Matthew JefferyHead of EMEA Talent Acquisition & Global Talent Brand, Autodesk@MatthewJeffery

opening statement

BIGBold

NO COMPANY has mastered the new recruiting….be it use of social media….e-branding….mobile

But it’s kinda fun taking giant leaps……

Where to start? What’s first?

Why the need for a new recruiting?

What is drivingthe need for change?

Recruiting is evolving……

Global WARfor ‘top’ talent

We’re competing to hire the BEST!

The experienced talent pool is shrinking

Industries are converging

Consumer

FMCG

Biotech

Mobile

Banking

IT

Media Government

Film/Games

Clean Tech

Healthcare

Same/similar talent is being sought

Average time in role:Less than 2 years

Company loyalty is changing…..

In-House: Direct Sourcing Employee Referrals Internal Database SEO/SEM/CRM Social Media Web 2.0 Networking Employment Branding University Pipeline

Internal recruiting = recruiting excellence

Internal recruiters know the business and are better at selling their company with passion

Changing Demographics

Working longer, retiring later

Graduates seeking work

So many solutions!!! ATS’s

CRM

Social mediaLinkedIn Talent Pipeline

Agencies

Job Boards

Sourcers

Growing number of Consultants, Futurologists, Advisors,

Social Media Experts, Self Proclaimed Guru’s!

SEO

Competitors are mapping out your

talent and are speaking to your

staff.RIGHT NOW!

Lazy recruiters damage the credibility of our profession

Many recruiting leaders happy to maintain the status quo and not challenge or be challenged

Who said recruiting was easy!

Feels like we need six arms

Given all these variables, we need to

to be sharper, more efficient and better than our competitors.

CHANGE

And yet our goal

…to hire the best… with…

HAS NOT CHANGED

PREDICTABLE TALENT PIPELINEAchieved through direct sourcing, relationship building,

employment branding & social media

The ultimate goal

Added to all these challenges of hiring the best…

We have our own extra challenges

Our Biggest Challenge?

**Image courtesy of LightStorm Entertainment

World leader in 3D Design, Engineering

and Entertainment Software

Shifting to a focus on cloud, mobile and social we have to change perceptions of Autodesk in the market.

Attract new skill sets while offering something unique

Our goal:

The New Recruiting

The core philosophies of 3.0

• Not everyone’s looking for a new job• Everyone is a potential candidate or Brand Ambassador• Employment brand is pivotal to your success in attracting candidates• Candidate experience is more than a bounce back email• Understanding the psychology of people• You are not in control of what people are saying• Building relationships and communities is key (hence importance of Social

Media)• Content is King: Don’t make recruiting boring

Recruitment 3.0

The core ideas of 4.0

• The idea that recruiting can move from being a cost centre into a profit centre

• The end of external recruiting agencies• Job boards folding and repurposing• Companies hiring through crowdsourcing and external referrals• Gamification shapes sourcing strategies and underpins content stickiness • Companies subjected to global reviews by crowdsourcing and the wisdom

of the crowd

Recruitment 4.0

Let’s explore some of the ideas…

What works for us?

Employment Brand is pivotal to our success.Recruiters are Sales/Marketing professionals.

…a person’s gut feel / interaction with a product, service or organization.

A BRAND IS…

We can try and position, message and

influence perceptions but an Employment

Brand is based on the interactions with a

brand be it employees, consumers,

products, services

What differentiates a company to make it unique?

So why don’t we create compelling work environments & candidate experiences?

Employment Brands build from the inside out

People need to feel valued

Employment Brands are nurtured by companies

providing the best conditions to work

If our employees are unhappy… they will share it and any Employment Brand marketing won’t be authentic

Candidates and employees are not afraid to say what they think

Why Autodesk?

• Cool, innovative products with amazing reach

• Important company whose software is used to solve important design challenges and foster sustainable design

• Employees are treated with respect

Global corporate challenge: A fit & healthy company

Kids at Autodesk days

Go karting with F1 drivers

Global football competition in Italy

MyAutodesk Global photo competition

CEO celebrates Autodesk being one of FORTUNE’s 100 Best Places to Work

Office curry nights!

Bring your dog to work

Fun use of office wall space- A-Z games

Autodesk flash mobs

The Queen even stopped by to celebrate her Jubilee

Interns: Living the Dream

Student design competitions: Design the next Ferrari supercar!!!

Constant global communication

Communicate

Communicate

Communicate

Letting the people speak…

and listen Annual Employee Engagement Survey

All this activity…what’s a measurement of success?

Great Places to Work—The Employees Speak!

58

Best Places to Work Recognition

People want relationships with people…not faceless companies

Humanizing the brand key

Hence our focus on revealing the people behind the brand

The New RecruitingRecruitment 3.0

Why do recruiters spend so much time focused on the active market?

Not everyone’s looking..Look-

ing10%Not

Looking90%

Like everyone we have sourcers who target the best talent …

Building relationshipsand communities is keyRecruitment 3.0

Recruitment 3.0

Communities / Talent Pools / Puddles

Passive Pool (Non-active)

Active

Sourcing

E-Branders/ Marketers/

Community DJ’s

Recruiters Process

Snipers

Snipers

Mass CommunicationActive vs. Passive Talent

Active Candidates

Most people are happy in their current jobs and not looking BUT if presented with the right opportunity will move.

Hence while they are passive….they are active.

