1. Human Capital Consulting in Technology; giving you back control in Talent management and improving efficiency and ROIthrough innovative recruitment strategies. .......Konsult

3. Brand led direct recruitment programme with multiple channels

4. More infrequent yet stronger relationship with 3rd party recruiters

5. Recruitment Brand building/ strengthening

6. Tangible ROI in Talent Management & Recruitment

7. Improved calibre of candidates

8. Innovative Technology for Management Information

9. Shorter time to hire - less business downtime

10. Talent pools

11. Improvement in recruitment ratios

12. Improved employee diversity

13. Improved staff retention

14. Overall reductions in cost per hire

15. Reputation Management through employee empowerment

16. Transition or ‘drop in RPO’ and Vendor management

17. A visible difference and understanding in 6+ MonthsWhat can my business expect from Innovative recruitment strategy?

19. Do you depend on 3rd party’s dictating to you about candidates that are available and who want to join your brand?

20. Do you take your People and Talent seriously?

21. Are you innovating or just following normal routes?

22. Not sure whether RPO or the Internal model is right for you?Retention Direct Hires Talent Pool Employment Brand Dependency on agency and job boards Cost per hire Time to Hire 0-2 months 3-6 months 6 months+

23. Do you have a ‘people matrix’? Do you understand Talent pools and succession planning? Is business growth to you just hiring from you Preferred Supplier List? Do you think this is all you need to grow or even sustain? Is your Brand recognised as a positive recruiter? Is your recruitment even aligned to your business?

25. 79% of Fortune 100 companies use social media for recruitment in one guise or another

26. 2010 some large corporations such as Electronic Arts recruited 65% of their head-count directly through social media and creative marketing

27. In 2009/10 over 70% of all hires were as a result of the internet

28. 80% of companies use LinkedIn as a recruitment tool

29. Recruiters account for 1-in-20 LinkedIn profiles.

30. Oracle’s Chief Financial Officer, Jeff Epstein, was headhunted for the position via his LinkedIn profile.

31. 2/3rds of the Global online community use social networks

32. A new member joins LinkedIn every second.

33. The Dominant age group using Social Media is between 35 – 44 years old and is on the rise

34. A recent poll on LinkedIn of 14,000 people showed that around 13,500 asked were happy to be approached by a recruiter.

35. A recent poll on LinkedIn showed clearly 90% of professionals recognised Social Media and Direct sourcing to be key in recruitment moving forwardA few defining parameters about the ‘innovation’ in Recruitment

36. There has been a shift in the balance of power Whether you like it or not....... People are talking about you and your brand... Often with people that already work for you.... About what you and the Brand mean to them in many ways........ Including the Work-place / Recruitment IF YOU ARE GOING TO HIRE OR EVOLVE YOUR TALENT IN ANY WAY – THIS SHOULD SCARE YOU A LITTLE BIT

37. Many companies don’t even measure the ROI of their existing channels, before you ‘dive in’ and use other channels and force change – measure what you have and what works or doesn’t A Perfect Resourcing model?

38. Social Media and Advanced peer communication – marketing Using tools that provide transparency and clearer message communication Positive, lucid business messages – using Web 2.0 facilities The professional population uses these tools on a day to day basis Automation and innovative Technology ATS systems are better – but what’s on offer now is end to end The fluid technology markets don’t need high levels of 3rd party interaction Aggregation techniques to build candidate pools – Technology reaching out Mobile – 2009/10 All about Apps, 2011 – phones as powerful as PC’s Community building to attract and retain talent. Internal and external perspective balance Using Social Media as a channel to attract, inform and retain Can be done without compromising corporate values – e.g.Roche and Deloitte Adapting to changing Social Values Work and Social values are becoming intertwined Understanding someone inside and outside work = higher retention What are the trends and channels?

39. Don’t understand how these channels should be working for you? Talk to us

40. Its a Brave new world of Recruitment and Human Capital....Embrace the change! Your Candidates are thinking differently – shouldn’t you? Demand more from your Recruitment process and the investment you make in money and time Recruitment is changing for the better. Talent and Human Capital Management is taking over from third parties dictating who your work force is

41. Mobile is the next big thing, you need to be engaging with candidates – your competition is....

42. Contact us for an initial consultation session James.murphy@ingeniumits.com Mani.patel@ingeniumits.com 020 3 176 4440 @itsingenium http://uk.linkedin.com/in/murphyjames