Corporate Recruitersin the (st)age of social media <br />Alexander Crépin Consultant, Coach & Interim Manager<br />HR &Tal...
Some recruitment basics ........<br />- Corporate recruitment responsibilities <br /><ul><li> Corporate recruitment context
 Corporate recruitment strategy & organization
 Corporate recruitment roles & profiles
 Corporate recruiter metrics
 What is changing
 ...............</li></li></ul><li>Corporate Recruitment?<br />
Corporate Recruitment Responsibilities <br />Talent Pipeline Management<br />Employer branding<br />Campus Recruitment<br ...
Corporate Recruitment Context <br /><ul><li> Talent Strategy
 Type / level of hires
 Employee turnover
 Vacancies volume (outlook)
 Timing, when to hire?
 Location(s)
 Employment market situation
 Quality & quantity of talent pipeline
 Engagement & selection skills of hiring managers
 Talent scouting culture, in-company referrals
 Employer EOC position, quality of HR
 Pay & benefits
 Recruitment partners
 ........... </li></li></ul><li>Corporate Recruitment Organization<br />- Make or buy strategy<br />   What do you do your...
Corporate Recruiter <br />all in one or different type of roles?<br />Main Roles<br />A: Talent acquisition <br />B: Talen...
discussion<br />
A. The Talent Acquisition Role<br /><ul><li> Customer service mentality
Great at working with people
 Networker, building & participating
Excellent ambassador
Referrals promoter
 Influencer & Negotiator
 Excellent phoning skills
 State of art sourcing skills
ICT / Social Media savvy
 Creative, open to try
 Excellent time management, setting prio’s
 Project management skills
Teamplayer</li></li></ul><li>B. The Talent Selection Role<br /><ul><li> Trustful, open</li></ul>- Ability to understand jo...
 Ambassador
 Excellent listening & interviewing skills
 First class assessment skills
 Methodical
 Very good in putting observations into words
 Able to make right go & no go decisions
 Integer</li></li></ul><li>C.  Corporate Recruitment Service Role<br /><ul><li> Customer focus, service minded
 Planning & organizing
 Alert
 Systems savvy
 Social Media savvy
 Telephone skilled
 Do-er, performance drive</li></li></ul><li>D.	The All-in-one Corporate Recruiter<br /><ul><li> Customer service mentality
Great at working with people
 (online) networker
 Excellent ambassador
Persuasive
 Inquisitive
 Excellent organizational skills
 Very good at assessing people
Good in listening & interviewing
 State of art sourcing skills
ICT / Social Media savvy
 Administrative skilled</li></li></ul><li>A truly professional recruiter is always alert in finding the best candidates<br...
Corporate recruiter metrics<br /><ul><li> Quality, quantity & diversity of hire
 Quality & quantity of Talent Pipeline & Network
 Response times, time to fill vacancies
 Amount of contacts required to make hire decision
 (In)Voluntary turnover in first 16 months
 Customer satisfaction / Complaints
 Fault proof processes
 Results of collaboration with HR & Marketing etc.
 Employer Branding Target EOC score
 Employee referral output
 Cost per hire
 Added value of new recruits in first 9 months
 Promotions of new hires in first 24 months
 ......... </li></li></ul><li>So far so good<br />These are basics <br />What is changing<br />
CliffShirky: <br />“….. For any given organization, the important questions are:<br />When will the change happen?  & <br ...
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Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by Alexander Crepin

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Corporate recruiters, overview of the roles and responsibilities in the fast changing world with social media. It is about People and understanding why & how your target talents use social media. If this is clear engagement has a change, establishing a life time talent relationship.

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  • 93% of companies are using and plan to use social media for recruitment in 2011.

    Companies like Accenture, Deloitte, KPMG, L’Oréal, American Apparel, P&G, PwC and 5000 others are successfully recruiting quality candidates on Facebook with the Facebook recruiting app ’Work for Us’: www.work4labs.com

    The app leverages Facebook’s scale, connections, and data-rich profiles. Recruiters can import jobs directly from their ATS or post them manually, as well as create statistically-optimized Facebook Ads for their jobs through our proprietary algorithms. Users can share jobs ’like’ and share jobs with their friends, and submit applications directly within Facebook.

