“On Millennials, Mobility & Mindsets”

Elements of a Future Proofed

Talent Attraction Strategy Julius Paras

Senior Vice President, Customer Engagement

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

• Born in the Philippines. Grew up in the US. Came back. #balikbayan(Image: Trefor Moss, Wall Street Journal)

1. Social Recruiting2. Employer Branding3. Millennials4. Any others?

Top Buzzwords in Talent Acquisition

Talent Acquisition Strategy

• Sourcing

• Screening

• Interviewing

• Assessing

• Selecting

• Hiring

Recruitment

Source: “Recruitment is not Talent Acquisition” (Bersin by Deloitte, 2012)

• Talent Acquisition Planning & Strategy

• Workforce Segmentation

• Employment Branding

• Candidate Audiences

• Candidate Relationship Management

• Recruitment

• Metrics and Analytics

Getting to know you. Part I.

(Jobseekers)

(Image: Sunstar.com)

Getting to know you. Part

II.

(Recruiters)

After one of these...

(Image: Sunstar.com)

You get this...

… and sometimes this. (No show!)

“Poor quality” of candidates (skills assessment)

“We’re hiring now.” (urgent or poorly planned)

“No shows”(inefficiency)

Pain Points in Recruiting

“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)

Job boards are cluttered.

Job boards are cluttered.

Job posts and descriptionsare poorly written

Pop quiz!

#@What are these?

By 2020, 60% of all Millennials will reside in Asia… they will be the main driver of the APAC economy. - Marketing Daily

Hey, @everyone! Let’s talk #Millennials.

● 7,700 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.

Deloitte Millennial Survey 2016

Reach nearly half of thePhilippine population in one click.

100.8MFILIPINOS TODAY

40MON SOCIAL MEDIA

32MON MOBILE SOCIAL MEDIA

30MDAILY ACTIVE USERS

ON FACEBOOK

21MDAILY ACTIVE USERS

ON FACEBOOK

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

“Recruiting” is now high-touch and high-tech.

Recruitment is going mobile.

Recruitment is social. Try it!

Make it mobile. Sign up now.

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.

Thank You! Julius Paras

Senior Vice President, Customer Engagement

julius@kalibrr.com

https://www.kalibrr.com/blog/