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Desigining Your Social Recruiting Strategy  - a SilkRoad Technology eBook
 

Desigining Your Social Recruiting Strategy - a SilkRoad Technology eBook

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The benefits of social networking and Web 2.0 technology are now beingrealized across all talent management processes, but perhaps the greatest ofthese can be seen in the recruiting process.In ...

The benefits of social networking and Web 2.0 technology are now beingrealized across all talent management processes, but perhaps the greatest ofthese can be seen in the recruiting process.In today’s market, more and more HR managers and recruiters are realizing thepotential of social networks to engage the right people and connect with toptalent–for little-to-no cost. Companies like Ernst & Young, Cisco, and Taco Bellboast over 30,000 fans on Facebook alone.Nearly 70% of all companies are already leveraging social networks in theirrecruiting efforts, yet others don’t know where to begin. For those who haven’timplemented a social media recruiting strategy, the most commonly askedquestions from HR managers and recruiters are: • Should we be “doing” social2010 Social recruiting at all?Network User Stats • Where do we start? Twitter?+400 million using Facebook Facebook? LinkedIn?+65 million using LinkedIn • How do we measure our progress+75 million using Twitter and stay successful? The goal of this eBook is to help youunderstand why it’s necessary for you to use social networks to boost yourrecruiting efforts and how to begin.

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    Desigining Your Social Recruiting Strategy  - a SilkRoad Technology eBook Desigining Your Social Recruiting Strategy - a SilkRoad Technology eBook Document Transcript

    • designing yourSocial Recruiting Strategy a SilkRoad technology eBook
    • 01 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYOverviewThe benefits of social networking and Web 2.0 technology are now beingrealized across all talent management processes, but perhaps the greatest ofthese can be seen in the recruiting process.In today’s market, more and more HR managers and recruiters are realizing thepotential of social networks to engage the right people and connect with toptalent–for little-to-no cost. Companies like Ernst & Young, Cisco, and Taco Bellboast over 30,000 fans on Facebook alone.Nearly 70% of all companies are already leveraging social networks in theirrecruiting efforts, yet others don’t know where to begin. For those who haven’timplemented a social media recruiting strategy, the most commonly askedquestions from HR managers and recruiters are: • Should we be “doing” social2010 Social recruiting at all?Network User Stats • Where do we start? Twitter?+400 million using Facebook Facebook? LinkedIn?+65 million using LinkedIn • How do we measure our progress+75 million using Twitter and stay successful? The goal of this eBook is to help youunderstand why it’s necessary for you to use social networks to boost yourrecruiting efforts and how to begin. “Use of Web 2.0 Tools for Recruiting increased from 21% of those surveyed in 2008, to over 43% in 2009, a 105% growth.” //Aberdeen Group, 2009, HR Executive’s Guide to Web 2.0: Cracking the Code for Talent Management//©2010 SilkRoad technology, inc. // www.silkroad.com
    • 02 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYBusiness Drivers for Social MediaAs you know, talent acquisition is the force that keeps your organization alive. Itis the first step to building a successful workforce and retaining that workforce.Because of this, talent acquisition requires special attention.Organizations can no longer ignore the vast potential of leveraging socialnetworking sites in their talent management strategies. If you can reducerecruiting costs, increase your reach, and find more qualified talent throughsocial recruiting, shouldn’t your company be maximizing their efforts? One of thegreatest aspects of improving your recruiting process through social media is thatit does not require a complete overhaul of your current system. Don’t be confused;social recruiting and social networks can’t replace your recruiting tools, but whenused in conjunction with your current process the results are unbeatable.Competitive AdvantageeMarketer reported in October 2009 that 74% of all Internet users have a morepositive impression of companies that utilize new media to communicate them.If using Web 2.0 technology sets the tone for a positive impression, with all elsebeing equal, candidates and employees will view the company that IS leveragingsocial media to be more desirable. Capitalizing on the networking features of74% of Internet users have a more positive impression of companies that utilize new media to communicate with them.//source: eMarketer Oct 2009//these tools are intriguing factors that hold the attention and interest of potentialcandidates, setting the tone for a strong competitive advantage. Making an effortcertainly improves your chances at becoming an employer of choice. Did you know? OpenHire offers your organization a social recruiting strategy right out of the box with features that facilitate social sharing and networking.