The Evolution

Now and Next

Sometimes Predictions are

bang-on

Many are wrong

”We do not like their

sound, and guitar

music is on the way

out of fashion.”

Grandpa Recording in

1962 after refusing to

sign the Beatles.

Some take longer to come

true

Some we all get wrong

Job Boards have thrived

Challenger to challenged in less than a decade??

NZ Newspapers have proved

to be resilient

Applicant Tracking Systems

have become mainstream

What have they delivered? Have you

followed the instructions?

Much talk about Workforce

Planning & Employer Branding

I-Everything has taken the

technology to the people

How much attention have you

paid to your Avatar recently?

Want to buy some Linden Dollars?

New Products on the market

everyday...

What impact is this having in

our lives?

Change

The recruitment industry has undergone massive change

recently. Like most functions or industries underpinned

by effective communication the pace of change will

NEVER BE THIS SLOW AGAIN!

Some things have stayed the same...

Candidate/People Needs....

• It’s about me – so make it personal

• I want authenticity

• I’m curious by nature

• A question needs an answer

• Give me a purpose

“I found you -

you found

me”

Source: Executive Monitor study, Destination Talent

Where to with.....

Technology Action Attraction Now Next

Social Media Sourcing Direct

Marketing

Candidate

Sourcing

Community

Sourcing

Blogging/News Build Brand PR and

UCG

Building

Reputation

Advocates

Mobile Super

Engagement

Geo-

Targeting

Response LBS

Technology – Social Media

Sourcing

In this year’s Executive Monitor

study 53.4% of respondents

indicated that they have registered

on social networking sites to

enhance their career and

employment opportunities in the

last 12 months.Source: Executive Monitor study, Destination Talent

Sourcing

“You Google other people

so don't you think

they are googling

You” (Reid Hoffman)

WHERE DOES IT FIT?

Everyone's a candidate – but not everyone's

looking

But everyone

can be found!

Matthew Jeffery ERE/CLC Content

Broadcast Campaigns Direct Campaigns

...It’s all about what you are trying to catch

A current example

Critical roles - How to recruit 500 techies...

Critical mass - Find 5,000 qualified people

How do we do it...Fishing in both pools

Next – Candidate Sourcing

• More emphasis on converting candidates

• Understand their emotional and motivational

requirements

• Engage and build trust with different talent

audiences

Mobile

Technology - A mobile nation

• 90% of New Zealanders aged 15-24yrs own a mobile

• 24% own smart phones

• 23% have used their mobile to cheat in a pub quiz

• 35% update their social networking sites from their mobiles

everyday

• 45% say they are the first to know something because of mobile

Internet

• 38% used the mobile Internet to settle an argument

• 41% said they check the Internet while on the loo

Source: Vodafone Internet Survey 2010

Action – It’s Engagement

1. Integration

2. Broadens your recruitment efforts

3. Potentially better Targeting

4. Timing - What do you do when you wake up...?

Attraction

Attraction

Now

Should be doing immediately

• Makes sure your recruitment message are well presented on mobile

devices as well as desktops

• The bar has been raised in terms of design

• M-sites the focus – apps are a distraction for virtually every employer

Next “LBS?”

•Local jobs

•Timing and relevance

New News

Word Press, Type pad – free platforms

Twitter breaks news fasters .....

Remember – we love to share!

Technology – Blogs, online news, citizen

journalism

Reputation is everything

Action – leverage it, generate content

Attraction - contextual advertising

Now

Staff/Managers become

channels

Tactical - Email signatures,

LinkedIn profiles

The conversation happens

at the BBQ , and it can

happen online

Attraction – Leverage your

connections

Is recruitment PR now the new Employer

Branding?

Matthew Jeffery ERE/CLC Content

''There's no one I'd rather have at the controls than a Qantas pilot.'‘

- John Travolta

In summary

• Think about your candidate needs

• Engage with them authentically and responsively

• Use social media to source direct, source through your networks and to

build your brand

• Promote the ‘good news’

• Use mobile technology to connect at the right time

• .......there is no rule book