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The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman
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The Future of Search - Will Big Data Rule Recruiting? -Thomas Waldman

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One could argue that the pendulum for search has shifted; once the most promising source of latent seekers, it has evolved into huge sets of data with unstructured CVS and social interactions flying …

One could argue that the pendulum for search has shifted; once the most promising source of latent seekers, it has evolved into huge sets of data with unstructured CVS and social interactions flying by at breakneck speeds. So is there still value to be had? Yes there is, this session will teach you how.

• How do I build pools of talent to draw from?
• What data do you need to create and what do you need to
buy?
• What tools do you use?
• Are sourcers and recruiters the same animal?

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  • 1. Will “Big Data” ruleRecruitment?- the future of Search -
  • 2. A Brief Introduction
  • 3. > 9.100 tweets, > 1.7 hours of Youtubevideo, > 37.000 likes and comments onFacebook, > 462 photos to instagram,> 1.666.667 emails, > 564 new Tumblraccounts, > 57.870 +1’s on G+, >38.000 searches on Google, > 2 newsongs on Spotify et cetera et cetera...EVERY SECOND
  • 4. In times of contentoverload, advertisingloses its power.
  • 5. Employers should notlook to attractjobseekers, but ratherfocus on talent.
  • 6. Through databaseresearch, one cannarrowcast tailoredUSP to the best peoplefor the job.
  • 7. You will only win if youknow something yourcompetitors don’t.
  • 8. Moving from CVdatabases to marketmaps and competitiveintelligence.
  • 9. CVs &profilesInteractions &applicationsCompetitor trends, audiencemotivators & state of marketApplicationsHunted candidatesInterview scoresIndividual notesDirect contactSocial interactionsShows of InterestProfile UpdatesIndustry leadersCompetitor activityExternal research
  • 10. Today, competitiveadvantage in searchcomes from messagingrather than booleantricks.
  • 11. CVs &profilesInteractions &applicationsCompetitor trends, audiencemotivators & state of marketApplicationsHunted candidatesReferralsIndividual notesDirect contactSocial interactionsShows of InterestInterview processIndustry leadersCompetitor activityExternal researchApplicant TrackingSystemsIndividual PlatformsMulti Search ToolsApplicant TrackingSystemsSomeone’s DeskOSM DashboardsIn the BusinessLead Generation &SalesIn the mind of yourbest recruiter
  • 12. Applicant TrackingSystem Vendors fail tosee the paradigm shift.
  • 13. Referral, Multi-Search,Monitoring and CRMtools have the future.
  • 14. Now that you use thenewest tools to wintalent, your people willneed to change too.
  • 15. RECRUITER RESEARCHER OPERATIONSCompetencies:* Proactive* Commercial* Stakeholder ManagerCompetencies:* Analytical* Creative* MethodicalCompetencies:* Accurate* Organised* StructuredTargets & Responsibilities:* Hires* Candidate/Hire Ratio* Business SatisfactionTargets & Responsibilities:* Candidate Longlists* Cost Per Hire* Message/Candidate RatioTargets & Responsibilities:* Time to Hire* Candidate Experience* ReportingPrimary tools:* ATS* CRMPrimary tools:* Multi Search Tools* Media/Multiposters* Referral* CRM* MonitoringPrimary tools:* ATS* Outlook or other calendars
  • 16. The core of yourrecruitment strategyshould be based on thebehaviour of yourmarkets.
  • 17. Focus; you can’t begood at everything.
  • 18. Any questions?

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