Grafton is a recruitment firm established in 1982 in Ireland that has expanded to 70 branches across 16 countries. The document discusses Grafton's presence in Hungary since 1996 and their services in fields such as sales, marketing, finance, IT, and more. It also discusses trends in how different generations of jobseekers view work-life balance, flexibility, and career growth opportunities. The document advocates using technologies like social media, mobile recruiting, and the cloud to engage candidates as a way to identify and retain engaged employees.

1. People you may know
October 2010
Personal Hungary 2010

2. People you may know
You may know Grafton ….

3. You may know Grafton…
When? Established in 1982 in Dublin
Top recruitment provider in Ireland and CEE
Where? 70 branches in 16 countries
Satellite outreach to additional 60 countries
Who? 500+ trained consultants & 200+ support staff
What? Supply 23,500 contractors and temporary workers annually
Placement of 6,000 permanent candidates annually

4. Global Presence

6. Grafton in Hungary
1996
•GRAFTON
RECRUITMENT
branch opened
•Sales &
Marketing,
•Finance &
Accounting,
Banking,
•Legal, HR &
Administration,
•Business
Support
Centers,
•Pharmaceutical
& Healthcare,
•Hospitality &
Catering
1997
•GRAFTON
TEMPORARY
STAFFING
branch opened
•Continuous and
seasonal
temporary
placements,
•Blue-collar
•White-collar
•Industrial
recruitment
1998
•GRAFTON
RECRUITMENT
Nr. 1 agency in
Hungary
•Based on nr. of
placements
2000
•GRAFTON
TECHNOLOGIES
branch opened
•IT & Telecoms,
•Engineering,
•Logistics,
•Construction &
Real Estate
2005
•SPENGLERFOX
branch
established
•Executive
Search
•Talent
Monitoring and
Mapping
•HR Consultancy
•Outplacement
2009
•GRAFTON
North-West
branch opened
•providing
recruitment
solutions in
North-West
Hungary
•Operating from
Tatabánya

7. You may know me..
• Graduated from University of Palacky, Olomouc, Czech Republic
• Joined Grafton in 2000
• IT Recruitment Consultant – Grafton Technologies
• Branch Manager – Grafton Recruitment
• Country Manager – Grafton Czech Republic (13 branches – Revenue of
35 mil. Euro)
• Managing Director CEE (responsibility for 6 countries)
• My focus is recruitment for Business Support Centers, Design of
Recruitment Processes, Recruitment Managed Services and
Recruitment Outsourcing.

8. Recruitment industry is changing…
Typewriters,
CVs in the post,
Ads in the
newspapers
Emails,
Electronic CVs,
Job servers,
Excel files
Erecruitment,
Social Media,
ATS, Cloud
Recruiting

9. The Generations of Jobseekers are
changing too…
What do jobseekers want ? What do Employers expect ?

10. What factors shape each generation?
10
Politics

11. 11
Influencers

12. Traditionalists / Veterans
12

13. Baby Boomers
13

14. Gen X
14

15. Gen Y
15

16. Generations
16
Traditionalists up to 1946
• Generation shaped by “conflict and the events of the
Great Depression”
• Respects authority
• Values financial rewards and security
Baby Boomers 1946 - 1964
Competitive / influenced by “an extended period of
economic prosperity, progressive social change and
resulting optimism about the future”
Gen X 1965 - 1980
• “Working to live” rather than “living to work”
• Impacted heavily by social and economic upheaval and
thus less optimistic but more self-reliant than
generations before
Gen Y 1980 to present
The most educated, connected, confident, and
independent generation in recent history
Description Born Characteristics

17. The Generation of Jobseekers is changing
too…
Flexible working hours, Work
Life Balance, Growth
Opportunities,
Inspirational working
environment, Social Media,
Employers CSR
High Performing Culture,
Productivity, Loyalty,
Engagement, Dedication,
What do jobseekers want ? What do Employers expect ?

18. Gen Y

19. Gen Y Traits
19
Confident Work/life balance
Continuous
learning
Seek approval and
praise
Tech savvy Project oriented
Higher
expectations
Frequent career
changes
Multi-tasking Outcome-driven
Accustomed to
constant parental
involvement
External locus of
control

20. Attracting & Retaining Gen Y
• Compensation slightly above industry standards
• Other benefits – tuition reimbursement, health insurance, perks
• Brand names – provide info about the company and its reputation
• Development Program e.g. Rotational & Leadership Development
• Schedule & location flexibility
• Friendly work environment
– Team environment – virtual team
• Work Life balance
• CSR
20

21. Retaining Gen Y
21

22. Developing the recruitment strategy
Use of
Technologies
LinkedIn
Blogs
Recruiting
Video
Mobile
Recruiting
On-line Job
Fairs
Social Media
sites
Skype
Interviews
Virtual Road
Shows

23. Cloud Recruiting…

24. Cloud Recruiting cont..
5 billion mobile subscribers in the world
According to Tomi Ahonen (a leading mobile industry expert), there are more
mobile devices in use than there are PCs (1.2 billion), fixed landlines (1.1
billion), and TVs (1.5 billion) combined. As the 7th mass media, mobile
offers greater reach than any other mass medium and it is the one piece
of technology we carry wherever we go. According to Tomi, “Mobile is in
fact, the fastest-growing Trillion-dollar industry in the economic history of
mankind. That is why Google, Apple, Microsoft, Intel, Dell etc are all
interested to get in. The fastest-growing Trillion-dollar industry ever.”
Mobile Recruiting Campaigns will come to play !

25. New Talent Acquisition Techniques –
Outsourcing ?
Sourcing Recruiting Hiring Consultancy
Internet
Candidate
Sourcing Screening
Rejections / Offer
Management Job design
Recruitment
Advertising Testing On - Boarding
Benchmarking /
Surveying
Talent Pooling
Selection /
Interviewing Outplacement
Job Fairs
Reference
checking
Technology
Planning
Graduate
Recruitment

26. How can we identify our future „engaged“
employees ?

27. Employee engagement
The world's top-performing organizations understand that employee
engagement is a force that drives performance outcomes. In the best
organizations, engagement is more than a human resources initiative -- it
is a strategic foundation for the way they do business.
Research by Gallup and others shows that engaged employees are more
productive. They are more profitable, more customer-focused, safer, and
more likely to withstand temptations to leave. The best-performing
companies know that an employee engagement improvement strategy
linked to the achievement of corporate goals will help them win in the
marketplace.
Increasing employee engagement correlates directly with a positive impact on
key business metrics.
Source: Gallup.com

28. Standard Process
Assessment Centers
Psychometric testing
Reference/background checks

29. Candidate engagement
After interview stage:
• Send me a paragraph on how you felt at the interview
• Write a few sentences on your impression from
interview/office/reception/interviewer
• What do you think you would need to do to be successful in our company?
• Why would you like to work for us ?
Can you send it to me in the next 24 hours???
Include any questions you may have!

30. Summary
• New Talent Acquisition Techniques + Employer
branding
Social Media, Technology, Mobile communication
• Engaged Candidate = Engaged Employee

31. Contact details
Thank you for your attention !
Contacts:
Milan Novak
Managing Director CEE
Milan.novak@grafton.cz
Mob: + 420 607 504 625
Skype: milan.novak.grafton
LinkedIn: http://cz.linkedin.com/in/milannovakgrafton