Social recruiting trends 2014
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Social recruiting trends 2014

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Will social media continue to connect recruiters and employees in 2014? Find out

Will social media continue to connect recruiters and employees in 2014? Find out

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Social recruiting trends 2014 Social recruiting trends 2014 Document Transcript

  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Lori Ruff CEO Integrated Alliances www.twitter.com/loriruff You need to know all the platforms that your community visits and tap into the stream to find, identify and attract the best talent. Because social media serves to amplify real life, recruiters will continue to find success in amplifying their messages using the technology. The most successful will also understand that they need to become part of the community from which they are sourcing to be respected as a trusted resource for employment opportunities and other topics such as career education. Social media usage among recruiters and hiring managers will increase as stories of success escalate. But those who don’t understand that social media is more than technology will wonder why they can’t find success when others around them do. I hope corporate and personal community building will become a trend in 2014. I know it works as I’ve assisted several companies and many individuals in building their personal, authentic value-first community. They are finding amazing success as they broaden the conversation and provide more value. My book, being released mid 2014, called Share this eBook “Feel of Success,” describes the process and shares case studies to help people understand how and, more importantly, why to do just that. LinkedIn is still “all the rage” and will continue to be. But I believe recruiters need to know where their audience hangs out on other platforms as well. You need to know all the platforms that your community visits and tap into the stream to find, identify and attract the best talent. I recommend recruiters who really want to drink from the fountain engage on Twitter and on Google+. (Click to tweet) Why Google+? Because that platform is for people with passion. I recommend Facebook as a referral community builder, and also Nimble.com as a social CRM tool to consolidate your social inboxes. Triberr is a great service for bloggers. I recommend GaggleAmp if you have a job feed, especially if you’re at a mid-to-large size company, and Instagram and Tumblr to share success stories. These two platforms will especially capture the interest of Millennials. www.identified.com 2
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Lou Adler President The Adler Group www.linkedin.com/in/louadler One unconventional recruiting technique is to engage candidates in online conversations about opportunities in general rather than having candidates apply directly to a specific position. Social media will continue to profoundly impact how candidates are sourced, engaged, and hired. LinkedIn has just developed a mobile app for candidates and one for recruiters. Everything is shifting to this space, from how jobs are advertised to how candidates apply. There’s no doubt that social media use among recruiters will increase. LinkedIn has just launched a mobile version of the flagship product, LinkedIn Recruiter Mobile. It’s well designed, easy to use and robust. In fact, there’s a nice link to engage hiring managers, too. Other companies in this space are building their new products from the ground up to be mobile-ready, and existing products are being converted to mobile. Share this eBook One unconventional recruiting technique is to engage candidates in online conversations about opportunities in general rather than having candidates apply directly to a specific position. Belonging to and engaging in online groups is an essential part of networking. (Click to tweet) Becoming a go-to resource in these groups will pay huge dividends in the future. Think with a “talent scarcity” mindset first and work on attracting people into opportunities versus weeding them out. Engage people in thought-provoking discussions. www.identified.com 3
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Ryan St. Germaine CEO Jobcast www.twitter.com/jobcastnet If you want to go where the talent is, you have to go mobile. There’s more information at our fingertips than ever before. Much of that info is other peoples’ personal information. This is kind of terrifying, but also super great for reaching out to passive candidates, especially Millennials due to their love of telling the whole world about every coffee they drink, mud run they finish, or cute cat they see! No social network out there provides recruiters with more access than Facebook. (Click to tweet) Thanks to their Social Graph, and new features like Facebook Skills, that prompt users to share their professional and personal details, targeting specific candidates like Millennials with Facebook Ads just keeps getting easier. Candidates want to search for and apply for jobs from their mobile device. Recruiting Millennials is the biggest new trend for 2014 because they spend more time accessing their social networks from mobile devices than a desktop. If you want to go where the talent is, you have to go mobile. For the love of talent pools, top talent, and all things good in the world of HR, please make your recruiting mobile in 2014! Share this eBook It’s easy to play down the importance of employer branding, or pretend it’s just a fad that social media gurus are trying to sell, but the truth is, the candidate experience begins with your employer brand. The first thing most job-seekers do before applying is Google the company they are applying to. What they find is the first impression you’ll make on them. Make that impression count! Use Facebook, and other social networks, to build an employer brand that will make candidates excited to apply for your jobs. Millennials value flexibility in their work, so that’s an area worth highlighting, as well as employee profiles, and any interesting perks that your company offers. If you want to successfully recruit Millennials, you’ll need to use targeted social media, make your recruiting mobile, focus on the candidate experience, and build social proof with your employer brand. For more information on communicating with Millenials, check out the Identified On Air episode on The Young and Hireable: Recruiting Gen-Y Candidates. www.identified.com 4
