Social Media Recruiting - strategies for HR success
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how human resources can leverage social media for recruiting success. presented at the HRM Workshop series on July 12, 2011 in Singapore
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Social Media Recruiting - strategies for HR success
- 1. Don’t Get Left Behind Social Media as a Strategy for Recruitment William Chin Director, Staffing - Qualcomm 1
- 2. IS EVERYTHING 2
- 3. 525,000 users 2,500,000 users 930,000 users 3
- 4. 1 in 5 Singaporean job seekers are using social media to look for job openings • Facebook is the most popular social media site for Gen Y (aged 18-29) respondents to look for work • LinkedIn is preferred by Gen X (aged 30-47) and baby boomers (aged 48-65) • 45 percent of Gen Y respondents say it is essential to be active on social media in order to advance their careers • compared with 35 percent of baby boomers and 34 percent of Gen X. 4 Kelly Global Workforce Index Survey, May 4, 2011
- 5. 10% use social media to hire staff * *Achieve Group, Recruitment Through Social Media Report 2011 5
- 6. Find me someone... •skill set •qualifications •prior experience •competitor companies 6
- 7. 7
- 8. 7
- 9. 8
- 10. 8
- 11. 8
- 12. aid to get s tarted D on’t b e afr 3 Easy Steps 9
- 14. •Update your status •What you are working on today •Post an announcement 11
- 16. Social CREDS 13
- 17. 14
- 18. 15
- 19. Recruitment Action Plan 16
- 20. What we do can quite literally make or break a company. If we can’t attract and retain the best staff, then our company will lose ground rapidly... “A Guide to Recruitment 3.0” by Matthew Jeffery (EMEA talent acquisition & global talent brand of Autodesk) and Amy McKee, (Global Director of Talent Acquisition of Autodesk) http://lnkd.in/QyPv28 17
- 21. A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 18
- 22. A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 18
- 23. A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 18
- 24. A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 18
- 25. A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 18
- 26. Connecting with me http://www.asiahrblog.com http://www.slideshare.net/williamchin http://www.linkedin.com/in/williamchin https://twitter.com/#!/@williamchin Presented at Asia HRM Workshop Series: Strategic Recruitment, July 12, 2011 Information contained within is the opinion19 the author and not that of my employer. of
Editor's Notes
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- Social media is here to stay\nIs also mobile - increasing use of smart phone and tablets\n
- Based on Singapore residents\n
- Survey of about 900 companies\n
- Survey of over 500 \n
- We talk about being business partners... What can you tell your HM?\nHow do you respond to a hiring manager of the talent market?\nCan you respond with some level of confidence?\nHow do you keep a strong business acumen and be knowledgeable of business conditions?\n
- 1st response... Get help from a headhunter...\nShould you rely on agency to source and supply your most critical asset?\n
- Well... Do agencies have you best interest?\nI never saw this resume from the agency. \n\nThey will supply candidates to the higher paying client (more commission) or somewhere they have confidence with placement.\n
- Well... Do agencies have you best interest?\nI never saw this resume from the agency. \n\nThey will supply candidates to the higher paying client (more commission) or somewhere they have confidence with placement.\n
- Let’s talk about how to get started...\n
- Who would you trust? Use your real name. \n\nDon’t publish emails or phones. \n\n*Note of caution: the internet never forgets. \n
- Post - I am hiring for... Pls refer?\nOr ask a question on something you need researching...\n
- Comment: I like your blog most. Or click “like” on FB.\nIf you tweet, retweet something you like and to share with others\n\nLet’s look at examples next.\n
- You need to be authentic. It’s about trust, community.\nThis is your brand of who you are (as HR) and who you represent. \nKeep your status up to date... \nLinkedIn profile - no names, limited professional data - might as well not have one\n\nAlso, as I interview candidates these days... They tell me that they have researched me...\n
- These are the social media I use - I use each one for different purposes, reach a different audience.\n1st three (LinkedIn, Facebook and Twitter) are fairly easy. Status updates, announcements\n\nThe blog requires some level of thought and insight. I write one blog a month. Slideshare - occasionally, when I present publicly. Keep those files for public consumption.\n\nIf you are still not ready... Spy (do a search of a colleague or a candidate).\n
- The whole point of a social network is to connect with others - leverage others\nYour network is only as strong as your strongest links. Are you go further out, the weaker the link... Potentially weakest part of your community - but, none the less an important part. Maybe your friends may not be interested in a job... But one of their friends, may be available.\n\nSo, enlist your team to help with recruitment and getting the word out through social media.\n\nIt is no longer just HR’s job (it would’ve been... If you paid the job posting fee to job boards, or only HR has access to the HR resume database). With social networks, HR is no longer at the center... Connections can come from anywhere...\n
- Here is a real life example. We’re having a “resume party” Thursday with the engineering team... Leverage their network to identify candidates... \n
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