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