    Below are some live examples:
    * Roche: www.facebook.com/RocheCareers?v=app_404596412628
    * Deloitte: www.facebook.com/DeloitteAustralia
    * KPMG: www.facebook.com/KPMGJobsUK
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Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by Alexander Crepin

  1. 1. Corporate Recruitersin the (st)age of social media <br />Alexander Crépin Consultant, Coach & Interim Manager<br />HR &Talent Management, CSR, Social Media<br />www.crepinconsult.nl, www.inhr.nl, www.ailo.nl, www.recruitmentcoach.nl, http://nl.linkedin.com/in/alexandercrepin<br />
  2. 2. Some recruitment basics ........<br />- Corporate recruitment responsibilities <br /><ul><li> Corporate recruitment context
  3. 3. Corporate recruitment strategy & organization
  4. 4. Corporate recruitment roles & profiles
  5. 5. Corporate recruiter metrics
  6. 6. What is changing
  7. 7. ...............</li></li></ul><li>Corporate Recruitment?<br />
  8. 8. Corporate Recruitment Responsibilities <br />Talent Pipeline Management<br />Employer branding<br />Campus Recruitment<br />Target Talent Community Management<br />Job branding<br />Internship Programs<br />Alumni Management<br />Talent Recruitment <br />Talent On Boarding<br />Talent (Pre) Selection <br />HR alignment<br />Talent Assessment<br />Talent Intelligence (Re) Search<br />Candidate Relationship Management<br />Business Account Management<br />Recruitment Vendor & Partner Management<br />Recruitment Operations Support<br />
  9. 9. Corporate Recruitment Context <br /><ul><li> Talent Strategy
  10. 10. Type / level of hires
  11. 11. Employee turnover
  12. 12. Vacancies volume (outlook)
  13. 13. Timing, when to hire?
  14. 14. Location(s)
  15. 15. Employment market situation
  16. 16. Quality & quantity of talent pipeline
  17. 17. Engagement & selection skills of hiring managers
  18. 18. Talent scouting culture, in-company referrals
  19. 19. Employer EOC position, quality of HR
  20. 20. Pay & benefits
  21. 21. Recruitment partners
  22. 22. ........... </li></li></ul><li>Corporate Recruitment Organization<br />- Make or buy strategy<br /> What do you do yourself and what should be done by outside specialists?<br />- Account strategy<br /> Internal client model, direct or via HR <br />- Sourcing strategy <br /> Which sources and media to be used to get best recruitment ROI?<br />- Service strategy<br /> Developing & maintaining a service model that fits to the ambition of the organization,<br /> one way or client driven, tailor made<br />- Cost (allocation) strategy<br /> Cost effectiveness of operations and budget allocation & accountability<br />- Operations strategy<br /> Execution of sourcing & selection processes, metrics, goals <br />
  23. 23. Corporate Recruiter <br />all in one or different type of roles?<br />Main Roles<br />A: Talent acquisition <br />B: Talent selection <br />C: Service / operations<br />D: All-in-one <br />
  24. 24. discussion<br />
  25. 25. A. The Talent Acquisition Role<br /><ul><li> Customer service mentality
  26. 26. Great at working with people
  27. 27. Networker, building & participating
  28. 28. Excellent ambassador
  29. 29. Referrals promoter
  30. 30. Influencer & Negotiator
  31. 31. Excellent phoning skills
  32. 32. State of art sourcing skills
  33. 33. ICT / Social Media savvy
  34. 34. Creative, open to try
  35. 35. Excellent time management, setting prio’s
  36. 36. Project management skills
  37. 37. Teamplayer</li></li></ul><li>B. The Talent Selection Role<br /><ul><li> Trustful, open</li></ul>- Ability to understand jobholders requisitions<br /><ul><li> Ability to understand skills & competencies
  38. 38. Ambassador
  39. 39. Excellent listening & interviewing skills
  40. 40. First class assessment skills
  41. 41. Methodical
  42. 42. Very good in putting observations into words
  43. 43. Able to make right go & no go decisions
  44. 44. Integer</li></li></ul><li>C. Corporate Recruitment Service Role<br /><ul><li> Customer focus, service minded
  45. 45. Planning & organizing
  46. 46. Alert
  47. 47. Systems savvy
  48. 48. Social Media savvy
  49. 49. Telephone skilled
  50. 50. Do-er, performance drive</li></li></ul><li>D. The All-in-one Corporate Recruiter<br /><ul><li> Customer service mentality
  51. 51. Great at working with people
  52. 52. (online) networker
  53. 53. Excellent ambassador
  54. 54. Persuasive
  55. 55. Inquisitive
  56. 56. Excellent organizational skills
  57. 57. Very good at assessing people
  58. 58. Good in listening & interviewing
  59. 59. State of art sourcing skills
