• Save
Technology and the Modern Day Recruiter
Upcoming SlideShare
Loading in...5

Technology and the Modern Day Recruiter



Thank you to all those who attended the event – Technology and the Modern Day Recruiter, we hope to see you all next time! ...

Thank you to all those who attended the event – Technology and the Modern Day Recruiter, we hope to see you all next time!

In the meantime please view some of the presentations from the day.



Total Views
Views on SlideShare
Embed Views



0 Embeds 0

No embeds



Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment
  • Well aware that there are many business owners in the audience most of whom have aspirations to sell at some point, many of you will be disappointed! Hopefully though this brief overview will excite some thought and provide some useful pointers
  • PR, awards, networking events,
  • The misconception of the 183 day rule If a contractor spends less than 183 days working in the host country they are non-tax resident and not liable for taxes in the host country The truth about the 183 day rule Many countries do follow the rule, but often there is more to residency than simply counting days  In most cases, the rule only applies to employees sent to work overseas by the employer  The employer must demonstrate a genuine employment relationship and history in the home country with the employee The 183 day rule and secondment rules do not apply to self-employed and independent workers or foreign one man Limited Companies Permanent Establishment & residence As soon as the director of the company moves to a host country, the permanent establishment of the company moves with them By becoming a permanent establishment the company and its employees become tax resident in the host country The one man Limited Company does not have an entity to employ the contractor in the home country because the Limited Company has become resident and permanent establishment in the host country, which makes secondment or using the 183 day rule non-compliant
  • Worldwide Membership 150m+ professionals around the world as of February, 2012 26m+ members in Europe 8m+ members in the UK 2m+ members in France 2m+ members in the Netherlands 2m+ members in Italy 1m+ members in the DACH region (Germany, Austria and Switzerland) 1m+ members in Spain 10m+ members in India 4m+ members in Canada 4m+ members in Brazil 2m+ members in Australia As of June 30, 2011 (the end of the second quarter), LinkedIn counts more than 6.5 million students and 9 million recent college graduates* around the world as members (*LinkedIn defines recent graduates as members who graduated between 2008 and 2011)
  • What about the other 80% to 90%? They’re really busy being really successful! If only 20% of professionals are actively seeking a new job at a given time: Why would you limit your search to sites that only have job seekers, when you could fish in a much larger pond? Why fish in that pond where there is one with better fish too. Don’t limit your reach in terms of size of quality. Go where the best are.
  • Tip: Don’t connect with ppl & then also offer them a job at the same time
  • [InMap labels build] This slide shows an InMap, which is a visual representation of your connections and how they’re all connected to each other. As you can see, there are clusters for this person’s current company, past company, school, and so on. We’ll share a link at the end of the webcast so you can create your own InMap—but we shared it here to demonstrate how powerful your network of connections can be. So let’s talk about your connections. First of all, with whom should you connect? Connect with… - People at your company Your peers at other companies People you’ve worked with or gone to school with in the past Qualified individuals in your candidate pipeline with whom you’d like to keep in touch, whether or not they’re ready for a new opportunity The more people you’re connected to, the further your network reaches. Your connections allow you to gain valuable access to THEIR connections, and you can ask your connections to “warm up” your leads with an introduction to their connections. Try browsing through the connections of superstar engineers at your company, for example—odds are they know other superstar engineers and can introduce you! HOWEVER—that doesn’t mean you should connect with just anyone. Having people you don’t know, haven’t worked with, and can’t vouch for can dilute your network’s value. Also, as a word of warning—if you invite strangers to join your network too many times and people respond that they do not know you, you will not be allowed to use this invite mechanism in the future. So choose your connections wisely!
  • Use a professional Photo to humanise your profile and aid memory recall Avoid company logo or social picture Use a current and descriptive professional headline Customise your vanity URL for business cards, email signatures etc Highlight your career history Jobs and education Be creative but natural Use your own language and write in 1 st person Include buzz words in profile Be found in searches
  • How many of you have downloaded the Outlook Social Connector for LinkedIn? This tool brings LinkedIn to where you work the most—your email inbox.   Once you’ve downloaded this free application, you’ll automatically see the latest activity from any LinkedIn connection that sends you an email. So you’ll see what articles they’re reading, what conferences they’re attending, how they’re updating their profile—even their profile picture—all right there at the bottom of your Outlook window.   If you want to email a LinkedIn connection but you don’t have their email address, you can just type their name into the “to” field of your email and it will appear—no more going back and forth.   And if you’re not connected to the person emailing you, you can add them as a connection with one click—without ever leaving Outlook.   As a recruiter, this tool is an incredible time saver as you’re emailing with candidates, and it gives you an update on what a particular candidate is working on and thinking about in a single glance—so you can tailor your communication accordingly.   You can download the Outlook Social Connector at http://www.linkedin.com/outlook .
