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TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
TLC London - Kevin Blair, Cisco
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TLC London - Kevin Blair, Cisco

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  • A handful of the channels. Not a full list. Depends on audience and job type and area of expertise needed. Channel research needs to be carried out as part of the planning process.
  • Transcript

    • 1. 5 Easy Steps to Finding Your Next Hire Online Kevin Blair: Director, Talent Acquisition EMEAR, Cisco Systems. June 2014
    • 2. Imagine if…
    • 3. One–size-fits-all recruitment strategy? * Work centric * Independent * Goal-orientated * Competitive Baby Boomers (1945 – 1962) * Individualistic * Technologically Adept * Flexible * Value Work/Life Balance Gen X (1963 – 1980) * Tech Savvy * Family Centric * Achievement Orientated * Team Orientated * Attention Craving * Expect diverse environments Gen Y (1981 - 1994) * No experience of internet-free world * Digital Natives * Multi-Taskers * Reclusive * Open about sharing personal information *Virtual * Short attention Span Gen Z (1995 – 2009)
    • 4. How do you allocate resources and strategy between the many options? Failing to plan is planning to fail. Hope is not a strategy.
    • 5. The 5 Easy Steps to Find your Next Hire Online: 5. Engage, interact and position with targeted branding materials 4. Define channels of communication 3. Define country(s) location 2. Define likely generation(s) of target candidates 1. Define target audience from skillset requirements Know who your audience is, know where to find them, and know how to communicate with them through a medium and on a level they can relate to. This will differ by job function and level of seniority. Key Takeaway: Follow a targeted channel and engagement strategy:
    • 6. Targeted Recruitment Approach and Engagement • Likely to use LinkedIn. •Concerned about privacy and sharing too much information •Traditional executive search and mapping techniques •In-mail plus phone call / personal reach. Baby Boomers (1945 – 1962) •Likely to use LinkedIn, Facebook and Twitter (or residence country equivalents). •Comfortable with email approach. •Corporate culture and effect on home life key importance. •Private about what is posted online. Gen X (1963 – 1980) Social media is the usual method of communication. Expects to be found rather than applies. Expects to engage on a personal level rather than a corporate level. Wants to see corporate personality Expects constant feedback and collaboration throughout process. Gen Y (1981 - 1994) Expects same experience of application and engagement on each device owned. Expects speed in engagement and outcome. Very open sharing all information online Expects communication and engagement to occur online Expects to be able to define corporate culture and expectations of role and Talent Brand at fingertips online, on any device. Gen Z (1995 – 2009) Apps Gamification
    • 7. Taco Bell & Pinterest Provide a mobile app to apply Display job requirements in a fun infographic Benefits like scholarship and language programs are advertised Includes behind the scenes videos and employee pics Using hashtags such as #jobs and #careers in the their pins A lot more than just pictures:
    • 8. Aviary is using Vine to share video Clips of real employees What positions they are hiring for, and quick details Directs candidates to the website Shared this vine across all social channels for optimal reach A lot more than just a video:
    • 9. Qantas leverages power of social sharing Toolbar located on every page of career website It expands the reach of their website to all visitors social networks
    • 10. Microsoft is using LinkedIn to build a community of web developers in Australia. 896 members joined in the first month 33% click through rate Total members 2,800+
    • 11. Intuit uses Facebook to attract and advertise all open positions Biggest social network globally Highest visit rate of all social networks Talent Brand activities on page prior to job listings Because visitors can access job openings without visiting the careers website itself, it more easily converts FB traffic into applicants.
    • 12. Some simple planning and creativity will transform the way you recruit, and the results you get.
    • 13. © 2013 Cisco and/or its affiliates. All rights reserved. Cisco Confidential 13 Thank you.

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