  60. 60. ICT / Social Media savvy
  61. 61. Administrative skilled</li></li></ul><li>A truly professional recruiter is always alert in finding the best candidates<br />Talent engagement, scouting, networking never stops!<br />It is a passion, a way of living …..<br />
  62. 62. Corporate recruiter metrics<br /><ul><li> Quality, quantity & diversity of hire
  63. 63. Quality & quantity of Talent Pipeline & Network
  64. 64. Response times, time to fill vacancies
  65. 65. Amount of contacts required to make hire decision
  66. 66. (In)Voluntary turnover in first 16 months
  67. 67. Customer satisfaction / Complaints
  68. 68. Fault proof processes
  69. 69. Results of collaboration with HR & Marketing etc.
  70. 70. Employer Branding Target EOC score
  71. 71. Employee referral output
  72. 72. Cost per hire
  73. 73. Added value of new recruits in first 9 months
  74. 74. Promotions of new hires in first 24 months
  75. 75. ......... </li></li></ul><li>So far so good<br />These are basics <br />What is changing<br />
  76. 76. CliffShirky: <br />“….. For any given organization, the important questions are:<br />When will the change happen? & <br />What will change? <br />The only two answers we can rule out are <br />NEVER & NOTHING<br />
  77. 77. Recruitment is still about People!<br />People living & working <br />- in the Information Age <br />- in the Social Media Stage<br />
  78. 78. >>1,5 billion people online, no more fiction but fact<br />As of 17 July 2009 the Earth's population is estimated <br />by the US Census Bureau to be 6.772 billion<br />
  79. 79.
  80. 80. Mental models are deeply held internal images of how the world works and looks alike<br />
  81. 81. These images limit us to familiar new ways of thinking and acting <br />limiting us adapting to a changing world<br />
  82. 82. Recruitment <br />in the Social Media Stage<br />mix of:<br />People Skills &<br />Social Media Skills (Search & Networking Tools)<br />
  83. 83. A happy corporate recruiter<br />Knows what makes candidates happy<br /> Shares with the jobholder how to get <br /> happy candidates <br />Finds candidates who are happy in their jobs<br /> Shows them a different perspective, makes<br /> them feel not so happy<br /> Offers them a great opportunity that will <br />make them happy again <br /> Makes the jobholder feel happy <br />Everybody happy!<br />
  84. 84. traditional but still very powerful tool<br />The telephone still outnumbers PC internet!<br />In 2008 approx 4 billion (mobile) phones!<br />
  85. 85. The Web <br /> social media use is exploding<br />
  86. 86. T<br />A<br />L<br />E<br />N<br />T<br />S<br />Corporate recruiter:<br />a social media user <br />or ..... more than that?<br />
  87. 87.
  88. 88. Next year <br />approx. 1,5 Exabyte's (1,5 x 10 ) <br />new unique information will be generated <br />18<br />
  89. 89. Social media enable / drive corporate recruiters <br />to go global<br />
  90. 90. How to recruit effectively in the global online world?<br />
  91. 91. How to get the best talents?<br />We are fishing in the same pool<br />
  92. 92. Corporate Recruiters: savvy online <br />
  93. 93. Recruitment is about People!<br />People living & working <br />- in the Information Age <br />- in the Social Media Stage<br />
  94. 94. In 2008, 68% of all internet users around the globe joined via social media <br />a kind of group or community<br />
  95. 95. Needs hierarchy by Maslow<br />
  96. 96. Cogitoergo sum(Descartes)<br />IBlog, Tweet, Linkedin, Youtube, Flickr, so ….<br />I am<br />
  97. 97. internet in our houses & lives, as a result: <br />our<br />now includes also our online world<br />Because there are also REAL PEOPLE to connect to and build relationships, share thoughts and ideas etc.<br />social needs satisfaction<br />
  98. 98. People enjoy to be there <br />and be a part of it<br />Participate in something bigger than themselves<br />
  99. 99. People enjoy to participate almost anonymously<br />People are social beings<br />
  100. 100. People like to work online together for a common / shared case like in the “real world” <br />
  101. 101. Teamwork is effective!<br />
  102. 102. Internet =<br />Handy & practical<br />
  103. 103. Internet satisfies our need for<br />Information<br />Entertainment<br />Infotainment<br />
  104. 104. King’s Quest<br />Monkey Island<br />Sam ‘n Max<br />Gabriel Knight<br />Myst<br />
  105. 105. It is cheap & fun to be around <br />
  106. 106. Now you better understand why people are using social media<br />So you can develop your strategy & skills for using social media for recruiting the best talents<br />
