Future of Social Recruiting - Chicago, IL
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Future of Social Recruiting - Chicago, IL



At the Jobvite Future of Social Recruiting event in Chicago, Illinois, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these ...

At the Jobvite Future of Social Recruiting event in Chicago, Illinois, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these presentations, by Dan Finnigan, Brian Mayhall, Mackenzie Maitland, David Lahey and Bill Glenn, you will learn everything you need to know about social and the future of recruiting.



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Future of Social Recruiting - Chicago, IL Presentation Transcript

  • 1. Future of Social Recruiting Chicago, IL 3/23/12#JobviteCHI  
  • 2. Building  a  Candidate  Pool  &   A2racting  Quality  Talent   through  Social  Media Brian Mayhall! Vice President, Recruiting! Providential Bancorp!#JobviteCHI
  • 3. Session  Agenda At the end of this presentation, you should have learned:! • Keys to developing a social network that will produce the greatest number of qualified and interested candidates! • Illustrative “live demo” examples of how to tap into your social networks that you have developed! • How to leverage Jobvite tools while using LinkedIn, Facebook, and Twitter to build a powerful talent community!#JobviteCHI #JobviteCHI
  • 4. Building  a  Candidate  Pool • Prospect and candidate conversions from social media are based on the strength of your network! • Strength of your network is based on the quality and quantity of your network connections! For example:!#JobviteCHI #JobviteCHI
  • 5. Building  a  Candidate  Pool Scenario:! Financial services recruiter looking to build their network on LinkedIn! Build Quality & Quantity of network connections through: ! 1.  Groups ! 2.  People! 3.  Content!#JobviteCHI #JobviteCHI
  • 6. Building  a  Candidate  Pool Scenario:! Financial services recruiter looking to build their network on LinkedIn! Groups! !#JobviteCHI #JobviteCHI
  • 7. Building  a  Candidate  Pool Scenario:! Financial services recruiter looking to build their network on LinkedIn! People! !#JobviteCHI #JobviteCHI
  • 8. Building  a  Candidate  Pool Scenario:! Financial services recruiter looking to build their network on LinkedIn! People! ! Groups#JobviteCHI #JobviteCHI
  • 9. Building  a  Candidate  Pool Scenario:! Financial services recruiter looking to build their network on LinkedIn! People! !#JobviteCHI #JobviteCHI
  • 10. Building  a  Candidate  Pool LinkedIn Content! 1.  Updates! 2.  Job discussions/postings! 3.  Group discussions!#JobviteCHI #JobviteCHI
  • 11. Building  a  Candidate  Pool LinkedIn Content- Updates (through Jobvite)!#JobviteCHI #JobviteCHI
  • 12. Building  a  Candidate  Pool LinkedIn Content- Job discussions/Postings! 1.  LinkedIn “Recruiter” options! 2.  Job discussions in groups- Free!! 3.  Jobvite posts to SimplyHired- Free!!#JobviteCHI #JobviteCHI
  • 13. Building  a  Candidate  Pool LinkedIn Content- Group Discussions! 1.  Relevant content! 2.  Relevant questions! 3.  Original thought!#JobviteCHI #JobviteCHI
  • 14. A2racting  Quality  Talent • Company Career site and content! • Job posting content! • Recruiting experience reflects Employer Value Proposition!#JobviteCHI #JobviteCHI
  • 15. A2racting  Quality  Talent Company Career site and content (using Jobvite)! • Built by Jobvite! • Use Jobvite Careers site Job link by Source! • Consider using Job links or “Jobvites” to deliver relevant e-mail marketing ! !#JobviteCHI #JobviteCHI
  • 16. A2racting  Quality  Talent Job posting content (using Jobvite)! • Use Application Job links! • Job posting versus job description! • Screenings questions (Jobvite Forms section) reflect posting requirements! !#JobviteCHI #JobviteCHI
  • 17. A2racting  Quality  Talent Reflect your Employer Value Proposition ! ! • Postings, discussions, screening questions, and candidate experience should mirror the “way” in which your company feels! !#JobviteCHI #JobviteCHI
