This document discusses trends in recruiting and talent acquisition. It notes that recruiting is evolving due to factors like the global war for top talent, shrinking experienced talent pools, and changing company loyalty. New approaches are needed, like using social media to build communities and focusing on employment branding. The document advocates treating recruiters as sales/marketing professionals and focusing on candidate experience. It also discusses challenges like measuring success and building engaging mobile apps and websites. The overall message is that recruiting needs to be more innovative, relationship-focused, and fun in order to attract top talent in today's competitive environment.
10. Average time in role:
Less than 2 years
Company loyalty is
changing…..
11. In-House: Direct Sourcing Employee Referrals
Internal Database
SEO/SEM/CRM
Social Media
Web 2.0 Networking
Employment Branding
University Pipeline
12. Internal recruiting = recruiting excellence
Internal recruiters know the business and are better
at selling their company with passion
28. The core
philosophies of 3.0
• Not everyone’s looking for a new job
• Everyone is a potential candidate or Brand Ambassador
• Employment brand is pivotal to your success in attracting candidates
• Candidate experience is more than a bounce back email
• Understanding the psychology of people
• You are not in control of what people are saying
• Building relationships and communities is key (hence importance of Social
Media)
• Content is King: Don’t make recruiting boring
Recruitment 3.0
29. The core
ideas of 4.0
• The idea that recruiting can move from being a cost centre into a
profit centre
• The end of external recruiting agencies
• Job boards folding and repurposing
• Companies hiring through crowdsourcing and external referrals
• Gamification shapes sourcing strategies and underpins content stickiness
• Companies subjected to global reviews by crowdsourcing and the wisdom
of the crowd
Recruitment 4.0
31. Employment Brand is pivotal to our success.
Recruiters are Sales/Marketing professionals.
32. …a person’s gut feel / interaction
with a product, service or
organization.
A BRAND IS…
33. We can try and position, message and
influence perceptions but an Employment
Brand is based on the interactions with a
brand be it employees, consumers,
products, services
34. What differentiates a company to
make it unique?
So why don’t we create
compelling work
environments & candidate
experiences?
39. Why Autodesk?
• Cool, innovative products with amazing reach
• Important company whose software is used to solve important design
challenges and foster sustainable design
• Employees are treated with respect
67. Active Candidates
Most people are happy in their current jobs
and not looking BUT if presented with the
right opportunity will move.
Hence while they are passive….
they are active.
68. Everyone is a potential candidate or brand ambassador. Our job is to create the interest… ‘we create candidates’
70. Targeted Less Targeted
Community
Sourcing Team:
Mapping
Targeted Advertising eg Facebook
ATS / Database (Already a
Community of its own but
Untapped)
Targeted LinkedIn
Communications
Job Board Advertising Specific & Corporate
Generic Brand Building
Social Media:
Facebook Fan Page; Twitter
Followers, LinkedIn Discussion
Group Members, LinkedIn
Corporate Page; YouTube
Channel Subscribers, Blog
Followers
Event lists & Event names
SEO / SEM
How to build a
Corporate Community
Traditional Print Mass Market
Advertising
Targeted Job Board e-shots eg
Monster
72. Sales
Associa
tion
25,921
End to
End
Web
Develop
ers
24,170
. Net People
76,324
HR
Professionals
70,355
Java
Developers
94,876
CAD
Commun
ity 7,875
Procuremen
t
Professional
s
107,088
Finance
Club
167,296
C#
Developers
36,139
iPhone
Developers
31,741
LinkedIn HR
486,612
Innovating
Marketing, PR,
Sales Word of
Mouth 144,973
Micro &
Macro
‘Talent
Puddles’
Sourcing
Team:
Pin
pointing
Talent
Talent
Branding:
Massaging
&
Messaging
LinkedIn Targeted
Crowdsourcing
73. Building a Community is not about a collection
of random individuals from Social Networks
imported into a manufactured community.
Targeting is key.
78. “Is using game
mechanics/methodology
to inspire engagement in
activities that otherwise
would be considered
boring or routine/chore.”
Making activities Social
Contents simple, fun & interactive
People want to know what other people
are doing
Personalisation/humanisation e.g. Avatars
Encourage sharing of content in the
community
Getting friends involved to encourage
‘virality’
‘Gifting’
Reveals at certain times of the day
Competition against friends / leader boards
‘Easter Eggs’, hidden features on your site
Enabling unique experiences / personalisation
Progress Bars
User Generated Content
87. Autodesk’s Facebook
strategy is around
Employment Branding
and taking candidates
on a journey…
Facebook may be great for recruiting some high volume
roles today but will it help you build a pipeline of…
• UX Mobile Designers
• Sales Directors for Russia
• Java Developers
88. You are not in control of what people
are saying (Recruitment 3.0)
89.
90. Raise your hand…
If you would follow a company’s Twitter feed,
which is a list of jobs hyperlinked back to the
careers site if you were not looking for a job?
91. So why are companies doing it?
Are people that dull that they
sit looking at job links on
Twitter all day?
99. Explosion of mobile
across the globe
5B Mobile Phones and 6.9B People
Rank Country # of Mobile Phones Population % of Population
- World Over 5 Billion 6,909,500,000
1 China 896,200,000 1,341,000,000 67.10
2 India 826,930,916 1,210,193,422 69.19
110. We hoped to reveal the
updated site to you
today
111. But no go…..
We’ve spent months meeting creative
agencies and reviewing
concepts to no avail.
They just did not get it….
112. We did not want a site focused on job
openings and corporate information….
we want people coming back for more.
Engaging content and real employees.
Dare we say fun?
113. ROI and Metrics
• Our challenges: No centralized reporting
dashboard. Reporting in different areas
including ATS, Social Media Communities,
SEO, Job Distributors.
129. London is the
party capital of
the world!!!
Talent Connect
London Key
Takeaways
130. Key takeaways
• ‘Nurture your Employment Brand’ from inside – out
• Social Media Matters- Build Communities
• Innovate, challenge the status quo and take risks
131. We can make or break a company
and find that missing piece