[twitter]88% of respondents have no recruiting strategy for Facebook but 54% have a company page #sourcecon[/twitter][twitter]36% of surveyed companies still have no planfulLinkedIn strategy, only 58% manage their LinkedIn company page #sourcecon[/twitter][twitter]100% of respondents #fail to source from MySpace yet this is still a source of millions of profiles #sourcecon[/twitter][twitter]Only half of respondents source from Google, 80% #fail to use Bing and Yahoo missing out on 80% of non-overlaping resumes! #sourcecon[/twitter]
[twitter]Have you tried the “COMPANY * past” hack for public LinkedIn profiles? Ex: http://bit.ly/9ybW57 #sourcecon[/twitter]
[twitter]You know that now there are top level domains for LinkedIn profiles, but did you know for which 97 countries? Find out: http://bit.ly/6cLcC [/twitter]
Shally Steckers - OTYS Event 2010
Recruitment Trends in New and Emerging Media<br />Tweet feedback with #shallyotys<br />Shally SteckerlEVP, Arbita, Inc.email@example.com<br />http://aces.arbita.net/shally<br />
Trends in Recruiting via Emerging Media<br />Facebook: 88% of respondents have no strategy, yet 54% have a Facebook page and 76% update Facebook less than weekly; 65% of recruiters spend less than an hour a week on it (while the average user spends 55 min./day)<br />LinkedIn: 36% still do NOT have a planful strategy and only 58% manage their company page. What does your company page say about your social presence?<br />Twitter: 87% have no strategy for finding candidates on it. 60% tweet less than once per month and 71% spend less than 1 hour on Twitter yet there’s 75 million tweeple<br />MySpace:100% have no strategy for finding candidates there but this is still a source!<br />71% have no strategy for sourcing from niche and regional networks and 83% have no strategy for sourcing on blogs: both massive, yet remain widely overlooked<br />Not all the tried-and-true methods have been supplanted: 86% say Employee Referral programs are much or somewhat better than social networks. The challenge going forward is how to make social networks and employee referral programs synergistic<br />70% say sourcing is a major part of their recruiting, yet 67% feel their current sourcing capabilities are inadequate and only 42% feel they have adequate training<br />Search engines: Only half use Google, over 80% do not use Yahoo or Bing. They are shooting themselves in the foot, given ~20% resume overlap in query results between search engines (see Thumbshots)<br />
“Social Recruiting” – Fiction or Reality?<br />Not all social networks are a good source of candidates<br />LinkedIn is not a social network, it’s behaving like a job board<br />Twitter, Facebook and blogs are about engagement and conversation, thus good branding, but not a highly efficient source of hires<br />Social recruiting sources as compared to: <br />Job Boards – if LinkedIn is more of a job board now, who else will follow?<br />Employee Referral Programs – one of social networks’ “best and highest uses”<br />SEO – “social search” will drive SEO results; <br />SEM/PPC - very effectively done inside of TW, FB, LI<br />Direct Marketing – emails are being replaced by FB messages, @tweets, and InMail; must be used properly (approach as engagement, value added networking, not as “hey, I have a job opening for you - click here”<br />Print Advertising – a great branding device, and way to reach high volume, low complexity hires; could be replaced by direct ads on FB and maybe TW, LI<br />
Trends in Source of Hire<br />Hires from Direct Sourcing and SEO/SEM are increasing by about 2% per year at the expense of 1) Agency hires, 2) newspapers and 3) job boards<br />91% of employers have Monster contracts vs 61% LinkedIn<br />36% of Job Board hires are from niche sites compared to:<br />28% from Career Builder <br />22% from Monster<br />0.25% LinkedIn<br />Source of hire continues to be extremely difficult to measure: did your applicant originate with Monster or was it really Facebook? Or did they begin with a Google search?<br />Your company’s jobs or “career site” is as a destination not a source!<br />4<br />
Top Five Sourcing Technology Trends<br />Direct Sourcing: the 20% of job openings that cannot be filled via traditional sources are filled by proactive sourcing activities to uncover experienced prospects directly from competitors using search engines and social networks. <br />SEM/SEO: Search Engine Marketing also known as PPC, is buying paid advertising on search engines, job board aggregators and social media platforms like Facebook and LinkedIn. Search Engine Optimization is a long-term process that increases employment brand visibility by increasing the chances of being found in the organic (unpaid) search engine results increasing visibility of individual job postings.<br />Economies of Scale: reduce cost, save time and decrease effort by centralizing and automating tasks such as posting and distributing jobs, downloading resumes, and processing or filtering information found on the Internet. <br />Soliciting Referrals: aggressively, proactively and continuously soliciting referrals from everyone a recruiter comes in contact with<br />Talent Communities: engaging talent in their natural habitat, building online communities populated by the types of talent you seek. Purposely-built, skill- or job function-based sites, blogs, virtual private networks, LinkedIn Groups, Facebook Pages or Ning Groups geared uniquely towards the most challenging candidate skillsets. Enhance but not detract nor replace career sites.<br />5<br />
