Digital transformation involves assessing how digital technology is impacting an organization, creating a plan to change processes, people and technology to take advantage of digital opportunities, and managing the implementation of changes across the organization in job roles, outsourcing, staff training and use of digital marketing and recruiting tools. Leading companies are embracing social media and digital tools in their recruiting processes to more effectively find, engage and screen candidates through enhanced communication and relationship building. Successful social recruiting involves active engagement on social networks and profiles to source candidates, build relationships, and share content while mitigating risks and measuring the impact of recruiting campaigns.

1. How digital is changing the way we recruit.

2. We live, work, play in a digital and social media world
Digital Transformation: what is it to ‘be digital’
and exactly who is?

3. We live, work, play in a digital and social media world
Digital Disruption.
REALISATION: Assessment of current situation.
TRANSITON: Creating the plan for change.
TRANSFORMATION: Change management and implementation.
Process of change:
• Aligned to people, process and technology.
• Assessment of internal and external
factors influencing business strategy.
• Viewed from the perspectives of C-level,
HR and marketing teams.
• Stock taken of digital ‘enablers’ (service
and support) and digital assets (domains,
sites, propositions, etc).
Change in organisational design:
• Job roles and descriptions updated.
• Identification of where outsourcing
will be cost effective.
• Work delegated to departments for PR,
social media, customer service, customer
experience, technology for marketing, sales.
• Education for staff on
branding/processes/platforms

4. Leading the way: Those who are
not afraid to digitally transform.

5. 950 million
people globally
use social media
in its various
forms.
Source: Jobvite December 2011

6. Social Media Acceptance.
Combining social media with our traditional recruitment processes, and
recruiting tools including psychometric testing, gives a more detailed
view of the talent than ever before.
32% of companies expect to use
social media as part of their
human resource strategies*.
Source: Jobvite December 2011

7. Recruiting, as we know is the process of….
Attract Source Engage Screen
Make
offer

8. Make
Offer
ScreenEngageSourceAttract
Gain
competitive
advantage
through
Social
Networks
Use the
information
from profiles
to garner
interest
Introduce
prospective
candidates to
others in your
organisation
Interact with
prospective
employees
through their
profiles
Learn about
prospective
candidates
through their
profiles
Source: Forrester
Social Recruiting is the process of…

9. Making the most of social.

10.  Delivers high quality candidates.
 Allows for sharing content with candidates.
 Builds networks and connections.
 Allows for starting conversations with candidates.
 Engages with candidates as people.
Social Recruiting: What. Why. How.

11.  Enhanced communication.
 Cost effective for firm and client.
 Engagement levels are high.
 Reduced candidate and client churn.
 Knowledge retention.
 Higher levels of productivity.
 Powerful SEO.
 Increases customer lifetime value.
 Revealing commodity.
Benefits of Social Recruiting.

12. You are a brand.
Build equity in your own personal brand.
Be found.
You are a brand.
Build equity in your own personal brand.

13. Slide Share.

14. Do.
Be active.
Regular calls to action.
Mitigate negative comments.
Leverage positive conversations.
Measure success of your campaign.
Take notice of competitors, clients, colleagues
profiles .
Create candidate relationships.
Activate professional conversations.
Develop your own strategy.
Link your Google+ and Twitter accounts to LinkedIn.
Social media policy.
Speak in the first person.
Verify the candidate’s profile whilst screening.

15. Don’t.
Lie or swear.
Underestimate the power and influence of
social media.
Rely on written references or
recommendations on LinkedIn.
Screen out a profile until you have confirmed
it is of no use to you.
React emotionally to negative comments.
Spam.
Be sarcastic, argumentative or overly
opinionated.
Link your Facebook to LinkedIn profile.
Use a personal photo on a professional profile.

16. Slade has digitally transformed.
• Online blogging from Practice
Leaders.
• iPads for candidate
interview/client meetings capture.
• Smartphone's for all consultants
for ease of communication whilst
out of the office.
• Skype and online webinars for
global interviews/conferences.
• Online GoToMeetings for
conferences and global screen
share/meetings.
• Virtual expos for broadening of
skills and interests.
• FastTrack Database.
• Salesforce Database.
• LinkedIn Recruiter RPS.
• Individual Slade Group Websites
and Content Management System.
• Seek Job Board and Database.
• CareerOne Job Board and Job
Head Hunter.
• Paid online subscriptions for
national newspapers including
Financial Review.
• Slade Group Twitter Account and
consultant Twitter accounts.
• Slade Group Facebook page.
• Train the Trainer.
• Industry specific Digital Lunches
events.
• SameTime Instant Messaging to
ensure speed of communication
across the national firm.
• Online satisfaction surveys sent to
candidates and clients to ensure 360
degree feedback.
• EDMs sent to clients and
candidates.
• Search Engine Optimization
solutions to promote the firm/capture
candidates and clients.

17. Elizabeth Ebeli
Digital Media, Practice Manager
Slade Partners, Executive Search
www.sladepartners.com.au
(03) 9235 5137 eebeli@sladepartners.com.au
Twitter: @ElizabethEbeli
LinkedIn: http://www.linkedin.com/in/elizabethebeli
WordPress: http://www.elizabethebeli.wordpress.com
About.me: http://www.about.me/elizabethebeli