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

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

3. Corporate recruitment strategy & organization

4. Corporate recruitment roles & profiles

5. Corporate recruiter metrics

6. What is changing

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8. Corporate Recruitment?

9. Corporate Recruitment Responsibilities Talent Pipeline Management Employer branding Campus Recruitment Target Talent Community Management Job branding Internship Programs Alumni Management Talent Recruitment Talent On Boarding Talent (Pre) Selection HR alignment Talent Assessment Talent Intelligence (Re) Search Candidate Relationship Management Business Account Management Recruitment Vendor & Partner Management Recruitment Operations Support Alexander Crépin Recruitmentcoach.nl

11. Type / level of hires

12. Employee turnover

13. Vacancies volume (outlook)

14. Timing, when to hire?

15. Location(s)

16. Employment market situation

17. Quality & quantity of talent pipeline

18. Engagement & selection skills of hiring managers

19. Talent scouting culture, in-company referrals

20. Employer EOC position, quality of HR

21. Pay & benefits

22. Recruitment partners

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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

26. discussion Alexander Crépin Recruitmentcoach.nl

28. Great at working with people

29. Networker, building & participating

30. Excellent ambassador

31. Referrals promoter

32. Influencer & Negotiator

33. Excellent phoning skills

34. State of art sourcing skills

35. ICT / Social Media savvy

36. Creative, open to try

37. Excellent time management, setting prio’s

38. Project management skills

39. TeamplayerAlexander Crépin Recruitmentcoach.nl

41. Ambassador

42. Excellent listening & interviewing skills

43. First class assessment skills

44. Methodical

45. Very good in putting observations into words

46. Able to make right go & no go decisions

47. IntegerAlexander Crépin Recruitmentcoach.nl

49. Planning & organizing

50. Alert

51. Systems savvy

52. Social Media savvy

53. Telephone skilled

54. Do-er, performance driveAlexander Crépin Recruitmentcoach.nl

56. Great at working with people

57. (online) networker

58. Excellent ambassador

59. Persuasive

60. Inquisitive

61. Excellent organizational skills

62. Very good at assessing people

63. Good in listening & interviewing

64. State of art sourcing skills

65. ICT / Social Media savvy

66. Administrative skilledAlexander Crépin Recruitmentcoach.nl

68. Community expert

69. Ambassador

70. Engaging

71. Social Media savvy

72. Search Systems savvy

73. Creative, open to try

74. Long term focusAlexander 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 …..

77. Quality & quantity of Talent Pipeline & Network

78. Response times, time to fill vacancies

79. Amount of contacts required to make hire decision

80. (In)Voluntary turnover in first 16 months

81. Customer satisfaction / Complaints

82. Fault proof processes

83. Results of collaboration with HR & Marketing etc.

84. Employer Branding Target EOC score

85. Employee referral output

86. Cost per hire

87. Added value of new recruits in first 9 months

88. Promotions of new hires in first 24 months

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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

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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

100. The Web social media use is exploding

101. T A L E N T S Corporate recruiter: a social media user or ..... more than that? Alexander Crépin Recruitmentcoach.nl

102. Alexander Crépin Recruitmentcoach.nl

103. Next year approx. 1,5 Exabyte's (1,5 x 10 ) new unique information will be generated 18 Alexander Crépin Recruitmentcoach.nl

104. Social media enable / drive corporate recruiters to go global Alexander Crépin Recruitmentcoach.nl

105. How to recruit effectively in the global online world? Alexander Crépin Recruitmentcoach.nl

106. Time for a break Alexander Crépin Recruitmentcoach.nl

107. How to get the best talents? We are fishing in the same pool Alexander Crépin Recruitmentcoach.nl

108. Corporate Recruiters: savvy online Alexander Crépin Recruitmentcoach.nl

109. Recruitment is about People! People living & working - in the Information Age - in the Social Media Stage

110. In 2008, 68% of all internet users around the globe joined via social media a kind of group or community Alexander Crépin Recruitmentcoach.nl

111. Needs hierarchy by Maslow Alexander Crépin Recruitmentcoach.nl

112. Cogitoergo sum(Descartes) IBlog, Tweet, Linkedin, Youtube, Flickr, so …. I am 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

117. Teamwork is effective!

118. Internet = Handy & practical Alexander Crépin Recruitmentcoach.nl

119. Internet satisfies our need for Information Entertainment Infotainment

120. King’s Quest Monkey Island Sam ‘n Max Gabriel Knight Myst

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

123. Social Media Revolution? Alexander Crépin Recruitmentcoach.nl

124. Enthusiasm = OK but……. Don’t expect direct a long term solution for all talent recruitment challenges Alexander Crépin Recruitmentcoach.nl

126. No readymade solution

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

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

136. 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

139. Listen & Look Alexander Crépin Recruitmentcoach.nl

140. Advanced online searching Alexander Crépin Recruitmentcoach.nl

141. SEO Being found by Talents work jobs recruiters employers career help Alexander Crépin Recruitmentcoach.nl

142. Networking for Life Time Talent Relationships Company recruitment Alexander Crépin Recruitmentcoach.nl

144. Make sure you have something to offer, share & participate

147. Plan your time online, make choices, set priorities

148. Understand SEO and use SEO

149. Develop & keep improving your talent search & engagement skillsAlexander 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

153. Success! Alexander Crépin Recruitmentcoach.nl

154. Questions ? Alexander Crépin Recruitmentcoach.nl

155. Like or not? Alexander Crépin Recruitmentcoach.nl

156. See also my TRM workshop

157. See also my EB workshop

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)

159. End! Alexander Crépin Recruitmentcoach.nl