0
HR TechEurope
Who are you?Matthew JefferyAutodesk Head of EMEA TalentAcquisition & Global Talent BrandFormerly EA Global Director of Tal...
Emilie DixonSenior Recruiter Autodesk
These are challenging times to be arecruiter……buts lets celebrate what we do
Talent AcquisitionNever Forget that world class candidateattraction/recruitment can make or break aBusinessNASDAQ & FTSE C...
The Global War for Talent is real!
The ‘experienced’ talent pool is shrinking
Industries converging        Same/similar talent sought               public sector                               TVmedia ...
Where art thou….Loyalty?                   People less loyal                  Average time in role:                   Less...
Headhunting……at all levels      If staff are unhappy they will leave anyway‘I would be more worried if your staff weren’t ...
External Providers losing ground?                        Recruitment agencies need to                                adapt...
Your competitors     are getting cleverer, studying you, mapping out  your talent….and  rest assured theyare speaking to y...
University RecruitmentFlood of graduates into the market studying poorlyconceived degrees and less companies investing in ...
So everyone in thisroom is at battle witheach other……...who wins ….. ‘Battlefor talent’
The ultimate goal is a Predictable       talent pipeline…….                 Achieved through                 Sourcing, map...
Technology is evolving out of our control
With the advent of new technology and the likes of‘LinkedIn’….Do Hiring Managers need us recruiters?               What is...
Recruitment 1.0                                            ‘Traditional’ everyone can recruit. Low                        ...
Recruitment 3.0The Core Philosophical underpinnings of Recruitment 3.0:• Not everyone is looking• Everyone is a potential ...
Not everyone’s looking.....
Active v Passive SourcingE-Branders/                            Passive PoolMarketers/CommunityDJ’s              ‘Mass Com...
The Core Philosophy of ‘Recruiter 3.0’Employment Brand is pivotal to your success in             Talent Attraction     Rec...
A Brand is aperson’s gut feeltowards aProduct, Serviceor Organisation
The goal of a brand is to create emotional attachment Emotion creates a connection which bonds loyalty & trustA emotional ...
Recruitment without marketing: Many E-Brands are like this
Shows like American Idol and XFactor gets ‘emotion’ and tellinga storyIf people just sing it would fail
What’s people’s ‘gut’ feel forworking for your company?.....Google it / Glassdoor it
Retro views on   Employment BrandRecent quotes from conferences:‘A company creates anEmployment Brand’‘We have a great Emp...
The Stages of the Employee   Experience   (how we ‘humanise’ and open up a company   to allow candidates to build relation...
What is a ‘Community’?‘Community’ Definition‘A group of interacting people, that shares common values/interests and throug...
‘Corporate Community’Not everyone in              Besta Corporate                 TalentCommunity ishireable ordesirable:T...
Building a Community is notabout a collection of random   individuals from Social  Networks imported into a ‘manufactured’...
How to Build a ‘Corporate Community’     ‘Targeted’        Job Board Advertising Specific      ‘Less Targeted’            ...
Recruitment isboring…..
‘Engaging a ‘Corporate Community’   Mobile Apps                              Blog Site                               Activ...
‘Corporate’ v ‘Overall Talent                      Community’Proactive Recruiting       WingsSourcing: targeting &        ...
‘LinkedIn  Talent                                   . Net People 76,324                                                   ...
A new type of Recruiter for 3.0• The New Recruitment 3.0• Recruitment 3.0 is about building engaged communities, telling a...
Recruitment the next level?Take it there with Autodesk..  Recruiting Solutions
Our Aim- Building sustainable communities.- Goal is engagement – current / future / potential  candidates- Key is discussi...
Autodesk are not just building a Community around a collection of random individuals   from Social Networks imported into ...
Please Let me introduce you to Our           communities                  Autodeskers   Recruiting Solutions
Communities go mobile      Recruiting Solutions
Communities go mobile     Recruiting Solutions
Autodeskers                                         Mobile app.Simplistic, informative, social, fun exciting, captivating…….
Not just recruitment on the go
About Autodesk and our products
Humanising
SocialNetworksEasy links toour all ourcommunities
OUR NEXT STEPAUTODESK PARTNERS WITH       LINKEDIN
LinkedIn Referrals ‘Targeted Crowdsourcing’  Recruiting Solutions
Don’t forget current / Potential          employees Recruiting Solutions
OurNewInterviewPack
INFORM
ENTICE
And ……SELLKey =All Pre interview!
A look inside - internal interaction
What lies ahead of 3.0……?Recruitment 4.0…some personal thoughts •   The New Recruitment version 4.0 •   Evolution of 3.0 •...
‘The Power of the Crowd’     New Ideas….Recruitment ‘crowdsourcing of candidates’
LinkedIn Referrals ‘Targeted Crowdsourcing’                               ‘Gamification’     Recruiting Solutions
‘Gamification’Gamification is not about creating games but aPhilosophy… how we learn ‘engagement’ fromgames…...But why not...
‘Gamification’     ‘Is using game mechanics/methodology to inspire engagement in           activities that otherwise would...
Recruitment as a Profit CentreDepends on Costs Going Down Zero / Minimal Agency Fees Less need for Job board fee  postin...
Lets not think recessionThink Social Media             Build your communities!
Follow me at @matthewjeffery   Follow me @emiliedixon                 Thank you!
Q&A…don’t be shy
Thanks for listeningand enjoy HRTech11
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Autodesk - Matthew Jeffery
Upcoming SlideShare
Loading in...5
×

