Achieving Greatness Through Great Recruitment

1. LEADERSHIP AND MANAGEMENT E-Strategy Practice Alan Whitford +44 7971 864620 alan@e-strategypractice.com Keith Robinson +44 7796 523355 keith@e-strategypractice.com Achieving Greatness Through Great Recruitment

2. Why Us? Alan Whitford: • Over 20 years experience providing strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activities throughout Europe. • Clients include Times 500 companies and software and services vendors in the Human Resources and e-commerce arenas. • Founding board member of HR-XML Consortium European Chapter • Founder of Classified Solutions Holdings B.V. - developer of Web 2.0 solutions for recruitment processes • Published in a number of on-line and off-line media covering technical and strategic HR and Recruitment issues • Author: Personnel Today - Guide to Online Recruitment Keith Robinson • 25 years in the recruiting, publishing and on-line space in UK, Europe, AsiaPac and US • Experience of working with the HR community as an information provider and advisor • Launched Personnel Today • 10 years board director at two of Europe’s largest recruitment advertising agencies • Last 5 years took totaljobs.com from a number 5 position to a profitable market leader • Founding partner and current chairman of The Network - the world’s largest on-line recruitment alliance • Founder of Classified Solutions Holdings B.V. - developer of Web 2.0 solutions for recruitment processes E-Strategy Practice

3. High Performance Organisation A high performance organisation is an organisation that achieves results that are better than those of its peer group over a longer period of time, by being able to adapt well to changes and react on these quickly, by managing for the long term, by setting up an integrated and aligned management structure, by continuously improving its core capabilities, and by truly treating the employees as its main asset. E-Strategy Practice

4. The Right People “If we don’t get the people thing right, we lose; it’s the most important thing in all our business” Jack Welch, General Electric “The ability to find and hire the right people can make or break your business. It is as plain as that. No matter where you are in the life cycle of your business, bringing in great talent should always be a top priority. It is also the hardest objective to meet.” Michael Dell, Dell Computer E-Strategy Practice

5. Great Organisations Great Candidates Deliver Great Results Great Employees Recruitment Greatness E-Strategy Practice

6. Business Survival Needs Great Recruitment • Europe’s working population forecast to decline by 35 million in the next 10 years • More than the amount of people who died in the Black Death in the 13th century • Corporate Europe is going to face unparalleled challenges • Attracting top talent to its organisation • And finding people to fill positions at any level • Recruitment today in Europe is Continental E-Strategy Practice

7. Recruitment Is a Top Priority Source: The Gap Between IT and Strategic HR in the UK, Taleo Research, 2006. (Based on 100 respondents w/HR mgmt responsibilities in UK orgs w/min. of 1,000 employees.) E-Strategy Practice

8. Competition for Talent is Increasing E-Strategy Practice

9. Candidates are Dissatisfied! E-Strategy Practice

10. Damage From a Negative Recruitment Experience As a result of a bad experience in the recruitment process, people are less likely to: Source: Totaljobs E-Strategy Practice

11. Recruiting Is A Strategic Imperative • Enterprise Collaboration • Integration with business goals, timelines, measures • Assess existing employees • Understand skills needed, market, demographics • Knowledge of communications vehicles • Compelling sales story • Measure effectiveness of recruitment spend E-Strategy Practice

12. Direction, leadership Constant feedback loop Corporate/board buy in Build/execute Funding Alignment - HR, Marketing, Corporate Affairs Communicating/relationship building/educating line mgmt Agreed KPIs Leading the Way to High Performance E-Strategy Practice

13. Business Partnership Consulting from reactive to proactive Transactions Basic Administration (entry level) HR Value Pyramid E-Strategy Practice

14. What Is Enterprise Collaboration? • The sharing of critical business intelligence within and across the enterprise to improve a process and/or achieve an end goal. • The purpose of HR is to act as a business unit whose primary responsibility is to partner with and proactively support senior management's business objectives as they relate to human capital. E-Strategy Practice

15. Barriers to Collaboration • Separated At Birth - Hiring Managers and Recruiters • See jobs differently • Work on different schedules • Different evaluation and decision criteria • HR is not at the table “…of the top FTSE 250 companies, only 20 have the people function on the board.” Source: Denise Kingsmill, Chair, DTI Accounting for People Taskforce, May 2003 E-Strategy Practice

16. Enterprise Resourcing “MAP” Strategic & Operating Business Plan Economic & Market Influences Business Drivers WORKFORCE PLAN “the right people in the right place at the right time doing the right job” Labour Supply Forecasting (Internal / External) Labour Demand Analysis (Internal / External) “MOVE AROUND” “MOVE OUT” “MOVE IN” TALENT MARKETING “Media & P.R. Strategy” - Advertising - Media Exposure - Website - Tradeshows - University Interaction INTERNAL MOBILITY & DEVELOPMENT RECRUITING Repatriate Redeploy Retrain Reskill - Intern / Coop - New Grad. - Experienced - Contract - Newspaper Ads - Web Ads - Referral - Career Fairs Succession Planning Localization Career Net Internship Program Other Development Initiatives A/P Career Transfer Policy Move Out Leadership Edge Outsource RESOURCING INFRASTRUCTURE Systems Tools Metrics Tracking & Reporting Processes Policies

