Candidate trends social media-talent communities 11-2011

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  • Then we provided Pharmacy resume/profile counts for the top 4 markets to give you an idea of the active and passive jobseeker landscape.
  • *Note: Can cut this slide if you’re already presenting an update on LinkedIn’s size and growthIntroduce the value of LinkedIn as a professional network and how professionals use it:Maintaining their professional profile of recordComing to LinkedIn for insights and opportunitiesGo-to place to learn about companiesThe network is growing rapidlyAll of these professionals are already on LinkedIn and able to connect with your company – This is the best place to find your next hirePassive as well as active candidates (v. a job board, which is a closed system limited to a subset of super-active seekers)
  • After clicking on an ad, the passive candidate is taken to a Talent Community page where they can find out information about a specific hiring initiative or job family, various information about the company and search and apply for jobs. If no job is currently available within their location or occupation, they can join the Sygma talent community and be updated when a job becomes available. Worklight recruiters will keep these leads warm by continually communicating with them so when their situation or Sygma’s situation changes, they will consider a Sygma career.
  • Our digital team will continually optimize the network campaign, evaluating what ads and sites are performing well and adjusting to maximize results.

Transcript

  • 1. Eric HolwellDirector of Digital ServicesBayard Advertising
  • 2. 3 things1. Candidate Trends2. Social Media3. Building & Sourcing Talent Communities 1 Candidate Trends three > 2 Social Media 3 Talent Communities
  • 3. Recruiting Trends 100 million users 2011 * * 2009 2007 2005 Gannet makes CB a major career portal 2003 2001 1999
  • 4. One > 1 Candidate Trends2 Social Media 3 Talent Communities
  • 5. Audience Visits per month Major Boards 23,900,000 Other = 15% Major Boards = Indeed Monster Simply Hired Careerbuilder Glassdoor Careerbliss LinkedIn Dice Other 130,540,000 85%Source: Quantcast * Counts do not include Google searches or Facebook numbers 5
  • 6. 87% of adult internet users use a search engine to find job information Source: Pew Internet & American Life Project
  • 7. Searches on Google last October 350,000,000+ job searches 17,541,442 Government job searches 2,969,588 Engineer job searches 536,787 Scientist job searches 7
  • 8. New Sites – already have proven ROI 40% growth in 2011 760% growth in 2011 8
  • 9. LinkedIn vs. Facebook Audience Category LinkedIn Facebook Government 915,313 374,060 Systems Analyst 753,883 27,960 Scientist 242,415 78,500 Civil Engineer 115,022 34,720 Project Manager 2,256,712 148,360 Category LinkedIn Facebook Nurse Practitioner 41,642 26,560 Nurse Manager 76,326 7,480 Registered Nurse 137,434 1,017,160 Physician Assistant 60,271 27,100 Pharmacist 106,173 67,180
  • 10. Comparing Audiences - Visits Job Seeker Sites Passive Sites Visits/month in millions Visits/month in millions 12.60 156.0 11.50 147.0 7.50 98.4 4.30 53.7 Google Yahoo Bing Facebook 10
  • 11. Comparing Audiences - College Education Chart Title 72% LinkedIn 76% Careerbliss 64% Total Glassdoor Advanced 57% College Indeed 60% Careerbuilder 0% 10% 20% 30% 40% 50% 60% 70% 80%Source: Quantcast
  • 12. Number of Jobs – Registered Nurse Chart Title 50,000 45,000 40,000 35,000 30,000 25,000 20,000 15,000 10,000 5,000 0 Allhealthcarej Careerbuilder Monster Indeed Simply Hired Glassdoor obs Total Jobs 22,732 11,211 7,193 218,662 294,057 152,520 Kansas City Jobs 369 50 81 1,850 2,946 1,810
  • 13. 2011 Change in online visits No growth = New growth = old resumes new resumes 98% 100% 80% 2011 Change 60% 40% 40% 20% 5% 6% 0% Careerbuilder Indeed Simply Hired Careerbliss LinkedIn -6% -20% Glassdoor grew by 760% in 2011 (won’t fit in graph)Source: Quantcast
  • 14. Resume/Profile Counts - example Resume numbers5000 4643 Careerbuilder4500 Monster4000 Allhealthcarejobs3500 Linkedin3000 2552 24252500 19162000 This chart shows how 1625 many Pharmacy1500 Linkedin profiles and 1093 Careerbuilder/1000 875 733 Monster/Allhealthcare 446 resumes are listed in500 255 163 260 each key market, 111 40 52 14 within 50 miles of local 0 zip code. Los Angeles New York San Fran Chicago