Everyone is a potential candidate or brand ambassador. Our job is to create the interest… ‘we create candidates’

Best Talent

Employment Brand Ambassadors

Corporate Manufactured Community

• Not everyone in a Corporate Community is hireable or desirable:

• The vast proportion are not…hence the need to ensure they become Brand Champions who engage / join in discussions and show an interest

Targeted Less Targeted

Community

Sourcing Team:Mapping

Targeted Advertising eg Facebook

ATS / Database (Already a Community of its own but

Untapped)

Targeted LinkedIn Communications

Job Board Advertising Specific & Corporate Generic Brand Building

Social Media:Facebook Fan Page; Twitter

Followers, LinkedIn Discussion Group Members, LinkedIn Corporate Page; YouTube Channel Subscribers, Blog

Followers

Event lists & Event names

SEO / SEM

How to build a Corporate Community

Traditional Print Mass Market Advertising

Targeted Job Board e-shots eg Monster

Crowdsourcing of candidates (4.0)

Power of the crowdNew Ideas….

Sales Associat

ion 25,921

End to End Web Develop

ers 24,170

. Net People 76,324

HR Professionals

70,355Java

Developers 94,876

CAD Community 7,875

Procurement

Professionals

107,088

Finance Club

167,296

C# Developers

36,139

iPhone Developers

31,741

LinkedIn HR 486,612

Innovating Marketing, PR, Sales Word of

Mouth 144,973

Micro & Macro ‘Talent

Puddles’

Sourcing Team:

Pin pointing Talent

Talent Branding: Massaging

& Messaging

LinkedIn Targeted Crowdsourcing

Building a Community is not about a collection of random individuals from Social Networks imported into a manufactured community.

Targeting is key.

Most recruitment communication is boring… yes… boring...

Active

EngagementHumanizing the

Brand

Mobile apps

Facebook fan page

Twitter page

LinkedIn discussion groups

Blog site

YouTube channel

Targeted email marketing shots

Events

SEO/SEM

Engaging a Corporate Community

Recruitment 4.0

Gamification

• Gamification is not about creating games but a philosophy…how we learn engagement from games.

“Is using game mechanics/methodology to inspire engagement in activities that otherwise would be considered boring or routine/chore.”

Making activities Social Contents simple, fun & interactive People want to know what other people are

doing Personalisation/humanisation e.g. Avatars Encourage sharing of content in the

community Getting friends involved to encourage

‘virality’ ‘Gifting’ Reveals at certain times of the day

Competition against friends / leader boards ‘Easter Eggs’, hidden features on your site Enabling unique experiences / personalisation Progress Bars User Generated Content

Fake or Foto:One of our first Autodesk games

Fun content revealing behind the brand

Employees dressing up!

Let me introduce you to the Autodesk communities

We love a good gossip!!

People are naturally social and conversational (Recruitment 3.0)

Raise your hand…If you found your current job as a direct result of Facebook?

Raise your hand…If you would search for a new job today via Facebook?

Autodesk’s Facebook strategy is around Employment Branding and taking candidates on a journey…

Facebook may be great for recruiting some high volume roles today but will it help you build a pipeline of… • UX Mobile Designers• Sales Directors for Russia• Java Developers

You are not in control of what people are saying (Recruitment 3.0)

Raise your hand…If you would follow a company’s Twitter feed, which is a list of jobs hyperlinked back to the careers site if you were not looking for a job?

So why are companies doing it?Are people that dull that they sit looking at job links on Twitter all day?

SEO Strategy

Communities go mobile

Explosion of mobile across the globe

5B Mobile Phones and 6.9B People

Rank Country # of Mobile Phones Population % of Population

- World Over 5 Billion 6,909,500,000

1 China 896,200,000 1,341,000,000 67.10

2 India 826,930,916 1,210,193,422 69.19

3 U.S. 302,947,098 310,866,000 96.00

4 Russia 220,550,000 142,905,200 151.90

5 Brazil 215,000,000 190,732,694 110.51

6 Indonesia 168,264,000 237,556,363 73.10

7 Japan 107,490,000 127,370,000 84.10

8 Germany 107,000,000 81,882,342 130.10

9 Pakistan 105,151,871 171,901,000 63.20

10 Nigeria 90,583,306 140,000,000 64.70

Honest.. no holds barred…Mobile app has been a challenge

Why?Only get one chance to persuade people to download.

Not just recruiting on the go

Not just PRabout Autodesk and our products

Humanizing

A place to engage and learn

A place to be entertained and compete

Updating our corporate careers site has been challenging

Honest... no holds barred

Our corporate careers site Last year we decided it had to go….

We hoped to reveal the updated site to you today

But no go…..

We’ve spent months meeting creative agencies and reviewingconcepts to no avail.

They just did not get it….

We did not want a site focused on job openings and corporate information….we want people coming back for more. Engaging content and real employees.

Dare we say fun?

ROI and Metrics • Our challenges: No centralized reporting

dashboard. Reporting in different areas including ATS, Social Media Communities, SEO, Job Distributors.

The Future of Recruiting - 5.0

Personal data in the cloud

Our DNA data footprints in the cloud

Obsessively knowing your audience

We know what you like!

Facial recognition: Linked to LinkedIn profile?

For candidates…jobs on a plate

For companies, profiled candidates, behaviourally scanned, psychologically evaluated based on traits

Predictive profiling / occupational psychology

Candidate cloning

‘Create’ your own candidate

Death of the ATS

Employment brands merging

Differentiation minimal

Augmented Reality

Disruptive marketingDISRUPTION

The Recruiter of the future?

London is the party capital of the world!!!

Talent Connect London Key Takeaways

Key takeaways

• ‘Nurture your Employment Brand’ from inside – out

• Social Media Matters- Build Communities

• Innovate, challenge the status quo and take risks

We can make or break a company and find that missing piece

Let’s celebrate what we do

Lets head in ‘One direction’…… &make Recruitment a Great Profession

Follow us @matthewjeffery

Thank you!