  • 18. Facebook • Use Jobvite’s Publisher to automate posting process! • Use Job Links when posting industry content! • Consider linking your accounts! !#JobviteCHI #JobviteCHI
  • 19. Twi2er • Job posting through Jobvite! • Discussion posting through LinkedIn! • # tag more important here! !#JobviteCHI #JobviteCHI
  • 20. Compare/Contrast 1.  LinkedIn! •  Generally best source for recruiting! •  140 characters visible! •  Jobvite matching feature! •  100% profile completeness! !#JobviteCHI #JobviteCHI
  • 21. Compare/Contrast 2.  Facebook! •  Consider building your network from LinkedIn! •  500 characters visible! •  Consider launching a Facebook blog! !#JobviteCHI #JobviteCHI
  • 22. Compare/Contrast 3.  Twitter! •  Consider using LinkedIn or TweetDeck for postings! •  140 character limit! •  Consider building your network from LinkedIn! !#JobviteCHI #JobviteCHI
  • 23. Summary •  LinkedIn provides the fewest restrictions when attempting to start and/or grow your social media network! •  From LinkedIn, you can cross-market to grow your Facebook and Twitter following! •  Jobvites, Job Links, and Social Media content collectively will build the strongest talent communities possible! !#JobviteCHI #JobviteCHI
  • 24. Brian Mayhall VP, Recruiting Providential Bancorp, LTD. brianm@providential.com Social Profiles: www.linkedin.com/in/brianmayhall www.twitter.com/bmayhall www.facebook.com/VPbrianmayhall www.facebook.com#JobviteCHI #JobviteCHI
  • 25. Social Recruiting Playbook: 10 Winning Strategies for 2012 Mackenzie Maitland Sales Manager#JobviteCHI   #JobviteCHI
  • 26. Social Recruiting for 2012Social recruiting is more than just a buzzword. ALL JOB SEEKERS 19% 7% 9% SUPER 32% 18% SOCIALS 26% Job seekers who modified privacy settings in the last year with work in mind. #JobviteCHI
  • 27. Social RecruitingStarbucks  has  dedicated  social  network  channels  for  recrui:ng.   #JobviteCHI
  • 28. Applicant Tracking Software (ATS)Key  Priori:es    1.  Increases  collabora.on  efforts  2.  Streamline  workflows  3.  Provides  great  candidate  experiences  4.  Reduces  administra:ve  :me  5.  Repor:ng  on  recrui:ng  metrics   #JobviteCHI
  • 29. Effective Hiring CollaborationStart  with  a  plan  to  get  everyone  involved,  and  make  sure  it  is  easy  for  everyone.    1.  Employee  engagement  is  challenging;  2.  Iden:fy  points  of  conten:on  in  current  workflows;  3.  Make  it  easy  for  everyone.       #JobviteCHI
  • 30. Streamline Workflow to DriveCollaborationYelp  has  a  unique  workflow  process  to  keep  things  on  the  go.   #JobviteCHI
  • 31. Career Sites that SellHave  a  roadmap  for  conversa:ons  for  poten:al  candidates.    1.  Decide  the  types  of  candidates  you  want  2.  Plan  on  how  to  aPract  them  to  apply  3.  Make  it  easy  for  candidates  to  find  out  what  they  need  to  apply       #JobviteCHI
  • 32. Career Sites that Sell - RMS     #JobviteCHI
  • 33. Employee ReferralsStart  with  a  plan  to  get  everyone  involved,  and  make  sure  it  is  easy  for  everyone.    1.  Employee  engagement  is  challenging  2.  Iden:fy  points  of  conten:on  in  current  workflows  3.  Make  it  easy  for  everyone       #JobviteCHI
  • 34. Employee ReferralsChiquita  connec:ons  can  post  on  Facebook,  TwiPer  and  LinkedIn  or  send  an  email.   #JobviteCHI
  • 35. #JobviteCHI
  • 36. Facebook Recruiting AppsRecrui:ng  on  Facebook  should  be  a  sec:on  in  your  overall  social  recrui:ng  strategy.    1.  Think  about  the  type  of  candidate  on  Facebook;  2.  Target  them  differently  than  other  networks  like  LinkedIn;  3.  Develop  a  plan  of  ac:on  and  benchmark  goals.   #JobviteCHI
  • 37. Facebook Recruiting AppsWhole  Foods  Market  Naperville  has  integrated  the  Jobvite  Work  With  Us  Facebook  App.   #JobviteCHI
  • 38. Facebook Recruiting AppsZynga  has  integrated  the  Jobvite  Employee  Facebook  App.   #JobviteCHI
