Optimising Recruitment Malek Ali Vice-President Marketing JobStreet.com

Isn’t Retrenchment the Right Topic? True, retrenchment (or its avoidance) is the current preoccupation But cycles change, and change quickly – remember October 1998? October 1999? October 2000? Time to plan for next hiring cycle - what can we do now to optimise recruitment for now and the future

Perspectives of a Online Recruitment Company Contractionary cycle Clients have less vacant positions There are more candidates on the market Finding jobs for candidates is a difficult task Expansionary cycle Clients have lots of vacant positions Finding appropriate candidates is a difficult task Challenge is to fill the positions Maximise sales and do all we can to fill positions Enlarge our database for future “harvesting”

In Contractionary Times, Why Not Do What Recruiters Do Build your own human capital database Take advantage of surge in number of applicants, some high quality Develop means of keeping in touch with employees who leave In preparation for next recruitment cycle

How Can I Do this with Resource Constraints? Let the Internet do the work for you Specifically the career section of your corporate website

88% of Global 500 Companies Use Their Corporate Website for Recruitment Source: I-Logos Research - Global 500 Website Recruiting 2001 Survey

USA leads, followed by Asia-Pacific, then Europe Source: I-Logos Research - Global 500 Website Recruiting 2001 Survey

But How? Case Study Maxis Mobile

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No Need For Fresh IT Resources To Do This Outsource, outsource, outsource Focus on your corporate image to potential recruits, leave the technology and details to third parties Several partners that can help you do this, including JobStreet.com JobStreet Impact

Conclusion During challenging times do not preclude improving recruitment processes Times of economic uncertainty is a good one for building your own database of human capital Leverage your corporate website to build this database Don’t do this yourself, engage partners