Autodesk - Matthew Jeffery

854

Published on

Published in: Business, Technology
0 Comments
4 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
854
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
115
Comments
0
Likes
4
Embeds 0
No embeds

No notes for slide

Transcript of "Autodesk - Matthew Jeffery"

  1. 1. HR TechEurope
  2. 2. Who are you?Matthew JefferyAutodesk Head of EMEA TalentAcquisition & Global Talent BrandFormerly EA Global Director of TalentBrand
  3. 3. Emilie DixonSenior Recruiter Autodesk
  4. 4. These are challenging times to be arecruiter……buts lets celebrate what we do
  5. 5. Talent AcquisitionNever Forget that world class candidateattraction/recruitment can make or break aBusinessNASDAQ & FTSE Companies are really beingscrutinised by investors about whether theycan attract & retain high quality staffTalent Acquisition is CRITICAL to modern business
  6. 6. The Global War for Talent is real!
  7. 7. The ‘experienced’ talent pool is shrinking
  8. 8. Industries converging Same/similar talent sought public sector TVmedia film banking FMCGuniversities IT mobile
  9. 9. Where art thou….Loyalty? People less loyal Average time in role: Less than 2 years
  10. 10. Headhunting……at all levels If staff are unhappy they will leave anyway‘I would be more worried if your staff weren’t being headhunted because that speaks volumes about the quality of your workforce’ Are your staff challenged? Are they well remunerated? Do they have a good work/life balance? Are they working on world class products? Do they have an opportunity for promotion? Are they receiving training & Development? Are their ideas listened to? If the answer is NO……headhunters prey
  11. 11. External Providers losing ground? Recruitment agencies need to adapt or die In-House: Referral schemes CRM Database Events Web 2.0 Networking YouTube, LinkedIn, Myspace, Facebook Graduate Pipeline Ability of recruiters to ‘sell’ their own company with authenticity
  12. 12. Your competitors are getting cleverer, studying you, mapping out your talent….and rest assured theyare speaking to your staff….
  13. 13. University RecruitmentFlood of graduates into the market studying poorlyconceived degrees and less companies investing in them
  14. 14. So everyone in thisroom is at battle witheach other……...who wins ….. ‘Battlefor talent’
  15. 15. The ultimate goal is a Predictable talent pipeline……. Achieved through Sourcing, mapping competitors, direct approach, relationship building, Employment Branding & Social Media
  16. 16. Technology is evolving out of our control
  17. 17. With the advent of new technology and the likes of‘LinkedIn’….Do Hiring Managers need us recruiters? What is our value?
  18. 18. Recruitment 1.0 ‘Traditional’ everyone can recruit. Low skill. Anyone can do what we do…even HR Professionals ;) - Fax machines - Print advertising (post & pray) - Rolodexes – Traditional ATS - Basic process / transactional recruiting Recruitment 1.0 & 2.0 heavily focused on Active Job SeekersRecruitment 2.0Sees the move online & utilising tech forrecruitment gain.- Online Job Boards- Online cv SearchesTech moved forward, methodology of 1.0dominant, inc online post, spray & pray
  19. 19. Recruitment 3.0The Core Philosophical underpinnings of Recruitment 3.0:• Not everyone is looking• Everyone is a potential candidate or brand ambassador. Even your consumers. ‘We create candidates’• Employment Brand is pivotal to your success in Talent Acquisition, ‘We are all marketers now’• The Psychology of People: Naturally social, conversation• You are not in control of what people are saying• Building relationships and communities is key…even pivotal• Recruitment is boring…yes…boring...
  20. 20. Not everyone’s looking.....
  21. 21. Active v Passive SourcingE-Branders/ Passive PoolMarketers/CommunityDJ’s ‘Mass Communication’ (Non active) ActiveRecruitersProcess
  22. 22. The Core Philosophy of ‘Recruiter 3.0’Employment Brand is pivotal to your success in Talent Attraction Recruiting Solutions