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 03 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYExpress Your Talent BrandSocial profiles help reveal the human side of your organization, giving itpersonality. Show off a “day-in-life” at your organization in the voice of youremployees through a blog or photos. What better way to express your talentbrand and show off what it’s really like to work for your company! tip! YOUR ORGANIzATION CAN EASILY ExpRESS ITS TALENT BRAND THROUGH CUSTOMIzABLE CAREER pORTALS AND SOCIAL MEDIA STRATEGY.Hire Quality CandidatesRelying solely on Monster, CareerBuilder, and other major job boards isnot enough anymore. You need to make social recruiting a complementarycomponent to your existing strategies. Social recruiting provides a targeted, viralreach to the right candidates. It empowers employee referrals and enablescompanies to reduce recruiting costs by involving the whole company in thehiring process. Referrals from social networks or personal connections producethe highest quality hires at the lowest cost and have proven to lead to higherretention rates.Immediate and Long Term Cost SavingsSetting up and maintaining Facebook, Twitter, and LinkedIn accounts willcost you nothing more than time and staff resources. Compare that to thecost of advertising on job boards and hiring agencies and it’s no wonder HRdepartments are looking for ways to shift their recruitment strategies to includelow-cost social recruiting techniques. Not to mention the long term benefits ofactually finding best-fit talent that will offer increased productivity.Find Candidates for Hard-to-Fill PositionsSearching for candidates is also a great benefit of leveraging social networksfor recruiting. You can slice and dice the “data” that social profiles list, such as:location, experience, skill sets and interests. With such advanced searchingtechniques you can find those gurus and executives that would otherwise bemuch more difficult to find–especially if they aren’t even actively seeking anew opportunity!©2010 SilkRoad technology, inc. // www.silkroad.com
    • 04 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYReach Passive CandidatesNot only do you want to attract and acquire top talent, but also the best fit talentfor your unique organization. One of the most challenging aspects to fillingyour open positions is that more often than not the best talent out there isn’t inthe market for a new job. So why are these “passive” candidates so important?With 99% of active applicants looking for a job due to being fired, laid off, adislike of their work environment (or their boss!), there’s often a negative emotion The “passive candidate” population (those not actively seeking employment on job boards, postings, etc.) makes up 84 percent of our workforce population. //source: HRMreport.com//associated with the experience. passive candidates, on the other hand, aremotivated by opportunity and are looking for a challenge, advancement or careermove. These candidates have retained their current position for a reason and area valuable asset to their employer. As numerous articles, papers and blog postssupport, the desire to recruit passive candidates is on the rise and social mediaopens the door to millions of users allowing themselves to be discovered.Did you know? OpenHire allows recruitersto search and capture profiles from all of the majorsocial networks and import them directly into theapplicant tracking system–all without ever havingto leave the system or login across multiple sites.Build Relationships and Respond Quickly to Changing Business NeedsSocial recruiting is about building relationships with passive and active candidatesby having online conversations rather than transactions. Gone are the days ofone-sided job advertising. Sure, leveraging social networks is a FREE method oftraditional job advertising but they aren’t going to work without engagement©2010 SilkRoad technology, inc. // www.silkroad.com
    • 05 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYand conversation. If you’re building your relationships (and thus your talentpipeline) over time, when the day comes that you need to rapidly fill a position,you’ve got the right network of people to turn to for help.Start Here…If you haven’t already, begin by creating a corporate LinkedIn, Facebook andTwitter account. At a minimum you’ll need a personal LinkedIn account foryourself as an individual recruiter.If your company has already established social network pages (maybe throughthe marketing department) carve out a section to feature jobs and talentbranding content–or better yet, go ahead and start new pages specifically forthis content. tip! IS YOUR USERNAME TAkEN? FIND OUT AT USERNAMECHECk.COM.The ultimate goal here is to use social media as a window into what it’s liketo work at your organization and begin facilitating those online conversations.Ideally, HR should also encourage the use of personal blogs and social networkprofiles by employees and develop an incentive program to get them involvedand recruiting through their own social networks. Have fun experimenting withnew forms of social media and go with your gut to determine if they are the rightfit for your company and recruitment strategy.Are you ready? Go ahead and start looking for the best profile pictures and startbuilding connections and sharing relevant content! The Early Adopter Catches the Worm...©2010 SilkRoad technology, inc. // www.silkroad.com
