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 Companies are really beingscrutinised by investors about whether theycan attract & retain high quality staffTalent Acquisition is CRITICAL to modern business
Industries converging Same/similar talent sought public sector TVmedia film banking FMCGuniversities IT mobile
Where art thou….Loyalty? People less loyal Average time in role: Less than 2 years
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
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
Your competitors are getting cleverer, studying you, mapping out your talent….and rest assured theyare speaking to your staff….
University RecruitmentFlood of graduates into the market studying poorlyconceived degrees and less companies investing in them
So everyone in thisroom is at battle witheach other……...who wins ….. ‘Battlefor talent’
The ultimate goal is a Predictable talent pipeline……. Achieved through Sourcing, mapping competitors, direct approach, relationship building, Employment Branding & Social Media
With the advent of new technology and the likes of‘LinkedIn’….Do Hiring Managers need us recruiters? What is our value?
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
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...
Active v Passive SourcingE-Branders/ Passive PoolMarketers/CommunityDJ’s ‘Mass Communication’ (Non active) ActiveRecruitersProcess
The Core Philosophy of ‘Recruiter 3.0’Employment Brand is pivotal to your success in Talent Attraction Recruiting Solutions
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 relationship is anchored on honest 2 way communication
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 EmploymentBrand. Look at our newlydesigned Brand logo’ ‘E-Brand is about marketing and the way we advertise. We control the messages’
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
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.
‘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
Building a Community is notabout a collection of random individuals from Social Networks imported into a ‘manufactured’ community Targeting is ‘Key’
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
‘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
‘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
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
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 discussion and keeping our communities informed- Humanising our brand – real people behind our software- Create communities that will gain repeat visits- Freedom of speech
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’
Please Let me introduce you to Our communities Autodeskers Recruiting Solutions
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
‘The Power of the Crowd’ New Ideas….Recruitment ‘crowdsourcing of candidates’
‘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…!!!
‘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
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
Lets not think recessionThink Social Media Build your communities!
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