Social Recruiting forHR Execs Made Simple                   Presented by            Steven Duque   Recruiting Innovation &...
#socialreach              @StevenDuque             @BullhornReachQuestions? Just ask, or email me at sduque@bullhorn.com.
Agenda1. Background Information   -   Social Media Adoption   -   Employment Branding2. Social Recruiting for Employment B...
social media adoption
Social Media Users by Age                62%                of people on social                networks are of the        ...
Social Media Users by Age                       % of 35+              # of 35+  NETWORK               USERS               ...
Social Media Users by Age         NETWORK                 AVG. AGE                                      38                ...
Social Media Usage by Time
Time Spent Online              8.4 hrs.                  Amount of time                “professional”-aged               A...
Facebook’s Ascent
A Changing Workplace: SocialInboxes Checked Regularly                            All Responses     Source: People—On the G...
A Changing Workplace: SocialInboxes Checked Regularly                            Top Management     Source: People—On the ...
EMPLOYMENTBRANDING
ROI of strong employment brand     2x                           how much lower the cost per                               ...
Employment Branding Checklist     Define your strategy      •   Research           • Conduct internal research           ...
Honest Reflection: Look Inside                                         Among 2,250 corporate                              ...
Build Bridges: Collaborate withOther Departments                       Engage key internal                       stakehold...
Create Content: Start with a Blog                         Creating                         employment                     ...
Agenda1. Background   -   Social Media Adoption   -   Employment Branding2. Social Recruiting for Employment Branding   - ...
SOCIAL RECRUITING,SOCIAL REFERRALS,& THEIR ROI
The Difference: RecruitmentAdvertising VS Social Media                       Controlled             Recruitment           ...
Set the Tone               Start the               conversation               with the               content that         ...
Foster Trust               put a               face to               the copy
Leverage Real Relationships                      tap peer-                      to-peer                      networks
Employee Referrals are the               77%          BEST source of hire, say                 of CEOs surveyed   Increas...
Social Media Referrals                         empower                         employees                         to share ...
Referrals Dramatically OutperformOther Sources in Hiring Efficiency                          Hiring Efficiency      100%  ...
First-Year Turnover for Referrals is63% Less than for Other Sources                       First Year Turnover      12%    ...
Average Cost of a Bad Hire is1x to 5x that Employee’s Salary                             Cost of Replacing a Bad Hire     ...
SOCIAL RECRUITINGFOR EMPLOYMENTBRANDING: TACTICS
MARKETOPEN JOBS
Don’t be this guy                    Job!   Job!   Job!   Job!                    Job!   Job!   Job!   Job!               ...
It all depends on your variables        32k       recruiters
Expectations vary across channels
“Social” isn’t a single category
BUILDCOMMUNITY
Discussion     Groups   Hashtags (#)   Page
Education & Self-Improvement
Relevance Checklist       Being “relevant” is being:            Helpful            Educational            Informational...
Multimedia
MONITORING
Monitoring             follow             the             leader
Monitoring             uncover             best             practices             through             metrics
Monitoring             info             triage
COMPLIANCE
Compliance             top of the             sourcing             funnel
Compliance             just like a             job fair
Compliance             nothing             you             wouldn’t             discover             anyway
TEAM   • Identify social recruiting stars and spread best practices     across your entire team   • Measure results, monit...
Steven DuqueRecruiting Innovation & Optimization Evangelistsduque@bullhorn.com
Social Recruiting for HR Execs Made Simple | by Bullhorn Reach Evangelist Steven Duque
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Social Recruiting for HR Execs Made Simple | by Bullhorn Reach Evangelist Steven Duque

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FOR THE TALKING POINTS, WATCH THE RECORDED WEBINAR HERE: https://www1.gotomeeting.com/register/689626184

Maybe you’re looking for better ways to leverage social media for your recruiting organization. Perhaps you want to turn up the volume on your unique workplace culture and employment brand. Or, like most HR executives, you’re probably concerned about EEOC compliance of your team’s social recruiting efforts.

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  • You may have already guessed that I’m describing referral programs, powered by social media. As most of you likely already know, referral programs are one of the best, most cost effective sources of hire for multiple reasons. Why? A strong employee referral program leads to:First of all, higher levels of employee retention and, conversely, less employee attrition. Because candidates have an inside perspective on the company culture, they are more likely to know the job will be a fit before accepting. And of course, no one wants to leave a workplace where s/he has friends;Secondly, higher quality candidates. Candidates sourced via employee referrals are typically of a different stock than those yielded from sources like job boards—that is, they’re more likely to be passive candidates who are happily and gainfully employed, but are open to hearing about new opportunities;Thirdly, referred employees are more productive, quicker. With a built-in support network at your company, referred employees are more likely to become engaged, efficient employees more quickly;And finally, employee referrals will cost you significantly less than any other source of hire, especially for hard-to-fill positions. Imagine how much you spend on agency fees, job boards and other channels.
  • And thirdly, you can use social media monitoring to help you decide what information is most important to you. Cutting through the clutter of your connections can be incredibly difficult, if you have even just a couple hundred individuals in an online network. Ask yourself what success looks like for you, what you want to accomplish, and what steps you need to take to get there. Monitoring both what others are doing and what your results are yielding can help you make more informed decisions about what matters most to you as a recruiting professional.
  • Social Recruiting for HR Execs Made Simple | by Bullhorn Reach Evangelist Steven Duque

