You are currently browsing the daily archive for November 12th, 2008.
Ed Barzilay and Yvon Niu Maximum, the first Employer Brand company in China.
Maximum has good online focus in employer branding, also they are very creative.
There is a surplus in the labormarket, No, the right skills are not available.
Also labor rate range is greater e.g. a junior tv post production engineer earns 300 times less than a managing director.
Since 62% of the Chinese population is part of the labor force. (USA 51% and 22% in Japan)
Everybody wants to work, therefor the ads don’t need to be fancy, Google can do likewise and get 6000 applications!
Salary is not the most important thing to switch jobs, it is career opportunities, than salary and culture.
In China the turnover rate in popular industries is more than 20%, Yes some companies even 300%.
More than 10% of the working population in China is actively looking for another job, NO only 7% is actively looking for a job.
Chinese professionals prefer Western managers, Yes as long they are capable of course.
What is more important in China, the job or who you work for… Who you work for.
Accountancy is a male dominated industry in China, No 57% is female
FMCG is the most desirable industry among Chinese talent, No, medical is, than telecom, and telco.
Which industry are you most willing to work in, IT, telco, banking.. They are not loyal to their industry.
“Chinese people desire democracy”, therefor they prefer a democratic corporate culture, NO the corporate culture must professional, stable, harmonious and strict.
Working hard is like second nature for Chinese professionals, the was, workload is acceptable.
Possibility to work part-time, only 3% wanted that… But that will change.
This has been a entertaining presentation, with a lot of “he, that is nice to know when I go out there to search for talent”
Paul Harrison, Carve Consulting
Employer brands, the opportunities and threats of the social media
You know where the conversation is taking place? Blogs, wiki’s, microblogs, socialnetworks, groups, forums…
Why do these conversations matter? It creating impact on internal morale/behaviours, can increase, or damage your digital dna.
Social Spaces offer you unprecedented opportunities to connect and engage with talent!
Know this and use this….( a tool you can use for capturing the conversations is e.g. buzzcapture )
How?
Start Listening!
Develop an engagement strategy… A what, yes an engagement strategy… like you do when Create the employer brand strategy.
Start conversation not interruption and with respect
Conclusion: risk is outhweighed by opportunity, develop an achievable roadmap, be authentic
Paul, thanks for this: again another evangelist on using web 2.0 the proper way.
I like that.
Matthew Jeffery, Electronic Arts about the importance of an Employment Brand, check out ere.net or recruitmentcommunityeurope.com for live streaming, he is on!
We forget the Employer Brand, while discussing our talent acquisition strategies during the war for talent..
We have to create our audience ourselves, people are distracted by around 6000 brands a day.
This presentation is going fast through the branding figures.
Employer Branding is it an HR thing? NO it is a marketing, hr, recruitment, sales, internal communication, management, pr, employees, thing. It is a one size doesn’t fit all thing.
What is our goal in Web 2.0: Build relationships with our audience, have fun, make them enthusiastic for our Employer Brand, creating a pipeline of candidates in the end. Electronic Arts is using web 2.0 the way it is to be used. Check out their Facebook.
Use internal communications to fuel staff PRIDE! Wow, EA is doing the right thing!
Matthew thanks!
“Recruitment is an ART” quote via Twitter during the session
“Matthew showed us the art of the possible” quote from Alan Whitford, the chair of the conference.
Alan Whitford, our chairman for the next two days has opened day 2 so we can start now!
John Nurthen, Randstad Holding, our first speaker, will bring us into the future of recruitment.
The war of talent is going on from late 50’s, so what is our problem nowadays? Population is shifting, we hire globally so we think. But the survey (2006) of Stepstone and Intelligence Group tells we like to hire first from our neighbor countries….(you actually you still can buy this survey)
Temptation of the new Mobile Technology, Video Resumes, Virtual Worlds…
The geek shall inherit earth
Better integration of different HR techniques/ technology will lead to better processes. (why people don’t do this…)
Discussing figures in Online recruitment (2006) 17.2 bln dollar is spend online, average growth of 44% per year… 13,2% of the global population look online for their new job… 20% of the Dutch population has put their cv on Monster.
Quote by Ian Pearson, Head of Futurology, BT
By 2050 we would expect to be able to download your mind into a machine, so when you die it’s not a major career problem
John thanks for the overview of the future, I did like the maps showing population shift 
