What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.

1. The future of Recruiting‘New kool vs. old skool’ Greg Savage, Global CEO Firebrand Talent Search

2. Our customers……. What are they thinking? How is it different? What are the doing? How are they changing their approach to recruitment and recruiters? | Enemy of Average

3. MEDIA / ADVERTISING BBC Worldwide – Global Resourcing Manager – London CHE (Clemenger Harvie Edge Pty Ltd) – Managing Director – Melbourne Fox – Director & Territory Head – Malaysia Grayling – Managing Director – Singapore Leo Burnett Group – Chief Executive Officer – Singapore / Malaysia Leo Burnett – Head of Human Resources – Malaysia Media Brands – Chief Executive Officer – Malaysia MRM Worldwide Inc. – President – Tokyo Ogilvy Group – Chief Executive Officer – Melbourne Ogilvy Group – Chairman - Australia Ogilvy Group – Head of Talent Management – Australia Saatchi & Saatchi – Managing Director - China SCHAWK – Regional Human Resources Manager – Singapore TAG Wordwide– Regional Business Director – Singapore Universal McCann – Director of Social Networking – Malaysia Vivaki – Talent & Transformation Director – France Wunderman International – Human Resource Director – Tokyo | Enemy of Average

4. CONSUMER / RETAIL Heineken – Marketing Manager – Singapore Burberry – HR Director – Tokyo Burberry – President – Tokyo Burberry – VP, Human Resources APAC – Hong Kong Burberry – General Manager S.E.A – Singapore L’Oreal - Marketing Manager – Melbourne L’Oreal – Vice President – Tokyo Nike Japan Corp – Japan Talent Acquisition Director– Tokyo Quiksilver – North Asia President – Tokyo TANGS – VP of HR– Singapore Alexander Mann – Global Talent Manager - London | Enemy of Average

5. Financial / IT/ Telcos / Government Deloitte – Leadership Development Consultant – Melbourne DBS Bank – Vice President HR – Singapore Group M – Chief Executive Officer – Malaysia Pattersons – Head of Marketing – Australia Western Union – Director, Marketing Asia – Singapore Google – Chairman – Malaysia McCann Erickson –Director of Talent Management – Tokyo Telstra – Social Media Senior Advisor - Australia Telstra International – Marketing Director Asia – Singapore Singapore Tourism Board – Director, HR – Singapore Tourism Australia – General Manager Marketing – Sydney | Enemy of Average

6. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average

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8. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average

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10. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average

11. Recruitment, social media events Malaysian Digital Association: Keynote Speaker: ‘Changing Recruitment Landscape in a Digital Age’ – Kuala Lumpur Creating Online Sustainable recruitment Strategies: Keynote Speaker : ‘Designing and implementing an effective Social Media Recruitment Strategy for a niche market’- Sydney iStrategy – ‘Transform your Digital Strategy’ Conference: Keynote Speaker: ‘Changing Recruitment Landscape in a Digital Age’; - Melbourne ITCRA Gala Dinner: Key Note Speaker: ‘20 ways the world of recruitment is changing’: Melbourne Sydney Bloggers Festival: CEO keynote address: ‘Online communications for the CEO’: Sydney RCSA Panel Breakfast Series: Lessons, tips and inspirations from industry leaders Sydney #Tru Unconference. Track Leader: ‘New Kool vs Old Skool’: London UK Recruiter: Recruitment Directors Networking. Keynote Speaker: ‘Leveraging Recruitment business growth’ | Enemy of Average

12. “the times they are a changing” Not everyone is looking for a job! Why do we invest our search in < 10% of the talent pool? Recruiters failing to attract unique talent to their databases Our talent pool is becoming a talent puddle The “scary” part about recruitment is all about candidates We must change our definition of “a candidate” The future of recruitment is that everyone is a candidate Its up to US to convert them to “active” candidates “Just in time” recruitment is dead or dying “Old Skool” means you will have nothing to offer clients that they can’t get themselves | Enemy of Average

13. Talent pools and Talent Communities Build communities, don’t rely on pools A ‘Talent Pool” is little more than a static database Typically made up of active job seekers who have approached us. One-dimensional store of data Our “talent pools” are being smashed by Facebook and LinkedIn Talent communities are not static and one-dimensional Often an on-going dialogue between talent and recruiter | Enemy of Average

14. Talent communities The talent may not even be looking for a job, may have not applied for a job, we have never discussed jobs but has these outcomes: Collaboration and sharing of ideas; Feeling of inclusiveness and belonging; Sharing of similar values; Knowledge and learning; Openness and trust; Engagement and responsiveness; Brand awareness Talent communities is about tapping into passive candidates Is that important then ? | Enemy of Average

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16. So, is social media part of the new kool for new age recruiters? | Enemy of Average

17. Talent: Do you Job Search on Social Media sites? Gen Y 23% Gen X 24% Baby Boomers 24% Source. Kelly Global Workforce Index: The evolving workforce | Enemy of Average

18. Talent: Do you feel it Essential to be active on Social media to advance your career? Gen Y 34% Gen X 26% Baby Boomers 20% Source. Kelly Global Workforce Index: The evolving workforce | Enemy of Average

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23. Why Social media for Recruiters? Brand Influence Build community Passive candidates Credibility with clients and talent Referrals and recommendation Customer interaction Generate leads | Enemy of Average

24. Before you invest in Social media or twitter — The 7 questions What are your objectives? i.e. Raise your personal brand, engage with talent, build a community, increase your credibility What is the target audience? What time investment is needed? What tone of conversation will you use to engage your audience? What type of content is appropriate? Is it appropriate to sell? Is it an opportunity to show your expertise? | Enemy of Average

