My presentation given to the team from People Sourcing Crew in Amsterdam. Stating that sharing of knowledge is key, believing there is no box and stepping outside of the old world comfort zone of not sharing your knowledge to protect your own interests, I share this presentation to inspire one or two (who knows more) recruiters based in the old world of HR and recruitment to realize the beautiful and endless opportunities of the Social Business strategy of Recruitment in the 3rd (and 4th level in 5 to 7 years time hopefully:-)) - Technology moves forward, behavior needs to change from within. Change the characteristics of your hires, and execute the social strategy. Do not execute a social strategy with employees hired in the "old world". Change from within, to breath and enjoy the freedom out there. Regards, Robin (Amsterdam, The Netherlands)

1. Technology moves forward, Behavior stays behind.
Inspire and be inspired.
Create, Share & innovate.

2. I will try to make you understand the battle that is going on for some 15 years between the old and
the new worlds of doing business, old and new HR, Marketing and Recruitment.
What they did, do and not do or are afraid of doing…
and how you can engage with your markets, for sales, for leads, for candidates, for your personal
and employer branding and utilize the gap that is created and will stay there for some years
“unfortunately” because of this battle between the old and the new world.
Protective Kapitalism versus Social Business
and Passion & Purpose linked to talent (= change).
A battle due to the rapid evolution of Technology.
To create a simple social awareness of the present and the future.
Change is imminent.
To reach and utilize the next level in recruitment,
you need to acknowledge the present
and understand your past.

3. The Clock is ticking…
No adaptation, no acknowledgement that the new world requires new
characteristics in their new hires and new positions in their teams, even new
business processes, the way we look at profit, people and yes also planet is
almost destructive to their own business, own clients and own existance. But they
are too arrogant or afraid to acknowledge their present and understand their past.
Its time for me to try to inspire you to make a small (social) change, even when its
only a small step forward, as long as it is not standing still or even moving
backward..
When implemented right, you will have a lot of fun, personally and professionally.
Success is imminent since the current managers and professionals are still
educated in the past. To believe there is no box, is not something the old world
likes to teach or recognize.
Why?

5. But first..
A short introduction of Robin.. Which is me..;-)

7. Seen my LinkedIn Profile?
Tell me…;-)

8. Stats:
 Above 30 years old…:-p
 Happy in Love and 1 black cat…;-)
 Since 1998 in HR/Recruitment
 11 Years Corporate Recruitment/Resource-management
 6 Years within Agency Recruitment
 IT, HR, Finance
 Internet of Things (IoT), innovative & disruptive organizations,
everything Digital..;-) Corporate Social Responsibility, Social return,
Social Impact, Sustainability, Shared Value. National & International
Start-ups. Gaming & Skiing. Social Sales & Social Business 3.0.
Creativity, Passion & Purpose, Innovation.

9. What can you tell me about
my Summary on LinkedIn?

10. Challenging the old and the new worlds within Recruitment and
Human Resources.
Technology moves forward, yet core (recruiting & hiring) behavior
stays often behind.
Social Recruitment is not just a tool, it is a lifestyle that should have to
click into the core essence of any organization and its business lines.
The organization that dares to walk through the door of Social
Business, Social Recruitment and Social Sales, sharing knowledge,
sharing challenges, analyzing the data what is out there. will win any
battle in sales & recruitment in its industry.
Costs of recruitment will decrease, and recruitment will become a real
profit center before you know it.
The power lies in networks. Networks are data. Data is power. And
data is money.

11. Ok let’s read,
think
and let it sink in..

12. ‘Progress is a nice word.
But change
is its motivator
and change
has its enemies.’

13. Robert Francis "Bobby" Kennedy
(November 20, 1925 – assasinated June 6, 1968)

14. ‘The soft-minded man always fears change.
He feels security in the status quo,
and he has an almost morbid fear of the new.
For him, the greatest pain is the pain of a new idea’.

15. Martin Luther King, Jr.
(January 15, 1929 – assassinated April 4, 1968)

16. ‘Change is the law of life.
And those who look only to the past or present
are certain to miss future.’

