The document discusses how corporate recruitment is changing in the age of social media. It covers several topics:
1. The roles and responsibilities of corporate recruiters are expanding to include activities like talent pipeline management, employer branding, and social media engagement.
2. Recruiters must develop strategies around sourcing talent, account management, and using both internal and external recruitment partners.
3. Metrics are changing to reflect new priorities like employer brand equity, referral programs, and cost per hire.
4. Social media is driving the need for recruiters to have both strong interpersonal skills and technical skills to engage candidates online through platforms like LinkedIn, Twitter, and networking tools. Building long-term talent relationships
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by Alexander Crepin
1. Corporate RecruitmentRecruitersin the (st)age of social media Alexander Crépin strategy, training & execution Talent Acquisition, Engagement & Development, HR 2.0 www.crepinconsult.nl, www.inhr.nl, www.ailo.nl, www.recruitmentcoach.nl, http://nl.linkedin.com/in/alexandercrepin
24. Corporate Recruitment Organization - Make or buy strategy What do you do yourself and what should be done by outside specialists? - Account strategy Internal client model, direct or via HR - Sourcing strategy Which sources and media to be used to get best recruitment ROI? - Service strategy Developing & maintaining a service model that fits to the ambition of the organization, one way or client driven, tailor made - Cost (allocation) strategy Cost effectiveness of operations and budget allocation & accountability - Operations strategy Execution of sourcing & selection processes, metrics, goals Alexander Crépin Recruitmentcoach.nl
25. Corporate Recruiter all in one or different type of roles? Main Roles A: Talent acquisition B: Talent selection C: Service / operations D: All-in-one Alexander Crépin Recruitmentcoach.nl
75. A truly professional recruiter is always alert in finding the best candidates Talent engagement, scouting, networking never stops! It is a passion, a way of living …..
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77. Quality & quantity of Talent Pipeline & Network
90. So far so good These are basics What is changing Alexander Crépin Recruitmentcoach.nl
91. CliffShirky: “….. For any given organization, the important questions are: When will the change happen? & What will change? The only two answers we can rule out are NEVER & NOTHING Alexander Crépin Recruitmentcoach.nl
92. Recruitment is still about People! People living & working - in the Information Age - in the Social Media Stage
93. >>1,5 billion people online, no more fiction but fact As of 17 July 2009 the Earth's population is estimated by the US Census Bureau to be 6.772 billion
95. Mental models are deeply held internal images of how the world works and looks alike Alexander Crépin Recruitmentcoach.nl
96. These images limit us to familiar new ways of thinking and acting limiting us adapting to a changing world Alexander Crépin Recruitmentcoach.nl
97. Recruitment in the Social Media Stage mix of: People Skills Social Media Skills (Search & Networking Tools) Marketing / branding skills
98. A happy corporate recruiter Knows what makes candidates happy Shares with the jobholder how to get happy candidates Finds candidates who are happy in their jobs Shows them a different perspective, makes them feel not so happy Offers them a great opportunity that will make them happy again Makes the jobholder feel happy Everybody happy! Alexander Crépin Recruitmentcoach.nl
99. traditional but still very powerful tool The telephone still outnumbers PC internet! In 2008 approx 4 billion (mobile) phones! Alexander Crépin Recruitmentcoach.nl
113. internet in our houses & lives, as a result: our now includes also our online world Because there are also REAL PEOPLE to connect to and build relationships, share thoughts and ideas etc. social needs satisfaction Alexander Crépin Recruitmentcoach.nl
114. People enjoy to be there and be a part of it Participate in something bigger than themselves
115. People enjoy to participate almost anonymously People are social beings
116. People like to work online together for a common / shared case like in the “real world” Alexander Crépin Recruitmentcoach.nl
121. It is cheap & fun to be around Alexander Crépin Recruitmentcoach.nl
122. Now you better understand why people are using social media So you can develop your strategy & skills for using social media for recruiting the best talents Alexander Crépin Recruitmentcoach.nl
127. It is / will be hard workPhoto courtesy of RIPizzohttp://www.flickr.com/photos/ripizzo/2310929170/ Alexander Crépin Recruitmentcoach.nl
128. Social Media Mindset Be open for ideas, experiences & opinions from others, learn Alexander Crépin Recruitmentcoach.nl
129. Building Online Talent Relations is not a 9 to 5 job time, vision, commitment, passion & budget Alexander Crépin Recruitmentcoach.nl
130. …. I work from 9am-5pm at my client site, and then 5pm-9pm it is time building our internal social media capability …….. Steve Radick Social Media Associate with Booz Allen Hamilton Alexander Crépin Recruitmentcoach.nl
131. Time for a short break Alexander Crépin Recruitmentcoach.nl
132. Social media 90:10:1 rule 1% makes content 10% enriches content 90% consumes content variant on 80/20 rule Social media means hard working! Do it smart & efficient Alexander Crépin Recruitmentcoach.nl
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135. 1-5 Hours per Week = Participant A participant is at the lower end of the scale. Participants can set up Participants can set up Linkedinor Facebook pages and groups, run a Twitter feed, comment on blogs, and/or upload images to a site like flickr. She notes that the most time-consuming aspect of Twitter is not the broadcasting aspect but finding followers who will read your content 5-10 Hours per Week = Content Provider A content provider can start a blog or a podcast. Both activities require slightly more advanced technical skills and a larger time commitment. Bloggers should aim for a minimum of at least one post per week, but two or three would be better, she says. Podcasts can be as infrequent as once per month. 10-20 Hours per Week = Community Director A community director is much more involved with social media. Here, her advice is more narrowly aimed towards museum staff, but still the overall suggestions hold up. Community directors can get involved in community web sites, work comment boards. Basically this category involves getting involved in larger scale activities, but, once launched and running, they don't require full-time management. Alexander Crépin Recruitmentcoach.nl
137. How to get the best talents? We are fishing in the same pool - Understand & learn by doing - Be(come) better, work smarter - Make a more interesting offer - Don’t think you can do it al alone
138. Talent Intelligence Knowing what is Best to get the Best Top talents identification Searching top talents globally Screening talents Data / intelligence supply Professional Sourcing Partners around the globe Alexander Crépin Recruitmentcoach.nl
150. Always remember Recruitment is about People! ….The best recruiters I know are people whose candidates come back to them each time they want to make a career move ……
151. Be aware, some line managers are very skilled in talent engagement & branding http://www.youtube.com/watch?v=56pAdTGHoqc Alexander Crépin Recruitmentcoach.nl
152. Start with social media recruitment Think big Start small Act practical Grow & enjoy Alexander Crépin Recruitmentcoach.nl
158. Time to improve corporate recruitment? Starting with social media recruitment ? Call Alexander Crépin + 31 (0)653 641 905 http://nl.linkedin.com/in/alexandercrepin www.twitter/talentspotter www.recruitmentcoach.nl (in Dutch) www.inHR.nl (in Dutch)