  • Since relevance is key, here’s a tip for expanding your network with relevant contacts: import your address book. You can find this feature under the Contacts tab on LinkedIn—it allows you to add connections via addresses stored in your email in just a few clicks. And once you’ve added new contacts, engage and keep track of them. Use your status updates to share relevant content and add value back into the network, and monitor your connections’ updates on your homepage to keep track of what they’re doing—reach out to them when they post an interesting article or congratulate them when they get promoted.
  • Use your personal LinkedIn status update as you would a targeted, business edition of Twitter. You can even selectively synchronize the two from LinkedIn.com or from Twitter.com.   Your status updates are a fantastic opportunity to share information virally. You can: - Advertise open jobs at your company and ask your network to pass on leads - Share tips on job seeking to position yourself as an expert Post exciting updates about your company and highlight what it’s like to work there (as you’ll see on the slide, here’s Brendan again, sharing news and updates about LinkedIn) We also recently rolled out the ability for COMPANIES to use status updates. These are a great way for you to directly engage the people who are following your company on LinkedIn. You can use the status update to share info on career opportunities, products, company milestones and successes… whatever you wish. All in all, a great way to build the relationship with those who have opted in to learn more about your company.
  • How many of you are on LinkedIn Today? (show of hands) We launched this platform last year and it’s fast becoming the go-to source for news in your industry. If you go to LinkedIn.com/today, you can set up your industry preferences to follow the recruiting industry, as well as any industries in which you recruit. You can also see what individuals in your network are sharing, and which articles are getting the most viral attention. All in all, it’s a great way to stay up on the trends that are impacting your candidates and your company.
  • This little button is called Signal: Signal allows you to stay on top of everything that is going on within your network.
  • Creating a poll is a great way to get intel on your industry, talent market, or really anything that’s on your mind.   It’s incredibly easy—you fill out a basic form with a question and up to five answer options. That’s it! Once you’ve created your poll, make sure you select the options to share it in your LinkedIn status update and on Twitter, and post a link to the poll in your groups—this will help your poll go viral and boost your response rate.   As we mentioned earlier in the presentation, one of our LinkedIn members started a poll about whether recruiters approaching you unsolicited on LinkedIn would bother you. He received almost 14,000 responses—as well as more than 1,500 comments! Talk about a great way to leverage the network to make you more effective at your job.
  • When it comes to Groups…   Join many . There are more than 1 million groups on LinkedIn, and you can set up daily or weekly Group digests. Join recruiting groups to stay up to speed on your job, or join groups that are relevant to your key talent pools—whether they’re focused on industry, role or function. They’ll help you keep your finger on the pulse of the market.   Participate in a few . Get involved in a few select groups to brand yourself as an expert. Again, it’s all about building your personal brand as a recruiter. Don’t just post an open job or plug for your company here or there—when you participate, make sure it counts. Post thoughtful questions, articles the group might like, and unbiased responses to their conversations.   Run one . We’ve seen our customers create groups about their companies, their industries, functional areas or niches in which they’re particularly strong—and they use these groups for employment branding, pipeline building, and even sourcing. Figure out what’s best for your company and you recruiting strategy, and go for it . And don’t forget to promote and drive traffic to your group once you’ve created it—link to it from your career page and your profile, and encourage your recruiters to do the same. For those of you who are already advanced users of groups, here are a couple more tips to consider. You can now check out the statistics of any given group that you’re a member of, by looking under the ‘more’ tab within your group. That will give you a sense of how active it is and who the members are. That may help you prioritize the groups that you focus on for your recruiting efforts. Also, we recently added polling capability to groups, so you can use a poll to get the discussion going or put yourself at the center of it, within any group you’re a member of.
  • Follow companies in your industry to get the inside track on trends in your labor market. You’ll get updates on those companies’ new hires, new job opportunities, promotions or job changes within the company, and departures from the company—and you’ll be able to see who’s hiring actively, who’s losing talent, and where their talent is coming from or going to.   .