25. Choose your platforms | Enemy of Average

26. Facebook Facebook is like a pub - An informal place to talk casually with people on a more personal basis, shoot the breeze, tell jokes, meet people they have never spoken to before But a Facebook Page is like a function room in a pub Benefits: Great for SEO Building a community Creating advocates Not great for B2B, but good for B2C –i.e Candidates | Enemy of Average

27. Twitter Twitter is like a cocktail party - Lots of conversations going on at once. If you like a conversation, you might share it with another group. High energy. Lots of talking, not much listening. More cordial and polite than the Facebook “pub”. Benefits: Brand exposure /PR Great for blog content distribution Building relationships Creates advocates Build a community Build your expert status Generates candidates Links you with clients Can showcase the best jobs | Enemy of Average

28. LinkedIn LinkedIn is like a Trade show or corporate conference - More business like. More formal. People are there to connect, work and learn. Know they are on show. More buttoned down. Dress up a little, unlike the pub or even the cocktail party. People know (or should know!) they are being assessed Benefits: Great for SEO Great for blog content distribution Business development Personal Branding Information Candidates | Enemy of Average

29. YouTube YouTube is like the Sydney Gay and Lesbian Mardi Gras or Times Square on NYE - Anything goes! Benefits: Great for SEO Branding Creating advocates Very viral Many dangers too! | Enemy of Average

30. Blogging A blog is like Hyde Park Corner in London - Say whatever you like. Audience is fickle - will drift in and out. But ideas are shared and followers found. Benefits: Great for SEO Great for keyword rich, relevant content Attracts engaged customers Attracts more decisions makers Creates advocates | Enemy of Average

31. Twitter Strategy Target audience: Clients, Candidates, what level, what category Time Investment: Build up from once a day to 2-4 tweets a day (approx. 20 – 30 mins a day) Tone: conversational, chit chat Content: define the chit chat i.e. Business events, company news, industry news. From “broadcast” to “engagement” Twitter drives other social media platforms Link to all other platforms and website i.e. Blog posts, Facebook, press releases, company news, testimonials, YouTube, articles, promotions, events, advice Sell yourself: Yes intermittently – Don’t overly promote yourself, add value – only “hot” jobs Listening as important as talking Show expertise: Yes | Enemy of Average

32. Your Twitter Account | Enemy of Average Include key words in your bio Good pic. Close. It’s your Brand! Start to follow targeted people Tweet consistently Brand your background and use company colour palette Engage with followers

34. Answer questions in “Answers” sectionIncl. all URLs: website, blog, twitter User-friendly URL Summary is what is indexed for search. Include all keywords. Link blogfeed to LinkedIn

36. Link to website

37. Links to all SM platforms

38. All recruiters jobs

39. Maintain your Purl

40. Consultant SM links

41. Links to blog, twitter

42. Links to all SM platforms

43. Share share share

45. FB branding on Twitter page

46. Bio - keywords

47. Twitter feed – GS/FB/Own

48. Tweet blog posts

49. Blog feed

50. Engage with fans

51. Links to other SM platforms

52. Consistent pic (same as other platforms)

53. Include blog feed app

54. Links to Twitter and website

55. Regular status updates

56. Join and contribute to groups

57. Contribute to “Q and A” section

58. Video interviews

59. Links to all SM platforms

61. NEW ERA RECRUITERS ARE GREAT e-SOURCERS Talent acquisition is dependent upon talent identification More and more talent data online every day Always been taught to focus on pre-existing relationships Database is not enough, jobs boards are not enough Identify candidates with whom you have no pre-existing relationship The candidate side equivalent of a finding a prospect and turning them into a client via cold call | Enemy of Average

62. You gotta specialise! Future will be owned by highly focused specialists generalist mid-tier recruitment companies will be wiped out Clients will pay for highly specialised niche talent only Talent communities are by definition niche Mile deep and an inch wide Know your niche and then work that niche Create the impression of a recognisedindustry expert Specialisation appeals to passive talent Expert status appeals to clients and talent Don’t dabble — go deep | Enemy of Average

63. Sales — Uncovering and understanding Selling is based on an ability to uncover and understand Listening, probing, questioning Understanding the client mindset in the recovery Most recruiters ‘talk at’ the client We need to listen more! Truly understanding client needs Stringent matching | Enemy of Average

64. Getting paid more often for what you do! Order qualification is crucial The most successful recruiters are brutal order qualifiers Securing exclusivity becomes a core skill Low job fill ratios will mean failure Talent selection an art and a science Great recruiters are “talent-pickers” We have to be nimble enough to adjust our candidate activities to meet the need | Enemy of Average

65. Influencing, negotiating, creating outcomes Closing the deal is the ultimate skill Next 5 years recruiters are going to need the ability to architect the deal We need to orchestrate, not just introduce Take the time required Devil is in the details Listen better than ever before Question everything | Enemy of Average

66. Connect with Greg savage and firebrand Email: gsavage@firebrandtalent.com My LinkedIn profile: www.linkedin.com/in/gregpsavage My Twitter: twitter.com/greg_savage My YouTube: youtube.com/thesavagetruthvideo My Facebook: www.facebook.com/TheSavageTruth1 The Savage Truth Blog: www.gregsavage.com.au Firebrand website: www.firebrandtalent.com/ Firebrand Facebook: www.facebook.com/FirebrandTalent Firebrand Twitter: www.twitter.com/FirebrandTalent Firebrand YouTube: www.youtube.com/FirebrandTalent Firebrand blog: blog.firebrandtalent.com | Enemy of Average

67. DUNCAN CUNNINGHAM | Enemy of Average