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Social media strategy for recruiters
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Social media strategy for recruiters

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Social media for many recruiters has become a box ticking exercise which has offered little tangible value and can seem like “just more tech” to add to an already busy workload. It has introduced the …

Social media for many recruiters has become a box ticking exercise which has offered little tangible value and can seem like “just more tech” to add to an already busy workload. It has introduced the risk to many recruitment firms.

I ran a webinar for APSCo and reviewed some strategic and tactical tips that recruitment directors and managers can take away to help them understand the real value of social media, both as a brand improver as well as adding real speed and £$€ value to a recruiter’s day to day role.

It really is time for recruiters to stop-box-ticking-job-posting-time-wasting-everyone-is-a-candidate-assuming and start having a real and positive reason to be on social media, and get giddy about some tangible and £$€ results.

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  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • These objectives have been set by the Twitter task force. As you can see, there are some really good strategic objectives here, which your day to day use of Twitter will help deliver.
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Just a quick note about who we are and what we do.We may now be connected via LinkedIn , so thanks for accepting my invite
  • Transcript

    • 1. barclayjones.comRecruitment Technology and Social Media for Recruiters Social Media Strategy for Recruiters Lisa Jones @LisaMariJones Barclay Jones
    • 2. barclayjones.comRecruitment Technology and Social Media for Recruiters www.barclayjones.com/blog @LisaMariJones Lisa Jones
    • 3. barclayjones.comRecruitment Technology and Social Media for Recruiters We specialise in recruitment technology and social media for recruitment. We advise on the effective use of recruitment technology and social media to improve business process, recruitment and bottom line. Who are Barclay Jones? Recruitment technology and social media strategy for recruitment
    • 4. barclayjones.comRecruitment Technology and Social Media for Recruiters What kind of recruiter are you?
    • 5. barclayjones.comRecruitment Technology and Social Media for Recruiters Are your recruiters hairdressers?  Exclusive relationships with the clients  Do they use resources in your business?  Are your consultants simply logging data at point of sale?  If they left and took “clients” with them, would you know?  Could you continue the relationship with the client after consultant leaves?  Are your clients engaging with your business or the consultant?  Are client loyalties with the brand or their perceived face of the brand, the consultant (the hair dresser)? …Think about your strategy reducing this risk
    • 6. barclayjones.comRecruitment Technology and Social Media for Recruiters  40% of internet traffic is mobile (are you?)  62% of adults use social media  79% of LinkedIn members are passive  91% of online adults use social media regularly  Average person is online every 12 minutes  Mobile devices have surpassed desktop devices as common web access tools  By 2015 over 80% of handsets will be smart  1.1 billion Facebook users  600 million Tweeters  238 million LinkedIn users Stats
    • 7. barclayjones.comRecruitment Technology and Social Media for Recruiters Do you have a social media strategy?
    • 8. barclayjones.comRecruitment Technology and Social Media for Recruiters Who manages social media in your company?
    • 9. barclayjones.comRecruitment Technology and Social Media for Recruiters Active on Twitter?
    • 10. barclayjones.comRecruitment Technology and Social Media for Recruiters Twitter Stats  600 million users  11th most trafficked site in the world (12th UK)  4.7% UK population are on it  Tweeters spend 9:28 mins per day  … and visit 5.76 pages  92% of retweets (shared tweets are defined as “interesting”)  400,000,000 tweets sent per day  More than ½ of active tweeters follow brands/organisations  Jobs – in 2011 a Twitter user was 3 x more likely to apply for a role than a LinkedIn user
    • 11. barclayjones.comRecruitment Technology and Social Media for Recruiters Active on LinkedIn?