  • LinkedIn Mobile page views have grown more than 400% year-over-year, making it the fastest growing consumer service on LinkedIn. Since we launched our Open Platform in late 2009, LinkedIn’s Developer Network has grown to over 25,000 registered developers making 2 Billion monthly calls, bringing the power of LinkedIn’s professional graph to applications and websites everywhere.  Put Your Professional Network at your Fingertips Walk into any interview or client meeting with the ability to look up the details and connect with over 100 million professionals worldwide, in real-time. Works with BlackBerry Contacts, Calendar and Messaging Instant access to the professional identity of anyone you know, meet or email. Spark a Conversation Get the latest updates from your contacts, send the info they need, congratulate them on a recent promotion, and more.
  • Tip: Increase Followers

Technology and the Modern Day Recruiter Technology and the Modern Day Recruiter Presentation Transcript

  • Technology and the Modern Day Recruiter #techrec12
  • How to increase profit and the exit value of your business Graham Palfery-Smith
  • Agenda• Who am I?• Multiples and timing• Key ways to increase value• The role of a NXD• A common non-compliant scenario• Don’t do these things!
  • Who am I?• 30+ years in recruitment• Badenoch & Clark, Harrison Willis/HW Group, TMP Worldwide, Robert Walters, FiveTen Group, Faro• MBO, MBI, BIMBO, IPO & trade transactions• Currently NXD or Board Adviser for 8 companies• Ex-Ambassador for APSCo• Guest Executive Consultant for Lander Associates• More than 50 transactions, 24 as principal, c. £250m
  • Multiples & Timing• Good businesses sell in good or bad times• Now is a bad time!• Average businesses can sell in good times• True multiples x3 – x8 EBITDA• Many deals done outside this range• Plan……but……also be opportunistic!
  • Key ways to increase value• Consistent recurring & visible profitability• Quality residual management/succession plan• Ideally more predictable revenues than less – why contract business is ‘better’ than perm• Leading position in key verticals/markets• Start planning at the beginning• Get the right team – should you hire a NXD?
  • The role of a Non-Executive director• Increase value• Protect & promote shareholders’ interests• Management Development• Mentoring & coaching leadership• Development/delivery of strategic plan• Networking & Market Intelligence• Mergers & Acquisitions• Independent advice
  • Key ways to increase value #2• Sensible/appropriate geographical coverage• Logical spread of product offerings• Get yourself noticed• Marketing & Social Media• PR, Trade Associations, networking events, conferences, Trade Delegations etc.• Get compliant, know the law
  • Common non-compliant scenarioYou place a UK contractor with his own LimitedCompany on a five month contract in Germany,he tells you he is covered under the 183 day rule.….he almost certainly isn’t!
  • The problem• In most cases, the rule only applies to employees sent to work overseas by their employer• The 183 day rule and secondment rules do not apply to self- employed and independent workers or foreign one man Limited Companies• As soon as the director of the company moves to a host country, the permanent establishment of the company moves with them• By becoming a permanent establishment the company and its employees become tax resident in the host country
  • Risks• Contractors operating through limited companies outside of the home country are liable for unpaid personal taxes and also for corporate taxes, having created a permanent establishment in the host country• The company may also be required to hold specific local trading licences for the company, e.g. labour leasing in Germany• If the limited company is not registered in the host country the contractor runs the risk of fines, penalties and backdated liabilities. In some countries the authorities may restrict the contractor from working, deport them and, in cases where they discern wilful evasion, throw them in jail!
  • Key ways to increase value #3• Quality MI and analytics• Functional and efficient back office infrastructure/outsourcing arrangements• Below industry average fixed costs• Consistent positive cash generation• Opportunities for growth – i.e. there should be significant potential for any purchaser
  • Don’t………• Be non-compliant• Over-complicate• Generalise or spread too thinly• Try to hide anything• Think it will be a quick process• Use inexperienced advisers
  • Remember that most deals do not happen.Only a small number of >£10m deals occur,many owners are disappointed or haveunrealistic aspirations….……but for those that do it the right way rewardscan be high!
  • graham@gjps.net+44 (0)7595 963932
  • Dogbert style strategy….
  • Not how to do it…….
