Attracting & Managing Talent in Digital Arena Adecco – the world leader in staffing and human resource services

Hanoi, 22 July 2014 Ninh The Dung, Adecco Vietnam

2014/7/22 P2

Anyone not leveraging social

referrals is behind the curve

Social recruiting has grown up and has seen universal adoption across industries.

2014/7/22 P3

Index

79% of companies using and planning to use Social

Media Channels in 2014

Social Recruiting’s Impact

Social recruiting has enhanced the way companies find and assess candidates

What to Expect !!!

Increase the visible to recruiters

Don’t need to work hard to update resume

or push skills to recruiters

ALL they have to do is keep their profiles updated – daily/ regularly basic

Search for top tier/ PASSIVE candidates

Easily searching for candidate’s resumes

and skill update

Review potential candidates’ major skills

faster and more efficiently

Candidate

Recruiter

Step into the Social World

60% of job seekers expect companies interact with its followers or fans

73% of job seekers between the ages of 18-34 found their last job via Social network

More than a trend

Give employers a human face & voice to engage directly with potential candidates

http://www.cioinsight.com/c/a/IT-Management/Employee-Retention-Starts-With-Engagement-120485/

http://www.inc.com/guides/2010/04/employee-retention.html

Engage candidates at the first steps

• Community building via listening, digesting and

responding

• Provide new and exciting information about product

& service

• Share useful information

• Creating posts

• Be visual via pictures and videos

B

Y

Essential Platforms

2014/7/22 P11

Index

The best network for jobs

Company Website

Great tool

to attract

talent! • Make the site as friendly as

possible

• Post company events, office

video, employees’ testimonials

• Make it easily to get company

culture

2.6 million Company pages

Over 40 million users in Asia

LinkedIn • Approach candidate directly

• Develop and expand a personal network of

professionals

• Stay in touch with former, valued, trusted colleagues for

potential future employment

• Actively search for candidates among LinkedIn

members by searching on keywords

• Develop a complete, keyword-rich profile for your

company on LinkedIn

• Search for employees based on references from

recommenders you trust

• For a fee, can post jobs on LinkedIn and recruit and hire

candidates

Over

1.3 billion

monthly active Facebook users

Starbucks: 27 million fans | Red Bull: 26 million fans | PlayStation: 19 million fans |

McDonald’s: 14 million fans | Levi’s: 10 million fans

Facebook

• Share fresh, interesting content to tick your audience

such as: articles, videos, photos, infographics, surveys

and others

• Add/invite people to like your page

• Listen and be responsive

• Give industry insights, post employee experiences

• Schedule update and monitor results

CROSS-POLLINATION

1 post/ video can go to all social media channels!

“Workations” Staying connected!

Is vacation really a vacation?

54% of people on a reduced ‘business- as- usual’

mode during vacation

28% of people work more than 3 hours a day even

in vacation

Staying connected – Pro or Con?

Said by Georgette Tan,

Group Head of Communications for MasterCard Worldwide

‘I sometimes drop notes to

my staff. I’m more careful

these days as I’ve learnt to

hold myself back, but it’s

very easy to reach for the

phone, key something in and

send it, so as not to forget

about it.’

…’But this was causing my

staff some concern. They

thought that since I had sent it

to them, it was important and I

wanted them to see to it right

away. It was causing undue

stress for them and that was

never the intent. The intent

was to flick that information to

them so that they knew about

it.’

Worry-free vacation

4. Prepare for the worst case

Practice being hands-off for longer and longer stretches --

even when you’re in the office -- to allow employees to get

comfortable being in charge

1. Replacement person Pick the right person, the most capable and reliable and

designate them to be your second-in-command

2. Maximize opportunities

for staff

Make a virtue of your need to depend on your staff while you’re

away by asking your employees to do more

3. Practice, practice, practice

5. Improve time management

What’s the worst that could happen? Take this not as a

rhetorical question but as a challenge requiring a detailed,

documented response

Think ahead: what tasks could interfere with the time you will be

away? Attend to these ahead of time, and plan your trips

strategically around your busy times.