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Recruitment Trends and
Social Media
Filios Papastylianou
HCM Sales Development and Product Leader, CEE
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Talent Acquisition
Hiring top talent remains critical
73%
of HR leaders feel the war for talent still
reflects today’s talent environment
57%
of organizations consider talent
acquisition as their top HCM priority
#1
CEOs now rate “human capital shortages”
as the #1 item on their priority lists
…but, the game has changed, and it’s harder
than ever
92
%
Feel it is the same or getting harder
to find talent in 2015
Source: Randstad Global Survey 2015| Aberdeen Human Capital Management
Trends – 2013 | Predictions for 2014, Bersin by Deloitte, Dec. 2013
Source: The McQuaig Global Talent Recruitment Survey 2015
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Treat Candidates as Customers
1997
“The War
for Talent”
Today’s Reality
2014
“The War for
Talent is Over.
The Talent Won”
Need to Treat
Candidates as
Customers
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Are You Treating
Your Candidates
Like Customers?
Do you have a presence on social networks?
62%
of job seekers in Western Europe use Social
Media for their job search
Is your career site optimized for mobile?
90%
Of job seekers say they’re likely to use a
mobile device during their job search
Are you nurturing prospective candidates?
92%
of career site visitors do not even start the
apply process
Source: Adecco Global Recruiting Study 2015| Rise of Mobile Job Search Survey, Glassdoor, 2014 | theundercoverrecruiter.com 2014
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Marriot International
The most fundamental areas when building out a strategy for mobile:
1. Importance of identifying your top goals/objectives
- The need to create a beautiful and unique experience which bolstered the
Marriott talent brand and differentiated themselves from other employers in the
industry
- The need to be an all-encompassing mobile recruiting platform that provided an
end-to-end mobile user experience
- A synchronized experience between desktop and mobile (for ex. if you start the
process on mobile, could you complete on desktop?)
- Minimal break point and high scalability for future iterations
2. Who are all the right people to engage?
The Right Partner/Vendor
Internal IT,
UI/UX and Creative teams
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A Complete Solution
Oracle Talent Acquisition Cloud
SOURCING
Social Referrals
Job / Ad Distribution
Recruitment Marketing
Social Recruiting
Talent Communities
Landing Pages
RECRUITING
Screening Tools
SOCIAL
AND MOBILE
Interview Scheduling
Offer Letter Creation
Workflows
ONBOARDING
New Hire Portals
ANALYTICS
AND REPORTING
Online Forms
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Proactively Connect & Engage
with Candidates
Extend your
Reach
Engage your
Audience
Nurture your
Relationships
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The fact
Many employees have more
comprehensive profiles in
LinkedIn than they do in their
corporate HR system. That
must change.
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Talent
Acquisition
Cloud
Company: Santander Group,
HQ Spain
Santander Group is the
largest bank in the Eurozone
and one of the largest in the
world. The group operates
mainly in the retail banking
sector across Europe, Latin
America, North America, and
Asia. It serves more than 106
million customers through its
13,927 branches worldwide
— more than any other
bank.
Challenge
Results
• Offer equal job opportunities
and a uniform user
experience to all employees
seeking new positions
• Deployed a single career
site—on corporate and local
intranets, in six languages and
accessible through single
sign-on—in just three months
• Implement analytics
dashboards to enable the HR
department to evaluate
candidates
• Improving employee
retention through more
efficient internal recruitment
• Provided a single, uniform
experience and recruitment
process for more than
180,000 employees in more
than 20 countries
• Gained insight into candidate
suitability through talent
evaluation dashboards
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Quickly Select the Best Talent and Improve
Productivity
Identify the Best
Candidates
Streamline the
Hiring Process
Collaborate and
Work on-the-go
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Talent
Acquisition
Cloud
With nearly three million
people, the city of Chicago
is the third most populous
city in the United States.
The mission of their
38,000 employees is to
facilitate effective city
service delivery.
Challenge
Results
• Review more than 200,000
annual applications while
adhering to hiring regulations
and union protocols
• Identifies and hires top
candidates 75% more quickly
• Automate manual application
screening process which was
taking months
• Expand the talent pool
beyond the city limits
• Reduced time to fill a position
from 1 year to 90 days and
created a cost savings of
several million dollars
annually
• Automated ranking reduces
the number of candidates
recruiters must manually
screen by an average of 90%
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Reduce Time-to-Productivity
and Onboarding Costs
Welcome New
Employees
Streamline
Onboarding Paperwork
Track Status and
Ensure Compliance
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Talent
Acquisition
Cloud
Company: Kent County
Council, England
Kent County Council provides
a broad range of services to
1.4 million people living in
Kent, England. Through its
12,000 employees, the
organization provides
services, including social care
and health, local
transportation and
infrastructure, schools and
adult education, leisure
services, and libraries.
Challenge
Results
• Streamline recruitment
processes throughout the
council to improve efficiency,
reduce costs, and provide
better service to hiring
managers and candidates
• Cut average time required to
create a new job posting by
75%, from four days to just
one day
• Improve the candidate
experience and speed up
onboarding new employees
across all council services
• Enabled manager self-service
for 1,500 hiring managers
• Speeded responses to
candidates for improved
candidate experience
• Achieved a streamlined
process for onboarding
employees
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Insight Across Your Entire Process
How Much is it Costing
to Hire New People?
Where are the Top
Candidates Coming From?
How Strong is Our
Talent Pipeline?
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Demo
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