    • 06 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYSocial Recruiting with LinkedInLinkedIn is the premier social networking site for professionals. Recruitingwith LinkedIn to find talent is one of the best ways to communicate with apassive audience that can bring unique thinking, leadership and strategy toyour organization. The average member is a college-educated 43-year-old making an annual household income of $107,278. //source: LinkedIn//By building authentic, virtual relationships through LinkedIn, people canmake referrals or even proactively refer people to you when they hear of anopening. Imagine that you have 150 connections in your LinkedIn account andpost an update about a new job opening to all of your groups. You have justcommunicated your message to about 3 million professionals online with asingle, free posting.Candidate search, coupled with LinkedIn job postings, helps you tap into thegrowing professional network that is adding millions of users every month!LinkedIn Recruiting Tips • Build keyword and location profiles for each of your open positions so you’ll know exactly what keywords to use when searching LinkedIn • Search for employees based on references • Search for candidates through past or current employers who may have employed people with the needed skills and experience • Use InMail, your internal inbox at LinkedIn, to request assistance from your network or selected professionals to find a qualified candidate • Respond to questions in the “Answers” section of LinkedIn • For a fee, starting at $195 for a 30 day job posting, you can publish your open jobs on LinkedIn (multi-pack discounts are also available)©2010 SilkRoad technology, inc. // www.silkroad.com
    • What to Look for in a Candidate’s LinkedIn Profile1. Genuine recommendations from 6. Lists interests and hobbies outside of work managers and colleagues 7. Updates their status regularly2. Complete profile with experience 8. Asks and answers questions reflecting the skill set you seek 9. Links to their employer, blog and other3. Memberships of groups pertaining projects of interest to their profession 10. Showcases their involvement in non-paid4. Has a picture projects related to their field (community,5. Has a decent sized network volunteer or conference) of connections
    • 08 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY • Upgrade to premium accounts with InMail usage or purchase one of many LinkedIn Talent Advantage services for recruiters • Create groups within LinkedIn to start a following for your jobs. Microsoft for example creates groups and then distributes jobs to these groups—it’s a great way for position type, degree type, Alumni, etc groups to be created and targeted with content and jobsDid you know? OpenHire allows you toshare your jobs directly with LinkedIn groups withoutever leaving the OpenHire system. With just a fewsimple clicks, you could be driving candidatesdirectly back to your jobs!©2010 SilkRoad technology, inc. // www.silkroad.com
    • 09 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYSocial Recruiting with FacebookOf all the social networks users choose Facebook 2-to-1.* Begin by setting upyour profile, either a Facebook “group” or Facebook “page.”Which should you choose? Groups are generally the better choice for hostinga quick and active discussion on a particular topic, while pages are generallythe better choice for building long-term relationships with your fans (employeesand potential candidates for example). There is no right or wrong choice but aFacebook page may offer more opportunities to promote your talent-brandingmessage and allow conversations to take place at the same time. Facebook Group vs Facebook Page Long urls Customized vanity (short) URLs primarily used for Can be used for discussions (wall and forum) discussions Messages to members via targeted (wall and forum) page updates Messages to members No mass messaging via private messages Create events with invitations Less commercial, based on a topic Add applications Members are generally page Insights (visitor and engagement metrics) willing to take action for Can promote with Facebook ads or widgets the group and spread the word Updates indexed by Google Can promote with Candidate can “Like It” (formerly they could Facebook ads become Fans) Membership restriction Targeted stream posts based on language to “invite only” or location promotional widgets featured on other sites to drive more fans*Source // ReadWriteWeb.com//©2010 SilkRoad technology, inc. // www.silkroad.com
    • 10 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYYour Facebook page is your place to promote a blog or discussion forums, postphotos and videos, feed your jobs, and build up a fan base.Here are a couple of great examples of how Ernst & Young and Microsoft aretargeting candidates with their Facebook page, allowing them to post andask questions. The key here is to be active, present and responsive. keep yourinformation interesting and current and be sure to answer questions!Facebook Recruiting Tips • Get noticed by passive candidates with pay per click ads targeted by age, skill, location, etc. • Search for talent by visiting Facebook.com/directory and Facebook.com/ find-friends • Advertise your jobs for free by posting in the jobs section of the Facebook Marketplace • Research applicants to get a feel for their online reputation and see if their profile supports their professional qualifications, their creativity, communication skills, and if they appear to be a good personality fit for your organization • Adjust your privacy settings so your page can be found • Link back to your Career Blog, Corporate Blog, and Career Site and let “Wall” conversations facilitate further promotion back to these key assets • You should register with a user name that will function as a good short URL to your page like facebook.com/MyCompanyCareers©2010 SilkRoad technology, inc. // www.silkroad.com
