3. One–size-fits-all recruitment strategy?
* Work centric
* Independent
* Goal-orientated
* Competitive
Baby Boomers (1945 – 1962)
* Individualistic
* Technologically Adept
* Flexible
* Value Work/Life Balance
Gen X (1963 – 1980)
* Tech Savvy
* Family Centric
* Achievement Orientated
* Team Orientated
* Attention Craving
* Expect diverse environments
Gen Y (1981 - 1994)
* No experience of internet-free world
* Digital Natives
* Multi-Taskers
* Reclusive
* Open about sharing personal
information
*Virtual
* Short attention Span
Gen Z (1995 – 2009)
4. How do you allocate resources and
strategy between the many options?
Failing to plan is planning to fail.
Hope is not a strategy.
5. The 5 Easy Steps to Find your Next
Hire Online:
5.
Engage, interact
and position with
targeted
branding
materials
4.
Define channels
of
communication
3.
Define country(s)
location
2.
Define likely
generation(s) of
target candidates
1.
Define target
audience from
skillset
requirements
Know who your audience is, know where to find them, and
know how to communicate with them through a medium
and on a level they can relate to.
This will differ by job function and level of seniority.
Key Takeaway:
Follow a targeted channel and engagement strategy:
6. Targeted Recruitment Approach and Engagement
• Likely to use LinkedIn.
•Concerned about privacy and
sharing too much information
•Traditional executive search and
mapping techniques
•In-mail plus phone call / personal
reach.
Baby Boomers (1945 – 1962)
•Likely to use LinkedIn, Facebook
and Twitter (or residence country
equivalents).
•Comfortable with email
approach.
•Corporate culture and effect on
home life key importance.
•Private about what is posted
online.
Gen X (1963 – 1980)
Social media is the usual method
of communication.
Expects to be found rather than
applies.
Expects to engage on a personal
level rather than a corporate level.
Wants to see corporate
personality
Expects constant feedback and
collaboration throughout process.
Gen Y (1981 - 1994)
Expects same experience of application and
engagement on each device owned.
Expects speed in engagement and
outcome.
Very open sharing all information online
Expects communication and engagement to
occur online
Expects to be able to define corporate
culture and expectations of role and Talent
Brand at fingertips online, on any device.
Gen Z (1995 – 2009)
Apps Gamification
7. Taco Bell & Pinterest
Provide a mobile
app to apply
Display job
requirements in a
fun infographic
Benefits like
scholarship and
language programs
are advertised
Includes behind the
scenes videos and
employee pics
Using hashtags
such as #jobs and
#careers in the
their pins
A lot more than just
pictures:
8. Aviary is using Vine to share video
Clips of real
employees
What positions
they are hiring for,
and quick details
Directs candidates
to the website
Shared this vine
across all social
channels for
optimal reach
A lot more than just a
video:
9. Qantas leverages power of social sharing
Toolbar located on
every page of
career website
It expands the reach
of their website to
all visitors social
networks
10. Microsoft is using LinkedIn to build a community of web
developers in Australia.
896 members
joined in the
first month
33% click
through rate
Total members
2,800+
11. Intuit uses Facebook to attract and advertise all open
positions
Biggest social network
globally
Highest visit rate of all social
networks
Talent Brand activities on
page prior to job listings
Because visitors can access
job openings without visiting
the careers website itself, it
more easily converts FB
traffic into applicants.
12. Some simple planning and creativity will transform
the way you recruit, and the results you get.
A handful of the channels. Not a full list. Depends on audience and job type and area of expertise needed. Channel research needs to be carried out as part of the planning process.
