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BEING SOCIAL
The Riverside Room, The Institute of Engineering & TechnologyThursday 27 June
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AGENDA FOR TODAYWelcome – Simon Rogers
THE ECONOMIC FORECASTDennis Turner, former chief economist, HSBC Bank plc will deliver his regular update on the
impact of the macro economy on graduate recruitment marketsCARL GILLEARD – UNPLUGGED!
Carl Gilleard, CEO, Association of Graduate Recruiters will take this one last opportunity at Breakfast News to reflect on what’s changed and what hasn’t during his time in graduate
recruitment and development – a key element of which is, of course, the advent of social mediaSOCIAL MEDIA ISN’T SOCIAL MEDIA – IT’S JUST THERE!
Christer Holloman, author, journalist and digital project leader, will draw upon his varied experiences of leading digital and ‘social’ project for a number of organisations to present some
unique ideas about how HR / Recruitment can ‘reclaim’ social media from marketing departments and engage more naturally with existing and future employees
APPLYING PSYCHOLOGY TO YOUR SOCIAL STRATEGYTristan Moakes, Head of Digital and Creative, Work Group, will discuss how people’s motivations
lead to particular behaviours, and will look at ways that will influence your social strategy
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TARGETjobs Events are proud to host the first National Asia and Middle East Graduate Careers event
Saturday 9 November 2013, University of London
This new event will be inviting top international students looking to return home to work, as well as a select group of UK and EU nationals who want to work in Asia and the Middle East.
All candidates wishing to attend will be pre-screened to ensure they meet recruiters criteria
To find out more speak to one of our Sales team or visit www.targetjobsevents.co.uk
Early bird offerbook by 31 July
for a 10% discount
Event Partner
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THE ECONOMIC FORECAST
Dennis Turner, former Chief Economist, HSBC Bank plc
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Creeping slowly upwards
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Keep an eye on inflation
Target
Range
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……………..easing is important
Target
Range
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It ensures interest rates stay low
Forecast
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…and sterling remains competitive
1.4
1.5
1.6
1.7
1.8
1.9
2.0
2.1
2005 2006 2007 2008 2009 2010 2011 2012 2013
$/£
1.0
1.1
1.2
1.3
1.4
1.5
€/£
Sterling weaker
US$ / £ (L axis)
euro / £ (R
axis)
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Exports the way forward
Annual export growth (% RHS)
Annual import growth (% RHS)
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BUT…….
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UK businesses facing the wrong way
Share of UK exports (goods & services):
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EUROPE THE BIG WORRY
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Getting the debt down
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Getting the debt down
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Imbalances: the key to debt
Current account balances
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ECB now behaving like a central bank
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All sticks and no carrotsGDP growth
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But UK outlook still positive
Forecast
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But UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%
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But UK outlook still positiveBut UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%
+Investment starts to recover (15%) 1.4%
4.9%
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But UK outlook still positiveBut UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%
+Investment starts to recover (15%) 1.4%
4.9%+Government cutbacks start to bite (24%) 0.3% -0.5%
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But UK outlook still positiveBut UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%
+Investment starts to recover (15%) 1.4%
4.9%+Government cutbacks start to bite (24%) 0.3% -0.5%+Exports start to accelerate (30%) -0.5%
3.9%
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But UK outlook still positiveBut UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%+Investment starts to recover (15%) 1.4%
4.9%+Government cutbacks start to bite (24%) 0.3% -0.5%+Exports start to accelerate (30%) -0.5%
3.9%-Imports lag (32%) -1.5%
2.3%
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But UK outlook still positiveBut UK outlook still positive
2013 2014
Consumer spending on the move (64%) 0.9% 1.2%
+Investment starts to recover (15%) 1.4%
4.9%+Government cutbacks start to bite (24%) 0.3% -0.5%+Exports start to accelerate (30%) -0.5%
3.9%-Imports lag (32%) -1.5%
2.3%=
GDP (100%) 1.0%2.1%
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THANK YOU
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CARL GILLEARD – UNPLUGGED!
Carl Gilleard, CEO, Association of Graduate Recruiters
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THREE IMPORTANT YEARS
• 1989- year I entered graduate recruitment
• 1998- year I joined AGR as Chief Executive
• 2013- the year I saw the light
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A FEW MORE FIGURES…
• 86 universities visited• 16 countries visited• 3500 media interviews• 75 TV and radio performances• 1 million miles travelled on business• 2 years spent in hotel bedrooms (over 600 different
bedrooms)
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REFLECTIONS
• Some things change
• Some things don’t
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WHAT’S NOT CHANGED?
• The war for talent• Churn (of professionals in the sector)• What graduates look for• The importance attached to the employer
brand• Fluctuations in the graduate market
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FLUCTUATIONS IN THE GRADUATE MARKET
Figure 1.1: Graduate vacancy changes at AGR employers 2000 to 2013 (predicted) – Percentage increase or decrease on previous year (varying bases)
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WHAT HAS CHANGED?
• A lot more graduates (but not a lot more jobs)• Globalisation of the market (borderless recruitment)• Greater emphasis on ROI• Reluctance to take risks• Expectations have risen• A market has been created in HE• Much more emphasis on employability in universities• Gen Y• Helicopter parents• Impact of technology• Use of social media• End of a ‘job for life’
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WHAT’S TO COME?
