My Specialties; Practical HR and sourcing strategy | End-to-end recruitment process (talent acquisition) | Sourcing technology, social network for recruitment, targeted selection and talent pipeline | Employer branding and recruitment campaign and channel.

1. Talent Acquisition
Networking and Social
Technology
Thailand, Bangkok
14 March 2012
Tasawan Suppaboon [Baitong]
Present to ..
HR Management Thailand
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2. Are you ready to go social?
Digital Menu
We will go through this all together
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3. CHANGE 1: Technology
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4. 4

5. CHANGE 2
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6. Networking
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7. Talent Acquisition
"Talent acquisition professionals are usually skilled not only in sourcing
tactics, candidate assessment, compliance and hiring standards, but also in
employment branding practices and corporate hiring initiatives. Talent
acquisition as a function has become closely aligned with Marketing and PR
as well as Human Resources"
~ www.recruiter.com
[Available from: http://www.recruiter.com/glossary/talent-cquisition]
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8. TA: Trends and Industry Outlook
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9. Social Technology
"Social technology" is a term
that has historically had two
meanings: as a term related to
social engineering, a meaning
that began in the 19th century,
and as a description of social
software, a meaning that began
in the early 21st century.
Source:
http://en.wikipedia.org/wiki/Social_technology
Social Media Landscape
2012 (web 2.0)
This is a great infographic that
shows how social media landscape
has changed and what it looks like
in 2012
Source: fedcavazza.net
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10. Why use social networks to recruit?
Speed Global reach Scale
 These networks will become
 Online communities hold a  The largest social networks are now
wealth of hiring opportunities increasingly global, making it bigger than entire countries- the
for both active and passive easier to find people independent Facebook community is larger than
candidates who can be of geography France, Spain, Germany and the UK
referred, courted and hired combined
with unprecedented speed  A significant percentage of our
from nearly anywhere candidate pool now spend enormous
amounts of time connecting with each
Active & passive candidates other - two thirds of the world’s internet
 Social networking blurs the population are visiting social networks
distinction between active and and blogging sites
passive candidates, increasing
the ‘referral factor’ and the Candidate availability
‘serendipity factor’ (opportunities  Soon most people will have some
one stumbles across whilst sort of profile posted somewhere,
doing something else) some sort of community they below
 Job postings get passed virally to, some sort of work portfolio they
through social networks and want people to see
candidates increasingly use
social networking tools to learn Branding/communication
about an organisation and its  Post job opportunities
culture  Invite members to connect with you
 Direct marketing e.g. LinkedIn Inmails
Professional networks and Introductions
Marketing  Events
 Build networks of contacts with industry
 Post job opportunities
specific professionals  Employment sections
 Profiles
 Cost effective
Alumni networks
 Tap in to university and company  Post Careers Website link
alumni networks Source: Group TA
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11. Understand the importance of the data we possess as recruitment first!
•No technology can replace the recruiter's ability to network a role and ask for referrals but
“Social Recruitment Tools” help recruiters to source candidates, interact and learn about
their most recent projects and skill sets. When they’re used properly, they enable a very
different level of performance.
•Recruiters can leverage social media channels to promote “Employer Branding” by
sharing and engaging with targeted prospects – successful branding exactly attracts top
talent.
•No external database can ever have the richness of data than you have at your disposal
(leveraging social media and technology need skill, passion and effort) if you understand
how to use your own database – particularly the value of building and working our internal
database for referrals and sourcing “Employee Referral Program”
•Effective talent sourcing channel strategy relies on a very proactive approach and the right
MIX of tools, media, resources and good teamwork – “Collaboration” is key to success.
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12. Baitong’s Timeline
Recruiting Channels and Social Technology
Standard Chartered Bank, THAILAND
On Baitong’s timeline
as of 14 March 2012
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13. LinkedIn
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14. My Connection Statistics
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15. Careers website “Leave Your Details” -- Avature
Candidates interested in a career with Standard Chartered will be able to “leave their details” by
telling us their name and email address, identifying which type of roles and locations they are interested
in. They also have the option to attach a resume. These resumes will be uploaded to Avature !!
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16. When the channels are ready!!
We’re working on something…
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17. SCBT Recruitment Channel Strategy
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18. Oops, time’s up!! Stay tuned!!
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19. Reference
Group Talent Acquisition
Special Thanks:
Gina Lai, Athena Chak Tuen Tang
TA Thailand Team
Media sources:
Avature [Available online: http://www.avaturecrm.com/en/crm]
Broadbean [Available online: http://www.broadbean.com]
LinkedIn [Available online: http://www.linkedin.com/home]
Free clip arts [Available online: http://www.123rf.com/]
YouTube: video clip
MacBook Pro, iMovie
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21. Q&A
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