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Recruitment 2.0<br />Paris, May 2011<br />
Introduction<br /><ul><li>What is Recruitment 2.0 ?</li></ul>Recruitment 2.0 is breaking traditional forms of recruitment ...
Facts & Figures<br />In december 2010, Stepstone published a report called “Capitalising on social media : the next opport...
Facts & Figures<br />Hint : MSLGROUP has a Linkedin company profile <br />http://www.linkedin.com/company/mslgroup/careers...
 By adding more details about careers opportunities
 By linking to regional company profiles</li></li></ul><li>Facts & Figures<br />
Overview of the social media networkingsites<br />The most professional<br />“I tend to use LinkedIn and twitter as broadc...
Preselecting candidates online<br />When looking for candidates online, you can focus on:<br />professional experience<br ...
Why recruitment 2.0 ?<br />To preselect candidates<br /><ul><li>If you are looking for a Business Development Manager, you...
Conrad McGinnis, senior HR project consultant, Toyota Financial Services says:“Candidates come through a trusted source su...
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Recruitment 2.0

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Transcript of "Recruitment 2.0"

  1. 1. Recruitment 2.0<br />Paris, May 2011<br />
  2. 2. Introduction<br /><ul><li>What is Recruitment 2.0 ?</li></ul>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.<br /> Because to embrace a new generation of talents, we need to become a new generation of employers.<br />
  3. 3. Facts & Figures<br />In december 2010, Stepstone published a report called “Capitalising on social media : the next opportunity for talent seekers”.<br />Among the key findings there are…<br />
  4. 4. Facts & Figures<br />Hint : MSLGROUP has a Linkedin company profile <br />http://www.linkedin.com/company/mslgroup/careers?goback=.fcs_GLHD_mslgroup_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2<br />How can we leverage this page ?<br /><ul><li> By posting more job ads
  5. 5. By adding more details about careers opportunities
  6. 6. By linking to regional company profiles</li></li></ul><li>Facts & Figures<br />
  7. 7. Overview of the social media networkingsites<br />The most professional<br />“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.”<br />—Yvonne Koh, MSL Singapore<br />
  8. 8. Preselecting candidates online<br />When looking for candidates online, you can focus on:<br />professional experience<br />how savvy they are with Web 2.0 functionalities<br />their level of participation and engagement in forums<br />the kind of news they follow <br />the people they are connected with<br />“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. ”<br />—ElinHartelius, JKL Nordics<br />
  9. 9. Why recruitment 2.0 ?<br />To preselect candidates<br /><ul><li>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.</li></ul>To attract Top Talents<br /><ul><li>Social media sites can be a source of higher quality candidates
  10. 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”</li></ul>To be a new generation of employers and boost the employer brand<br /><ul><li>Go beyond traditional forms of recruitment and attract top talent
  11. 11. Fits in the company culture : trusted advisor, transparence, digital</li></ul>Cost savings<br /><ul><li>Decrease the dependency on headhunters
  12. 12. If the candidate comes from a trusted source, it should reduce the risk of recruitment failure</li></li></ul><li>Limitations<br /><ul><li>“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. 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. 14. Be careful with candidates</li></ul> “Social media can be manipulated. Don’t take everything that you read as the gospel truth” EdvarclHeng, Social Media Manager, Medicom<br /> “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.”<br /> —Angela Wai, MSLGROUP Asia<br />
  15. 15. THANK YOU<br />Source : <br />1.http://goto.stepstonesolutions.com/social-recruiting/<br />2.http://www.hrmasia.com/resources/recruitment/recruitment-20/82846/<br />and internal knowledge sharing !<br />

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