1. Your Career Insurance Policy:
Be found in a ‘passive’
job market

2. 2
is social media the go-to
hub for job-seekers
across the world?
How to
to be found in a ‘passive’
job market?
 It’s a one-stop shop for all your professional
information
 It brings the right jobs to you and only when
you want them
 More recruiters are using it because it saves
them time and money
 Have your CV on the cloud
 Engage in other people’s content
 Use your smartphone to post updates
 Launch yourself a different kind of CV
(videos, web sites, etc)
 Check out LinkedIn’s new ‘University Pages’
to explore career paths of past graduates
 Make your profile more dynamic with videos,
SlideShare presentations and other multi-media
content about you
 Follow companies you want to work for and look
for ways to connect with them
 Join active groups on social sites in your field
 Build a digital portfolio to demonstrate your
brand through a web site
 Connect with recruiters and keep in touch
 Remember: don’t over do skills
and endorsements on LinkedIn
Your Career
Insurance Policy:
Be found
in a ‘passive’
job market
of people are ‘always
looking’ for new jobs,
even when they are
happy in their
current role*
of mobile phones in the
U.K are now smart mobile
phones, yet just 17% of
sites are optimised
for mobile***
So its important
to ensure the content
you publish is
mobile friendly!
LinkedIn
has roughly
30 million
college students
and recent
graduates
on the site
55%
64%
They represent
about 13% of the
network’s total user base.
Most of its college-age
users come from the U.S.,
India, Brazil, the U.K, and Canada”**
The EMEA
region has
50 million+
LinkedIn
members
while the U.K.
boasts
11 million+
members
Why
GET MOBILE
HOW
Source: #truLondon participant, The Wall Street Journal, #truLondon participant (all 2013)

3. 3
Introduction
We are all passive candidates now.
The world of job-seeking is no longer about finding roles and
pitching your CV to managers in order to get hired, it’s about
building networks that allow you to promote your skills and
experience in ways that ensure the right role finds you too.
In many ways, the rise of professional social networks has made
us far more readily accessible to a job market that offers more
variation, as well as less stability.
Now, our entire work history, our skills and experience,
our referees and our professionally published content are out
there for anyone to find and explore. The important thing
is to manage it effectively and see it as a natural extension
of marketing ourselves in the new world of work that is global
and undergoing constant, on-going change.
Both candidates and companies need to make this passive
market work to their advantage, and understand ways to find
each other.

4. 4
55% of people
are ‘always looking’
for new jobs, even when they are
happy in their current role.*
*Source: 2013 Kelly Global Workforce Index

5. 5
Where will you find your next job?
We don’t find, nor seek, new jobs the way we used to. Of course,
you still see a few roles advertised in newspapers, specialist
magazines and their related websites, but even job-boards are no
longer the only player in online job advertising. Now, social media
(and in particular LinkedIn) is becoming the go-to hub for job-
seekers right across the world.
The reasons for this are three-fold:
1. It’s a one-stop shop for all your professional information: when
you’re inside the LinkedIn platform you’re in ‘work mode’, so it
makes sense to manage your CV, profile and job searches in the
one place. Plus, you can easily access relevant information about
people in your network that can help you with your job search or
get an introduction to a person or company you’re interested in.
2. It brings the right jobs to you and only when you want them:
unlike curated email lists from job boards, LinkedIn keeps a
rolling list of the jobs that are recommended for you and it’s
accessible without having to manage daily or even weekly email
bulletins from job boards. It’s far more convenient and it’s getting
smarter and bringing you the right information at the right time.
3. More recruiters are using it because it is saving them time
and money, so more jobs are being posted here. Although
individual use of professional social networking platforms varies,
being present and growing your online professional network
is now seen as a ‘normal’ part of work. It is seen as a
fundamental activity that we all do to keep our finger on the
pulse of our chosen job market. Good companies know this,
and they are ready and waiting for you to engage with them.
So, start following, start listening and start conversing.

6. 6
The EMEA Region has
50 million+ members
as of June 30, 2012,
with 11 million+ members
in the UK as of January 9, 2013.*
*Source: LinkedIn Statistics 2013 by Punchmedia on SlideShare

7. 7
Being found in a ‘passive’ job market
 Check out LinkedIn’s brand new ‘University Pages’. Whether
you’re a recent graduate or a more experienced professional,
these pages can help you explore career paths of past
graduates (real people) and reconnect with alumni you’ve lost
contact with.
 Even if you have covered off the basics of ensuring you have
a completely filled-out profile and a good, professional
picture, consider ways to make your profile more dynamic
with videos, Slideshare presentations and any other multi-
media content that more fully explains who you are and what
you do.
 Follow the companies you want to work for and look for
ways to connect with those who already do. Make sure you
pay attention to what’s posted by your companies of choice
and be informed should you get an interview for a role.
 Join active groups in your field. There are a large number
of groups on LinkedIn and many are inactive. However,
joining those with a good amount of relevant activity will
provide networking and knowledge-sharing benefits.
 Build a digital portfolio to help demonstrate your “brand”
through a web site. It will get benchmarked in search results,
and shows employers what you’re passionate about and
driven by. It’s also a creative way to prove what you say you
can do in your CV.
 Don’t over-do the skills and endorsements section on
LinkedIn. Make it clear, concise and relevant, and don’t
accept endorsements that are out of your skill-set or are
poorly targeted.
 Connect with recruiters and touch base from time to time
even if you’re not actively looking. This keeps you at the
forefront of their mind when a great role that might be
suitable for you pops up. It also ensures you see their jobs
feed first.

