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Innovative recruitment using social media

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At a recent conference on innovative approaches to HR and recruitment, I presented this introduction to how social media can aid recruiter's efforts. We spent a great deal of time discussing LinkedIn …

At a recent conference on innovative approaches to HR and recruitment, I presented this introduction to how social media can aid recruiter's efforts. We spent a great deal of time discussing LinkedIn and the unused benefits that this platform offers.

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Transcript

  • 1. Social Media and Talent Mining Using modern tools to be innovative
  • 2. Charlotte Kemp Social Media Training Social Media Implementation www.nichetraining.co.za
  • 3. Why Social Media People connect faster on social media. Those connections fuel online sharing. Which is ultimately less expensive and more effective than offline advertising for positions. And because both candidates and companies are getting innovative too.
  • 4. Actual Elevator pitches Saatchi & Saatchi famously held recruitement interviews in an actual elevator. If the candidate could not pass the first 1 minute with a senior recruiter, then they didn’t need to waste time on the rest of the process. http://www.promomarketing.info/industry/company-news/saatchi-x-repeats-graduate-lift-pitch/16720
  • 5. Lunch Bags Gyros, looking to attract talent away from their competitor, created awareness by asking questions and pitched jobs at candidates on the lunch packets at their favourite restaurant. http://www.recruitingdivision.com/innovative-recruiting-strategies-for-2014/
  • 6. Problems with using social media
  • 7. Unclear Goals If you are sharing social sites with other departments, it may not be clear what you should focus on when posting. Are you trying to ... 1. Increase client leads 2. Extend the employer brand 3. Drive traffic to website - where the job posts are
  • 8. Which sites?There are new social sites starting almost daily. Which ones are most effective for your needs, your audience, your candidates. You may need to research because you will find some that cater for particular audiences. For example, in the HR world in South Africa, www.skills-universe.com is an excellent place to start. Find out from existing staff in particular fields, if there is a social site dedicated to their needs / their industry / their skill set.
  • 9. Un-generous posting Even though you are posting for jobs, you still need to consider the nature of social media and post more than just your need. Share other people’s content, or share about the company culture.
  • 10. Be generous Share company culture - why else would people want to work there? Celebrate employees - their achievements, both professional and personal Engage employees to share - they will recruit the best co-workers
  • 11. Reasons to use social media
  • 12. Because the best candidates are not using traditional job search means anymore See http://youtu.be/bJcoqv7enGw for a great example
  • 13. Create a website Lindsay Blackwell, looking for a job working for Lisa Rudgers, designed a site just for that position. The entire website was dedicated to the conversation between her and Lisa. While she didn’t eventually get that post, she was recruited by others impressed with her se of online tools and initiative.http://mela-media.com/getting-creative-with-job-applications
  • 14. What to use? .
  • 15. Companies using social media http://sproutsocial.com/insights/social-media-recruiting-infographic/
  • 16. How to use it
  • 17. Build an audience Not everyone you connect with will be a client or a candidate, but they will know people who may well be your target audience.
  • 18. Share the culture Demonstrate what your company is like to work for. Allow people to approach you with a desire to work for your company.
  • 19. Network and referrals It is never too early to start building a network and doing good work, having a great company, means increased numbers of referrals to you. People connect with similar types as themselves. So tapping into a network exposes you to more people like your ideal candidate.
  • 20. Head hunt Identify the specific individuals or ideal candidate and go looking for them on social media. Even if they do not ultimately take the position, they are extremely likely to know people like themselves who may be available.
  • 21. Screen Feel free to check out candidates on social media. The information is in the public domain and worth checking before hiring.
  • 22. LinkedIn
  • 23. LinkedIn I cannot say enough about LinkedIn. In my personal capacity, if forced to, I would sacrifice my favourite social media sites to hold on to LinkedIn. This is where I have made the most progress in my career, earned the best recommendations and where I can point to being offered positions and earned contracts and business. In terms of training, I offer a full, content packed day on LinkedIn.
  • 24. Linked In Designed for recruitment People’s resumes are public regardless of job status - so you can find those who are only passively available for a new position. Perfect for head hunting
  • 25. Screen candidates A paper CV can be crafted by a specialist. But it is difficult to fake an online profile. The interactions, recommendations, posted articles, engagement in Groups, and basic completeness of their profile will speak volumes.
  • 26. Use Advanced search Advanced search allows you to look for keywords, skill sets, industries etc. This is all available on the free version, while there is also a paid version and a recruitment package available. I would recommend getting the most out of the free version before tackling the paid contracts.
  • 27. Save your searches On the free version you can save up to 3 people searches. If no one fills your criteria, then save the search and leave it open. LinkedIn will alert you when the criteria are met.
  • 28. Tag your candidates With both actual contacts as well as those you add to your list, you can tag them to either send bulk emails with job postings, or to return to a set and check for updated info, work movements etc.
  • 29. Join groups Join the groups where your candidates might be. You can either be passive or active in the group, and depending on their rules, you can possibly post job listings free of charge.
  • 30. Facebook
  • 31. Why Facebook? Second most accessed site after Google 84% of job seekers have a Facebook Profile* 83% use Facebook to look for a job** * http://theundercoverrecruiter.com/infographic-how-use-facebook-social-recruiting/ ** http://www.forbes.com/sites/susanadams/2014/02/06/4-ways-to-use-facebook-to-find-a-job/
  • 32. Why Facebook?
  • 33. Targeted ads You can post job ads to demographics that fill your requirements.
  • 34. Twitter
  • 35. Twitter tips Create a jobs account eg, @jobsatapple -
  • 36. Twitter tips Use a hashtag eg, #techjobs
  • 37. Twitter tips Post more than job specs
  • 38. Twitter tips Have employees tweet jobs + news
  • 39. Twitter tips Engage! Answer or respond to all enquires.
  • 40. Example @jointheflock This Twitter account is just for people interested in getting a job at Twitter.
  • 41. Video / YoutubeIf you want to get creative, have the existing staff make a video about the company and the position. Google will list YouTube videos high on their search results, and people love clicking through to watch and share videos. Its worth a try - to be innovative in your candidate search opportunities.
  • 42. Take aways Build a talent community Network Build the company brand Look in unusual places Utilize all the relevant networks
  • 43. For more information on public and in house training courses on social media, LinkedIn and niched workshops, please contact Charlotte.
  • 44. charlotte kemp charlotte@nichetraining.co.za www.nichetraining.co.za