Put the face back in Interface

Put the face back in Interface

Making the most of online and offline

recruitment

Agenda

What do companies want?What do candidates want?Its worked before, why change?The role of technology in finding talentThe role of the recruiter in finding talentBuilding a talent communityGenerational challengesThought leadership – what is it and howGood recruiters views on both – what are the essentials

What do companies want?To be the ‘Employer of choice’Direct recruitment via their own websiteTalent acquisition always part of their strategyAgency spend is not – the more they can achieve directly the better the resultAgencies are only useful if they can provide someone the company can’t find themselves – unique talentA recruiter must have the skills it takes to convert this unique talent into an employee

What do candidates want?Valued & RespectedTransparencyFeedback and resultsExpertiseCredibilityAccess to companies they can’t reach directlyPartnershipA relevant networkHonestyThe best job with the least fuss

Its worked before, why change?

The role of technologyCreate the ‘brand’ that attracts the best talentSourcing candidates is easier for everybodyYour USP as a recruiter is finding different candidatesYour expertise is in bringing your candidates to the hiring tableYour edge is creating a personal and company brand that resonates with your marketTechnology and social media are the tool to access the talent not the end game

The role of the recruiter

Agency - Your client will only pay you for finding talent they cannot find themselvesIn-House - Your internal Hiring Managers are expecting you to find them talentIf you have the right talent your business will growThe quality of the talent you attract and your ability to work with them defines your success

How to build a talent communityNetworking is keyBe yourselfEngage with peopleDon’t overcomplicate it Make sure your professional image is consistentConnect with your contactsGet out there

Generational challengesDigital expertise, networking, soft skills are all important in becoming a talent magnetGeneration Y recruiters are not comfortable with calling, meetings and networkingGeneration X recruiters are not always able to embrace new technologiesWhat about Generation Z?

‘Thought Leadership’Thought leaders advance the marketplace of ideas by positioning actionable, commercially relevant, research-backed, new points of viewThis means that you need to differentiate your organization and yourself with compelling points of view that are intriguing, innovative, inspiring – and wholly relevant to your audience

‘Thought Leadership’Truly powerful thought leadership campaigns are embedded into the culture of the organization; they’re not simply communication “add-ons.” The most effective thought leadership initiatives empower all employees by inspiring and supporting them to become campaign ambassadors.

Building your Company Brand

What is your Talent Attraction Strategy?What does your public profile say about?What do your own staff say about you?What are you doing to stand out from the crowd?Take a look in the mirror – are you where you want to be?

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Successful recruiters- views on bothFace to face whenever possibleService and delivery always importantInterpersonal skills – empathy understanding warmth, listeningExperts in the nicheNetwork stronger than any competitorKnow their market intimatelyNever rely on job boardsProactive, delivery focusUse whatever tool reaches the candidate – old and new!The right candidate opens any door – the candidate is the unique asset