17. John Fitzgerald "Jack" Kennedy
(May 29, 1917 – assassinated November 22, 1963)

19. But First…

20. The history

21. What is the oldest profession
in the world?

23. Recruitment (wiki)
Recruitment (hiring) is a core function of Human Resource
Management.
Recruitment refers to the overall process of attracting, selecting
and appointing suitable candidates for jobs (either permanent
or temporary) within an organization.
Managers, Human Resource Generalists ad Recruitment
Specialists maybe tasked with carrying out recruitment, but in
some cases, public-sector employment agencies, commercial
recruitent agencies, or specialist search consultancies are used
to undertake parts of the process. Internet-based technologies
to support all aspects of recruitment have become widespread.

24. The past slide is from wikipedia. To what world do you think
the editor(s) belong to? The Old or the New world of (social)
Business, HR and Recruitment?

25. Sourcing a.k.a. Old world
“Headhunting”(wiki)
Sourcing is a Talent Acquisition discipline which is
focused on the identification, assessment and
engagement of skilled candidates through proactive
recruiting techniques. Professionals specializing in
sourcing are known primarily as sourcers; But also
Internet Recruiters, Recruiting Researchers or Talent
Scouts.

26. Proactive Techniques
Sourcing
 Using Boolean operators on major search engine sites (Google, Live.com,
Yahoo etc) to identify potential candidates who might meet the criteria of the
position to be filled based on targeted keywords. Searching for candidates in
job board resume databases using keywords related to the position
requirements.
 Looking in own recruitment database.
 Networking with individuals to uncover candidates online and offline. This
included the use of networking tools such as LinkedIn and social platforms like
Twitter.
 "Phone sourcing" or “Cold Calling” into companies that might contain
individuals that match the key requirements of the position that needs to be
filled.
 Mobile Recruiting by tekst or whatsApp allows employers to source
candidates by engaging them on their mobile divices e.g send the link to the
vacancy or blog instead of old fashioned calling.

27. Definition characteristics “Social”

28.  Collaboration
 Participation
 Collective
 Transparency
 Independence
 Persistence

29. Social Recruitment.. Why…
Again!?
 To create a wider, more pro-active, more unified and more progressive
exposure for your organization, your clients and your candidates on various
Social Platforms. Not only with recruitment in mind, it goes beyond
recruitment & sales. It is your organization, its quality, its challenges, its
pride and its goal we need to endorse more in the various social timelines &
networks.

30.  Resulting in more brand awareness, a better employer
branding and stronger personal branding by the
individual recruiters and managers online, resulting in
more potential customers and potential candidates.
With a proactive and unified Social Strategy you will be
reaching the specialists and so called “passive”
candidates by sharing knowledge, and our networks.
Not only posting vacancies and “sending” our
messages,
but interactive and challenging.

31. Social Recruitment (Wiki)
 Social Recruiting / Social Recruitment is recruiting candidates by using Social
Platforms as talent databases or for advertising. Popular Social platforms used for
recruiting include LinkedIn, Twitter, Facebook, XING. Social Recruitment is at the
Intersection of Recruitment and Social Media.
 Social recruiting uses social media profiles, blogs, and online communities as a talent
database to find and search for passive candidate data and information. It also uses
social media to advertise jobs either through HR vendors or through crowdsourcing
where job seekers and others, share job openings within their online social networks.

32. Definition of a “Social Recruiter”
(Wiki)
“Coordinate candidate sourcing by utilizing all available recruiting tools including: social
media, job boards, employee referrals, recruiting tools and vendors, and others. Use
LinkedIn, Facebook, Google, Twitter and other forms of Social Media. Requires the ability
to recruit through use of social media, navigate all social media avenues, and knows how
to maximize recruitment through those sources”

35. Recruitment 1.0
 Traditional, conservative way of recruiting. Pre-Internet era.
 Using the good old Fax machines, application letters, ads in newspapers and the trusted
rolodex system on your desk.
 Recruiters in this level are more focused on processes instead of the end result in the
business, commercial results, sales impact and progress in production. In short they
often practice the any-bum-on-a-chair philosophy, however most 1.0 recruiters would
deny that
 Arrogance towards candidate markets and applicants; distant, unapproachable
recruiters, Recruiters are based in HR with an HR education.

40. Recruitment 2.0
 Online, the use of Technology for Recruitment purposes. Like Job boards & online CV
searches.
 While the technology was moving forward, the traditional 1.0 way of thinking is in this
level still more dominant. Progressive mind-sets are still in minority in the second level.
 The usage of online ads is visible but Post & Praying is still a dominant norm.
 No Interaction, it is still a one way street to reach applicants.
 Understanding that progress in technology is creating a new mind-set is not present,
recruitment is recruitment, arrogance remains arrogance, applicants are still considered
as the most relevant property in a recruitment process.
 In the second level the recruiters still believe Social Media is “a tool”, something they can
“learn” how to use it, not acknowledging the impact on the mind sets of candidates and
the next generations, the need to change from within to prepare for the future.

