This was Aki Kakko of Joberate talking about the fragmentation of social media when it comes to current recruitment strategies.

1. FROM TALENT
POOLS
TO
POOLS OF TALENTS
22.3.2012 Singapore

2. 1. Who?
2. Megatrends
3. How they affect on Recruitment
4. Talent pools / Talent communities
5. Online Communities
6. And few words about mobile…
7. Q&A

3. Who am I?
Serial entrepreneur focusing on businesses in the field
of recruitment, talent attraction & employer branding
Key businesses:
JOBERATE
Talent Attraction. Passive Candidates. Global
Reach. Local insights.
LAB OF APPS / The Next Step
Mobilizing Recruitment, redesigning the
recruitment process Keen to change the
recruitment industry to be
GLOBAL TALENT ATTRACTION GROUP way more effective and less
Employer Branding, Direct Recruitment boring!

4. FROM PRINT TO ONLINE

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

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

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

8. From Web to Mobile

9. From Web to Mobile

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

11. EVEN IN BEHAVIORAL CHANGES

12. SOCIAL MEDIA ERA FROM ”HARD TO REACH” TO
”AVAILABLE EVERYWHERE”
ON DIGITAL SPACE
CHANGING Active Social Networkers
THE WORLD OF
BUSINESS
Canada Russia
11.72M 26.1M
UK
19.27M China
Germany 155.3M
USA 18.8M
114.55M Japan
Italy
13.66M
12.7M
India
Mexico 35.08M
12.8M Malaysia Indonesia
11.5M 18.9M
Brasil
33.49M
VIRAL
FAST Australia
7.1M
ACTIVE SOCIAL NETWORKERS AND
TRANSPARENT
*By Global Webinex

13. IS SOCIAL RECRUITING REAL?

14. SOCIAL RECRUITING IS REAL
COMPANIES USING SOCIAL MEDIA
TO RECRUIT
Social recruiting has become a 9.3%
8.7%
13.7%
mainstream channel for
companies that are hiring, with
88% now using or planning 80.2%
73.3%
68%
to use social media for
recruiting.
2009 2010 2011
Have you successfully hired through social media?
Currently use Planning to begin
64% say YES 36 % say NO
http://www.globalrecruitingroundtable.com/2011/09/12/80-of-all-companies-use-social-media-to-recruit/#.TwwoC28jF2A

16. AND IT IS REALLY FRAGMENTED

17. KEY FINDINGS FROM THE TALENT MARKET
Situation: What it means:
1. Most of the best candidates are not 1. You cannot reach the right people by using
actively looking for a job only traditional recruitment media channels
(e.g. job boards) or building talent
communities

18. SO THE Q IS: HOW TO ACTIVATE
PASSIVE TALENTS?
http://talent.linkedin.com/blog/index.php/2011/12/passive-candidates-accelerate/

19. WHAT IS
A
TALENT
POOL
OR
TALENT
POOL 2.0
AKA
TALENT
COMMU
NITY?

20. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips

21. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards

22. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards
3. Less money spent on job advertisements

23. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards
3. Less money spent on job advertisements
4. Increased interaction with potential candidates

24. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards
3. Less money spent on job advertisements
4. Increased interaction with potential candidates
5. Better quality of applicants to job openings

25. TALENT
COMMUNITIES
ARE MADE UP
OF THE
NORMAL
DISTRIBUTION
OF PEOPLE

26. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards
3. Less money spent on job advertisements
4. Increased interaction with potential candidates
5. Better quality of applicants to job openings
6. Creation of a talent pipeline for future job openings

27. “JOB SEEKING IS AN
EVENT, NOT AN
INTEREST”
Gareth Jones

28. TALENT COMMUNITY
BASED ON WIKIPEDIA
The benefits have been similarly stated as:
1. Qualified candidates at a recruiter's fingertips
2. Less dependence on ineffective job boards
3. Less money spent on job advertisements
4. Increased interaction with potential candidates
5. Better quality of applicants to job openings
6. Creation of a talent pipeline for future job openings
7. Attraction of passive candidates

29. TALENT COMMUNITIES ATTRACT
ACTIVE CANDIDATES
PEOPLE PEOPLE
INTERESTED WHO HAVE
IN YOUR THE
FIRM SKILLS

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

31. KEY FINDINGS FROM THE TALENT MARKET
Situation: What it means:
1. Most of the best candidates are not 1. You cannot reach the right people by using
actively looking for a job only traditional recruitment media channels
(e.g. job boards) or building talent
2. Most of the potential candidates are
communities
active in online channels (social media)
2. You have to find which channels they are in
3. Receiving a huge amount of unqualified
3. Targeted to the right audience to avoid CV
applications from the generic channels
spam and build a knowledge amongst relevant
ones

32. Focus on (Authentic)
Communities
TO FIND THE TALENTS!

33. FEW LIVE EXAMPLES…
www.joberate.com

34. LEVERAGE
SOCIAL
SHARE
AND
REFERR
ALS –
PEOPLE
ARE MORE
CONNECT
ED THAN
EVER!

35. KEY FINDINGS FROM THE TALENT MARKET
Situation: What it means:
1. Most of the best candidates are not 1. You cannot reach the right people by using
actively looking for a job only traditional recruitment media channels
(e.g. job boards) or building talent
2. Most of the potential candidates are
communities
active in online channels (social media)
2. You have to find which channels they are in
3. Receiving a huge amount of unqualified
3. Targeted to the right audience to avoid CV
applications from the generic channels
spam and build a knowledge amongst relevant
4. Long and expensive process of filling the 4. Social media created “fast and cheap”
role alternatives to expensive headhunters and
recruitment agencies
5. Passive candidates don’t apply from the
first time they hear about the company or 5. You have to be constantly active, build easy
posItion ways to engage and learn more about your
company, resulting into a created “talent pool”
in each relevant channel

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

37. EASY STEPS TO FOLLOW:
1. Know where your talents are
2. Know how to engage with them
3. 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!

38. BE CREATIVE !

39. CONTENT STRATEGY
1. Personal / Targeted = Relevant
2. Engaging – Different Level of Engagement
3. 24/7 and multichannel
4. Accelerate REFFERALS
4. Easy and Mobile Friendly Recruitment Process
6. Transparency
7. Gamification elements – Recruitment doesn’t
need to be boring!

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

41. SO YOU BETTER
CALL UP
WHEN THE
TIME IS RIGH!

42. P.S. BUILD YOUR
MOBILE RECRUITMENT
STRATEGY NOW IF
YOU DON’T HAVE ONE
YET!

43. AND DON’T JUST
COPY PASTE
WHAT YOU HAVE
IN YOUR WEB
PAGE!
It’s not how it works...

44. RECRUITMENT
WAS BORING!

45. Thanks for your
attention!
@AkiKakko
www.linkedin.com/in/akikakko
Aki@joberate.com