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Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
Social recruiting turn connections into candidates
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Social recruiting turn connections into candidates

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  • 1. Social Recruiting: Turn Connections into Candidates Manish Sharma M. Pharm, IInd Sem.,Pharmaceutical Management & Regulatory Affairs (PMRA) 1
  • 2. Agenda Introduction Web 2.0 What is Social Media? Importance of Social Media in recruitment Job Portal v/s Social Media Advantages of Social Networking Sites for recruitment Disadvantages of Social Networking Sites for recruitment Qualities of Social Networking Sites How do companies use Social Media? Conclusion References 2
  • 3. IntroductionThe current economic crisis offers organizations the  force.possibility to rethink their recruitment activities andemployer branding strategies. Current challenges andchanges in technology and the role of the Internet open upnew opportunities for companies to communicate and work.Organizations used to have a relative luxury position wherecandidates were looking for them but in the last decade, ashift has been made to situations where organizationssometimes experience a more intensive quest for rightqualified candidates. The fact that Social Networking Sitesentered the business landscape, and in particular therecruitment landscape leads to a demand for knowledgeabout recruitment trends regarding Social NetworkingSites. 3
  • 4. Web 2.0Web 2.0 is a concept that takes the network as aplatform for information sharing,interoperability,user-centered design, and collaboration on theWorld Wide Web. Web 2.0 is a collection oftechnologies that allows users to interact withonline content. Examples of Web 2.0 includesocial networking sites, blogs, wikis, videosharing sites, hosted services, web applications.The constantly changing technology opens upnew opportunities of communication, but at thesame time, it is leading to a jungle ofapplications and confusion. 4
  • 5. What is ‘Social Media’?“applications that enable users to connect bycreating personal information profiles, invitingfriends and colleagues to have access to thoseprofiles, and sending e-mails and instantmessages between each other.”According to dictionary.com, social media isdescribed as ‘web sites and other online meansof communication that are used by large groupsof people to share information and to developsocial and professional contacts’.Social networking sites are divided into business-oriented and social-oriented sites. 5
  • 6. Examples of Social MediaFacebook LinkedInTwitter You tube 6
  • 7. Importance of Social Media in RecruitmentRecruitment can simply be defined as a processto fulfill an organizations manpower needs withthe competencies and aspirations of anindividual by offering a suitable compensation,rewards and benefits.The recruitment spend includes talent brandingadvertisements, job advertisements, job portalsubscriptions, employee referral schemes,professional recruiters fee, interview andassessment costs, etc.Job portals are most common tool. 7
  • 8. Job Portal v/s Social Media Job Portal Social Mediapaid services free for the basic userscountry specific global offers both active andoffer active job seekers passive job seekers social interactions of ano social interaction candidatehighly user friendly and difficult to use for theeasy to use recruitment purpose 8
  • 9. Job Portal v/s Social MediaAccording to an expert opinion, 80% of thecandidates available on job portals are alsopresent on social media, whereas not even 50%of the social media users are present in the jobportals. Hence, social media provides companiesa platform to look at huge untapped reservoir oftalent pool. 9
  • 10. Advantages of Social Networking Sites for Recruitment Online background checks: information about their education and professional career. Connection & communication: recruiters can search for possible candidates and build up long term relationships with them. Filter and search for candidates with special backgrounds: lead to a time reduction and improve the chance finding the right candidates. Companies can keep in touch with interns, alumni and so forth. Cost effective: social media hiring is low cost and often free. Employer branding and retention: there is an excess of social media tools online for companies to promote the employer brand effectively to prospective hires and current employees. 10
  • 11. Disadvantages of Social Networking Sites for Recruitment Time consuming: detailed and robust search. Lack of control: managing brand outposts is tricky and inevitably negative content will slip through the net. Discrimination: personal information could lead to employers being influenced by factors like race, religious views and age. Transparency: how reliable is candidate information online? Limited: ultimately the candidate can decide what information they are willing to share. You only see what you see. ‘Relationships Matter’ Pros and cons of using social media for recruitment. 11
  • 12. Qualities of Social Networking Sites Ease of navigation: Ease of navigation means that a site contains functions that help users to find what they need without difficulty. Security/Privacy: Security/privacy is measured by improper access and unauthorized secondary use (intern/extern). Improper access considers that data about individuals is readily available to people and who are properly authorized to view or work with this data. Unauthorized secondary use means that information collected by individuals for one purpose is used for another secondary purpose without authorization from same individuals. 12
  • 13. Qualities of Social Networking Sites Information quality: It is characterized by delivering relevant, updated information and easy-to-understand information. Popularity among applicants: Popularity among applicants is the degree of publicity of the Social Networking Site among the target group, the respective applicants. it means the more people make use of Social Networking Sites, the higher the chance is for getting the best candidates. Networking scope: The networking scope is defined as the connections which people have and the network effect of the site. Social Networking Site guarantees a high level of valuable connections and has a wide networking scope. A Social Networking Site makes it easier to reach international contacts (applicants) and therefore, leads to an increased networking effect. 13
  • 14. How do Companies Use Social Media? External Interaction with Stakeholders: Companies are taking advantage of the wide-scale adoption of social media platforms to expand the conversation with their most important audiences, such as investors, partners, and customers. Recruiting Candidates for Openings: Social media creates an online database of resumes as well as brought the power of online networks and associated trusted connections to company searches for top talent. Evaluating Candidates for Hire: Laegely firms tap into online profiles to assess the professionalism, network, and reputation of prospective employees. Internal Communication and Collaboration: Due to the increased and easier access to information by social media, companies are investing in enterprise collaboration and communication technologies to boost productivity and improve information and knowledge management. 14
  • 15. ConclusionThe significance of social media for recruitmentcommunications is underlined by the fact that current andfuture starters can be typified as digital natives –youngsters which grew up with the Internet and whohave fully embedded social media in their daily lives. Thisimportance of social media will further increase as moresocial forms will establish within this interactive onlineplatform and as it will provide more value for thisgeneration. Social media can produce exceptional resultsand dramatically improve the chances of a successfulrecruitment campaign. Due to the evolving nature of socialmedia, Employers and Human Resources professionalsneed to keep themselves up to date with trends in socialmedia use and how it will evolve. 15
  • 16. Thank You 16

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