Designing your Social Media Recruitment Strategy

Key themes your strategy should cover Transparency Conversation Wisdom of Crowds Data is Key Speed Reuse Rich User Experience Copyright Inspecht Pty Ltd

Transparency

Conversation

Wisdom of Crowds

Data is Key

Speed

Reuse

Rich User Experience

A word of caution... The astute may feel many of the items on the following slides are already incorporated into their recruitment process. The trick is making it real. That is the hard part. Copyright Inspecht Pty Ltd

The astute may feel many of the items on the following slides are already incorporated into their recruitment process.

The trick is making it real. That is the hard part.

Transparency Letting prospective applicants understand what it is like within your organisation Ensuring candidates are kept aware of their progress Don’t sell what you don’t have Don’t “sugar coat” or “astro turf” your entry into social media, keep it real, otherwise you will be labelled a Sock Puppet http://en.wikipedia.org/wiki/Internet_sock_puppet Copyright Inspecht Pty Ltd

Letting prospective applicants understand what it is like within your organisation

Ensuring candidates are kept aware of their progress

Don’t sell what you don’t have

Don’t “sugar coat” or “astro turf” your entry into social media, keep it real, otherwise you will be labelled a Sock Puppet

Conversation Candidates are human, so treat them that way Interviews should be conversations, not interrogations, even panel interviews Remember there are no smart companies only smart conversations Copyright Inspecht Pty Ltd

Candidates are human, so treat them that way

Interviews should be conversations, not interrogations, even panel interviews

Remember there are no smart companies only smart conversations

Wisdom of Crowds Use the web to find good quality people Don’t use the web as the only source of background checking Use referral networks to find candidates Allow non-employees to comment on your recruitment process Copyright Inspecht Pty Ltd

Use the web to find good quality people

Don’t use the web as the only source of background checking

Use referral networks to find candidates

Allow non-employees to comment on your recruitment process

Data is Key Data might be key, but controlling what is said is not the best solution Use technology to find the best candidate Mine your talent management system to uncover “rock star” talent inside and outside your organisation Protect the privacy of candidates, but that does not mean ignoring them Use your data for good Copyright Inspecht Pty Ltd

Data might be key, but controlling what is said is not the best solution

Use technology to find the best candidate

Mine your talent management system to uncover “rock star” talent inside and outside your organisation

Protect the privacy of candidates, but that does not mean ignoring them

Use your data for good

Speed The best candidates move quickly, and so should you Corporate delays will cause you to end up with second rate hires Your Internet site should be quick and easy Your process should be quick and easy Copyright Inspecht Pty Ltd

The best candidates move quickly, and so should you

Corporate delays will cause you to end up with second rate hires

Your Internet site should be quick and easy

Your process should be quick and easy

Reuse If you say you will keep the resume on file for future roles, make sure you use them Use your networks to find new candidates Don’t forget your internal employees, they can find candidates and are also potential candidates Leverage the marketing team to enhance your employer brand Copyright Inspecht Pty Ltd

If you say you will keep the resume on file for future roles, make sure you use them

Use your networks to find new candidates

Don’t forget your internal employees, they can find candidates and are also potential candidates

Leverage the marketing team to enhance your employer brand

Rich User Experience The experience of every candidate needs to excel, regardless of if they are hired Ensure your internet activities are rich and inviting The interview process should be enjoyable Don’t drop the ball with the on-boarding/ induction process Copyright Inspecht Pty Ltd

The experience of every candidate needs to excel, regardless of if they are hired

Ensure your internet activities are rich and inviting

The interview process should be enjoyable

Don’t drop the ball with the on-boarding/ induction process