  • 15. Two > 1 Candidate Trends2 Social Media 3 Sourcing
  • 16. “Social media makes itmore urgent than everthat companies get thebasics right, developingand reliably deliveringon a compelling brandpromise.”Patrick Barwise, Professor of Management andMarketing at London Business School; HarvardBusiness Review, “Social Media and the New Rulesof Branding,” December 2010
  • 17. 14.4 million people used social media to find their lastjob in 2011Over 2,000 people on LinkedIn have the same name as theFBI’s top 10 most wanted list1 of 3 employers rejected candidates based on something theyfound about them onlineSource: careerenlightenment.com 18
  • 18. Divisions using Social Media to reach external audiences Marketing 67% HR 44% Public Relations 38% Sales 24% Management 20% Customer Service 15% Information Technology 12% Operation Logistics 6% Legal 3% Accounting/Finance 2% Other 8% SHRM: Social Media in The Work Place Survey, 2011 19
  • 19. Which Social Media do you use for recruiting? LinkedIn 86.6% Facebook 55.3% Twitter 46.6% YouTube 11.6% Blog 16.0% None 9.4% Source: Jobvite Social Recruiting Survey, 2011 20
  • 20. What social networks do companies use? Facebook 45% LinkedIn 34% Twitter 28% Youtube 18% Photo-sharing 8% Video (other than Youtube 7% MySpace 4% Foursquare 2% Second Life 1% Other 1% SHRM: Social Media in The Work Place Survey, 2011 21
  • 21. 37% of all clinicians surveyed reported usingsocial media for professional networking
  • 22. How effective is social media for a specific mechanism? Decrease marketing expenses 4% 31% 51% 6% 7% Increase revenue 5% 26% 57% 7% 6% Increase quality of leads 5% 31% 55% 4% 5% Improve customer satisfaction 6% 37% 50% 3%3% Improve search rankings 7% 44% 41% 5% 3% Improve customer service 7% 33% 53% 3%3% Increase quantity of leads 7% 35% 49% 5% 4% Provide feedback 9% 41% 40% 7% 3% Improve reputation 9% 49% 35% 4% 3% Grow email lists 14% 42% 34% 6% 4% Engage with customers 15% 57% 18% 8% 3% Increase Web visits 16% 53% 23% 4% 3% Improve brand awareness 16% 54% 21% 6% 3% Share content 19% 48% 25% 5% 3% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very Effective Somewhat Effective Neither Somewhat Ineffective Very IneffectiveSHRM: Social Media in The Work Place Survey, 2011 23
  • 23. How long have you been using Social Media? 1-2 years 47% 2-3 years 22% Less than a year 19% 3-4 years 6% More than 5 years 3% 66% are just learning 4-5 years 2% SHRM: Social Media in The Work Place Survey, 2011 24
  • 24. Does your organization provide social media training toreach external audiences? Yes 27% No 73% SHRM: Social Media in The Work Place Survey, 2011 25
  • 25. Social Media Tools for Recruiters LinkedIn  Recruiter Seat  Work With Us  PPC  Job Slots  InMails  Company Profile Page  Talent Pipeline (brand new in 2012)  LinkedIn tools for your website  Apply with LinkedIn  Widgets (profile) 26
  • 26. Social Media Tools for Recruiters Facebook  BranchOut  BeKnown  Work With Me I’ll send you a file with Twitter handy links to a lot of this stuff.  Tweetmyjobs  Hootsuite Reputation  Meltwater  Radian 6 27
  • 27. Social Media Tools for Recruiters Random but useful tools  Dropbox  Bit.ly  Social Mention  TalentBin  ThoughtFarmer  Find.ly 28
  • 28. Facebook & LinkedIn 29
  • 29. Telling better stories Convert more fans Apply withoutleaving FB
  • 30. Facebook – in full use
  • 31. Tactical uses
  • 32. Who can we reach via media
  • 33. Sourcing on Facebook 34
  • 34. BranchOut Just out – RecruiterConnect  Leverage your employees with friends in high places  Access millions of prospective applicants that match your search criteria There are currently over 3 million people using BranchOut in the United States
  • 35. LinkedIn – THE Professional Network 36
  • 36. The LinkedIn Network
  • 37. LinkedIn Top Sellers LinkedIn Recruiter Talent Direct (email marketing within LinkedIn) Work With Us 38
  • 38. Work With Us AdsYour employees are your best ambassadors Work With Us at xyzCo xyzCo xyzCo xyzCo Learn more about careers at xyzCo » “More than 80% of candidates believe that current employees are credible sources of information about organizations” Source: Corporate Leadership Council (CLC) survey
  • 39. LinkedIn & Your Career Site8 Different plugins you can use on your career site.
