Employee recruiting 3.0

Employee Recruiting 3.0 Social Media Best Practices for Employee Recruitment Summer / Fall 2011 St. Lawrence College Lindsey Fair, Faculty Advisor Matt Landers, Research Lead Chris Green, Researcher (Advertising) Olga Dolia, Researcher (Marketing) Casie Jones, Researcher (HR) Partners

Defining Social Media
It’s interactive
Personal connections
Open discussions
Purpose is the same, regardless of technology
It all started with word-of-mouth

It's not a FAD. It's here and it's BIG Social media (including blogs) captures 80% of American Internet users’ time online, according to the Social Media Report. That’s double the amount of time spent on online games (Nielson, 2011).

They want to connect not just surf anymore. They expect to find you there, and that’s where they’re looking.

Social Media is an integral part of hiring Social media is “no longer just the shiny new object in the toolbox, social media recruiting has become an integral part of hiring ” (Zappa, 2011)

Job Seekers versus Candidates
Only 2.9% of Americans spend time on online classifieds
Classifieds are great for job seekers, but not so great for industries with low unemployment rates

Not Looking = Top Tier Companies need to appeal to the 53% of the workforce that are open to a new job but are not actively looking , according to Jobvite (Murguia, 2011). Often, these candidates are also the top tier candidates .

Employers are Onboard
56% of organizations are using social networking sites to find candidates in one way or another. (SHRM, 2011)
two-thirds ( 64%) of businesses use two or more social networks in the recruitment strategy. (McIlvaine, 2011)
Nearly 90% of employers have plans to use social media as a recruiting tool in the near future (Adams, 2011)
53% success rate in recruiting through social networks. (Atenta, 2011)

Industry Comparisons Health care and social assistance agencies are utilizing social media for recruiting the most (21%). Surprisingly, only 13% of technical industries are using social media to recruit and only 3% of construction , mining, oil and gas companies are using it for this purpose. Larger corporations are adopting 3.0 strategies faster than smaller companies (SHRM, 2011)

Building a Culture FIRST
Recruiting via social media is about culture, and culture building takes time. “Social Media is a process not an event” (Menden, 2010).
1/3 of all company digital followings, friends and fans are due to an interest in their corporate culture (Atenta, 2011).
A great example of promoting a culture and not a job is the Pink Glove Dance video produced by Providence St. Vincent Medical Centre in Portland, Oregon (Providence St. Vincent, 2009).

Channel Choice
83% had used Kijiji to look for a job , Facebook and LinkedIn where only used by 33%, Twitter only 17% and YouTube 0%
SNS usage, Facebook was the winner with 66% of the respondents using Facebook more than 2 times per day, whereas Kijiji was only 1 per month.
LinkedIn generates about 73% of hires according to Jobvite's data. Just 20% came from Facebook and 7% from Twitter. (McIlvaine, 2011)
The SNS that accounts for the most referrals that lead to hiring was not LinkedIn, but rather Facebook .

Trends Talk (mobile, digital job fairs, #hashtags)

Conclusions
Social media is about finding candidates not seekers
Social media leads to higher quality candidates and hirers
Recruiting 3.0 is no longer the responsibility of the HR department, it’s time to break down those silos

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Employee recruiting 3.0

by Lindsey Fair on Nov 20, 2011

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Employee recruiting 3.0 — Presentation Transcript