  • 39. Recruitment MarketingBegin  with  a  clear  understanding  of  your  talent  brand  and  what  candidates  you  want  to  aPract.    1.  Not  everyone  who  is  qualified  for  a  posi:on  is  a  good  fit  2.  Aer  iden:fying  your  candidates,  build  email  campaigns  3.  Gear  your  career  site  towards  desired  applicants   #JobviteCHI
  • 40. Recruitment MarketingTiVo  sends  separate  recrui:ng  emails  twice  a  month  to  all  employees  with  important  recrui:ng  informa:on.   #JobviteCHI
  • 41. Recruiter CRMShould  be  an  accent  to  the  plans  designed  for  your  talent  acquisi:on  campaigns.  1.  Determine  which  communica:on  channels  to  use;  2.  Help  organize  and  market  to  candidate  pool.   #JobviteCHI
  • 42. Benchmarks and Recruiting AnalyticsAnaly:cs  are  essen:al  to  frame  what  works  best  and  what  needs  to  be  fixed  in  your  strategy.   #JobviteCHI
  • 43. Benchmarks and Recruiting AnalyticsIt  is  cri:cal  to  decide  which  metrics  are  best  for  you  and  for  your  team  members.  Not  every  metric  maPers  for  everyone.  1.  How  are  the  most  qualified  candidates  finding  your  jobs;  2.  What  is  your  career  site  conversion  rate?   #JobviteCHI
  • 44. Benchmarks and Recruiting AnalyticsBenefits:  1.  See  which  tac:cs  work  and  where  to  allocate  spend  2.  Develop  goals  for  con:nual  improvement  3.  Get  results  from  different  campaigns  and  test  theories   #JobviteCHI
  • 45. Mackenzie MaitlandSales Managermackenzie@jobvite.com @jobvite www.facebook.com/jobvite www.linkedin.com/in/jobvite www.youtube.com/jobvite #JobviteCHI
  • 46. CASE STUDY: INCREASING EMPLOYEE REFERRALS David Lahey VP, Customer Success#JobviteCHI  
  • 47. Value created for customers actual average Jobvite referral referral referral sample per 2011 total referralcustomer hire rate hire rate upside hire savings hires hire savingsCompany 1 73% 22% 51% $4,000 128 $261,120Company 2 31% 22% 9% $4,000 571 $205,560Company 3 50% 22% 28% $4,000 302 $338,240Company 4 27% 22% 5% $4,000 2315 $463,000#JobviteCHI  
  • 48. Activation Overview – 4 Easy Steps 1 Kickoff 2 Configuration •  Target Go-Live Date •  Account Settings •  Data Fields and Imports •  Approval Workflow •  Career Site Survey •  Candidate Workflow •  Jobvite Messaging •  Evaluation Forms •  Employees and My Account •  Offer Letters 3 Testing and Training 4 Go Live •  HR and Recruiter Training •  Activate Career Site •  Test Drive •  Update Job Links •  Video Library on Community •  Invite Employees#JobviteCHI  
  • 49. Make It Easy for Employees toGet Involved with Jobvite Publisher#JobviteCHI  
  • 50. Jobvite Your Network – a Viral Way to Reach the Right Talent#JobviteCHI  
  • 51. Engage Employees in Referrals#JobviteCHI  
  • 52. Target Talent Directly by MatchingContacts to Jobs#JobviteCHI  
  • 53. Engage Your Fans and Followers#JobviteCHI  
  • 54. #JobviteCHI  
  • 55. Unique Links and Automatic Tracking Help You Measure Impact#JobviteCHI  
  • 56. Case StudyChallenges Solution•  Growing company •  Jobvite Hire for ATS•  Advanced hiring technology needed •  Web 2.0 SaaS solution•  Decentralized offices •  Centralized recruiting data•  Intense competition for talent •  Full access to social media Results •  Employee referrals have doubled •  Easier to achieve 10% growth •  Decreased use of agencies#JobviteCHI  
  • 57. David Lahey VP, Customer Success david@jobvite.com @jobvite www.facebook.com/jobvite www.linkedin.com/in/jobvite www.youtube.com/jobvite#JobviteCHI  
  • 58. Top  3  Trends  in  Employment  Screening     Bill Glenn, VP, Marketing & Alliances TalentWise February 28, 2012
  • 59. Company  Overview    •  Founded  in  2006  •  HQ  in  Bothell,  WA  •  175  employees  and  growing    •  Leader  in  Hiring  Process   Management  Solu:ons   (HPM)    •  Recognized  for  innova:ve   solu:ons  and  award-­‐ winning  service   3/23/12 Property of TalentWise 59
  • 60. TalentWise  +  Jobvite  Customers   3/23/12 Property of TalentWise 60
