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Resisting the pull of the direct recruiting model - APSCo end of Year Confererence 2013
 

Resisting the pull of the direct recruiting model - APSCo end of Year Confererence 2013

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APSCo asked me to speak at their end of year conference - Defying Gravity. ...

APSCo asked me to speak at their end of year conference - Defying Gravity.

This presentation gives a flavour to my speaker slot - that agency recruiter clients are gaining from using social media in recruitment. They often have a better ability to attract candidates (passive and active) than perhaps many agency recruiters.

I talked about what agencies do better than their clients and how they can use social media to attract candidates to them, thus defying the potential natural pull of their own clients.

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  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite

Resisting the pull of the direct recruiting model - APSCo end of Year Confererence 2013 Resisting the pull of the direct recruiting model - APSCo end of Year Confererence 2013 Presentation Transcript

  • barclayjones.comRecruitment Technology and Social Media for Recruiters Lisa Jones @LisaMariJones Barclay Jones Resisting the Pull of the Direct Hire Model
  • barclayjones.comRecruitment Technology and Social Media for Recruiters We specialise in recruitment technology and social media for recruitment. We advise on the effective use of recruitment technology and social media to improve business process, recruitment and bottom line. Who are Barclay Jones? Recruitment technology and social media strategy for recruitment
  • barclayjones.comRecruitment Technology and Social Media for Recruiters What is this talk NOT about?? …resisting being pulled by direct models!
  • barclayjones.comRecruitment Technology and Social Media for Recruiters  40% of internet traffic is mobile (are you?)  62% of adults use social media  79% of LinkedIn members are passive  91% of online adults use social media regularly  Average person is online every 12 minutes  Mobile devices have surpassed desktop devices as common web access tools  By 2015 over 80% of handsets will be smart  1.1 billion Facebook users  600 million Tweeters  238 million LinkedIn users Stats
  • barclayjones.comRecruitment Technology and Social Media for Recruiters How have you been affected by the “direct model”?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters What do your clients have in their arsenal?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Facebook
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Careers Page
  • barclayjones.comRecruitment Technology and Social Media for Recruiters YouTube Channel
  • barclayjones.comRecruitment Technology and Social Media for Recruiters LinkedIn Careers Package
  • barclayjones.comRecruitment Technology and Social Media for Recruiters LinkedIn Jobs
  • barclayjones.comRecruitment Technology and Social Media for Recruiters They have a complete lack of fear of social media, and a need to save money… on recruitment …and they’re not social media snobs
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Why do you think candidates go direct?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Careers page Want a job not just an interview Higher chance of being hired (no fee?) Employers are swimming in agency pools Brand awareness Community Real jobs Employers are going directly to them Clients more approachable? Easier?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters What do you have which clients don’t have?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters TimeAdvice Data Global View Industry Geek Connections Advocacy Agent – Jerry Mcguire Political Insight Sector Knowledge Recruitment Geek Honesty Negotiation Skills
  • barclayjones.comRecruitment Technology and Social Media for Recruiters How can you demonstrate this online? (without giving away your gold)
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Do you even know??? What do your candidates want to hear about? What do they want? Passives are the new black
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Make your business (and you) approachable Who are you trying to attract? Be clear Perhaps your clients will see
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Takeaways for Approachability  You and the other managers’ LinkedIn profiles  Your LinkedIn company page services and regular updates (and banners) – remember your followers!  Stop “marketing” and engage  Clearly Facebook! Perhaps Google+  Regular tweets / pins  Website (is your Meet the Team page “you”?)  What can you give away?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters What should you stop talking about?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Shut up about jobs (and yourself)  Stop training your clients to “recruit”  Enough mememe and less wee’ing  Try and attract passives who don’t want a new job  Getting a 2nd date relies on your being interesting and less self-absorbed  Are you giving away too much?
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Drop the hairdressing strategy?  Exclusive relationships with the clients  Do they use resources in your business?  Are your consultants simply logging data at point of sale?  Are loyalties with the brand or their perceived face of the brand, the consultant (the hair dresser)?  If they left and took “clients” with them, would you know?  Could you continue the relationship client after consultant leaves?  Are they engaging with your business or the consultant? Have a strategy
  • barclayjones.comRecruitment Technology and Social Media for Recruiters Create your own tractor beam! • Build a platform to be found Resist • Give things away • Offer more than clients the • Attract candidates (and clients) Pull
  • barclayjones.comRecruitment Technology and Social Media for Recruiters 3/15/2014 25