  23. 23. A Brand is aperson’s gut feeltowards aProduct, Serviceor Organisation
  24. 24. The goal of a brand is to create emotional attachment Emotion creates a connection which bonds loyalty & trustA emotional relationship is anchored on honest 2 way communication
  25. 25. Recruitment without marketing: Many E-Brands are like this
  26. 26. Shows like American Idol and XFactor gets ‘emotion’ and tellinga storyIf people just sing it would fail
  27. 27. What’s people’s ‘gut’ feel forworking for your company?.....Google it / Glassdoor it
  28. 28. Retro views on Employment BrandRecent quotes from conferences:‘A company creates anEmployment Brand’‘We have a great EmploymentBrand. Look at our newlydesigned Brand logo’ ‘E-Brand is about marketing and the way we advertise. We control the messages’
  29. 29. The Stages of the Employee Experience (how we ‘humanise’ and open up a company to allow candidates to build relationships and feel ‘feelings’) Stage StageStage One: Stage Two: Stage Four: Stage Five: Stage Six: Three: Seven: Notice Consider Join Work Leave Apply Remember
  30. 30. What is a ‘Community’?‘Community’ Definition‘A group of interacting people, that shares common values/interests and through these bond‘social cohesion’ / ‘belongingness’.‘Corporate’ CommunityA grouping of individuals which has been ‘manufactured’ by a Corporate entity with specificgoals in mind, be it Branding, Marketing, crowdsourcing or employment ‘bums on seats’.Generally smaller by nature and given competing needs, tough to engage people as so manychoices of communities to join.‘Organic’ CommunityA grouping of individuals that share a common interest surrounding a shared interest/s egJava Developers, sales professionals. (To share best practice, ideas and discussion). Organicgrowth, naturally evolving.‘Talent’ CommunityA mass grouping of individuals deemed as talented and employable for specific tasks bybusiness.‘Talent Puddle’A smaller / concentrated / defined grouping of desirable / employable talent.
  31. 31. ‘Corporate Community’Not everyone in Besta Corporate TalentCommunity ishireable ordesirable:The vast Employmentproportion are Brandnot…hence theneed to ensure Ambassadorsthey becomeBrandChampions whoengage / join indiscussions &show an interest
  32. 32. Building a Community is notabout a collection of random individuals from Social Networks imported into a ‘manufactured’ community Targeting is ‘Key’
  33. 33. How to Build a ‘Corporate Community’ ‘Targeted’ Job Board Advertising Specific ‘Less Targeted’ & Corporate Generic Brand building Targeted Advertising Sourcing Team: eg Facebook Mapping & Organagramming Community Targeted Job Board e_shots eg Monster Recruitment ATS / Database (Already a Event lists & EventCommunity of its own Social Media : Facebook ‘Fan names but Untapped) Page’; Twitter ‘Followers’, LinkedIn Discussion Group Targeted LinkedIn Members, LinkedIn Corporate Traditional Print Mass Communications Page; YouTube Channel Market Advertising ‘Subscribers’, Blog Followers
  34. 34. Recruitment isboring…..
  35. 35. ‘Engaging a ‘Corporate Community’ Mobile Apps Blog Site ActiveFacebook Fan Page ‘Engagement’ YouTube Channel ‘Humanizing the Twitter Page Brand’ ‘Corporate Targeted email Seduction’ ‘Marketing Shots’LinkedIn discussion Groups Events
  36. 36. ‘Corporate’ v ‘Overall Talent Community’Proactive Recruiting WingsSourcing: targeting & LinkedIn Organagramming Search Engine Reachable Corporate Facebook, Twitter, YouTube / Social MediaEmployment Branding & Marketers building Offline brand & e-brand presence
  37. 37. ‘LinkedIn Talent . Net People 76,324 iPhone Developers 31,741 Pool’ C# Developers 36,139 Finance Club Sourcing End to End 167,296 Web Team: Developers 24,170Pin pointing CAD Community Talent 7,875 HR Professionals Micro & Java Developers LinkedIn HR 70,355 94,876 486,612 Macro ‘Talent Puddles’ Sales Procurement Association Professionals 25,921 107,088 Innovating Marketing, PR, Sales Talent Word of Mouth 144,973 Branding:Massaging & Messaging
