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Recruiting using Social Media
 

Recruiting using Social Media

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An update to Recruiting using Social Media and how more progressive organisations are using social media to extend and improve their recruitment methodologies.

An update to Recruiting using Social Media and how more progressive organisations are using social media to extend and improve their recruitment methodologies.

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    Recruiting using Social Media Recruiting using Social Media Presentation Transcript

    • The impact of Social Media on Recruitment Update July ‘09
    • 72.9% 5.1m 29.8m 5.4m 3.7m 17.8m 61.0m The opportunity in context 0.26m Source: UM Wave 3
    • Blogging Micro blogging RSS Widgets Networks Imagery Video Podcasting Forums Chat Source: UM Wave 3 *Twitter Grader Social Media 62% read 29.0% write 21.1% belong 77.0% watch 40.2% listen No14 Sydney* 47.4% post 28.2% upload 74% message 24.6% feed
      • 55% of HR professionals rate word of mouth as the best source of candidates
      • HRNext
      • ‘ I’ll be stunned if 50% of candidate referrals aren’t coming through online communities in the next five years.’
      • Taleo
    • Do you or your company use social media to support recruitment activity? 1. Jobvite Inc, 2008 and 2009
    • Which social media sites does your organisation use? FEMA Categories Best Employer Brand A well-executed employer brand can make a profound difference to an employer’s recruitment and retention. This award is open to any corporate employer or recruiter that has successfully developed and executed a brand strategy designed to attract and retain quality staff within their organisation. The judges are looking for work that impacts the whole employee lifecycle from profile raising and attraction through to on-boarding and engagement. To ensure we understand the thinking, strategy and execution behind the brand, how it’s worked both inside and out of the organisation and shows a positive employee experience; please answer the following components:
      • How to present your entry
      • Six (6) copies of the written document are required.
      • Entries must be typed on A4 paper and bound without any company branding or identifiable marks. Except one that has a copy of the entry form as explained below.
      • The entry may be accompanied by supporting material such as examples of published creative, copies of online supply pages or screen grabs of advertisements. These are to be printed and included in the bound document.
      • For examples of other supporting merchandise such as T-Shirts, Mugs, Point of Sale etc, please take photos of the material and include a printed copy in the bound document.
      • In addition a copy of the creative work MUST be supplied on CD as high-res images (300dpi, RGB Colour, JPG or TIFF). Online entries should be supplied on CD as screen grabs (1024 x 768 px or larger) or as high-res images (PICT, PDF, JPG or TIFF). Company logos should be supplied as .EPS or .AI files.
      • Two copies of the entry form (photocopies are permitted) must be included with each entry. One copy to be included in one of the bound documents and one supplied loose that will be used for processing.
      FEMA Categories Best Employer Brand A well-executed employer brand can make a profound difference to an employer’s recruitment and retention. This award is open to any corporate employer or recruiter that has successfully developed and executed a brand strategy designed to attract and retain quality staff within their organisation. The judges are looking for work that impacts the whole employee lifecycle from profile raising and attraction through to on-boarding and engagement. To ensure we understand the thinking, strategy and execution behind the brand, how it’s worked both inside and out of the organisation and shows a positive employee experience; please answer the following components:
      • How to present your entry
      • Six (6) copies of the written document are required.
      • Entries must be typed on A4 paper and bound without any company branding or identifiable marks. Except one that has a copy of the entry form as explained below.
      • The entry may be accompanied by supporting material such as examples of published creative, copies of online supply pages or screen grabs of advertisements. These are to be printed and included in the bound document.
      • For examples of other supporting merchandise such as T-Shirts, Mugs, Point of Sale etc, please take photos of the material and include a printed copy in the bound document.
      • In addition a copy of the creative work MUST be supplied on CD as high-res images (300dpi, RGB Colour, JPG or TIFF). Online entries should be supplied on CD as screen grabs (1024 x 768 px or larger) or as high-res images (PICT, PDF, JPG or TIFF). Company logos should be supplied as .EPS or .AI files.
      • Two copies of the entry form (photocopies are permitted) must be included with each entry. One copy to be included in one of the bound documents and one supplied loose that will be used for processing.
      1% Second Life 6 10% Ning 6% Ning 5 11% MySpace 13% MySpace 4 42% Twitter 17% Jobster 3 58% Facebook 36% Facebook 2 95% Linkedin 80% Linkedin 1 % 2009 % 2008
    • Social media strategy is not about technology
    • What does your organisation use social media for? Source, Jobvites Inc, 2008 and 2009
    • Type of candidates attracted through social media 1% Source, Jobvites Inc, 2009
    • Where’s the money being spent on candidate attraction Likely to spend more in FY10 Likely to less more in FY10 Source, Jobvites Inc, 2009
    • Has your organisation hired an applicant through social media? Source, Jobvites Inc, 2009
    • Job aggregation sites serving job adverts through to social media platforms extends reach and relevance
    • Clouds make searches relational and increase relevance
    •  
    • Blogs can easily be served into social media profiles
    •  
    • The sum of all the jobs publicised on Twitter makes it the 5 th largest job board in the world.
    • Benefits of effective use of Social Media
      • 1. Easier to locate talent 2. More honest data as profiles are essentially peer reviewed 3. Easier to leverage your network to locate and reach talent 4. Relationship context helps build a trusted communication environment 5. Can do better reference checking
      Source: onrec.com
    • “ My concern is that it may bring the judging and discrimination earlier on in the recruitment process without much basis for it, and so will invariably become a major issue for employers and recruiters.”
      • Use Social Media to listen
      • Use Social Media to ask questions
      • Use Social Media to extend your contacts
      • Use Social Media to drive your existing contacts
      • Use Social Media to sell your IP
      • Use Social Media to sell your services
      What do you want to achieve?
    • follow us @daemondigital