YOU WILL BE RATED, LIKE IT OR NOTYour company rating… It’s out there….
“The first wave of Social Networking was all about connecting. For recruiters it means sourcing. The second wave of Social Networking is all about leveraging those connections. For recruiters it means assessing using Reference Check 2.0 approaches.” YVES LERMUSI, CEO CHECKSTER, PREVIOUS FOUNDING PARTNER OF TALEO
THE NEW TALENT IS TRANSPARENTCandidate Don’taccess me, I’ll access myself and show you how great I am!Employee I want to know how well I’m doing all the time not just once a year.
CREATING A PLAN WITHOUT ASTRATEGYIs like giving a trip to Russia to someone whoneeds a beach get-away…thoughtful?Maybe..useful? Not so much.
RECRUITER 2.0 – BRAND EXTOLLER EXAMPLE: BEST BUY
LEVERAGE FROM OTHERS IN THE SAME BOATLeverage SKA’s with Where are our customersmarketing, sales, and and candidates?advertising Facebook LinkedIn Glassdoor Quora Games Other
MY STRATEGYWorking in a large established company haschallenges
LAWRENCE LIVERMORE NATIONAL LABORATORY Pros Aresearch lab that offers an intellectually stimulating environment for scientists and engineers. Great career security A company of extremely bright people Opportunity to make a difference in the safety of the nation
LAWRENCE LIVERMORE NATIONAL LABORATORY Cons Frustrating due to nature of classified work Unclear mission and messaging Political IT infrastructure out of date due to restrained budgets No Access to Facebook or smart personal phones Long hiring process
MESSAGING STRATEGY Collaborate with Marketing and Public Affairs to create message and maximize skills for SEO, Facebook and LinkedIn Focus on the great science Focus on the smart people Focus on jobs that make a difference Focus on the excellent tools to do science
WEBSITE Rotating images feature employees engaged in activities they love Careers– New Features Links to Program websites Recruiting video with captions for deaf and hearing impaired Great People section highlights careers
SEO AND CANDIDATE MANAGEMENT ImproveWeb presence and SEO and CMS using JobVite, LinkedIn, Facebook (secured), Glassdoor
21st century recruiters will need to be equally adept asusing web 2.0 as well “old school” techniques. They need toknow which sites market and which to use for recruiting.Web 2.0 is what internet recruiting was 10 years ago. BenGotkin Global Talent Acquisition Director Marriot
Internal recruiting organizations will be outsourcedunless they match external competitors effectiveness,efficiencies, costs and speed. Kevin Wheeler, Future of Talent
With economic uncertainty, and constant change in the competitivelandscape and technology, will continue to increase the demandsplaced on most corporate recruiting organizations. I do believe thatbecause of these influences, corp recruiting groups will need to beable to spend more of their time aligning strategically to thebusiness and on workforce planning. Angel Hills Executive VP PinStripe
THE FUTURE RECRUITING TEAM The Technologist The Sourcer The Recruiter
RECRUITING TECHNOLOGISTManages and assesses web 2.0 sourcing, recruiting,and tools. Works with Marketing and sales. Tool development (games?) Tool implementation Tool training Web communications Tool assessment Sets metrics for the team
RECRUITER 2.0 – THE SOURCER Identifies and participates with the social networks Sources key populations Builds communities of skills Twitter user (ideally has 4000 + followers) Actively uses apps for iPhone, iPad, etc Participates In online gaming Enjoy continuous communication and collaboration with customers and potential candidates Uses both push and pull apps and technologies to source
THE RECRUITER Works closely with client to understand business Competent on workforce projections, future projects Works with marketing and sales (aligns the brand) Creates attractive job descriptions that will attract Assesses attributes and skills of applicants Able to sell the company better than competitors Assesses quality of hire
The future is in the clouds.THANK YOUBeth McCormick