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
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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. 42
© 2011 SAP AG. All rights reserved. 43
…The War For The Network
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Thank you!