.......Konsult

Human Capital Consulting in Technology; giving you back control in Talent management and improving efficiency and ROI through innovative recruitment strategies.

What can my business expect from Innovative recruitment strategy?

• Innovative and stream-lined recruitment process structuring• Brand led direct recruitment programme with multiple channels• More infrequent yet stronger relationship with 3rd party recruiters• Recruitment Brand building/ strengthening• Tangible ROI in Talent Management & Recruitment• Improved calibre of candidates• Innovative Technology for Management Information• Shorter time to hire - less business downtime• Talent pools • Improvement in recruitment ratios• Improved employee diversity• Improved staff retention• Overall reductions in cost per hire• Reputation Management through employee empowerment• Transition or ‘drop in RPO’ and Vendor management• A visible difference and understanding in 6+ Months

The desired step change

Employment BrandTalent Pool

Direct Hires

Dependency on agency and job boards

Retention

0-2 months 3-6 months 6 months+

Cost per hireTime to Hire

• How much are you paying for your 3rd party recruitment resources and have you EVER measured your ROI?

• Do you depend on 3rd party’s dictating to you about candidates that are available and who want to join your brand?

• Do you take your People and Talent seriously? • Are you innovating or just following normal routes?• Not sure whether RPO or the Internal model is right for you?

KONSULT - ITS INGENIUM

Human Capital People Consultancy

KONSULT Audit & /or Analysis

Build &/or Strengthen Change &/or Adapt

Grow &/or Streamline Align &/or Integrate

Assess &/or Upskill

Retain &/or Optimise

Attract &/ or Ensure

Exit & Breed Excellence

Brand

Talent

People Process

Resources

Questions Raised?

Exploring Possibilities

Benefits / Competitive Advantages

Do you have a ‘people matrix’? Do you understand Talent pools and succession planning? Is business growth to you just hiring from you Preferred Supplier List? Do you think this is all you need to grow or even sustain? Is your Brand recognised as a positive recruiter? Is your recruitment even aligned to your business?

A few defining parameters about the ‘innovation’ in Recruitment

Social media has overtaken other interests as the #1 web activity 79% of Fortune 100 companies use social media for recruitment in one

guise or another 2010 some large corporations such as Electronic Arts recruited 65% of

their head-count directly through social media and creative marketing In 2009/10 over 70% of all hires were as a result of the internet 80% of companies use LinkedIn as a recruitment tool Recruiters account for 1-in-20 LinkedIn profiles. Oracle’s Chief Financial Officer, Jeff Epstein, was headhunted for the

position via his LinkedIn profile. 2/3rds of the Global online community use social networks A new member joins LinkedIn every second. The Dominant age group using Social Media is between 35 – 44 years old

and is on the rise A recent poll on LinkedIn of 14,000 people showed that around 13,500

asked were happy to be approached by a recruiter. A recent poll on LinkedIn showed clearly 90% of professionals recognised

Social Media and Direct sourcing to be key in recruitment moving forward

There has been a shift in the balance of power

Whether you like it or not....... People are talking about you and your brand... Often with people that already work for you.... About what you and the Brand mean to them in many

ways........

Including the Work-place / Recruitment

IF YOU ARE GOING TO HIRE OR EVOLVE YOUR TALENT IN ANY WAY – THIS SHOULD SCARE

YOU A LITTLE BIT

A Perfect Resourcing model?

Many companies don’t even measure the ROI of their existing channels, before you ‘dive in’ and use other channels and force change – measure what you have and what works or doesn’t

What are the trends and channels?

Social Media and Advanced peer communication – marketing◦ Using tools that provide transparency and clearer message communication◦ Positive, lucid business messages – using Web 2.0 facilities◦ The professional population uses these tools on a day to day basis

Automation and innovative Technology◦ ATS systems are better – but what’s on offer now is end to end◦ The fluid technology markets don’t need high levels of 3rd party interaction◦ Aggregation techniques to build candidate pools – Technology reaching out◦ Mobile – 2009/10 All about Apps, 2011 – phones as powerful as PC’s

Community building to attract and retain talent. Internal and external perspective balance◦ Using Social Media as a channel to attract, inform and retain◦ Can be done without compromising corporate values – e.g.Roche and Deloitte

Adapting to changing Social Values ◦ Work and Social values are becoming intertwined◦ Understanding someone inside and outside work = higher retention

Don’t understand how these channels should be working for you? Talk to us

Its a Brave new world of Recruitment and Human Capital....Embrace the change!

Your Candidates are thinking differently – shouldn’t you?

Demand more from your Recruitment process and the investment you make in money and time

Recruitment is changing for the better. Talent and Human Capital Management is taking over from third parties dictating who your work force is

Mobile is the next big thing, you need to be engaging with candidates – your competition is....

Contact us for an initial consultation session

James.murphy@ingeniumits.comMani.patel@ingeniumits.com020 3 176 4440@itsingenium http://uk.linkedin.com/in/murphyjames