    • What to Look for in a Candidate’s Facebook Profile1. Respects the overlap between their 5. Is a member of groups relevant to personal and professional lives their profession2. Updates often 6. Illustrate solid communication skills3. posts appropriate pictures of friends 7. Appear to be well-rounded and a good and family personality fit for your organization4. keeps it non-controversial
    • 12 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY • Edit the tabs (Facebook Applications) across the top of your Facebook page to offer many areas for candidates to explore: blog/news feed (using social RSS), extended information, YouTube, discussions, the notes tab to feature a blog post or list fun facts about your company, ask poll questions (ex. how do you decide which Facebook pages to like?), target students or executives, photos.Social Recruiting with TwitterOne of the coolest things about Twitter, like Facebook and LinkedIn, is thesearching component. Again, recruiters should be seeking the right candidatetalent profiles and starting up a conversation or leveraging their personalnetworks to find additional referrals and candidates.To get started simply create an account, choose a professional profile name(or handle), brand your profile to reflect your company, post some “tweets” andbegin following people. It’s that easy! Your Twitter presence will grow from there!Tweets (140 character messages) let you post information and haveconversations that engage your followers, allowing you to: • Advertise your jobs for free • Find people by skill, location, interest, etc • Find industry experts • keep candidates updated on events and new programs Did you know? OpenHire allows you to share your jobs directly with Twitter without ever leaving the OpenHire system. With just a few simple clicks, you could be driving candidates directly back to your jobs!©2010 SilkRoad technology, inc. // www.silkroad.com
    • 13 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYTwitter Basics • Tweets will show up on your profile and on the home page of those who have requested to follow you • “handle” is another name for user name • put an @ in front of a person’s handle to direct a message to them • Re-tweet posts you think are noteworthy that someone else tweeted by typing RT @ followed by the user name of the person you are re-tweeting tip! SHORTEN Up THE CHARACTERS YOUR URLS TAkE Up, TRY HTTp://BIT.LY/ • Because tweets are only 140 characters, use short URLs • You can follow anyone • Use # (hash) to tag posts (ex. #jobs We have a need for…) • Leverage search.twitter.com for advanced searching or other tools like http://tweepz.com/ or http://www.locafollow.com/ tip! FIND pEOpLE TO FOLLOW WITH TWELLOW.COM • Twitter is public so be conscious of what you’re posting • Schedule tweets in advance using tools such as: (http://www.socialoomph.com/) • Don’t always make your tweets about you and your company–be informative and helpful too • The key is relevance–creating relevant dialog and following relevant peopleThe most important tip for a successful twitter account is INTERACTION. You wantto create a relationship with fellow Twitter users, not just broadcast a message.When you leverage recruiting software, your job postings can be automaticallyfed to Twitter as they are posted to your corporate career site–how cool is that!That’s like social recruiting on autopilot...but remember, it’s about engagementand not just posting jobs.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 14 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY tip! CREATE MULTIpLE, TARGETED HANDLES WITHIN YOUR ORGANIzATION FOR DIFFERENT JOB TYpES (Ex: IT, MARkETING, ENGINEERING, INTERNSHIpS, ETC) Follow My Jobs; Follow My Jobs; Follow My Jobs; ourITjobs marketingjobs EngineerJobs tip! CURIOUS TO SEE HOW “GENEROUS” YOU ARE? OR HOW INFLUENTIAL YOU ARE? pUT YOUR TWITTER HANDLE INTO TWITALYzER FOR A REpORT. OTHER TOOLS THAT INTEGRATE WITH TWITTER YOU MIGHT WANT TO CHECk OUT ARE TWEETDECk.COM, TWITTERJOBSEARCH.COM OR TWEETAJOB.COM.Using the Right ToolsNow that you’ve got a firm grasp on the three key social networking sites,keep going! The goal is to make the right connections, to be where yourtarget audience is. There are literally TONS of social networks out there; manyare niche sites, focused on specific professions and interests. Think globally.Although each of the top platforms are global, many other social sites areregionally focused and shouldn’t be ignored by global recruiters. Try not to ruleanything out!©2010 SilkRoad technology, inc. // www.silkroad.com