  38. 38. A new type of Recruiter for 3.0• The New Recruitment 3.0• Recruitment 3.0 is about building engaged communities, telling a story, listening, discussing and fostering an emotional attachment with new talent.• Recruiter 1.0 and 2.0 will be a dying breed in the coming months and years, replaced and thrown on the scrap heap by Recruiter 3.0 who can combine a range of skills including:• PR & Messaging• Marketing• Direct Marketing• Market segmentation• Candidate Relationship Management• Sales• Presentation and Communication Skills
  39. 39. Recruitment the next level?Take it there with Autodesk.. Recruiting Solutions
  40. 40. Our Aim- Building sustainable communities.- Goal is engagement – current / future / potential candidates- Key is discussion and keeping our communities informed- Humanising our brand – real people behind our software- Create communities that will gain repeat visits- Freedom of speech
  41. 41. Autodesk are not just building a Community around a collection of random individuals from Social Networks imported into a ‘manufactured’ community We recognise Targeting is ‘Key’
  42. 42. Please Let me introduce you to Our communities Autodeskers Recruiting Solutions
  43. 43. Communities go mobile Recruiting Solutions
  44. 44. Communities go mobile Recruiting Solutions
  45. 45. Autodeskers Mobile app.Simplistic, informative, social, fun exciting, captivating…….
  46. 46. Not just recruitment on the go
  47. 47. About Autodesk and our products
  48. 48. Humanising
  49. 49. SocialNetworksEasy links toour all ourcommunities
  50. 50. OUR NEXT STEPAUTODESK PARTNERS WITH LINKEDIN
  51. 51. LinkedIn Referrals ‘Targeted Crowdsourcing’ Recruiting Solutions
  52. 52. Don’t forget current / Potential employees Recruiting Solutions
  53. 53. OurNewInterviewPack
  54. 54. INFORM
  55. 55. ENTICE
  56. 56. And ……SELLKey =All Pre interview!
  57. 57. A look inside - internal interaction
  58. 58. What lies ahead of 3.0……?Recruitment 4.0…some personal thoughts • The New Recruitment version 4.0 • Evolution of 3.0 • Value lays in the Communities of 3.0 • Recruitment becomes a profit centre • Crowdsourcing • Gamification • Exclusive Content / VIP Access • Death of Recruitment Agencies • Job Boards faltering
  59. 59. ‘The Power of the Crowd’ New Ideas….Recruitment ‘crowdsourcing of candidates’
  60. 60. LinkedIn Referrals ‘Targeted Crowdsourcing’ ‘Gamification’ Recruiting Solutions
  61. 61. ‘Gamification’Gamification is not about creating games but aPhilosophy… how we learn ‘engagement’ fromgames…...But why not? Let’s add games to our overallengagement philosophy…!!!
  62. 62. ‘Gamification’ ‘Is using game mechanics/methodology to inspire engagement in activities that otherwise would be considered boring or routine/chore. Making activities Social Contents simple, fun & interactive  Competition against friends / People want to know what other leaderboards people are doing  ‘Easter Eggs’, hidden features on Personalisation/humanisation eg your site Avatars  Enabling unique experiences / Encourage sharing of content in personalisation the community  Progress Bars Getting friends involved to  User Generated Content encourage ‘virality’ ‘Gifting’ ‘Keeps em coming back for more’? Reveals at certain times of the day
  63. 63. Recruitment as a Profit CentreDepends on Costs Going Down Zero / Minimal Agency Fees Less need for Job board fee postings Combination of  Sourcing & targeting  Building Talent Communities  Crowdsourcing of Candidates  = Predictable talent pipeline Less need for in house recruiters Utilise value in Community, i.e.  Engaging Content  Premium Content  Exclusive Access Areas  Games / repeat visit tools
  64. 64. Lets not think recessionThink Social Media Build your communities!
  65. 65. Follow me at @matthewjeffery Follow me @emiliedixon Thank you!
  66. 66. Q&A…don’t be shy
  67. 67. Thanks for listeningand enjoy HRTech11
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×