On Millennials, Mobility & Mindsets Elements of a Future Proofed Talent Attraction Strategy. Julius Paras Senior Vice President, Customer Engagement

Transcription

1 On Millennials, Mobility & Mindsets Elements of a Future Proofed Talent Attraction Strategy Julius Paras Senior Vice President, Customer Engagement

2 Hi, I m Julius Paras. Senior Vice President, Kalibrr My job is to find other people jobs at scale Spent most of my professional life in San Francisco Bay Area Went to Stanford and worked at Hewlett-Packard, Agilent, et al (Image: Trefor Moss, Wall Street Journal) Born in the Philippines. Grew up in the US. Came back. #balikbayan

3 Top Buzzwords in Talent Acquisition Social Recruiting Employer Branding Millennials Any others?

4 Talent Acquisition Strategy Talent Acquisition Planning & Strategy Recruitment Workforce Segmentation Sourcing Employment Branding Screening Candidate Audiences Interviewing Candidate Relationship Management Assessing Recruitment Selecting Metrics and Analytics Hiring Source: Recruitment is not Talent Acquisition (Bersin by Deloitte, 2012)

5 Getting to know you. Part I. (Jobseekers)

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8 (Image: Sunstar.com)

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11 Getting to know you. Part II. (Recruiters)

12 After one of these... (Image: Sunstar.com)

13 You get this...

14 and sometimes this. (No show!)

15 Pain Points in Recruiting No shows We re hiring now. (inefficiency) (urgent or poorly planned) Poor quality of candidates (skills assessment) Not enough candidates (volume, BPM) Recruiting tools (ATS integration, no mobile or social media strategy) are difficult to use Too expensive (job posts/cost-per-hire)

16 Job boards are cluttered.

17 Job boards are cluttered.

18 Job posts and descriptions are poorly written

19 Pop quiz!

20 What are #

21 Let s talk #Millennials. By 2020, 60% of all Millennials will reside in Asia they will be the main driver of the APAC economy. - Marketing Daily

22 Deloitte Millennial Survey ,700 Millennials, 29 countries (including 300 Filipinos) Millennials have one foot out the door with 44% intending to leave their employers in the next two years. Perceived lack of leadership development. Feelings of being overlooked. Millennials appear to be steered by strong values at all stages of their careers; it s apparent in the employers they choose, the assignments they re willing to accept, and the decisions they make as they take on more senior-level roles. Millennials want businesses to focus more on people (employees, customers, and society), products, and purpose and less on profits. Millennials seek employers with similar values. 7 in 10 believe their personal values are shared by the organizations for which they work. This is the potential silver lining for organizations aiming to retain these young professionals.

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24 Reach nearly half of the Philippine population in one click M FILIPINOS TODAY 40M 32M ON SOCIAL MEDIA ON MOBILE SOCIAL MEDIA 30M 21M DAILY ACTIVE USERS ON FACEBOOK DAILY ACTIVE USERS ON FACEBOOK

25 Mass talent is on Facebook. High-level talent is on LinkedIn.

26 Recruiting is now high-touch and high-tech.

27 Recruitment is going mobile.

28 Recruitment is social. Try it!

29 Make it mobile. Sign up now.

30 2017 Talent Acquisition Planning Checklist Deepen you understanding of your customers priorities, e.g. budget, aggressive growth, cultivating talent pool (long-term investment) Demographics. Identify your target audiences, ideal candidate personas, and the places where they study, work, play. Invite them to be part of your extended community. Design. Walk through your candidate experience across channels/platforms. Know how these pieces come together. Data. Agree on your KPIs, e.g. CPH, candidate volume. Throughout the year, stay on track or change course. Due diligence. Know your options with regard to recruiting platforms and candidate sources. This is a decision about partners and platforms, not just pricing and job portals.

31 Thank You! Julius Paras Senior Vice President, Customer Engagement