Linked in presentation v2a

Linked in presentation v2a

• 1.
  Human Capital Consultingin Technology; giving you back control in Talent management and improving efficiency and ROIthrough innovative recruitment strategies. .......Konsult
• 2.
  Innovative and stream-linedrecruitment process structuring
• 3.
  Brand led directrecruitment programme with multiple channels
• 4.
  More infrequent yetstronger relationship with 3rd party recruiters
• 5.
  Recruitment Brand building/strengthening
• 6.
  Tangible ROI inTalent Management & Recruitment
• 7.
  Improved calibre ofcandidates
• 8.
  Innovative Technology forManagement Information
• 9.
  Shorter time tohire - less business downtime
• 10.
  Talent pools
• 11.
  Improvement in recruitmentratios
• 12.
  Improved employee diversity
• 13.
  Improved staff retention
• 14.
  Overall reductions incost per hire
• 15.
  Reputation Management throughemployee empowerment
• 16.
  Transition or ‘dropin RPO’ and Vendor management
• 17.
  A visible differenceand understanding in 6+ MonthsWhat can my business expect from Innovative recruitment strategy?
• 18.
  The desired stepchangeHow much are you paying for your 3rd party recruitment resources and have you EVER measured your ROI?
• 19.
  Do you dependon 3rd party’s dictating to you about candidates that are available and who want to join your brand?
• 20.
  Do you takeyour People and Talent seriously?
• 21.
  Are you innovatingor just following normal routes?
• 22.
  Not sure whetherRPO or the Internal model is right for you?RetentionDirect HiresTalent PoolEmployment BrandDependency on agency and job boardsCost per hireTime to Hire0-2 months3-6 months6 months+
• 23.
  Do you havea ‘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?
• 24.
  Social media hasovertaken other interests as the #1 web activity
• 25.
  79% of Fortune100 companies use social media for recruitment in one guise or another
• 26.
  2010 some largecorporations such as Electronic Arts recruited 65% of their head-count directly through social media and creative marketing
• 27.
  In 2009/10 over70% of all hires were as a result of the internet
• 28.
  80% of companiesuse LinkedIn as a recruitment tool
• 29.
  Recruiters account for1-in-20 LinkedIn profiles.
• 30.
  Oracle’s Chief FinancialOfficer, Jeff Epstein, was headhunted for the position via his LinkedIn profile.
• 31.
  2/3rds of theGlobal online community use social networks
• 32.
  A new memberjoins LinkedIn every second.
• 33.
  The Dominantage group using Social Media is between 35 – 44 years old and is on the rise
• 34.
  A recent pollon LinkedIn of 14,000 people showed that around 13,500 asked were happy to be approached by a recruiter.
• 35.
  A recent pollon 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 beena 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 / RecruitmentIF YOU ARE GOING TO HIRE OR EVOLVE YOUR TALENT IN ANY WAY – THIS SHOULD SCARE YOU A LITTLE BIT
• 37.
  Many companies don’teven 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’tA Perfect Resourcing model?
• 38.
  Social Media andAdvanced peer communication – marketingUsing tools that provide transparency and clearer message communicationPositive, lucid business messages – using Web 2.0 facilitiesThe professional population uses these tools on a day to day basisAutomation and innovative TechnologyATS systems are better – but what’s on offer now is end to endThe fluid technology markets don’t need high levels of 3rd party interactionAggregation techniques to build candidate pools – Technology reaching outMobile – 2009/10 All about Apps, 2011 – phones as powerful as PC’sCommunity building to attract and retain talent. Internal and external perspective balanceUsing Social Media as a channel to attract, inform and retainCan be done without compromising corporate values – e.g.Roche and DeloitteAdapting to changing Social Values Work and Social values are becoming intertwinedUnderstanding someone inside and outside work = higher retentionWhat are the trends and channels?
• 39.
  Don’t understand howthese channels should be working for you? Talk to us
• 40.
  Your Candidates arethinking differently – shouldn’t you?Demand more from your Recruitment process and the investment you make in money and timeRecruitment is changing for the better. Talent and Human Capital Management is taking over from third parties dictating who your work force isIts a Brave new world of Recruitment and Human Capital....Embrace the change!
• 41.
  Mobile is thenext big thing, you need to be engaging with candidates – your competition is....
• 42.
  Contact us foran initial meeting and realise what is possiblejames.murphy@ingeniumits.commani.patel@ingeniumits.com@itsingenium020 3 176 444007920 483338Ingeniumits.com