17. Recruitment Is Marketing • “There will always, one can assume, be need for some selling. • But the aim of marketing is to make selling superfluous. • The aim of marketing is to know and understand the customer so well that the product or service fits him and sells itself. • Ideally, marketing should result in a customer who is ready to buy. • All that should be needed is to make the product or service available.” Source: Peter Drucker E-Strategy Practice

18. Candidate Marketing • Recruiting is simply a sales function • Find prospects (candidates) • Via marketing and advertising (recruiting websites, ads, job fairs) • Qualify prospect (screening and assessing) • Sell (recruit) the product (a job) • Close the deal (accepts the job) • Personalised service - the more you know the customer (candidate), the more specialised marketing can be • Targeted candidate marketing provides more qualified leads and results in more sales (successful recruitment) E-Strategy Practice

19. Recruitment as a Lead Generation Process E-Strategy Practice

20. Hiring Experience, Not Hiring Process Recruiting is personal, unique and all about relationships • Build relationships with website visitors on their terms • Allow them to quickly profile what they want to do • Immediate response to candidate - qualified or not • Manage expectations and follow through! • Prepare for visit (interview) • Make the candidate feel welcome • Follow up immediately after interview E-Strategy Practice

21. What Defines Today’s Jobseeker? • A jobseeker is a consumer • A consumer is a potential employee • They are both more brand aware than ever before • They are both more internet competent than ever before • They are both more critical of a web based negative experience than ever before • They share this experience with more people than ever before E-Strategy Practice

22. We’re in a Consumer Centric World Employment consumer“An individual that experiences employment activity with an organisation – from recruitment to retention to exit” E-Strategy Practice

23. What Do Today’s Jobseekers Expect? To be informed of the options Feedback Dedicated attention Not to be passed around Basic courtesies To be kept informed Explanations in my terms Anticipation of my needs Honesty Friendliness Follow-through Knowledgeable help Empathy Respect To be taken seriously Competent, efficient service To be listened to (and heard) Professional service E-Strategy Practice

24. Consumer Behaviour • Strange but true data points from purchases behaviors of online browsers in the US this year • People who browse Miami travel content buy plasma TV’s at a higher than normal rate • People who browse school-aged parenting content purchase motorcycles at a disproportionate level • People who browse certain types of movie reviews make leisure travel purchases disproportionate to their numbers • Nothing predicts behaviour like behaviour Source Reaching Low Handraisers by Dave Morgan E-Strategy Practice

25. Employment Branding • Branding is “the new black” • Branding is a more pronounced effort by the employer to declare themselves exactly who they are or are trying to be • Branding can not overcome the reality • What do we do well? Badly? • Impressions left on candidate • What was the first disappointment for an employee? • Do employees reflect the employer self image and branding efforts? • Branding is an investment in the long term E-Strategy Practice

26. Experience = Brand • The experience is the Brand- it is no longer about just image alone. • It is, today, the appreciation of the experience • No matter how “nice” the logo is - if the user can’t find what they need, the brand is damaged • You can’t control the experience… • The user is now in control and will surprise you at every turn • They will ignore your headlines, not go to the home page • BUT the experience they get is still based on the experience they have chosen E-Strategy Practice

27. What Next? How are the candidates going to select their next job channel? And How are we going to reach them? E-Strategy Practice

28. The Reality of Job Search Today Rupert Murdoch; 6 March, 2006: “I don’t know anybody under 30 who has ever looked at a classified advertisement in a newspaper. With broadband they do more and more transactions and job seeking online.” E-Strategy Practice

29. International “Power Networking Organisations” and Referral Networks • Ecademy • 100,000+ registered and active users, • 200,000 unique visitors per month • LinkedIn • 13.0 million users • 2.735 million connections in ‘my’ network • Spoke • 35 Million relationships • 900,000 companies • Viadeo, Zubka, Xing, Ziggs…… E-Strategy Practice

30. Personal Relationship Websites • Myspace.com • 175 million users • 12 million EU users • ‘Owns’ the 18-30 age bracket • Has a free job posting model • 48,951 videos uploaded today • Craigslist • 15 million users per month • 12 million classified ads per month • 50 million postings in 100+ forums • 750,000 job postings per month • Job postings free in most cities • Facebook, Club Penguin,……. E-Strategy Practice

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33. Career Site As a Consumer Portal • We’ve seen that a consumer site delivers exactly what the consumer wants - goods, services and ability to buy • Job Boards do the same for the job seeker • The corporate Career site could do the same….. • Graduates want information and we deliver brochureware • Experienced jobseekers want to find job, title, salary and apply now • And sometimes we still deliver brochureware • Or put up registration barriers - too much information too early in the process • An email address and job title can be enough information to begin building the media centric relationship to build the media pool E-Strategy Practice

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42. Great Organisations Great Candidates Deliver Great Results Great Employees Recruitment Greatness E-Strategy Practice

43. “Great recruiters aren’t born, they are trained and motivated.” Source: Frank Roders, Compagnon

44. THANK YOU!! Any Questions? E-Strategy Practice