Your SlideShare is downloading. ×
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Recruitment 2.0
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Recruitment 2.0


Published on

Published in: Education, Business, Technology
  • Be the first to comment

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide


  • 1. Recruitment 2.0
    Paris, May 2011
  • 2. Introduction
    • What is Recruitment 2.0 ?
    Recruitment 2.0 is breaking traditional forms of recruitment and recruiting through social media like Linkedin, Facebook or Twitter. This includes active posting of job ads as well as looking for candidates online.
    Because to embrace a new generation of talents, we need to become a new generation of employers.
  • 3. Facts & Figures
    In december 2010, Stepstone published a report called “Capitalising on social media : the next opportunity for talent seekers”.
    Among the key findings there are…
  • 4. Facts & Figures
    Hint : MSLGROUP has a Linkedin company profile*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2
    How can we leverage this page ?
    • By posting more job ads
    • 5. By adding more details about careers opportunities
    • 6. By linking to regional company profiles
  • Facts & Figures
  • 7. Overview of the social media networkingsites
    The most professional
    “I tend to use LinkedIn and twitter as broadcast tools to announce new job openings. I'll include my email contact and ask for CVs to be sent via email to me. Very unsophisticated and simple way of doing it.”
    —Yvonne Koh, MSL Singapore
  • 8. Preselecting candidates online
    When looking for candidates online, you can focus on:
    professional experience
    how savvy they are with Web 2.0 functionalities
    their level of participation and engagement in forums
    the kind of news they follow
    the people they are connected with
    “What I usually did was searching for candidates within a specific area using key words. I was mainly recruiting to technical positions so I was using technical terms like .NET, Scrum Master, C# etc.. I was also adding every candidate I came across - everything to extend my network and get more results in searches. ”
    —ElinHartelius, JKL Nordics
  • 9. Why recruitment 2.0 ?
    To preselect candidates
    • If you are looking for a Business Development Manager, you could join a group that caters to such professionals and start a discussion. Once you are in you can assess the potential of each contributor and find your right talent.
    To attract Top Talents
    • Social media sites can be a source of higher quality candidates
    • 10. Conrad McGinnis, senior HR project consultant, Toyota Financial Services says:“Candidates come through a trusted source such as a person or user group connected to your area often as a referral. This makes it easier to determine the quality of the candidate based on his or her network connections unlike an open channel such as a job board or a newspaper advertisement where it is a complete shot in the dark”
    To be a new generation of employers and boost the employer brand
    • Go beyond traditional forms of recruitment and attract top talent
    • 11. Fits in the company culture : trusted advisor, transparence, digital
    Cost savings
    • Decrease the dependency on headhunters
    • 12. If the candidate comes from a trusted source, it should reduce the risk of recruitment failure
  • Limitations
    • “These sites are supplementary to our main working practices and viewed as a way to enhance rather than replace those main working practices” Chris Mead, General Manager of recruitment company Hays
    • 13. Facebook, Twitter and Linkedin tend to generate a lots of content. It can be hard for the employer to get the right information about the candidate.
    • 14. Be careful with candidates
    “Social media can be manipulated. Don’t take everything that you read as the gospel truth” EdvarclHeng, Social Media Manager, Medicom
    “Turn around time is too slow. It takes at least a few days to be connected to the candidate. Very often, after linked with the candidate, he / she is not interested to move. It takes more time for persuading rather than introducing. Not many AE and AM candidates. Candidates don't respond timely in general. I don't get that many invites from candidates. Instead, have to proactively search for potential candidates using the filter.”
    —Angela Wai, MSLGROUP Asia
  • 15. THANK YOU
    Source :
    and internal knowledge sharing !