1. Hiring in an age of social
How do we target the networked prospect?

2. Path to Hire
Steps of a candidate attraction funnel
Catch Connect Close Continue
Do they know me? Are they Am I considered superior in Have they been How bonded are they. Are
familiar with me? their consideration interviewed? Are they they considering to leave?
options? considering our offer?
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3. Designing Return On Social
Social media functions as a barometer of prospect opinion.
3

4. Keep an ear on the cloud
Your employee sentiment can affect who will join you next
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5. Try this: ThoughtBuzz
One of the best deep mining social listening tools in
Singapore
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6. Best for this: ThoughtBuzz
One of the best deep mining social listening tools in
Singapore
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7. Who is your prospect?
And could he possibly be the right fit?
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8. Malaysia & Singapore
Heavy, sophisticated social usage across platforms.
MY
‣ Most connected Twitter users in the
world, with an average of 233 followers
each.
‣ Highest video viewership in ASEAN.
SG
‣ 81% Facebook penetration.
‣ More than half of Facebook users are
aged 35 and up.
‣ Culture of social influence.
‣ 73% of online shoppers read
online reviews prior to purchase;
‣ 44% of Twitter users are more
likely to share negative
experiences over positive ones.
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9. Thailand
Facebook stronghold after Hi5 was knocked out.
‣ Most connected Facebook
users in ASEAN with an
average of 178.6 friends.
‣ Spend at least 7.1 hours a
week on social.
‣ 60% access Twitter on
mobile phones
‣ 41.2% consider opinions
expressed on social media
in purchase consideration
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10. Thailand
80.3% of Internet audience have a Facebook account. 59%
are based in Bangkok.
Others
Bangkok
41
80.3
19.7
Source: Socialbakers
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11. Four Faces of the Millennials
Change advocate Intangibles wants
They have a greater goal that lies beyond the Besides a salary, they have a laundry list of demands
monetary. They need to be given the sense of that, if met, almost cements their tenure in your
empowerment. company.
Technologically affluent Recognition gatherer
As digital natives, they are very comfortable with new Raised in active parent households, they crave
technology and are annoyed with old tech that only constant feedback and acknowledgements of their
serves to encumber their freedom and speed. work and achievements.
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12. Try this: Identifi
A quick and accurate profiler to access team fit
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13. Try this: Identifi
A quick and accurate profilier to access team fit
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14. Social Benefits
Addressing intangible needs
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15. Millennials + Intangible
Understanding their unique needs in terms of rewards is a
huge draw factor
Tangible Intangible
• Breeds entitlement mentality • Enhances employee longevity
• Short term motivator • Increases employee engagement level
• Cost multiplier • Low cost
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16. Try this: Pyrks
Outsource your employee benefits and let them
make their own choice
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17. Try this: Pyrks
Outsource your employee benefits and let them
make their own choice
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18. Social Prospecting
Can social tools really help in finding your next
employee?
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19. Pick where your prospect resides
Recruitment does not end at Linkedin. Social allows for
serendipitious hires
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20. 20%
of Linkedin profiles are
inflated
Source: Informal survey of recruiters based in Singapore
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21. Pros of social search
1
“Another reason I like to employ social media is to create
the viral effect to let people know kind of roles we are
recruiting for, this way it would reach out to passive talents
to form a mindshare when they are ready to move.”
2
“I find for IT positions it is most useful. Most IT professionals
have comprehensive profiles on Linkedin. If I am searching
for candidates with Java, or Redhat experience it is quite
easy to find. For more general positions it is more difficult.”
3 “Linkedin as a “trust-based-network” definitely has
advantages over a traditional resume in terms of validity.”
“I can create a short-list of 10 names/people to target from
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all four of our main competitors in 1 hour. Before social
media, it’s days, or weeks to do the same, if it’s a specialist
niche area where you don’t have an existing network.”
Source: Informal survey of recruiters based in Singapore; quotes may have been edited for length and grammar
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22. Cons of social search
“People will just put the good stuff on their Linkedin. And
1
recommendations are like trading high-fives. So unless one
is naive enough to believe everyone is a true angel on
Linkedin, a more thorough check need to be done than just
the profile.”
2
“There is still shyness around stating all your job tasks and
responsibilities. Most people are linked with their
colleagues, so do not inflate their profile too much. This lack
of information often makes the right people hard to find.”
3
“The most common inflation are dates and tenure of
employment. I’d be willing to bet that people think a month
here or there won’t be noticed. The second is probably job
title followed by job content and academic achievements.”
4
“I am now so visible I receive hundreds of unsolicited
contacts every week from “networkers” looking for a job/
free advice/for me to buy something.”
Source: Informal survey of recruiters based in Singapore; quotes may have been edited for length and grammar
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23. Deepening your understanding
Each social media platform can be used by a savvy recruiter
in different ways
Linkedin Learn about the prospect’s experience
Engage with the prospect and understand how
Twitter they build rapport
Facebook How does the prospect present himself?
Pinterest What are the prospect’s passions?
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24. Try this: DIY Talent hub
Tap on social crowdsourcing and turn your friends
into your headhunters
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25. Has your search on social
started yet?
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26. Appendix
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27. Contacts
Edvarcl Heng
edvarcl@edvarcl.com
http://edvar.cl/edvarclinkedin
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28. Contacts
Thoughtbuzz
Anshul Jain
anshul.jain@thoughtbuzz.net
http://thoughtbuzz.net
Identifi
Usman Sheikh
usman@identifi.com
http://identifi.com/
Pyrks
Nicholas Gan
hello@pyrks.com
http://beta.pyrks.com/
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