FROM TALENT POOLS TO POOLS OF TALENTS 22.3.2012 Singapore

1. Who?2. Megatrends3. How they affect on Recruitment4. Talent pools / Talent communities5. Online Communities6. And few words about mobile…7. Q & A

Who am I? Serial entrepreneur focusing on businesses in the field of recruitment, talent attraction & employer branding

Key businesses:

JOBERATETalent Attraction. Passive Candidates. Global Reach. Local insights.

LAB  OF APPS / The Next StepMobilizing Recruitment, redesigning the recruitment process

GLOBAL TALENT ATTRACTION GROUPEmployer Branding, Direct Recruitment

Keen to change the recruitment industry to be 

way more effective and less boring!

FROM PRINT TO ONLINE

FROM WEB TO SOCIAL MEDIA

http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1

http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1

FROM WEB TO SOCIAL MEDIA

FROM WEB TO MOBILE

http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1

From Web to Mobile

From Web to Mobile

FROM EMAIL TO SOCIAL

http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1

EVEN IN BEHAVIORAL CHANGES

SOCIAL MEDIA ERA

     USA 114.55M

Canada 11.72M

Mexico 12.8M

  Brasil 33.49M

Japan 13.66M

Russia 26.1M

Germany 18.8M

Malaysia 11.5M

Indonesia 18.9M

Active Social Networkers

*By Global Webinex

    UK 19.27M

India 35.08M

Australia      7.1M

China 155.3M

Italy 12.7M

FROM ”HARD TO REACH” TO ”AVAILABLE EVERYWHERE” ON DIGITAL SPACE

VIRALFASTANDTRANSPARENT

CHANGING THE WORLD OF BUSINESS

ACTIVE SOCIAL NETWORKERS

IS SOCIAL RECRUITING REAL?

SOCIAL RECRUITING IS REAL Social recruiting has become a mainstream channel for companies that are hiring, with 88% now using or planning to use social media for recruiting.

http://www.globalrecruitingroundtable.com/2011/09/12/80-of-all-companies-use-social-media-to-recruit/#.TwwoC28jF2A

64% say YES 36 % say NO

Have you successfully hired through social media?

13.7% 9.3%8.7%

2009 2010 2011

68% 73.3%

80.2%

COMPANIES USING SOCIAL MEDIA TO RECRUIT

Currently use

Planning to begin

AND IT IS REALLY FRAGMENTED

KEY FINDINGS FROM THE TALENT MARKET

1. You cannot reach the right people by using only traditional recruitment media channels (e.g. job boards) or building talent communities

Situation: What it means:

1. Most of the best candidates are not actively looking for a job

SO THE Q IS: HOW TO ACTIVATE PASSIVE TALENTS?

http://talent.linkedin.com/blog/index.php/2011/12/passive-candidates-accelerate/

WHAT IS A TALENT POOL OR TALENT POOL 2.0 AKA TALENT COMMUNITY?

TALENT COMMUNITY BASED ON WIKIPEDIA

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards

TALENT COMMUNITY BASED ON WIKIPEDIA

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements

TALENT COMMUNITY BASED ON WIKIPEDIA

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates

TALENT COMMUNITY BASED ON WIKIPEDIA

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings

TALENT COMMUNITY BASED ON WIKIPEDIA

TALENT COMMUNITIES ARE MADE UP OF THE NORMAL DISTRIBUTION OF PEOPLE

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings6. Creation of a talent pipeline for future job openings

TALENT COMMUNITY BASED ON WIKIPEDIA

“JOB SEEKING IS AN EVENT, NOT AN INTEREST”

Gareth Jones

The benefits have been similarly stated as:

1. Qualified candidates at a recruiter's fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings6. Creation of a talent pipeline for future job openings7. Attraction of passive candidates

TALENT COMMUNITY BASED ON WIKIPEDIA

TALENT COMMUNITIES ATTRACT ACTIVE CANDIDATES

PEOPLE INTERESTED 

IN YOUR FIRM

PEOPLE WHO HAVE 

THESKILLS

SO YOU REALLY SHOULDN’T BUILD NEITHER TALENT POOLS NOR TALENT COMMUNITIES.

KEY FINDINGS FROM THE TALENT MARKET

1. You cannot reach the right people by using only traditional recruitment media channels (e.g. job boards) or building talent communities

2. You have to find which channels they are in

3. Targeted to the right audience to avoid CV spam and build a knowledge amongst relevant ones

Situation: What it means:

1. Most of the best candidates are not actively looking for a job

2. Most of the potential candidates are active in online channels (social media)

3. Receiving a huge amount of unqualified applications from the generic channels

Focus on (Authentic) Communities 

TO FIND THE TALENTS!

FEW LIVE EXAMPLES…www.joberate.com

LEVERAGE SOCIAL SHARE AND REFERRALS – PEOPLE ARE MORE CONNECTED THAN EVER!

KEY FINDINGS FROM THE TALENT MARKET

1. You cannot reach the right people by using only traditional recruitment media channels (e.g. job boards) or building talent communities

2. You have to find which channels they are in

3. Targeted to the right audience to avoid CV spam and build a knowledge amongst relevant

4. Social media created “fast and cheap” alternatives to expensive headhunters and recruitment agencies

5. You have to be constantly active, build easy ways to engage and learn more about your company, resulting into a created “talent pool” in each relevant channel

Situation: What it means:

1. Most of the best candidates are not actively looking for a job

2. Most of the potential candidates are active in online channels (social media)

3. Receiving a huge amount of unqualified applications from the generic channels

4. Long and expensive process of filling the role

5. Passive candidates don’t apply from the first time they hear about the company or posItion

If You Wait Until You Need to Hire, It’s Already TOO LATE.---------Map your talents and start building your TALENT PIPELINE today!

FROM REACTIVE TO PROACTIVE

1. Know where your talents are2. Know how to engage with them3. Focus on your Employer Brand: How to

attract effectively?4. Content is still the king – they will need to

know why and you better deliver outstanding answer…

5. Build easy ways to engage - different ways and levels of engagement!

EASY STEPS TO FOLLOW:

BE CREATIVE !

1. Personal / Targeted = Relevant2. Engaging – Different Level of Engagement3. 24/7 and multichannel4. Accelerate REFFERALS4. Easy and Mobile Friendly Recruitment Process6. Transparency7. Gamification elements – Recruitment doesn’t need to be boring!

CONTENT STRATEGY

BUT REMEMBER THAT IN THE END OF THE DAY RECRUITMENT IS SIMPLY A SALES PROCESS THAT CAN ONLY BE SUPPORTED BY MARKETING!

SO YOU BETTER CALL UP WHEN THE 

TIME IS RIGH!

P.S. BUILD YOUR MOBILE

RECRUITMENT STRATEGY NOW IF YOU DON’T HAVE ONE

YET!

AND DON’T JUST COPY PASTE WHAT YOU HAVE IN YOUR WEB PAGE!

It’s not how it works...

RECRUITMENT WAS BORING!

Thanks for your attention!

@AkiKakkowww.linkedin.com/in/akikakko

Aki@joberate.com