David Talamelli

Thanks heaps David for being the fourth community member to be put under the spotlight!  David raises some thought provoking ideas around the changing shape of recruitment.  

David responds to 3 questions:  

1. What's the essence of your role?

• I am a Principal Recruiter for Oracle Corporation in the APAC Recruitment Team and I recruit in AU, NZ, PH and other APAC countries as needed.  Oracle has a global recruitment function that is responsible for sourcing/identifying and bringing talented individuals into the organasition. 
• My role can be varied depending on the day and where the work is. I work with our business managers to map out our hiring plans and then reach out to candidates who have the skills/experience we are looking for. 
• I am finding over last 6 months more of my time is being spent managing some of our Web 2.0 initiatives such as our Recruitment Blog (http://oraclerecruiter.blogspot.com).  
• One of the great things working here is getting the chance to work with so many talented individuals - I liaise with people at all levels from our Graduates to our Senior Exec's and find that everybody is passionate about the work we are doing here.
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2. What does Recruitment 2.0 mean to you? 

• Recruitment will become a much more transparent function than it has been in the past. Recruitment is still about connecting with candidates and hiring managers and finding that right fit.  In today’s world however both candidates and clients alike have access to much more information about each other than ever before.  
• Employment Branding is becoming increasingly important as candidates can easily access an online community that openly shares information and experiences with each other about potential hiring companies/managers. Decisions about joining your organisation can be influenced by people and groups out of your network or association that you have no control over. 
•  We need to change our mindset to one where we share information about our processes and company (yes – the good, bad and ugly) rather than holding onto this information. I think candidates appreciate open, honest communication and the use of social networking tools such as Twitter, Blogs, LinkedIn, etc... allows companies to have these meaningful conversations with potential employees.
•  I think the Recruitment Industry is changing very rapidly and the use of Web 2.0 Technologies is helping speed this process up. I believe we will see a continued decline in the use of job boards as a means to advertise roles/source candidates and I think Web 2.0 technologies will continue to gain acceptance and usage in the Recruitment Industry as a viable means of sourcing and connecting with candidates (more so than just LinkedIn - who isn't on LinkedIn anymore). 
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