    • 15 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYTake the Time To ResearchOften, taking the time to research prospects and using the information you learnto make a connection can really make the difference. You are more likely tocapture the attention of a passive candidate and make a successful placementwhen you take the time to identify why they are a good fit for your company andfind ways to connect on a personal level.Did you know? OpenHire allows recruitersto share open positions on their own social profiles,plus over 80 niche job boards and social sites andover 5000 sites through SimplyHired and Indeed’sextended network. Reach your target audiencewith ease.Make Sure Your Career Site is EngagingMore than likely, once you’ve piqued the interest of a candidate; they’re going tovisit your corporate site and career portal to specifically research everything theycan about your organization.The candidate will want to know what your organization does, what you standfor, what the culture is like, what advancement opportunities are available andthat’s just the beginning! The more information you provide them on your careersite, the more engaged they are likely to become. This initial engagement is oneof the most crucial moments for many organizations and job seekers.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 16 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYA robust career center is a prime avenue for delivering your talent brand anda positive candidate experience. Studies show that nearly one half of workersindicate their company’s brand or image played an important role in theirdecision to apply for a job at their respective workplace. It’s also immenselyimportant to make sure that your talent brand is consistent with your corporatebrand. You want to be honest so that the people you attract are the right fit foryour organization and not disappointed that what you’ve advertised isn’t reality.If the latter is the case, you can be certain that they won’t be around for long!You can also link to your corporate Facebook, LinkedIn and Twitter pages (andbe sure all your social network pages also lead back to your career site).Did you know? OpenHire’s“Apply. Connect. Share” feature allowscandidates to, not only apply for a job,but also share it with others throughsocial sites, in addition to traditionalmediums like email.A great career site is the critical juncture towards building a relationship with alltypes of candidates, both passive and active. In addition to social networking,your talent branding message, career opportunity content and job listings areelements of a career site that can’t be overlooked. Even starting an FAQ sectionwhere candidates can ask questions and get real answers would be a greataddition to your existing career site.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 17 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYStart A Blog Targeting Your CandidatesUsing social media to provide a window into what it looks like to work for yourorganization provides validation for a candidate that leads to a feeling of trustand genuine interest in your company. Candidates ExpECT to be able to find outwhat it is really like to work for a company and they respect the companies thatmake that process easy for them. A corporate blog is a great place to start.Blogging Tips 1. Use a sub domain on your company’s established domain name (ex. http://careerblog.company.com)—much better than using a Blogger, Typepad or Wordpress hosted URL 2. Use a tool that makes blogging easy (e.g. Wordpress or a tool that is prepackaged with your career site portal) 3. Write often 4. Answer questions with blog posts and be sure to ask questions that will facilitate comment answers 5. Encourage comments (don’t turn them off! That’s not blogging) 6. Invite guest blog posts from executives, managers and employees 7. Be a resource and give advice while linking to relevant articles across the web 8. Tag your posts in addition to standard categories 9. keep posts targeted around a focused theme or set of keywords to shoot for good rankings in the search engines 10. Use search-friendly URLs with your post title in the URL instead of having URLs that look like yourblog.com/?page=343 11. Submit to search engines (here’s where you go for Google) 12. promote your social networks with emails to existing candidates in your database and on your career portal©2010 SilkRoad technology, inc. // www.silkroad.com
    • 18 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY Organizations that utilize blogs, wikis and internal social networks demonstrated a 26% year-over-year improvement in employee engagement. //Aberdeen Group, 2009, HR Executive’s Guide to Web 2.0: Cracking the Code for Talent Management//You can incorporate social networking into your career site with functionality likeblogs and wikis to expose your organization and employee base to prospectivecandidates. This can be your company’s corporate blog or recruitment blogdedicated specifically towards potential employees.No content is more exciting for candidates to read than day-in-the-life blogposts by the very co-workers they might be working with in the near future!publishing employee-generated content that shows the real soul of yourcompany is the best method for showcasing its culture. Additionally, usingphoto, video and audio sharing helpsthose stories come to life! Corporateblogs are also a great place for hiringmanagers to share information on theircurrent vacancies and needs!Your corporate career blog will paydividends in the long run as you buildawareness of your organization anda relationship with that candidate–making it that much more comfortablefor them to choose to build a careerwith your company.