    • 12. barclayjones.comRecruitment Technology and Social Media for Recruiters  238 million users globally (11 million UK)  3 million companies  1.8 million groups  300,000+ jobs  40 million mobile page views per day (4 million iPad)  LinkedIners spend 7:39 mins per day  … and visit 8.3 pages  Average connection numbers: 350 (recruiters = 650) LinkedIn Stats
    • 13. barclayjones.comRecruitment Technology and Social Media for Recruiters Active on Facebook?
    • 14. barclayjones.comRecruitment Technology and Social Media for Recruiters Facebook  1.1 billion users  2nd most trafficked site in the world (85% of internet users have an account)  3 in every 4 minutes spent on social networking sites are spent on Facebook (1 in every 7 minutes spent online are Facebook minutes)  Facebookers spend 30:00 mins per day  … and visit 14.55 pages  50% of UK population are on Facebook  548 million use the mobile app  58% of users return daily
    • 15. barclayjones.comRecruitment Technology and Social Media for Recruiters Any other social media streams?
    • 16. barclayjones.comRecruitment Technology and Social Media for Recruiters What are your social media goals?
    • 17. barclayjones.comRecruitment Technology and Social Media for Recruiters Goals – Or Strategy?  Internal recruitment  Job advertising  Raise profile  Save money  Make money  External sourcing  Build a community  Drive traffic to website  Demonstrate specialism  Be seen as innovative  Be competitive  Be better than your o clients, o Candidates, o Competitors  Become better at what you do  Reduce risk
    • 18. barclayjones.comRecruitment Technology and Social Media for Recruiters Internal Recruitment  Ignore Facebook at your peril – 84% of job seekers have a Facebook profile – 48% of all job seekers (63% of Facebook users) have done at least one job hunt via Facebook in the last year – 1 in 5 users added professional data to their Facebook profile 2012 – Facebook have launched Job capability in US – New Open Graph feature works really well  Look like a great employer – look like a great supplier – attract internal talent and save money / time on recruitment – get more clients  Tip: who’s following your company on LinkedIn? (Talent?)
    • 19. barclayjones.comRecruitment Technology and Social Media for Recruiters Raise your Profile  Who do you want to talk to? (clients are people too)  Content is king (but do you have any?)  Demonstrate what you think, and how you work, rather than just what you do?  Mememememe won’t get you a second date  Think about your associations  Don’t be a floosy (LION, autofollow)  Don’t just blog on your own blog  What are you offering that going direct doesn’t give them?  Stop training your clients to recruit #job #job #job
    • 20. barclayjones.comRecruitment Technology and Social Media for Recruiters Reduce Risk  Privacy is a myth  Policy needs to be less dusty  Practical approach to business process  Blanket ban? Get real! They have dual screens and aren’t afraid to use them  You only own the data if it’s on your system  Empower and guide rather than restrict – train!  Get savvy – your staff probably know more than you (and perhaps your clients and candidates do too?)
    • 21. barclayjones.comRecruitment Technology and Social Media for Recruiters Does it work?  Metrics o Followers (and Following) o Shares / Likes / Mentions / Comments / Hits  Candidates sourced  Vacancy leads generated  Placements?  Clients sourced and engaged with  Website traffic  Internal recruitment spend reduced  Cost of hire reduced / speed of placement increased  More engaged internally and externally  £$€
    • 22. barclayjones.comRecruitment Technology and Social Media for Recruiters Roadmap  Identify your goals, then create a strategy (that doesn’t involve explosions)  Find the resource (and plan for ALL staff to involved)  Identify skills gaps (a 14 year old with a mouse is not a social media specialist)  Define an ongoing training program (guide don’t restrict)  Have a content plan (and plan ahead)  Get your policy sorted  Setup a listening process (police and reward)  Define success metrics and report monthly  Dump the box-ticking exercise and get strategic …Rinse and Repeat
    • 23. barclayjones.comRecruitment Technology and Social Media for Recruiters www.barclayjones.com/blog @LisaMariJones Lisa Jones
    • 24. barclayjones.comRecruitment Technology and Social Media for Recruiters 3/15/2014 24

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