  • Technology and the Modern Day Recruiter #techrec12
  • New media and new technology – legal issuesKevin BarrowFuture of Talent, Technology and Social Recruiting Summit - 25 Sept 2012
  • osborneclarke.comAbout Osborne Clarke• International law firm with 12 offices in 5 countries• Technology, Media and Telecoms advisers of the year (The Lawyer awards 2012) – facebook, Amazon, social media recruiters and jobsites• "Acknowledged experts" in recruitment sector (Legal 500) – Manpower, Allegis, CDI, Harvey Nash, Matchtech, SR Group, Empresaria, Healthcare Locums• Work with BIS, HM Treasury, HMRC on all new legislation 21
  • osborneclarke.comAgenda• How do new hiring arrangements incorporate new media?• Legal issues: – Regulatory interest in recruitment via new media – are new media recruitment legal? – Data ownership and exploitation in the era of big data – Protecting the value of a recruitment business in the new era 22
  • osborneclarke.comHow do new hiring arrangements incorporate new media?• Staffing Industry Analysts: – 22% of global hirers have a global hiring programme in place (RPO/MSP) – another 56% plan to "seriously consider" one within 2 years – Right or wrong its a big trend • Increased compliance • Reduce cost – vol discounts etc. [?] • Increase efficiency by use of direct attraction – with RPO/MSP/new software managing the process 23
  • osborneclarke.comHow do new hiring arrangements incorporate new media?• RPO/MSP gets higher margin for hires where: – RPO/MSP has had to take steps to source the candidate – RPO/MSP has had to use second tier/PSL to source the candidate• RPO/MSP gets lower margin where "merely" – managing the selection of directly attracted candidates – doing background checks – on-boarding 24
  • osborneclarke.comHow do new hiring arrangements incorporate new media?• BUT RPO/MSP penalised if [ ]% of new hires are not directly attracted• This is just one [now common] example of how new hiring arrangements incorporate new media• = new media are entrenched in the DNA of developments in hiring by major global hirers 25
  • osborneclarke.comLegal issues?• Social and professional networking sites, and new types of jobsite and exchange, are used by work seekers for finding work and by hirers and recruiters for finding workers• Sites are seeking to monetise this = big business in an area which: – …. is subject to recruitment regulation, privacy law, data protection law, discrimination law, intellectual property law, marketing/advertising law and defamation law – = "Wild West"? 26
  • osborneclarke.comRegulatory interest –is new media recruitment legal?• Recruitment regulation drafted before the internet was thought of:• Applies to anyone who helps hirers find candidates or vice versa ("whether by the provision of information or otherwise") • Networking sites? • Job boards? (NB exemption for newspapers provided they do not primarily exist for purpose of jobs) • Exchanges? 27
  • osborneclarke.comRegulatory interest –is new media recruitment legal? • UK recruitment regulation prohibits charging work- seekers for work-finding services • (=criminal offence s6 EAA 1973) 28
  • osborneclarke.comRegulatory interest –is new media recruitment legal?• Recruitment regulation:• UK recruiters are strictly regulated • how they engage with work-seekers and hirers (e.g. so that they know the basis on which the recruiters are dealing with them) • checks they have to carry out• 2 investigations at the moment into jobsites/social and professional networking sites• What about large hiring organisations which move candidate data around a group of companies? 29
  • osborneclarke.comThe data eco-systemHelping you protect and grow your position Creating valueFreemium Whats theor paid for impact onmodel? me? Purchase details capture Web logs Clickstream Big data Data Personalised Social networks storage analytics services Location data NFC/RFID Evolutionary challenges Social Geo networking location & apps data 30
  • osborneclarke.comProtecting the value of a recruitment business in the new era• If you want to sell, ownership of client connection is what most buyers are most interested in• And one of the main things which puts investors off investing in recruitment companies is that the assets walk out of the door each night• Traditional solution: restrictive covenants and legal assertion of ownership of client contact and candidate data• New media throw this out of the window? 31
  • osborneclarke.comLosing ownership of the clientrelationship• Social media enables employees to generate huge numbers of contacts and see the "friends" and "connections" of others• Employees have ready access to employers client contacts• Are you clear about who owns those client contacts on LinkedIn etc?• Are employees adding client contacts to their personal accounts?• Do your restrictive covenants deal with solicitation via new media post-termination? 32
