off the mobile phone10. Promoting your apps.
  • The Future of Work•Home Based•The disengaged employee•The Deconstruction of the Organization•Agent Based•Community BasedThe Recruiter Becomes an agent/project manager
  • Key ThemesTechnology•Cloud Based•Big Data – Content is King – Context is god•Facebook Huge•Channel Agnostic – Linkedin & Jobs Boards•CRM Based•Referrals – yes BUTCRM, Engagement, Multi Platform (Mobile), Video
  • ThemesThe Future of the Candidate•Will they want F/T work or an agent relationship?•More freedom•Multi – Tasking•The Aging CandidateEmployer Branding, Better Management and the EVP
  • The Recruiter ofthe Future• Marketeer• PR Specialist• CRM specialist• Mobile and Video channel manager• Content aggregator, curator and distributor• Channel ManagerActually doing what you do today but with less money and more opportunity + a fragmented audience
  • The Future of Recruitment:It’s not about Technology – it’s about Us
  • Welcome to theFuture of Talent, Technology & Social Recruiting #srtech12
  • SABMiller Future of Talent, Technology & Recruitment© SABMiller plc 2006 29
  • Who we are – scope of our operations US$5,634m 200+ 80,000+ 229m Group EBITA for employees in brands owned the year ended SABMiller group Hectolitres of beer across six 31 March 2012 produced Continents across 75 countries 2nd largest US$31,338m global brewer Group revenue for the year ended Sits on FTSE 50 31 March 2012 Index(Above figures refer to the year ended 31 March 2012) © SABMiller plc 2006 30
  • Where we’ve come from… 6 years ago© SABMiller plc 2006 Insert presentation title here or name of company the presentation is for/
  • Future of Recruitment……the game hasn’t changed© SABMiller plc 2006
  • Social Media Enablers© SABMiller plc 2006
  • Case study:The Remit© SABMiller plc 2006 Insert presentation title here or name of company the presentation is for
  • Regional Director: Talent ManagementLatin America (Miami, FL) Innate ability to challenge Bilingual senior leaders I/O Psychology US citizen or Master’s degree green card Psychometric assessment expertise Experience in or with LatAm region Talent Management regional / group level Multinational company / ideally FMCG© SABMiller plc 2006
  • Recruitment Strategy Cold and Constant Warm Calls networking LinkedIn LinkedIn InMails Referrals Top 25 I/O Psychology programs SIOP LinkedIn I/O posting Psych Groups Top LatAm Facebook/ Twitter Psychology programs© SABMiller plc 2006
  • Talent Pipelines:© SABMiller plc 2006
  • Talent Pipelines:© SABMiller plc 2006 38
  • The result… 3 weeks later© SABMiller plc 2006 39
  • Let’s revisit the Future of Recruitment……the game hasn’t changed, just the enablers© SABMiller plc 2006
  • Jennifer Candee Head of Global Talent Acquisition SABMiller Plc +44 7919534486 Jennifer.candee@sabmiller.com www.sabmiller.com/careers http://www.linkedin.com/in/jennifercandee© SABMiller plc 2006 41
  • Welcome to theFuture of Talent, Technology & Social Recruiting #srtech12
  • Going back to basicsPresentation byJohn Paul CafferyChief Executive Officer
  • Please show your hands if you• Want to reduce agency spend• Recruit directly• Want to minimise cold calls• Receive irrelevant applications
  • Why can I see so many hands?• Agency spend: high cost, CV’s already accessible, value, time to manage suppliers• Direct sourcing: choice, cheaper or even free 1000 online products released into the market since 2010• Cold calls: no barriers to calling in• Irrelevant CV’s: little control to stop this
  • Which candidate should get the job?• The candidate that you can access easily ?• The candidate that you can access directly ?• The candidate that costs you the least to acquire ?• The candidate submitted from existing suppliers ?• The candidate submitted by an external supplier ?• OR;
  • Which candidate should get the job?• Simply the BEST candidate that can make a real difference to the business irrespective of where they are sourced from
  • What’s gone wrong• Growth and technological development in the recruitment industry have created a chaotic level of competition, to the extent that recruiters now spend more time marketing themselves to potential clients than they spend actually recruiting.• We need to get back to basics
  • Recruiter growth• 10 years ago - less than 7,000 agencies• Currently there are over 16,000• Simply too many to manage effectively• Placed over 600,000 candidates last year• Huge access to active / passive candidates
  • Crowdsourcing platforms we all know
  • Crowdsourcing recruiters• Access the best talent• Flexible - post any number of vacancies• Use alongside direct sourcing• Access to MI• Free to use
  • continued …• Full integration with ATS• Manage suppliers• Procurement friendly• Cloud based; no installation or set up• Used as part of an RPO / Managed Service
  • Powered by Talent
  • Welcome to theFuture of Talent, Technology & Social Recruiting #srtech12
  • Why use videointerviewing?
  • What is video interviewing?• No Scheduling • Watch the recorded video• Candidates don’t see questions interview • Share An with managers it Introduction to Sonru.com © Sonru.com 2011
  • Why use video interviewing?• Reduce travel costs• Identify top candidates quickly• Time savings/Eliminate scheduling hassles• Make a more informed hiring decision to predict job performance EVERY ORGANISATION FACES A CHALLENGE… WHAT’S YOURS? An Introduction to Sonru.com © Sonru.com 2011
  • Perceived Vs Actual Benefits An Introduction to Sonru.com © Sonru.com 2011
  • #1 Process Gain = Bringing better candidates forward 70% of users feel using Sonru has helped them to ‘bring better candidates forward to the next stage of the recruitment process.’ An Introduction to Sonru.com © Sonru.com 2011
  • What about the candidates? Aberdeen found that companies using video technology to acquire talent were twice as likely to become distinguished as “Best in Class” An Introduction to Sonru.com 2012 © Sonru.com 2011
  • Who’s using Sonru? Over 100 companies! An Introduction to Sonru.com 2012 © Sonru.com 2011
  • It’s About Time Fergal, Carol, Mark and myself are here to answer any questions or organise/schedule a demo www.sonru.com An Introduction to Sonru.com © Sonru.com 2011
  • Welcome to theFuture of Talent, Technology & Social Recruiting #srtech12