  • 61. Trend  #  1  –  Social  Media  Screening   •  80  -­‐  90%  of  companies  use  social  networks  as  part  of  their   employment  screening  process*   •  Growth  of  LinkedIn,  FB,  TwiPer,  Google+   130M   450M   462M     490M   845M   49M   *  Sources:  Jobvite  and  Reppler  3/23/12 Property of TalentWise 61
  • 62. What’s  Not  Allowable?  Online  content  which  is  deemed  irrelevant  or  unallowable     •  According  to  Title  VII,  the  ADA,  GINA,  and  ADEA,  protected   classes  include:   – age   – race/color   – sex   – na:onal  origin   – religion   – pregnancy     – disability   – gene:c  informa:on     3/23/12 Property of TalentWise 62
  • 63. What  IS  allowable?   Relevant  and  allowable  online  content     Nega:ve   Posi:ve         •  Illegal  behavior,  including   •  Contribu:ons  to  leading   illicit  drug  use   industry  blogs  and  sites   •  Poten:ally  violent  ac:vity     •  Par:cipa:on  in  volunteer   •  Racist  or  discriminatory   or  philanthropic  groups   tendencies   •  Improvements  to   •  Corporate  image   corporate  image   disparage-­‐ment     •  Sexually  explicit  material   3/23/12 Property of TalentWise 63
  • 64. Recommenda:ons   Embrace  social  media!       Seek  advice     Keep  detailed  records     Go  the  extra  mile  to  ensure  your  candidates  are   treated  fairly     3/23/12 Property of TalentWise 64
  • 65. Trend  #  2  –  Employment  Eligibility  Compliance   Form I-9s E-Verify 3/23/12 Property of TalentWise 65
  • 66. Immigra:on  and  Customs  Enforcement  Trends  In  2009,  ICE  announced  a  new  strategy  focusing  on  worksite  enforcement,  with  dramaHc  effects.   ICE Worksite Enforcement Trends ‘08 vs. ‘10 $6,956k 7000 6000 5000 4000 FY 08 2196 3000 FY 10 2000 503 $675k 1000 0 Notices of I-9 Inspections Final Order Fines Issued Issued Source:  DHS,  January  2011  -­‐  hPp://www.dhs.gov/ynews/tes:mony/tes:mony_1299767085496.shtm   3/23/12 Property of TalentWise 66
  • 67. E-­‐Verify  Expansion   E-Verify Legislation - 2011                       3/23/12 Property of TalentWise 67  
  • 68. Next  Genera:on  Employment   Eligibility  Tools  Must  Have…       •  Fully  compliant  electronic     signatures   •  Centralized  I-­‐9  visibility  and   management   •  Email  access  for  employees   and  employers   •  Seamless  integra:on  with  E-­‐ Verify   •  Enforce  compliance  through   simplifica:on   3/23/12 Property of TalentWise 68
  • 69. Trend  #  3  -­‐  Background  Screening  Integra:on  with  ATS     22%  of  companies  that  perform  background  screening   indicate  that  their  screening  solu:on  is  fully  integrated   with  their  ATS     22% Source:  Aberdeen  Group,  2010   3/23/12 Property of TalentWise 69
  • 70. Trend  #  3  -­‐  Background  Screening  Integra:on  with  ATS  –  It  Works!    Source:  Aberdeen  Group,  2010   Success! 3/23/12 Property of TalentWise 70
  • 71. Benefits  of  a  Fully  Integrated,  Turn-­‐Key  Solu:on   PRE-POPULATED CANDIDATE INFO •  Single Sign-On •  Encrypted Transport •  Intuitive Interface AUTOMATIC REPORT STATUSBenefits: ü  Increase efficiency by eliminating duplicate data entry ü  Reduce risk by lowering the probability of manual data entry errors ü  Increase productivity by eliminating the need to work in multiple systems ü  Improve compliance by automating and tracking your hiring process from end to end 3/23/12 Property of TalentWise 71
  • 72. 3/23/12 Property of TalentWise 72
  • 73.   Thank  you!      Bill  Glenn                www.talentwise.com  bglenn@talentwise.com        sales@talentwise.com  TwiPer:  @williamwglenn                              1.877.893.1665   3/23/12 Property of TalentWise 73
  • 74. Panel: Recruiting Technology & Social Media – A Perfect MatchDan Finnigan, CEO, JobviteShelli Nelson, VP of Human Resources, Legacy Marketing PartnersCheryl Bice, Director of Talent Acquisition, Millennium PharmaceuticalsEllen Allerton, Recruiting Manager, GrubHubModerator: David Lahey, VP of Customer Success, Jobvite#JobviteCHI