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According to the result of ‘Social Recruiting Survey 2013’ published by Jobvite, a famous recruiting platform for the social web, 94 percent of recruiters in U.S. use social media-such as LinkedIn, Facebook and Twitter-in recruitment efforts. This session will cover the paradigm changes in recruiting caused by the social network services, and the speakers will also discuss pros and cons of traditional recruiting methods and the new social recruiting methods, and how companies select recruiting system that fits best for their own.
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Social Network & Paradigm Changes in Recruiting
Gordon Zeilstra
VP Product Strategy, SAP HR Asia
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This War is Changing
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HR is Facing Unprecedented Levels of Change…
An emerging middle class growing to 5
billion
1.7 billion people in
social networks
15 billion Web-
enabled devices
Data doubling every 18 months
New, disruptive business models
Changing workforce
demographics
75%+ of new enterprise IT
spend
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The War For The Talent Network
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… but one
thing has
stayed
constant
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How we manage jobs internally…
Wait For
Approvals
New Job Posting
Pay To Advertise
Job
Wait For Candidate Response
Wait for Interview Setup &
Response
Wait for Offers &
Approvals
Fill Position
• Start Process From Scratch • Post On Career Site
• Post to SaramIn, Incruite • Post to Social Networks
• Candidates Apply Via Job Boards
• Apply Thru Recruiting System • 92% Who View
Don’t Apply
• Close Position • Discard/Archive
Unselected Candidates (1 Time Use)
• Start Process Over Again
No Candidates?
Still No Candidates?
• Buy More Job Boards • Manual Sourcing • Increase Employee Referrals
• Call Staffing Firm • Pay Placement Fees
Start Over Again
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What we ask of candidates
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The central problem in recruiting is not to screen out and dismiss unsuitable candidates.
© 2011 SAP AG. All rights reserved. 13
Current Model
Candidates
Shortlist
Interviews
Offers
Hires
13
100 Candidates
10 Hires
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The Central Problem in Recruiting is this….
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Brian Acton
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$19 billion USD
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Big Idea
Any employer’s recruiting
priority is to get great people
into the talent pipeline and
keep them there.
[engaging job-seekers rather than intimidating
and repelling them would be a good start]
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What is your addressable market?
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What is your addressable market?
1.Actives
2.Active Grad/Uni
3.Non-lookers that need to be asked
4.Non-lookers that require a relationship
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How do you “organise” people in your life?
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How Do You “Organise” Your Social Networks?
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Weak Ties
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Weak Ties vs Highly Trusted
• Weak Ties play a crucial role in our ability to communicate with the outside world
• Our close friends can offer us little help in finding a job, or in finding a candidate because they move in the same circles we do and are inevitably exposed to the same information
• To get new information, we have to activate our weak ties.
© 2011 SAP AG. All rights reserved. 27
© 2011 SAP AG. All rights reserved. 28
Filling Open Positions
Selecting High Performing Candidates
Building Talent Pools
Forecasting Future Talent Needs &
Maintaining Talent Pipelines
Driving Business Results
How Can Organisations Transition
© 2011 SAP AG. All rights reserved. 29
New Model
Manager
External
Team
Internal
29
4 Hires
25 Talent Community Members
The opportunity to move forward,
to earn attention and trust, and
curiosity and conversation
SNS can be the important shift:
© 2011 SAP AG. All rights reserved. 31
Build Relationships with a Talent Community
© 2014 SAP AG or an SAP affiliate company. All rights reserved. 32
Better Talent Community Development
Search
Engines
Social
Networks
Head
Hunters
Job
Boards
Sourcing
&
Recruitin
g
Career
Site
Your Career
Portal
Talent
Communit
y ATS
Jobs
Private Supply Chain of Talent
© 2011 SAP AG. All rights reserved. 33
ON A TYPICAL CAREER SITE…
ONLY
8% of visitors will
begin the apply process
ONLY
1/2 of those will
actually finish the application
process
&
BIG IDEA
Make Your Career
Site All About the
Candidate
© 2011 SAP AG. All rights reserved. 35
Who you have
relationships with
Jobs
Interactive
Where you live
© 2011 SAP AG. All rights reserved. 36
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Sourcing
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Sourcing
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© 2011 SAP AG. All rights reserved. 39
Measure Everything
Recruiting Platform
Search
Campaigns
Referrals Events Mobile Internal
Job Sites Sourcing Career Site
Recruiting Metrics
• Brand/Visitor
Traffic
• Campaigns/
Activity
• Converts/Captures
• Cost Per
Apply/Hire
• Time To
Fill/Quality
• Key Perf
Indicators
Social
40 SuccessFactors Proprietary and Confidential © 2014 SuccessFactors, An SAP Company. All rights reserved.
Smart Hiring
Time To Fill
Cost Per Hire
Quality of Hire
Source of Hire
Applicant
Satisfaction
ASK BETTER QUESTIONS GET BETTER ANSWERS!
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© 2011 SAP AG. All rights reserved. 41
© 2011 SAP AG. All rights reserved. 42
© 2011 SAP AG. All rights reserved. 43
…The War For The Network
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Thank you!
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