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 19 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYMeasuring Social Recruiting SuccessTo make your case for building a social recruiting strategy you must be diligentin measuring success trends over time. Building your “fan” base and showing apositive return on the time investment isn’t going to happen right away. The keyis to watch for growth to justify your success.Below are key performance indicators you should consider, but each companyis different. Start by asking key questions about what a successful program willlook like, this will help point you in the right direction.Set clear goals and measure your progress. • Visitors • Referral success rates • Visits • Candidates by source • page Views • Quality of hire (based on 90 day • Subscribers/Followers/Fans and annual performance reviews) • LinkedIn Group Members • New hire wins (how often do you • Linking/Backlinks successfully recruit top talent) • Tiny URL clicks • Retention ratesIntegrate Your Social NetworksMany tools exist to help you keep all your social networks up to date with newcontent without having to go to each one individually. Here are just a few ofyour options:1. TwitterFeed.com This is easy to set up and allows you to feed your blog to other services like Twitter and Facebook. Just enter a source URL for your careers or corporate blog and then the login information for your social network profiles. Be sure to create an account with Bit.ly and grab your ApI information and enter it into the advanced settings! You’ll also be able to see reports on how many people click through to your blog from these sources.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 20 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY2. Ping.fm If you want to do a simple update to all your favorite social media profiles including Twitter, Facebook, and LinkedIn, you can post from your phone or email from anywhere with this easy account.3. Add the Twitter Application to Facebook Automatically post your Twitter updates to Facebook by adding this Facebook application to your account4. TweetDeck Download a desktop or mobile application to post to both Twitter and Facebook.ConclusionSocial media is changing the recruiting landscape just like Monster andCareerBuilder job board sites did years ago. With hundreds of millions of usersworldwide social media has created a new avenue for recruiters to reachtop talent.Although you might not be actively seeking passive candidates now, the realityis they make up 84% of the working population and it’s in the best interestof your company to connect with this group of people. By leveraging socialnetworking technology in your recruitment process and getting your jobs in frontof these candidates you are taking the first step towards building a relationshipand significantly broadening your reach.Get creative with your social recruiting strategy and ensure you attract the onesyou want. By not leveraging social media in recruiting you risk not being able totap into the networks of these qualified and well-educated professionals andmake a great first impression.©2010 SilkRoad technology, inc. // www.silkroad.com
    • 21 // DESIGNING YOUR SOCIAL RECRUITING STRATEGYAbout SilkRoad technologyand OpenHire RecruitingSilkRoad technology inc. is a leading provider of a full suite of talentmanagement solutions that significantly improve the talent within its more than1500 customers worldwide. With a suite that includes solutions for recruiting;onboarding and life events; performance; learning; employee intranets; andCore HR, SilkRoad offers the most comprehensive talent management suite onthe market.SilkRoad’s recruiting management solution, OpenHire, offers the most completesolution for integrating social recruiting into your recruitment strategy. This isdone in several unique ways: Search and Capture Passive and Active Candidates OpenHire integrates seamlessly with all major social network sources, including LinkedIn, Twitter & Facebook, allowing recruiters to seamlessly search for passive candidates on popular social networking websites, all from within the OpenHire interface. Not to mention, OpenHire integrates will all major job boards as well. After capturing the most qualified candidate profiles into the recruiting database, it’s easy to begin nurturing those relationships without ever leaving the system. Job Distribution OpenHire also integrates directly with Simply Hired and Indeed to ensure that your job openings get posted to over 5000 partner sites. Easily reach passive and active candidates where they are. Apply, Connect & Share Additionally candidates and recruiters alike can share open positions through social networks with a click of a button! Rather than just allowing candidates to apply, they can see whom else they might know at your organization through integrations with LinkedIn & share open opportunities with their networks!©2010 SilkRoad technology, inc. // www.silkroad.com
    • 22 // DESIGNING YOUR SOCIAL RECRUITING STRATEGY Career Portal Studio Don’t just post your jobs, engage top talent & showcase your talent brand with a superior career site! You’ll have the flexibility to change and update content on the fly, using HR-friendly administration tools, so you virtually eliminate the need to get IT involved.partner with us and you’ll have all the tools you need to implement a socialrecruiting strategy, power an engaging career portal, find top talent, and knowwhere your recruiting dollars are most effective.To learn more and watch a few videos about OpenHire social recruiting capabilities and how social networks changed recruiting, please visit http://www.silkroad.com/social.©2010 SilkRoad technology, inc. // www.silkroad.com