  • osborneclarke.comDrafting a social media policy• Regulate content and personal use• Educate employees• Spell out the consequences of misuse• Provide guidance for authorised business use• Be clear on the extent of monitoring• Dovetail with other policies• Ensure you bring it to employees attention• Consider consultation with staff 33
  • osborneclarke.comPost-termination restrictive covenants• Courts are now slightly more inclined to protect employers• Typical restrictive covenants: – Non-compete – Non-solicitation of clients/customers – Non-dealing with clients/customers – Non-poaching of employees – Confidentiality 34
  • osborneclarke.comNon-solicitation – practical considerations• What is solicitation in the context of social media? – Status updates – Profile updates – Blogging and writing articles – Starting discussions in groups – Setting up of new groups 35
  • osborneclarke.comHays Specialist Recruitment (Holdings)Ltd v Ions [2008]• Consultant set up a company before leaving Hays, uploaded contacts from Hays database to LinkedIn and sent invitations to connect• Hays applied for a court order requiring pre-action disclosure• Hays had encouraged him to join LinkedIn & make connections• He argued client information had ceased to be confidential• Court ordered: – Full disclosure of his LinkedIn contacts – All messages sent and received through LinkedIn – All invoices and emails that showed business obtained from his LinkedIn contacts 36
  • osborneclarke.comProtecting your business – some ideas• Take a snapshot of contacts at the beginning of employment• Specify that new contacts added during employment are company property• Employees should only use their company email address• Pay for premium accounts• Require personal and business contacts to be kept separate• Ensure another of your employees always remains a connection of the ex-employee 37
  • osborneclarke.comProtecting your business – some ideas• State what will amount to solicitation• Require ex-employee to: – "defriend" relevant connections – disclose approaches made to them by them – close a social media account• Impose a time restriction on reconnecting• Ensure clients contact details are on the employers database before they are deleted• "Seeding" of the customer database 38
  • osborneclarke.comThankyou Kevin Barrow Partner Recruitment Sector T +44 (0) 207 105 7030 M +44 (0) 207 105 7031 kevin.barrow@osborneclarke.com 39
  • Technology and the Modern Day Recruiter #techrec12
  • The Power of RecruitmentoutsourcingAlan Whitford
  • What is CROWDSOURCING?• Crowdsourcing is a process that involves outsourcing tasks to a distributed group of peopleComplete work using people who are:• Skilled in a specialist area• Are brought together online• That create aggregated value
  • Crowdsourcing platforms that we use
  • Key crowdsourcing elements• Attracting the right crowd• Proving a high quality platform on which the crowd operates• Ensure the content and the offer is relevant to the crowd• Set parameters for managing the crowd’s behaviour
  • The Recruitment Business• 16,000 - 20,000 recruitment businesses• Over 600,000 people placed through recruiters in UK roles last year• We are not going away despite new technologies, social media or the ‘next great thing’
  • Recruiters have knowledge and skills• Candidate assessment skills• Manage candidate relationships• Provide independent networks• Knowing their candidates• The recruiter’s intuitive feel for role and cultural fit
  • Who are we selling to?• Understand our audience• Understand our limitations – we can’t reach everyone• What do we do with the great candidates we have on the bench?
  • Challenges for the in-house recruiter• Constant cold calls• Too many irrelevant candidates• Not reaching the best candidates• Time it takes to hire• Talented candidates overlooked• Red tape to agree new suppliers
  • TJP Animation
  • Crowdsourcing Recruiters• The Client ‘Win’• Using the entire industry• Reach all candidates• Assess a very large number of candidates immediately• Reduce to a precise shortlist
  • The value of crowdsourcingfor in-house recruiters• Collaborative power of thousands of specialists• A single platform for employers to assess all candidates using human intelligence
  • A valuable tool for employers• Total sourcing solution• Access quality recruiters immediately• Use alongside direct hiring• Doesn’t disrupt PSL• Access Management information• Delivery on all roles• Integration with Applicant Tracking Systems• Cloud based; no installation or set-up costs• Can be used within a RPO/Managed Service
  • Why recruiters benefit from thecrowdsourcing model• Access to a large number of vacancies• Recruiters keep all their placement fees (employers set the fees at the start)• Cheaper to use than cold-calling• Employers can move a recruiter relationship outside our platform to a direct supplier – or vice versa
  • Employers using us
