engagement is a two way street - ihr...making engagement a two way street. cork –+353 (21) 2347332...

Jim Berrisford - Global Head of Engagement and Partnerships

Attract | Engage | Manage

Your Talent Attraction Hub

Engagement is a Two Way Street

Technology

Human Involvement

Accessibility for All

Engagement is a Two Way Street

Attraction

Onboarding

Retention

Offboarding

Engagement is a Two Way Street

Fully embracing,

ALL the technology

Time to think

Same choice

Why?

Technology

Social media community

Social Channel

Employer brand, showcase company ourselves

Attract and engage

Where?

Work & Live

Outbound Engagement

Technology

Communities and channels

100 TYPES THAT

More social channel

Social than Professional

Delivering to Outbound Engagement

Technology

WhatsApp 55.6%

Online forums for hobbies

Branded Games Server

PR and Social Engagement

Interesting Blurred Lines

Technology

Platforms

Tech in this room

Scrape Social Sites

Auto Engage

Enable engagement

Plug In

Bots

Technology

Video meetings / interviews

Chosen content

Most aware of

Even use

Enable engagement

Automatically

Technology

Power of Videos

Voice Activation, V tech

Slack

LinkedIn

We are aware of 80% Internet Traffic

TextMessage

Technology

Customers and consumers

Augmented reality (AR)

Virtual reality (VR)

MR mixed reality

What are other professions

Out of Recruitment

?

Technology

Virtual Try on Before you buy

VR technology

Tank, Plane

VR Headsets

Specsavers British Army

66% More Applications

Technology

Direct to your Smartphone

Your Own home, street

Active and Passive

Try before you Apply

Pushed Using in some way

Direct, engaging

Technology

Train, Plane

Bus, Truck, Digger

Uniform

Any Uniform

MR technology Themselves

Exciting Outbound

Engagement

Technology

Record a video

Tell their story

Digital Profile

Tap, Click, Send - Direct

Push further Other side of the street

Exciting Inbound

Engagement

Technology

Challenge to keep up

There are things to consider

Choice

WHY

We can do Rapid growth of technology

Many More

Human Interaction

Human and Emotional

EQ as a requirement

Recruitment is complicated

Human beings

I feel, Blend Balance

Subjective

Human Interaction

Adopt and use technology

What and where

Which should override

?

Do we? Our Lives Easier

Or Our Candidates

Human Interaction

Complex individuals

Frustration

Choice

The experience

When technology works

When it fails or struggles

???

Human Interaction

Nearly 4 in 5 candidates

Automated calls

Point of failure

The experience

Why?

Candidate Experience

78%company values its

people

Choice

Human Interaction

Option for human interaction

“Speed of response”

Its not about Me.

Simple as that

I want the choice

Consider,

65%,e2e trust.

So where do we begin

Accessibility for all

Technology choice

Preference

Human choice

Preference of others

Start to talk more We have

End where we begin

Accessibility for all

Sarah Harvey & Lucy Hobbs

Theo Smith

Challenge

Inspired

Talks and Blogs Neurodiversity

?

Accessibility for all

‘We need to admit that there

is no standard brain,’

Thomas Armstrong

The Power of Neurodiversity

The term neurodiversity

Not an expert and still learning

Recognised and respected

www.cipd.co.uk/Images/neurodiversity-at-work_2018_tcm18-37852.pdf

refers to the infiniterange of differences in individual human brain function and behavioural traits.

Accessibility for all

Start to consider

Thinking & Challenged

Smart

‘To be neurodiversity smart, firms should strive to developa language and acceptance of neuro-difference, and to

celebrate and leverage neurodiverse strengths while takingsteps to accommodate - and not belittle - any specific

challenges that an individual may face.’

Accessibility for all

What I have written

to attract people

selection process

communication skills

Why this challenged

& Thinking

over 20 years

Job advert

Team players, Assessment centre, Bright open plan

Accessibility for all

A big issue

Traditional methods

Huge strain

Mentioning

For neurodivergent people.

Selection process

Job advert

Team players, Assessment centre, Bright open plan

Accessibility for all

88% of neurotypical

Discouraged

52% felt

Discriminated

Neurodivergence (UK) reported

Applying to a job at all!

A selection process.

Team players, Assessment centre, Bright open plan

Accessibility for all

What we say

What we don’t say

Our methods of

Limiting inbound

By, In adverts,Videos,

Engagement.

We are all, missing out , on attracting all the talented people!

Accessibility for all

My Access Hub

National Autistic Society

Accessible & Inclusive

Neurodivergent

Firms, like Virtual Reality and eLearning.

So much more to think about

End, video made by the national autistic society. 52%

Accessibility for all

Consider the technology

Other human feelings

What we Say and Don't

Providing Choice

To close,

Not finish.

Talented people .

Rounded

Making engagement a two way street.

Cork – +353 (21) 2347332 | London - + 44 (0) 2038 138739

Presented by Jim Berrisford – Supported by, Joanne McDonagh, Audrey McCarthy, Elaine O’Sullivan, Shay Clinch and Brian Devane

Thank you for listening and to, The Rezoomo Team, and many

more people for inspiration and chats.

Attract | Engage | Manage

Your Talent Attraction Hub

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