  • 40. New tools in LinkedIn talent.linkedin.com/talentpipeline 41
  • 41. What to do next? Social Media Audit  What is your strategy?  What sites you are using?  What tools are you using?  Identify opportunities.  Build 2012 strategy. Get our list of social media tools and insights after this meeting – no strings attached 42
  • 42. three > 1 Candidate Trends2 Social Media 3 Talent Communities
  • 43. What is a Talent Community? All Candidates Interested Talent Company 44
  • 44. EngagePromote, influence and hold the attention of candidates 45
  • 45. Talent Community = Sourcing Gold Mine Problems with an ATS  Database or ATS’s are not talent communities  Data gets old, not updated, doesn’t give insight into what people are like Benefits of a Talent Community  Enhance employer brand – share information about your company  Add notes, personal observations  Candidates feel included  Personalized communication  Passive candidates who have taken steps to learn about company, more interested  Retains information Emails  New Jobs  Update profile
 46
  • 46. Talent Community• Passive candidates for future openings• Access from website, search, social, anywhere!• Microsite capability – videos, link to ATS, pictures, relevant information• Candidates opt-in to join your talent community• Capture passive candidate profile• Social Media integration• Track candidate careers
  • 47. Talent Community Farmers Talent Community• Passive candidates for future openings• Access from website, search, social, anywhere• Microsite capability – videos, link to ATS, pictures, relevant info• Candidates opt- in to join your talent network Keep in Touch. Talent Community• Capture passive Get to know Farmers Insurance, if you’re success- candidate profile oriented with great people First Name: Cell Phone Provider: skills, we offer rapid advance- Last Name: Cell Phone:• Social Media ment potential and planned career progression in a Email: Position of interest integration supportive work environment. If Phone: Phone: you’re not ready to apply, join• Track candidate our Talent Community for Employer: Current Employer: careers updates on opportunities in your Title: Current Title: area.
  • 48. Talent Engagement• Upload resume or register• CRM technology• Link to job and tagged in workflow step• Organize by skillsets, location, job interest, etc.• Communication triggered to applicants• Leads kept warm and engaged• Mobile-friendly
  • 49. Candidate Communication• Email communication filters• Job, Location, Tags• Candidates are tagged• Group email• Stored templates• Batch update• Export to Excel or PDF
  • 50. Summary Candidate trends  All starts with Search (Google, Yahoo, Indeed, etc.)  Candidates are everywhere – not one site  There is online growth Social Media  It’s busy, but Facebook and LinkedIn are dominating  There are a lot of tools to consider  It’s new, don’t panic (this PowerPoint will be out of date next week)  Ways to use Facebook and LinkedIn Talent Communities  The best way to source your growing talent pools  Organized engagement  CRM of candidate leads 51
  • 51. For your arsenalEmail me and I will send you a document with some handy links to itemsyou may want to know more about or start using tomorrow.EricH@bayardad.com 52
  • 52. Questions?