  107. 107. Social Media Revolution?<br />
  108. 108. Enthusiasm = OK but…….<br />Don’t expect direct a long term solution for all talent recruitment challenges<br />
  109. 109. Social media are still new phenomenaExperiment, trial & error, explore, learn<br />More bad news<br /><ul><li>Inherently messy
  110. 110. No readymade solution
  111. 111. It is / will be hard work</li></ul>Photo courtesy of RIPizzohttp://www.flickr.com/photos/ripizzo/2310929170/<br />
  112. 112. Social Media Mindset<br />Be open for ideas, experiences & opinions from others, learn<br />
  113. 113. Building Online Talent Relations is not a 9 to 5 job <br />time, vision, commitment, passion & budget<br />
  114. 114. …. I work from 9am-5pm at my client site, and then 5pm-9pm it is time building our internal social media capability ……..<br />Steve Radick Social Media Associate with Booz Allen Hamilton<br />
  115. 115. Social media 90:10:1 rule<br />1% makes content <br />10% enriches content <br />90% consumes content<br />variant on 80/20 rule <br />Social media means hard working!<br />Do it smart & efficient <br />
  116. 116. 8:00<br /><ul><li>RSS check, reader updates</li></ul>8:30<br /><ul><li>Content creation</li></ul>9:30<br /><ul><li>Twitter check
  117. 117. Social Network check</li></ul>10:00<br /><ul><li>E-mail</li></ul>10:30<br />
  118. 118. 1-5 Hours per Week = Participant<br />A participant is at the lower end of the scale. Participants can set up Participants can set up Linkedinor Facebook pages and groups, run a Twitter feed, comment on blogs, and/or upload images to a site like flickr. She notes that the most time-consuming aspect of Twitter is not the broadcasting aspect but finding followers who will read your content<br />5-10 Hours per Week = Content Provider<br />A content provider can start a blog or a podcast. Both activities require slightly more advanced technical skills and a larger time commitment. Bloggers should aim for a minimum of at least one post per week, but two or three would be better, she says. Podcasts can be as infrequent as once per month.<br />10-20 Hours per Week = Community Director<br />A community director is much more involved with social media. Here, her advice is more narrowly aimed towards museum staff, but still the overall suggestions hold up. Community directors can get involved in community web sites, work comment boards. Basically this category involves getting involved in larger scale activities, but, once launched and running, they don't require full-time management.<br />
  119. 119.
  120. 120. How to get the best talents?<br />We are fishing in the same pool<br />- Understand & learn by doing <br />- Be(come) better, work smarter<br />- Make a more interesting offer<br />- Don’t think you can do it al alone<br />
  121. 121. Corporate Recruiters: social media savvy<br /><ul><li> Make sure you understand social media, why people</li></ul> are using them and how they are using them<br /><ul><li> Know how to use social media and continue to learn how to
  122. 122. Make sure you have something to offer, share & participate
  123. 123. Ensure you have an image people would like to be connected to,</li></ul> to be part of<br /><ul><li> Ensure you’re offering in the right way, at the right places & time
  124. 124. Be there where your talents are or get your talent ambassadors</li></ul> and scouts to be there<br /><ul><li> Build your online talent scouting network
  125. 125. Plan your time online, make choices, set priorities
  126. 126. Understand SEO and use SEO
  127. 127. Develop & keep improving your talent search & engagement skills</li></li></ul><li>Always remember <br />Recruitment is about People!<br />….The best recruiters I know are people whose candidates come back to them each time they want to make a career move …… <br />
  128. 128. Be aware, some line managers are very skilled in talent engagement & branding<br />http://www.youtube.com/watch?v=56pAdTGHoqc<br />
  129. 129. Start with social media recruitment<br />Think big<br /> Start small<br /> Act practical<br /> Grow & enjoy<br />
  130. 130. Success!<br />
  131. 131. Questions ?<br />
  132. 132. Like or not?<br />
  133. 133. Time to improve corporate recruitment?<br />Starting with social media?<br />Call<br />Alexander Crépin<br />+ 31 (0)653 641 905<br />http://nl.linkedin.com/in/alexandercrepin<br />www.twitter/talentspotter<br />www.recruitmentcoach.nl (in Dutch)<br />www.inHR.nl (in Dutch)<br />
  134. 134. End!<br />

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