What is the purpose of a corporate careersite?
Is it supposed to be the destiny of every jobseeker in your industry.
So what will we tell them if they are there?
Ask your target group, and put it on your site…
Functionality, design, text, what comes first when you have no budget.
Go to corporate communications and pick some of their budget…
Get text first, google doesn’t care about design and functionality, result, they find you.
And of course go out there into social media and create your traffic there to this one button Apply Now!
Keith brings up the Chief Networking Officer, to let them work together again inside the company. This will cut the discussion about budget. You will be able to decide on: to work in a great company we need great people, we dare to invest in recruitment.
An example comes from the audience www.werkenbijumcutrecht.nl a very good example on which gives you all the right information.. But is there conversation? No it is corporate speak, not conversation, mmmh, little change needed, but the rest is there.
Is it possible to put it all in one site?
Agilent is a HewlettPackard spin off. The Agilent footprint is global with approx. 18000 employees.
Lean: a thought process about new values, ongoing, and not rocket science.
Challenges in recruitment are technology, administration, knowlegde, resources, process flow, time.
Who really thinks about this and than do something with it?
Float like a butterfly, Sting like a bee: move form transactional focus to consulting focus,
define staffing model,
define recruiter profile,
Improve hiring manager satisfaction score.
Ted is giving an interesting insight in using technology to make your Recruiter life more easy.
The whole presentation will be on recruitmentcommunityeurope.com. The structure is simple, well thought through, and easy to implement. They cut out all the things that slows down the recruiter from doing their job: find and place the best candidate as quick as possible. A lot of RPO comes with this structure, but it will still save Agilent a lot of money, by being able to move on.
Starts with PWC youtube example. Is this okay, yes, use it!
Changing the media environment is not something we need to discuss, it is something that is happening.
Does this immediately result into hiring.. No probably not but it is increasing engagement, in terms of engaging to the employer brand.
Google is not only about search, it gives you the possibility to create insight in what is happening to your brand, how people think about it, if it is attractive, how people find you etc.
check out labs.google.com
In the past 6 months Jobsearch via Searchengines in the UK has increased by 60%
Discussing adwords for jobs, people like to have a choice when they click trough. So Luke is telling us not use the specific job description, less people will click… Yep, I agree, but the people that will click are seriously interested. The choice they made already on the Google resultpage and you informed them well in your adword. (you should check out how toading works)
Luke has given us the insight in Google and it’s possibilities lot us out there haven’t seen before.
Therefor I stopped blogging for a while. I seem to do that, when the topic is cool stuff, Luke thanks for sharing this today!
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”