• More diversity in routes to careers• More use of networking in recruitment• Growth of jobs in the SME sector• Yet more competition for the top talent• Demographic shifts in the workforce• Demise of the degree classification system
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FRUSTRATIONS
• UK graduates generally do not perform as well as overseas graduates
• The tick box mentality• The curriculum on our schools is not fit for the 21st century world• Appalling state of careers guidance provision in schools• Unacceptable levels of youth unemployment in the European Union• The lack of real value that some businesses place on the graduate
recruitment and development functions• The graduate template – too narrow, too regimented, no room for
people who don’t fit the mould
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BEST BITS
• The people I have worked with• Making a difference• Speaking on behalf of the sector• To have a voice/ an influence on employer practices,
government and higher education• AGR’s election manifesto and ‘Graduate Success’• The giant strides that universities have made to
embrace employability
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FINALLYAs one door closes, another one opens…
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SOCIAL MEDIA ISN’T SOCIAL MEDIA – IT’S JUST THERE!
Christer Holloman, author, journalist and digital project leader
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• Picture – ‘Going your own way’
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Social Media Isn’t Social Media
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Social Media Isn’t Social Media
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Social Media Isn’t Social Media
A. UNDERSTANDING HOW TALENT MAKESDECISIONS
B. CASE STUDY:HCL – HOLISTIC TAKE On SOCIAL MEDIA FOR HR
C. TOP TIPS:BEST PRACTICE
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a. UNDERSTANDING HOW TALENT MAKES DECISIONs:
- Changing media habits- Always connected- Sources of influence
Social Media Isn’t Social Media
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12 hoursTime uni students spend each day with digital media
Social Media Isn’t Social Media
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18%Social media now accounts for 18% of time spent online
Social Media Isn’t Social Media
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Social Media Isn’t Social Media
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71%Say reviews from family members or friends exert influence when deciding to use or not use a company, brand or product.
Social Media Isn’t Social Media
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74%Of job seekers say they are very likely to read employee reviews before accepting a job offer.
Social Media Isn’t Social Media
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a. UNDERSTANDING HOW TALENT MAKES DECISIONs:
- Changing media habits- Always connected- Sources of influence
Social Media Isn’t Social Media
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b. CASE STUDY: HCL – HOLISTI C TAKE On SOCIAL MEDIA FOR HR
- Who- Why- How- ROI
Social Media Isn’t Social Media
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• HCL website
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VALUE SYSTEM
COLLABORATION
ACROSS Borders
Demographics
Social Media Isn’t Social Media
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mid/senior hires = Linkedin
entry level hires = Facebook &
1
2
Social Media Isn’t Social Media
MEME- Idea geneation- Efficiencies- Engagment- Beyond work
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Pay per click more cost effectiveMarket mapping and targeting, easier and more accurate
28k to 75k active users in 2 yrs (of 90k)2k+ groups, 4k comments, 1k photos
12,500 ideas, 2,200 implemented = $102m In revenue
CEO on twitter @vineetnayar
Social Media Isn’t Social Media
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b. CASE STUDY: HCL – HOLISTI C TAKE On SOCIAL MEDIA FOR HR
- Who- Why- How- ROI
Social Media Isn’t Social Media
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c. Top tips: best practice
1. Don’t be afraid2. Take the good with the bad3. Fix the problem4. maintain& promote5. encourage & engage
Social Media Isn’t Social Media
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BEING SOCIALSocial Media Isn’t Social Media
1. DONT BE AFRAID
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BEING SOCIALSocial Media Isn’t Social Media2. TAKE THE GOOD WITH
THE BAD
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BEING SOCIALSocial Media Isn’t Social Media3. FIX THE PROBLEM
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BEING SOCIALSocial Media Isn’t Social Media4. MAINTAIN & PROMOTE THE GOOD
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BEING SOCIALSocial Media Isn’t Social Media5. ENCOURAGE &
ENGAGE
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c. Top tips: best practice
1. Don’t be afraid2. Take the good with the bad3. Fix the problem4. maintain& promote5. encourage & engage
Social Media Isn’t Social Media
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Social Media Isn’t Social Media
1. UNDERSTANDING HOW TALENT MAKESDECISIONS
2. CASE STUDY:HCL – HOLISTIC TAKE On SOCIAL MEDIA FOR HR
3. TOP TIPS:BEST PRACTICE
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APPLYING PSYCHOLOGY TO YOUR SOCIAL STRATEGY
Tristan Moakes, Head of Digital and Creative, Work Group
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What are you doing now?
1. Response handling2. Job/event bulletin board3. Talent sourcing4. Content marketing5. Relationship building6. Reputation monitoring
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You want them to think that you are a great employer
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What do you want them to do?
• ‘Like’ your page / follow your Twitter feed• Comment on your updates• Share or ‘like’ your updates• Post questions on your wall• Connect with you on LinkedIn• Enter a competition
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Why should they care?
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People respond to incentives
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A tale of two students
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About the application process Updates from your current grads Dates you’re on campus Training opportunities Company updates Answering her questions
Gemma
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But what about Dan?
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Educate Entertain
Inspire
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Educate
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Inspire
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INTEL
Entertain
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Final thoughts
• Know your audience• Be interesting, inspiring, useful or entertaining• Use your current employees• Balance the rational with the emotional• Ask the question “Why should they care?”
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Don’t miss out – deadlines almost here
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SAVE THE DATE
The next TARGETjobs Breakfast News is Thursday 12 September