APSCo asked me to speak at their end of year conference - Defying Gravity. This presentation gives a flavour to my speaker slot - that agency recruiter clients are gaining from using social media in recruitment. They often have a better ability to attract candidates (passive and active) than perhaps many agency recruiters. I talked about what agencies do better than their clients and how they can use social media to attract candidates to them, thus defying the potential natural pull of their own clients. Read more here: http://www.barclayjones.com/blog/social-media-for-recruiters/agency-recruiters-resist-the-pull-of-the-direct-hiring-model/

1. barclayjones.comRecruitment Technology and Social Media for Recruiters
Lisa Jones
@LisaMariJones
Barclay Jones
Resisting the Pull of the
Direct Hire Model

2. barclayjones.comRecruitment Technology and Social Media for Recruiters
We specialise in recruitment technology and social
media for recruitment. We advise on the effective use
of recruitment technology and social media to improve
business process, recruitment and bottom line.
Who are Barclay
Jones?
Recruitment technology and
social media strategy for recruitment

3. barclayjones.comRecruitment Technology and Social Media for Recruiters
What is this talk
NOT about??
…resisting being
pulled by direct
models!

4. barclayjones.comRecruitment Technology and Social Media for Recruiters
 40% of internet traffic is mobile (are you?)
 62% of adults use social media
 79% of LinkedIn members are passive
 91% of online adults use social media regularly
 Average person is online every 12 minutes
 Mobile devices have surpassed desktop devices
as common web access tools
 By 2015 over 80% of handsets will be smart
 1.1 billion Facebook users
 600 million Tweeters
 238 million LinkedIn users
Stats

5. barclayjones.comRecruitment Technology and Social Media for Recruiters
How have you
been affected
by the “direct
model”?

6. barclayjones.comRecruitment Technology and Social Media for Recruiters
What do your
clients have in
their arsenal?

7. barclayjones.comRecruitment Technology and Social Media for Recruiters
Facebook

8. barclayjones.comRecruitment Technology and Social Media for Recruiters
Careers Page

9. barclayjones.comRecruitment Technology and Social Media for Recruiters
YouTube Channel

10. barclayjones.comRecruitment Technology and Social Media for Recruiters
LinkedIn Careers
Package

11. barclayjones.comRecruitment Technology and Social Media for Recruiters
LinkedIn Jobs

12. barclayjones.comRecruitment Technology and Social Media for Recruiters
They have a complete lack of
fear of social media, and a
need to save money… on
recruitment
…and they’re
not social media
snobs

13. barclayjones.comRecruitment Technology and Social Media for Recruiters
Why do you think
candidates go
direct?

14. barclayjones.comRecruitment Technology and Social Media for Recruiters
Careers page
Want a job not just an interview
Higher chance of being hired (no fee?)
Employers are swimming in agency pools
Brand awareness
Community
Real jobs
Employers are going directly to them
Clients more approachable?
Easier?

15. barclayjones.comRecruitment Technology and Social Media for Recruiters
What do you
have which
clients don’t
have?

16. barclayjones.comRecruitment Technology and Social Media for Recruiters
TimeAdvice
Data
Global View
Industry Geek
Connections
Advocacy
Agent – Jerry Mcguire
Political Insight
Sector Knowledge
Recruitment Geek
Honesty
Negotiation Skills

17. barclayjones.comRecruitment Technology and Social Media for Recruiters
How can you
demonstrate this
online?
(without giving away your gold)

18. barclayjones.comRecruitment Technology and Social Media for Recruiters
Do you even know???
What do your candidates
want to hear about? What
do they want?
Passives are the new black

19. barclayjones.comRecruitment Technology and Social Media for Recruiters
Make your business
(and you)
approachable
Who are you trying
to attract? Be clear
Perhaps your clients will see

20. barclayjones.comRecruitment Technology and Social Media for Recruiters
Takeaways for
Approachability
 You and the other managers’ LinkedIn profiles
 Your LinkedIn company page services and
regular updates (and banners) – remember
your followers!
 Stop “marketing” and engage
 Clearly Facebook! Perhaps Google+
 Regular tweets / pins
 Website (is your Meet the Team page “you”?)
 What can you give away?

21. barclayjones.comRecruitment Technology and Social Media for Recruiters
What should you
stop talking
about?

22. barclayjones.comRecruitment Technology and Social Media for Recruiters
Shut up about jobs (and yourself)
 Stop training your clients to “recruit”
 Enough mememe and less wee’ing
 Try and attract passives who don’t want a new
job
 Getting a 2nd date relies on your being
interesting and less self-absorbed
 Are you giving away too much?

23. barclayjones.comRecruitment Technology and Social Media for Recruiters
Drop the hairdressing
strategy?
 Exclusive relationships with the clients
 Do they use resources in your business?
 Are your consultants simply logging data at point of sale?
 Are loyalties with the brand or their perceived face of the brand,
the consultant (the hair dresser)?
 If they left and took “clients” with them, would you know?
 Could you continue the relationship client after consultant
leaves?
 Are they engaging with your business or the consultant?
Have a strategy

24. barclayjones.comRecruitment Technology and Social Media for Recruiters
Create your own tractor beam!
• Build a
platform to
be found
Resist
• Give things
away
• Offer more
than clients
the • Attract
candidates
(and
clients)
Pull

25. barclayjones.comRecruitment Technology and Social Media for Recruiters
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