BetterHires | BetterBusinessRecruiting and Social MediaAligning functionality and process to increase efficiency
A Visualization of the Structure of Social Networks2
The Two Wheels of Sourcing: Push and Pull     Wheel One: Push           Push Information Out           Propagate brand ...
Push:The Employment Branding Wheel                                           Mobile                                       ...
Pull: The Sourcing Wheel – Candidate Lead Generation                                    Resume                            ...
Popularity of Social Media Sites                              Site   Unique Visitors in June 2011             LinkedIn    ...
The Status Quo in Social Recruiting     Social Career Page            Has become the expectation of job seekers who are ...
8
 Your Social Career Page     should…       Be an extension of your        corporate career site       Enable interactiv...
The Status Quo in Social Recruiting      Social Career Page             Has become the expectation of job seekers who ar...
 Facebook social ads Pay per click     advertising Targeted by demo,     geo, workplace,     interest, community11    ©...
The Status Quo in Social Recruiting      Social Career Page             Has become the expectation of job seekers who ar...
Pitfalls of Status Quo in Social Recruiting      Social Career Page             Need to be interactive full time; otherw...
A Visualization of the Structure of Social Networks14
Leverage Native Functionality of Social Media      The average Facebook user has between 150 and 200       friends.      ...
Leverage Native Functionality of Social Media      Spheres of Influence             Inherent in all social networks; the...
First Advantage’sSocial Sourcing Program
The Social Sourcing Concept     Reward your employees for sending out messages about      employment opportunities through...
19   © 2008 First Advantage        2011 First Advantage
Integrated Operations and Service OrientationContinuous process improvement   Internal knowledge management    tools stan...
Leading Product Development and Innovation                                Fully staffed product development team of      ...
Social Recruiting Done Right      Create policy prohibiting hiring managers from reviewing social media profiles of      ...
Please fill in the attendee survey at the end of the presentation to       share your feedback and access our free downloa...
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Social Sourcing Webinar Jason Blais

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An overview of the evolution of recruitment marketing. How to align the architecture of social networks with recruitment processes to increase success and eliminate inefficiencies.

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Transcript of "Social Sourcing Webinar Jason Blais"

