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Autodesk Talent Acquisition

Autodesk Talent Acquisition. Recruiting at Autodesk: Our Challenges. Global war for the ‘best’ talent Talent is geographically mobile and will move for best job Talent is more demanding as it is scarce…career dev, £’s Experienced talent pool is shrinking Convergence of talent (multi sector)

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Autodesk Talent Acquisition

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  1. Autodesk Talent Acquisition

  2. Recruiting at Autodesk: Our Challenges • Global war for the ‘best’ talent • Talent is geographically mobile and will move for best job • Talent is more demanding as it is scarce…career dev, £’s • Experienced talent pool is shrinking • Convergence of talent (multi sector) • Graduate Pool is less skilled…and more of them not working • Talent is less loyal and bed hops every 2 years • Competitors are cleverer in mapping out and reaching out to my talent • Recruitment agencies failing to be creative in attracting unique talent • Cant rely on the 10% Active talent pool. Recruitment Chess. Offer Poker.

  3. Autodesk Path: The Future : Recruitment 3.0 The Core Philosophy of Recruitment 3.0: • Not everyone is looking • Everyone is a potential candidate or brand ambassador. Even your consumers • Employment Brand is pivotal to your success in Talent Acquisition. • The Psychology of People • You are not in control of what people are saying • Building relationships and communities is key • Recruitment is boring

  4. Autodesk Path: The Future : Recruitment 3.0 • The New Recruitment 3.0 • Recruitment 3.0 is about building engaged communities, telling a story, listening, discussing and fostering an emotional attachment with new talent. • Recruiter 1.0 and 2.0 will be a dying breed in the coming months and years, replaced and thrown on the scrap heap by Recruiter 3.0 who can combine a range of skills including: • PR & Messaging • Marketing • Direct Marketing • Market segmentation • Candidate Relationship Management • Sales • Presentation and Communication Skills

  5. Autodesk Path: The Future : Recruitment 4.0 • The New Recruitment 4.0 • Evolution of 3.0 • Value is in the Communities of 3.0 • Recruitment becomes a profit centre • Crowdsourcing • Gamification • Exclusive Content / VIP Access • Death of Recruitment Agencies • Job Boards faltering

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