43. A Big Leap for menkind
 It pushes Recruitment out of its (HR) comfort zone it was in
all those years since the mid 90’s.
 The beating heart of the third level is the non-active,
passive candidate, a focus on the best talent and building
of foreseeable Talent pipelines due to the integrated
presence of Recruiters, outside of HR, more towards their
Business units they represent.
 Anyone is a potential candidate or sales prospect, so
engage them in your mission, your vision and your passion.
 Be approachable, seek interaction and be aware of the
power of social recruitment, social platforms and your social
presence.

44. Two Way Street
 The third level takes us towards the building of two-
way, free conversational, transparent communities.
 This is anchored by such things as Employment
branding, personal branding, Marketing and Social
Business & Recruitment Strategies.

45. Data analytics
 Building of and utilizing of communities.
 Mapping of the direct competition and its activities on Social platforms and in
communities.
 Analytics of data enters the recruitment floor. The Social Media recruiters, recognize
data analytics as part of their job. The previous versions will not.
 The big leap for recruitment from second to third level will separate teams and entire
organizational structures.
 This step will need to be made, when the organization likes to survive in the new world
and not loose the war on talent. But it is also the most toughest to make reality.
 The sourcing position “born” out of the 2.0 world of recruitment will become data analysts
in the 3.0 world. This is the most worrying part for old world HR. Since when this
movement is completed, the visibility of recruitment as an independent (profitable)
department, with board membership as CRO for example, the dotted line to IT (data) and
Marketing (content, social strategy) makes HR a smaller department when Recruitment
is moving out of HR, more back to basics, facilitating the operations.

46. Dare to share knowledge and
trophies
 Content creation to become the employer of choice.
 Sharing of knowledge and social presence are keys.
 The third level will challenge the old style of business. How far will
you accept to show your knowledge and show your trophies to
have the competition, but also their employees, visibility in your
coolness, your environment.
 Content will be shared in communities, open applications will
increase and direct and indirect referrals as well.
 Measurable with traffic to your internet sites, interactions on social
platforms like YouTube, Twitter etc.
 Sales will increase due to this integrated 3.0 approach
(recruitment-marketing-sales-data analytics)

47. SO…
 Recruitment 1.0 and 2.0 were, and sometimes still are fundamentally focused on the
active candidates. (responding on vacancies, on agencies and as a predator focused
on the job boards)
 3.0 is not
 3.0 demands another way of approach, another characteristic in your recruitment
teams, the arrival of recruitment data analists to create targeted social recruitment
strategies to become the employer of choice. In the third level everybody is a
candidate and a sales prospect.

48. So…
 In the third level we acknowledge the war on talent, the integration of recruitment into
marketing & sales.
 We acknowledge that Generation Y and the upcoming Generation Einstein has other
values than the employers of the now and the past are used to.
 We acknowledge that 90% of the Best Talent already has a job. That is 90% of
passive candidates and 10% active jobseekers.

49. Where are we going to?
(in short)
 So called Recruitment 4.0
 Recruitment becomes a profit center instead of a cost center.
 Death of the majority of Recruitment agents and job boards
 Crowdsourcing by content, movies, community management.
 Gamification.

50. In detail:
 Recruitment 3.0 is all consumed and focused on building communities.
 Recruitment has traditionally been a cost centre. It sucks money from the profit line
like Count Dracula on a feeding frenzy in Transylvania, especially if agency fees
are involved, coupled with advertising/job board fees etc. Add this up and it can be
an overwhelming drain on resources.
 Remember that many of the Fortune 500 and FTSE 100 companies are addicted to
agency hiring and mass job board advertising like an alcoholic drawn to drink. Why
highlight the Fortune and FTSE companies? Primarily they should have the
advantage and resources to wean off agency addiction, source passive
candidates far more easily than small to medium companies, (but funnily enough it
is the small- and medium-sized companies who are far more fleet of foot and
innovative).
 Recruitment 4.0 sees recruiting move from being a cost centre (a loss-making
division) to being a profit centre.

51. The Power lies in Networks.
Networks are Data.
Data is Power.
And Data is Money.