CJiX 2011 Conference Summary Speakers (Day 1)

– Debora Patta

– Barrie Bramley

– David Martin

– Mike Taylor

– Cindy Thomas

– Lucia Mabasa

Speakers (Day 2)

– Natalie Singer

– Odile Badenhorst

– Arthur Goldstuck

– Georgina Barrick

Debora Patta: ‘The Power of Being Wrong’

– our concept of error is flawed

• we are so scared of being wrong that we often miss opportunities

– we must have courage to accept when we are wrong and say sorry

– don’t see the world in stereo types and avoid perpetuating generalisation

• get basics right and have checklists

• you don’t need to know everything

• see the best in people

Barrie Bramley: ‘Beyond the Hype’

– young generation engage differently

• they want to contribute, collaborate and be involved

• not afraid of posting personal info

– rules of recruiting are changing

• research we are doing on them they are doing on us

– desktop Internet penetration in SA = 5M

• smartphones in SA = 6M

mobile penetration could double in SA overnight

just need reason to engage

Mike Taylor: ‘Video Technology in Recruitment’

– video CV’s – will these work?

– video interviews – opportunity for one to one or one to many interviews

• one to many provides consistency in interview process

– video marketing becoming more important in promoting employer brand

• 5 steps to video recruiting:

define purpose; plan; film, edit and publish

Dave Martin: ‘Mobile Technology in Recruitment’

– the way we use media is changing

– social networks are mobile

• 40% tweets from mobile , 200m FB users via mobile

ensure messages mobile friendly

– 2014 mobile web will overtake desktop web access

• it’s not hype, but maturity of mobile

• don’t turn your back on 6M+ SA mobile career seekers

– within 3 years everyone in this room will use or consume Mobile Recruiting Services

• response is rapid

• mobile recruitment apps available for iPhone, Android and Blackberry

high impact and low cost of operation

• CareerJunction exclusive reseller of technology in SA

Cindy Thomas: ‘Social Recruitment by Nokia’

– assign ownership

– define objective

– implement plan

• integrate social media into recruitment process

• connect careers pages to online communities

– measure effects

• define most effective tools

• what works for Nokia:

Employer Image: LinkedIn; Twitter and Facebook

Job Adverts: LinkedIn and Twitter

Sourcing: LinkedIn

Lucia Mabasa: ‘Technology and PinPoint One’

– use Social Media along with traditional methods: all just tools to fill an assignment

• dwindling returns on print

• continued success of job boards

• expected success in social media

employed young IT graduate to own this space

• use of Google AdWords

• looking for more mobile

Natalie Singer – Reassessing Roles of Recruitment Agencies

– six influencers on recruitment

1. rise of the machine

• artificial intelligence, screening, profiling

• scary for traditional recruitment: agencies need to be innovative

2. globalisation

• technology has ‘flattened the earth’

• companies moving between insourcing and outsourcing: cyclical

3. cost pressures

rising costs of doing business and higher pressure to reduce fees

lots of ‘free’ stuff

make sure that you are using what is available

measure to manage

» agencies should request feedback after an assignment

» employers should measure recruitment retention

seek better engagement between agencies and employers

» use of tools in recruitment process must not replace human interface

» email communication does not build relationships

4. increased access to internet

mobile is here and ignored at your

must determine how to engage effectively

5. workforce demographics

3 generations currently in workplace

average time span for a job?

– boomers = 5+ years

– generation X = ± 3 years

– generation Y = 16 months

6. connectivity

everything connected

people have a sense of connectivity too

conversation is happening: how do we engage?

Odile Badenhorst: ‘Monitoring Online Recruitment Trends in SA’

– important to plan ahead

• look at skills shortages to better understand sourcing plans

– CJI monitors online labour trends

• designed to be used by HR professionals and recruiters

– Manpower Survey predicts a positive turn from 2011

– all findings in CJI are compared nationally and internationally

• ensures credibility

– information is power: use to your advantage

Arthur Goldstuck: ‘The New Face of the Workforce’

– change is now - we are part of a new era of communication

• fixed line internet users in SA grew to 6,8 million in 2010

• 2010 saw biggest percentage year on year growth to date

• excludes mobile internet users of roughly 6 million

concedes current duplication in fixed line vs mobile numbers

– cannot base business decisions on current volumes of connectivity: need to consider only those that are actively using online (digital participation)

average SA user takes 5 years of internet usage to reach high level digital participation

– by 2015 more than 25% of SA population will be online

– age 40+ showing the fastest growth using Facebook

– should use Social Media to a PR advantage

ensure internal governance and ethics in place

– Current SA stats and predictions

• 33% of SA users browse the internet with mobile phones

• 6% will use Twitter in 2011 vs 23% intend to use it

• 3% will use BBM in 2011 vs 16% intend to use it

– SMS price pressure - costs expensive

• people finding alternatives like BBM, WhatsApp

companies should consider acceptable use policies for social media, mobile, flash drives to prevent abuse

Georgina Barrick : ‘Consciousness is the New Currency’

– people issues provide challenges within organisations

• top of list of executive concerns

• but 5 out of 6 on executive ‘to do’ lists to change

– shift from physical to wireless has created new realm of HR

• employees want to be more personally connected

its all about engagement

we can better measure and look after our people

need to deliver with passion and purpose

• how will leadership evolve to better manage HR?

leadership is what distinguishes good companies from great companies

– great leaders are highly evolved

– comes from accumulated wisdom

• consciousness, intuition, creativity, courage, instinct all important

• higher consciousness coefficient (CQ) allows us to create the life that we want

• understanding CQ means that we can better place the right people into the right roles

Open Debate: ‘Managing relationships between Corporate HR & Recruitment Agencies’

– remember the importance of the human element

– trust relationship needs to be built between the recruiters and employers

• based on authenticity

• need for collaboration

• honesty is key

• respect the process

• on-going and 360° measurement can cement trust

– a partnership relationship is key

– the generalist Recruiter is ’withering’

– the intelligence available must be used proactively and not as an excuse

– recruitment is about matching and sharing values

– HR much select recruiters carefully

• make sure recruiters understand the employer requirement

• develop this understanding through active collaboration

email communication not sufficient

– shift from transactional business to a relationship / partnership model

– agencies should know their clients’ strategic direction

– employers want value added service

suppliers should feedback on market trends

engage in meaningful conversation

must be seen to add value

embrace constant feedback

Thank you for your participation

and we hope to see you

at our next Event

The CJiX Team