  1. 1. BetterHires | BetterBusinessRecruiting and Social MediaAligning functionality and process to increase efficiency
  2. 2. A Visualization of the Structure of Social Networks2
  3. 3. The Two Wheels of Sourcing: Push and Pull  Wheel One: Push  Push Information Out  Propagate brand message across networks  Promote the best of your organization  Provide channels for active candidates to find you  Wheel Two: Pull  Pull active and passive seekers to your career site  Reach and Attract targeted candidate pools  Engage passive seekers- build relationships  Get candidates “in the door”3 © 2008 First Advantage 2011 First Advantage
  4. 4. Push:The Employment Branding Wheel Mobile Media Social Search Media Media Your EVP Niche Recruit- ment Media Blog4 © 2008 First Advantage 2011 First Advantage
  5. 5. Pull: The Sourcing Wheel – Candidate Lead Generation Resume Sweep Social SMS Sourcing Campaign Job Career Email Boards Site Campaign5 © 2008 First Advantage 2011 First Advantage
  6. 6. Popularity of Social Media Sites Site Unique Visitors in June 2011 LinkedIn 21,152,051 Twitter 31,653,497 MySpace 30,189,659 Facebook 146,178,617 The Unique Visitors metric only counts a person once no matter how many times they visit a site in a given month. *Source: Compete.com6 © 2008 First Advantage 2011 First Advantage
  7. 7. The Status Quo in Social Recruiting  Social Career Page  Has become the expectation of job seekers who are researching your organization7 © 2008 First Advantage 2011 First Advantage
  8. 8. 8
  9. 9.  Your Social Career Page should…  Be an extension of your corporate career site  Enable interactive elements inside the social site environment  On demand search of jobs inside the social site environment  NOT have an app that populates a social user’s page with your jobs without their control  Be ALWAYS promoted to build an active follower/like base 9
  10. 10. The Status Quo in Social Recruiting  Social Career Page  Has become the expectation of job seekers who are researching your organization  Social Media Recruitment Advertising  Targeted, cost-efficient, real time campaign analysis and optimization10 © 2008 First Advantage 2011 First Advantage
  11. 11.  Facebook social ads Pay per click advertising Targeted by demo, geo, workplace, interest, community11 © 2008 First Advantage 2011 First Advantage
  12. 12. The Status Quo in Social Recruiting  Social Career Page  Has become the expectation of job seekers who are researching your organization  Social Media Recruitment Advertising  Targeted, cost-efficient, real time campaign analysis and optimization  Social Network Mining  Time-intensive, but can generate quality candidates12 © 2008 First Advantage 2011 First Advantage
  13. 13. Pitfalls of Status Quo in Social Recruiting  Social Career Page  Need to be interactive full time; otherwise page gets stale  Can be a resource hog  Social Media Recruitment Advertising  Ads need to be monitored and optimized consistently to maximize investment  Social Network Mining  Requires significant resources  Can turn off groups or candidates with unsolicited invitations13 © 2008 First Advantage 2011 First Advantage
  14. 14. A Visualization of the Structure of Social Networks14
  15. 15. Leverage Native Functionality of Social Media  The average Facebook user has between 150 and 200 friends.  If only 50 of your employees promoted your career information on their page, 7,500 to 10,000 people would potentially see it.  The average number of 1st level contacts for LinkedIn users is around 300.  If 50 of your employees shared your career information on LinkedIn, potentially 15,000 professional connections will be exposed to your career opportunities. Passive candidates who share something in common with your employee will be referred to your career information by someone they know and trust, yielding increased penetration and engagement.15 © 2008 First Advantage 2011 First Advantage
  16. 16. Leverage Native Functionality of Social Media  Spheres of Influence  Inherent in all social networks; the more spheres – the more influence  Referral Based Promotion and Gamification  Word-of-mouth advertising from trusted friends and connections  Qualified Connections  Networks grow through work and school relationships16 © 2008 First Advantage 2011 First Advantage
  17. 17. First Advantage’sSocial Sourcing Program
  18. 18. The Social Sourcing Concept Reward your employees for sending out messages about employment opportunities through Social Media.  Build database of active and passive leads by engaging employees to send out messages to win contests  Enables effective viral marketing using trusted sources: One employee action = potentially hundreds of trusted employment message impressions  Configurable for multiple business units or departments, and multiple contests can be run concurrently  Inspires sustained employee participation in a low-cost recruitment referral program18 © 2008 First Advantage 2011 First Advantage
  19. 19. 19 © 2008 First Advantage 2011 First Advantage
  20. 20. Integrated Operations and Service OrientationContinuous process improvement Internal knowledge management tools standardization Highly detailed metrics measurement Meaningful client engagement and information gathering “It also has been particularly pleasing to discover that First Advantage continues to put as much effort into customer service as it does into its products. They understand and respond quickly to the needs of our complex, international organization, often anticipating and alerting us to issues before theyre on our radar.” – Kelly Services © 2008 First Advantage 2011 First Advantage
  21. 21. Leading Product Development and Innovation  Fully staffed product development team of industry experts  Works closely with employers and industry service providers creating innovative solutions and integrations  Consistent service development geared toward providing efficiencies, enhancing client workflow and analytics delivery“Since partnering with First Advantage, our HR department has gained recognition from its C-suite andsenior managers by saving more than $4.3 million in recruiting costs, further enhancing the value of HRoperations.” - Hill-Rom© 2008 First Advantage 2011 First Advantage
  22. 22. Social Recruiting Done Right  Create policy prohibiting hiring managers from reviewing social media profiles of candidates.  Avoid potential or perceived EEO non-compliance issues  Be wary of the fact that social media profiles contain visible information related to protected classes  Avoid Spamming top candidates  Unsolicited friend or connection requests can turn off passive seekers  Be conservative in the number of times you reach out  Don’t push every single job to every single connection/follower  Create Key Performance Indicators before launching campaigns  Carefully analyze your metrics = Qualified v. Quantity  When recruiters are reaching out to potential candidates, always try to connect through your network first.22 © 2008 First Advantage 2011 First Advantage
  23. 23. Please fill in the attendee survey at the end of the presentation to share your feedback and access our free downloads. If you would like more information on our Talent Acquisition Solutions, please email us at tas@fadv.com . Thank you for taking the time to attend today’s presentation!

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