Top Three Social Recruiting Strategies<br />LinkedIn<br />Participate don’t just search<br />Maximize your complete profile<br />Create, join and participate in groups<br />Host and search for events<br />Ask and answer questions<br />Twitter<br />Tweet to engage not just post jobs<br />Use your real name, have a full bio, link to a page about you<br />Search tweets using 1) twitter, 2) Google, and 3) directories<br />Automation<br />Create pervasive searches using RSS Feeds<br />Manage all your social networks from one dashboard like HootSuite<br />
New LinkedIn Hacks<br />Currently at COMPANY:<br />“current * COMPANY” but..<br />Also try “COMPANY * past”<br />Find members of a group: <br />site:nl.linkedin.com (inurl:in OR inurl:pub) "Dutch Speaking SAP Consultants"<br />Find attendees of an event/meetup:<br />site:events.linkedin.com "dutch sap" -intitle:popular<br />Efficient international search with new TLDs<br />site:de.linkedin.com"software engineer" google<br />
Top 20 LinkedIn TLDs by # of profiles<br />UK 4,130,000<br />India 3,670,000<br />Canada 2,500,000<br />Netherlands 2,400,000<br />France 1,940,000<br />Australia 1,340,000<br />Italy 1,240,000<br />Brazil 1,180,000<br />Germany 1,050,000<br />Belgium 945,000<br />Denmark 875,000<br />Spain 856,000<br />Sweden 753,000<br />South Africa641,000<br />Argentina545,000<br />Switzerland 499,000<br />Poland 494,000<br />Norway 451,000<br />Mexico 440,000<br />Israel 427,000<br />For the complete list, see the LinkedIn Recruiter GuruGuideNote: above population estimates include only public profiles<br />
Twitter<br />Directories:<br />Tweepzsearch for bio:company, create RSS feed of results<br />Followerwonk search twitter bios for company, skill, jargon<br />LocaFollowsearch bios AND tweets, bulk follow, create twitter lists<br />Twiangulatesee who your candidates follow and follow them too<br />Search:<br />From search.twitter.com look for “at company” near:location -source:twitterfeed<br />And from Google choose “Latest” option and you’ll see tweets among search results<br />Twingly<br />Go beyond Twitter: also searchesJaiku, Identica, Bleeper, Bloggy, Cirip, Koornk, Lareta, Linux Outlaws, Suffice to say, TWiT Army and YouAre<br />
Automation<br />To avoid logging in/out of accounts, get a multi-Twitter account application to manage them, like HootSuite (voted best Twitter app in 1st annual Shorty Awards)<br />Great metrics/analytics using owl.ly URL shortner<br />Built in integrated search<br />Enter RSS feed URL and set it up to automatically post your new blog posts as tweets and status updates<br />Enter the URLs to your: company and/or personal blogs, jobs RSS feeds, LinkedIn and Facebook updates, and Big Buzz RSS. Works with Ping.fm,too!<br />Schedule posts in advance (runs even if you're on vacation!), ideally when your target audience tweets most – even on behalf of a group<br />Converge on a topic: If you see something posted (e.g., article, blogpost) that your organization should be associated with, get everyone to comment and RT<br />Other robust ones include SplitTweet, CoTweetand many others on the Twitter GuruGuide handout you received.<br />4/21/2010<br />11<br />
Ongoing results - RSS feeds<br />For ongoing web search results from other major search engines, they can be processed like emails, too. Just enter the feed URL (see Live & Yahoo below) into either of these tools:<br />Outlook 2007 - RSS reader integrated so feeds can be processed just like emails/alerts (for Outlook 2003 - Install free Attensaplug-in) <br />Google Alerts – goes to your email address; includes News, Blogs, Web, Groups (Google groups includes all Usenet newsgroups postings) or all those types of search results. Or get as an RSS feed fromFeedMySearch<br />Bing.com click the orange/white RSS button (in MSIE v7+) or append &format=rssto any results URL to create a feed (Example)<br /><ul><li>Yahoo.com: just replace the boldface with your string to this URL http://api.search.yahoo.com/WebSearchService/rss/webSearch.xml?appid=yahoosearchwebrss&query=your+keywords+here
IceRocket has RSS alerts in the right column of any search result. Check out Big Buzz to track your brand!
Twitter: run a Twitter search then click Feed for this query top right
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Tons more free learning at The Sourcer’s Desk</li></ul>4/21/2010<br />13<br />Shally SteckerlEVP, Arbitashally@arbita.net<br />http://aces.arbita.net/shally<br />LinkedIn | My Bio | Skype<br />Glenn GutmacherVP, ArbitaACESglenn@arbita.net<br />http://aces.arbita.net/glenn<br />LinkedIn| My Bio | Skype<br />
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