8. 8
LinkedIn “has roughly 30 million college
students and recent graduates on the site,
representing about 13% of the network’s
total user base. Most of its college-age
users come from the U.S., India, Brazil,
the U.K. and Canada.”
The Wall St Journal, 2013

9. 9
How mobile is changing the job search
Mobile devices are now the primary, and most ubiquitous, devices
for job-seekers worldwide. Ever since we connected smartphones
to the Internet and began developing applications for every
possible task, we changed the way people access information,
forever. Now, it’s estimated that one in every five jobs searches in
the U.K. is done via mobile device (truLondon conference, 2013).
Mobile devices have not only changed the platform that
candidates use to search for jobs, they’ve changed job-seeking
behaviour as well. This is fundamentally because smartphones
provide candidates with the ability to job-search whenever and
wherever they want to.
How to ‘get mobile’
1. Have your CV on the cloud: if you find that you’re increasingly searching
for jobs in those ‘in between’ times—during your daily commute, while
waiting for coffee—make sure you have everything you need on your
phone to apply then and there. This means ensuring you have a cloud-
based directory such as DropBox that holds your CV and cover letter for
easy attachment to emails. When submitting a job application, be specific
and customise it for the role on offer. Address the needs and questions
raised in the job ad and never, ever think that a one-size-fits-all CV will
be effective.
2. Engage in other people’s content: don’t be afraid to like, follow and ask
questions or post comments about the content posted by companies or
people you’re linked with. This shows you’re interested!
3. Use your smartphone to post updates: being active in social networks takes
time, so use those spare moments when you’re commuting or waiting for
appointments to check in, be active and share. But, remember to ‘switch off’
to give yourself some downtime.
4. Launch yourself a different kind of CV: Video CVs, about.me websites,
digital portfolios, and any other platform that demonstrates who you are
and why you’re good at what you do can help you gain the attention of
an employer you want to work for. It doesn’t even have to be in the form of
a traditional CV, but simply raising the bar on the blogs you post, adding
your presentations to Slideshare or making a special effort to create some
good video content about your work and posting it to your profiles and
portfolio might just get noticed and shared. So, ensure all of these links and
pages are mobile-friendly and accessible from your mobile device so you
can apply for jobs from anywhere.

10. 10
64% of mobile phones
in the U.K. are now smart phones,
yet just 17% of sites are optimised
for mobile.
#truLondon participant, 2013

11. 11
Conclusion
Today’s job-seeker typically displays passive, always-searching
and always-on patterns of job searching. They are mobile enabled
24/7, they are ready to engage directly with brands, hiring
managers and recruiters, and they are building their own networks
and publishing folios to take their skills to the global market.
In this landscape, it is critical to take a step back from traditional
ways of looking for work and engaging with potential employers,
and to find new ways to bring the right jobs to you.
Being found in the passive job market is not so difficult if you’re
ready to publish, engage and actively manage your professional
online networks well before the right job opening comes up.
We are all passive candidates now, and job seekers need to
change their habits to respond.
REFERENCES
http://content.timesjobs.com/?p=4600
http://www.ere.net/2013/04/16/an-honest-look-at-what-job-candidates-really-want/
http://www.hriaconference.com/content/top-7-recruiting-trends-you-need-know
http://www.news.com.au/business/worklife/mistakes-you8217re-making-on-
linkedin/story-e6frfm9r-1226699866450
http://news.cnet.com/8301-1023_3-57568297-93/linkedin-eyes-future-as-
professional-publishing-hub/
http://www.hriaconference.com/content/top-7-recruiting-trends-you-need-know
http://online.wsj.com/article/SB1000142412788732474710457902264061650233
8.html
http://www.brw.com.au/p/business/million_members_places_counting_
Igi7nirJjn6NfV7KexTv0H

12. 12
Crowdsourcing through Kelly experts:
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Stefan Renzewitz
Stefan is the Operations
Lead for Talent Sourcing
in the DACH region. He
has strong experience in
Career Event, Employer
Branding and Talent
Relationship solutions
including campaign
planning and execution
with a focus on graduates
and young professionals
(Business, Engineers
and IT).
Sally Hunter
As RPO Practice Lead
EMEA for the Kelly
Outsourcing & Consulting
Group, Sally is responsible
for the RPO proposition
from client relationships
via the account manage-
ment team to consulting
on HR transformation. Sally
has extensive experience
in the human capital sec-
tor, including leadership
positions within strategic
account management
for staffing providers to
operational delivery.
Bence Bak
Bence Bak is EMEA
Sourcing Manager. Bence
has 4 years experience
in both researching and
sourcing for different
levels of candidates in
the IT industry. Currently
responsible for training
and maintaining the
knowledge base for
different stakeholders,
creating new standards
and processes around
proactive search and
implementing a new
international IT system.
Lauren Clovis
Lauren is EMEA Marketing
Manager, focussing on
employer branding,
candidate communications
and events organisation.
With a strong background
in finance recruitment and
a history of working on
client premises to deliver
contingent workforce
solutions, Lauren’s
experience focuses
on both B2B and B2C
audiences.
Astrid Akse
Astrid is HR Manager
EMEA at Kelly Services.
Having worked for several
years within recruitment
leadership roles, Astrid is
now responsible for HR
across the EMEA region.
Astrid has an international
outlook and her current
role focuses on internal
recruitment amongst other
responsibilities.
Stefano Giorgetti
Stefano is the Managing
Director and Vice President
of Kelly Services in Germany.
He has a strong history
of working within the
recruitment industry and
is currently an innovation
champion for Kelly focusing
on improving the candidate
and customer experience.