  • Trial a new method:• Register in less than 2 minutes• Access new clients and more fees
  • Technology and the Modern Day Recruiter #techrec12
  • Chris WhiteAccount ExecutiveLinkedInHelping Companies Leverage thePower of LinkedInProfile: uk.linkedin.com/in/chriswhitelinkedinConnections: 500+Email: cwhite@linkedin.com
  • Our Mission.Connect the world’s professionals to makethem more productive and successful
  • Huge global opportunity in members 175M+ 1 LinkedIn Members 640M+ 2Worldwide Professionals 3,300M+ 2 Worldwide Workforce 1 as of Feb 9 ’12 | 2 International Planning & Research
  • LinkedIn membership Figures South Africa: 1.75mio members + 1500 new members per day UK NL 10m 3m D/A/CH + +175M+ 2.6m France + 3m Italy +Members as of Canada Spain 3m August 2012 3m + 5M+ + Europe APAC 34M+ 25M+ USA South East Asia 70M+ 5-6M Africa and India 4M+ Middle East 14M+ Brazil 10M+ New members every month 7M+ Australia 3M+
  • Membership in the United Kingdom 10+M 4 2 ~80% Penetration of UK’s Professionals 1.2LinkedIn Members in the UK (Millions) 1 Internal data as of March 31, 2011; 2 comScore data as of March 31, 2011 62
  • The value we bring to our members Identity Rolodex, Resume, Connect, find and be found Business Card LinkedIn Profile, Address Book, Search Insights Newspapers, Be great at what you do Homepage, LinkedIn Today, Groups Trade Magazines, Events Everywhere Work wherever our members work Desktop Mobile, APIs, Plug-Ins 63
  • Why professionals use LinkedIn
  • Hiring With LinkedInFind & engage the best passive talent
  • Only 10-20% of professionals are actively looking for a job 66
  • There are fundamental differences between active and passive candidates Active Candidate Passive Candidates - Ready to apply online - Do not have a current CV - Searching for opportunities - May listen to opportunities - Responds quickly - Seek additional information - Accepts best job offered now - Will move for the right job
  • Bar Analogy
  • Best practices for hiring passive candidates Position Company Drive Applicants Career Page, Jobs, Referrals Employee Profiles • Exclusivity • Reduce counter offers • Focus on relationships Target Passives • Good source of referrals Engage Audience Recruiter, InMails Groups, Updates, Employee Profile Ads
  • Your career timeline:thoughtfully building your network Friends Current Company You School Past Clients Company
  • Your Professional Brand Online - Professional Photo - Headline - Detailed history - Customised url
  • ...and go further- Applications: share your work-Summary: career snapshot-Skills and Expertise- Recommendations: your voice
  • Download the Outlook Social Connector
  • Address Book Importer
  • Update your status – personal AND company
  • Get LinkedIn Today (and every day)
  • Use signal to filter your network’s updates 78
  • Create polls to interact with your network
  • Maximise your participation in Groups Groups Join many Participate in a few 800,000 + Design Biotech & .NET Pros Pharma Developers Run one
  • Follow companies 88%of LinkedIn members said they would follow companies
  • Stay connected everywhere with the LinkedIn mobile app
  • Showcase your company brand
  • Strategic data – Members & Connections
  • Strategic data – Employee Profile Views
  • Technology and the Modern Day Recruiter #techrec12
  • ABOUT BROADBEAN • Global leader in job posting distribution and candidate sourcing technology • 35,000 users in 65 countries • 75% of UK top 250 agencies • We post 60%+ of all online vacancies in the UK • In excess of 4m responses in January alone • In excess of 1m searches per month
  • JOB BOARD PERFORMANCE “Reports of my death have been greatly exaggerated " + 11% + 12% + 15% + 20% - THE JOB BOARD
  • SOCIAL MEDIA – THE HYPE! OF COMPANIES HAVE HIRED “You’ve totally got to like my THROUGH A SOCIAL NETWORK facebook recruiting page #socialrecruiting” OF COMPANIES WILL USE SOCIAL NETWORKS TO RECRUIT IN 2012
  • SOCIAL MEDIA – THE FACTS + 10% + 39%
  • SOCIAL MEDIA – THE FACTSResponse volumes
  • FACEBOOK TIPSDo Don’t•Engage fully yourself… •Assume that posting a job means you have Facebook cracked•… invite engagement from others •Spam•Provide value added content. Givepeople a reason to be there! •Overpost...or underpost!•Use photos & video •Condescend, dictate•Measure your response •Be controversial – the old addage applies•Experiment with Facebook marketing
  • TWITTER RECRUITING• Quick/easy to setup• Free channel• Increases Google Page rank• Can feed your LinkedIn profiles
  • “It is not the strongest of the species that survives, northe most intelligent, but rather the one most adaptable to change.”
  • THANKSDan MartinManaging Directordanm@broadbean.comwww.broadbean.com
  • Technology and the Modern Day Recruiter #techrec12
  • 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
  • Our client work
  • 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
  • Technology and the Modern Day Recruiter #techrec12