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Social Recruiting

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    1964Written and proclaimed at the Institute of Contemporary Arts on an eveningin December 1963, the manifesto was published in January 1964. Inexplicably,to me, reverberations are still being felt.

    Social Media has been and will be driven by changes in technology, but success depends on a focus on consumer needs and the consumer experience, not on technology.

    Recruitment, so how does social fit into the recruitment process? Why does it make so much sense?

    Does it make sense in recruitment? Absolutely. If we look at the elements that we just discussed that us social, and that is the power behind social media, we find that connections and mutual value = social.

    Are others using social for recruitment?2009 Jobvite Social Recruitment Survey was conducted online between April 30 and May 15, 2009. The survey wascompleted by individuals responding to an invitation on the Jobvite website or to an invitation emailed to human resourceand talent management professionals. 438 individuals completed

    What do they use it for?

    How are they using social media?

    Why?

    There is a place for it in all phases.Caution though… debate in the recruiting world… should you google?

    Which are the top?

    This increase in reliance on social media has influenced the landscape of recruiting. We all know there is fintite pool of talent, and we all want it.

    Social media is the great equalizer.

    Social media is the great equalizer.

    So because of that, employment branding is even more important.

    It’s not a message any more… it’s not what you say about you. it’s transparency, help you provide, and access to the people that make your brand. It’s access to employees,

    So what are company’s doing in social media in recruitment?

    We know these are the top 3

    Obviously have a presence… post jobs, etc.Used mostly around professional networking, alumni groups, exisiting employees.

    Facebook info about them where people are. But also targeting info, segmenting people to info of relevance. Opening dialog, and providing a means for introductions, questions.

    Use to connect others to other properties. Aggregate of info.International Intern Leadership Conference 2009 - Disney World. 3 day conference.

    Biggest mistake to make… Numbers are not the success factor.if those people you’re connected with aren’t answering your phone calls and don’t know who you are, you aren’t really networking. You’re just connecting Make conversation. Ask for introductions. Share what you know.It’s a different thought procecss… it’s not all about filling positions. It’s about building relationships and making matches. Passive recruits. Best fits.

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    Social Recruiting - Presentation Transcript

    1. Recruitment: the social way
    2. the starting point
      the who, what, where, when, why
      the big three
      the biggest mistake
      the questions
      agenda.
    3. social media
    4. focus on social,
      not media.
    5. social;
      attitudes, orientations or behaviors which take the interests, intentions or needs of other people into account
      - Wikipedia
    6. Spend some time getting to know others.
      Produce information of interest and benefit to them.
      Share it and make it easy for others to do the same.
      Listen and respond.
      That is being social.
      social tasks.
    8. Connections + Mutual Value =
      Successful Recruitment
      Connections + Mutual Value =
      Social
    9. Jobvite 2009 Social Recruitment Survey
    10. Jobvite 2009 Social Recruitment Survey
    11. The number of employers using social networking sites to screen candidates hasmore than doubled in the last year…
      • Nearly Half of Employers Use Social Networking Sites to Screen Job Candidates
      CareerBuilder Survey of 2,600 hiring managers, August 2009
    12. 45%
      are using social networking to research backgrounds.
      Up 22% from last year…
      • Nearly Half of Employers Use Social Networking Sites to Screen Job Candidates
      CareerBuilder Survey of 2,600 hiring managers, August 2009
    13. “We get a better quality recruit. They are much more engaged with the firm and who the firm ‘is’…”
      $
      • Edelman UK CEO Robert Phillips“Firms 'miss' social site success” BBC News, July 2008
      PR company Edelman revealed thatsocial networking shaved 1% off its bottom line by encouraging its staff to use such websites as a recruitment tool
    14. Social sites are in turn recognizing the importanceof providing service and utility for recruiters
      …LinkedIn has rolled out premium tools for recruiters, including RecruiterFindto find and engage the best passive candidates
      …Facebook is working harder to win over recruiters, rolling out alliances with sites such as CareerBuilder
      - Recruiters lean on social media to find candidatesLIBN.com, September 1, 2009
    15. Weave Social Networks Into The Recruiting Process
      October 2007 “SvocialComputing Moves Into Recruitment”
    16. Jobvite 2009 Social Recruitment Survey
    17. David has a big chance against Goliath.
    18. Reach, access and opportunity are not dictated by size or popularity of a company.
      social media levels the playing field.
    21. Social media affords recruits insights never before available. Into you.
    22. What you say about you is often secondary.
    24. Employment branding is a whole new ballgame.
    27. Jobvite 2009 Social Recruitment Survey
    31. connections = networks
    32. Successfully utilizing Social Media means starting with social, not technology.
      Social Media levels the playing field in terms of access to talent.
      Talent uses Social Media to research companies. Have a say in what they find.
      Utilize social media for all stages in recruiting, but be sure they are have a purpose.
      Numbers don’t equal success.
      today’s takeaways.
    33. questions?
      thank you.
    34. @augieray@dezinerFullhouseInteractive.comExperienceTheBlog.com
      thank you.

    + augierayaugieray, 2 months ago

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