    1. 1. Social Recruiting forHR Execs Made Simple Presented by Steven Duque Recruiting Innovation & Optimization Evangelist powered by your friends at
    2. 2. #socialreach @StevenDuque @BullhornReachQuestions? Just ask, or email me at sduque@bullhorn.com.
    3. 3. Agenda1. Background Information - Social Media Adoption - Employment Branding2. Social Recruiting for Employment Branding - Social Recruiting, Social Referrals & Their ROI - Social Recruiting Tactics & Approaches - EEOC Compliance
    4. 4. social media adoption
    5. 5. Social Media Users by Age 62% of people on social networks are of the “professional” age
    6. 6. Social Media Users by Age % of 35+ # of 35+ NETWORK USERS USERS 64% 512m 61% 122m 78% 78m Source: Google Ad Planner 2011, US Demographics Data
    7. 7. Social Media Users by Age NETWORK AVG. AGE 38 39 44 Source: Google Ad Planner 2011, US Demographics Data
    8. 8. Social Media Usage by Time
    9. 9. Time Spent Online 8.4 hrs. Amount of time “professional”-aged Americans spend per month on social channels.
    10. 10. Facebook’s Ascent
    11. 11. A Changing Workplace: SocialInboxes Checked Regularly All Responses Source: People—On the Go 2010 Report, Pierre Khawand
    12. 12. A Changing Workplace: SocialInboxes Checked Regularly Top Management Source: People—On the Go 2010 Report, Pierre Khawand
    13. 13. EMPLOYMENTBRANDING
    14. 14. ROI of strong employment brand 2x how much lower the cost per hire is for a company with a strong employment brand Source: LinkedIn, “What’s the Value of Your Employment Brand?”, Eda Guitekin, 2011
    15. 15. Employment Branding Checklist  Define your strategy • Research • Conduct internal research • Conduct market research • Planning • Retaining talent • Recruiting talent  Build internal support • CEO engagement • Senior management engagement • Cross-departmental collaboration  Plan communications • Employer value proposition • Produce communications Source: Employer Brand Institute Study, 2010
    16. 16. Honest Reflection: Look Inside Among 2,250 corporate recruiters, almost none claimed their company would score less than a 7 on a scale of 1 to 10 for employment brand. Source: LinkedIn, “What’s the Value of Your Employment Brand?”, Eda Guitekin, 2011
    17. 17. Build Bridges: Collaborate withOther Departments Engage key internal stakeholders to achieve consensus and unified support for objectives
    18. 18. Create Content: Start with a Blog Creating employment brand content can support both internal morale and attract new candidates
    19. 19. Agenda1. Background - Social Media Adoption - Employment Branding2. Social Recruiting for Employment Branding - Social Recruiting, Social Referrals & Their ROI - Social Recruiting Tactics & Approaches - EEOC Compliance
    20. 20. SOCIAL RECRUITING,SOCIAL REFERRALS,& THEIR ROI
    21. 21. The Difference: RecruitmentAdvertising VS Social Media Controlled Recruitment Advertising Monologue Dialogue Social Media for Recruiting Uncontrolled
    22. 22. Set the Tone Start the conversation with the content that you publish
    23. 23. Foster Trust put a face to the copy
    24. 24. Leverage Real Relationships tap peer- to-peer networks
    25. 25. Employee Referrals are the 77% BEST source of hire, say of CEOs surveyed Increase in employee retention Higher quality candidates Referred employees are more productive, quicker Comparatively lower cost per hire Source: Who by Geoff Smart and Randy Street, ghSMART
    26. 26. Social Media Referrals empower employees to share culture
    27. 27. Referrals Dramatically OutperformOther Sources in Hiring Efficiency Hiring Efficiency 100% 87% 80% 61% 60% All Other Sources 40% 40% Referrals Average 20% 2% 0% % of Job Applicants That Offer Acceptance Rate Meet Job Requirements Source: Dr. John Sullivan on ERE.net
    28. 28. First-Year Turnover for Referrals is63% Less than for Other Sources First Year Turnover 12% 11% 10% Involuntary 4% Turnover within 8% First Year 6% Voluntary Turnover 4% within First Year 4% 7% 1% 2% 3% 0% All Other Sources Referrals Average Source: Dr. John Sullivan on ERE.net
    29. 29. Average Cost of a Bad Hire is1x to 5x that Employee’s Salary Cost of Replacing a Bad Hire 5x employees salary 11% 3x employees salary 26% 2x employees salary 42% 1x employees salary 15% 0% 10% 20% 30% 40% 50% Source: Right Management Survey of 444 companies
    30. 30. SOCIAL RECRUITINGFOR EMPLOYMENTBRANDING: TACTICS
    31. 31. MARKETOPEN JOBS
    32. 32. Don’t be this guy Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job! Job!
    33. 33. It all depends on your variables 32k recruiters
    34. 34. Expectations vary across channels
    35. 35. “Social” isn’t a single category
    36. 36. BUILDCOMMUNITY
    37. 37. Discussion Groups Hashtags (#) Page
    38. 38. Education & Self-Improvement
    39. 39. Relevance Checklist Being “relevant” is being:  Helpful  Educational  Informational  Conversational  … Add value to connections’ professional lives online.
    40. 40. Multimedia
    41. 41. MONITORING
    42. 42. Monitoring follow the leader
    43. 43. Monitoring uncover best practices through metrics
    44. 44. Monitoring info triage
    45. 45. COMPLIANCE
    46. 46. Compliance top of the sourcing funnel
    47. 47. Compliance just like a job fair
    48. 48. Compliance nothing you wouldn’t discover anyway
    49. 49. TEAM • Identify social recruiting stars and spread best practices across your entire team • Measure results, monitor and improve recruiter effectiveness • Strengthen employment brand to boost quality of hiresREFERRALS • Save time and energy managing your referral program(s) with built-in updates, reporting and measurement • Improve employee participation with a tool that is easy to learn and trustworthy to use • Improve candidate engagement with employee social endorsements
    50. 50. Steven DuqueRecruiting Innovation & Optimization Evangelistsduque@bullhorn.com

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