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Jim Stroud Director of Sourcing and Social Strategy Bernard Hodes Group www.linkedin.com/in/jimstroud While Google is a great place to position yourself with active job seekers, passive job seekers require a different strategy that focuses on trying to get them to come to you. In 2014, there should be a greater emphasis on content as a recruiting tool. Google has been tailoring its algorithm for some time to respond favorably to social signals. Whenever someone tweets, Likes, shares or comments on a form of content, that information is validated in Google’s eyes and rewarded with a higher ranking. According to recent stats from Zag Interactive, unless you are in the top five position in search results, your site will most likely go unnoticed. How is that possible? Well, when you consider that 75 percent of search engine users never scroll past the first page, it’s easy to imagine. Also, according to Comscore, two out of three searches of any kind, job searches included, begin on Google. If people start their job search on Google, shouldn’t you be there? Share this eBook While Google is a great place to position yourself with active job seekers, passive job seekers require a different strategy that focuses on trying to get them to come to you. To accomplish that, you need content that is useful, engaging, relevant and worthy of being shared to the people you want to recruit. (Click to tweet) The more you are able to produce such information, the more likely it will be that people validate the material with Likes, +1s, and more. Of course, the more that happens, the more search engines will take note and influence passive candidates to learn more about your company. www.identified.com 5
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Stephen O’Donnell Founder The National Online Recruitment Awards and PC Evaluate stephen@ayeright.com Recognizing how integral social media channels currently are to your daily work as a recruiter is key to smoothing out the kinks and embedding it in a way that causes less hassle, and pays dividends. All too often I hear recruiters say how enthusiastic they are about using social media channels, but still find it difficult to maintain, while keeping up the standards and essential activities of their long-established recruitment methods. What many recruiters usually don’t realize is that social media is already a big part of what they do and will continue to grow in 2014. This, in turn, means that they are currently struggling to juggle their communications with clients and candidates through these networks, and at the same time, record that activity on their in-house recruitment software. Recognizing how integral social media channels currently are to your daily work as a recruiter is key to smoothing out the kinks and embedding it in a way that causes less hassle, and pays dividends. In too many cases, we feel that social media is what we do on the side, almost as if we are being somehow unfaithful to the traditional methods of recruitment. Forget for a moment the different platforms, and recognize that all these channels are simply new ways to find candidates, to communicate with them, and vitally, to record that activity in a way which was never possible before. Share this eBook Emails, applications, tweets, DMs, InMail, Follows, Connections and Likes are all interactions which can form the line which flows through every recruitment assignment, stretching from the placement and start date, right back to even before the job order was taken. An immense amount of work goes into most assignments, much of which the client never sees, and the candidate is never aware of. Recruiters themselves are often oblivious to the lengths they have gone to fill each vacancy. It certainly feels like hard work, but it’s usually difficult to quantify, never mind to analyze in real-time which paths are working, and which are not. The ability to record activities and interactions made through social media alongside your established methods is crucial to ensuring that you know for a fact that you are getting a return on your investment. (Click to tweet) The difference between recruiters who think social media works, and those who know it works, is the essential data to trace successful placements through the full recruitment cycle. www.identified.com 6
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 John Childs Founder Childs Boolean Training john.childs@huawei.com Social media can be used as a medium to connect with other people and build both personal and professional networks. First of all the term ‘social media’ needs to either be re-defined or partitioned. Social media can be used as a medium to connect with other people and build both personal and professional networks. When it comes to sites like LinkedIn Recruiter and Identified Recruit, these tools should not be thought of as simply social media destinations. Instead, they are résumé/profile databases that are searchable using Boolean search strings. One trend is the appearance of aggregator sites that compile a searchable database of candidates by searching the web for candidates that have a visible phone number or email address. Share this eBook Another continuing trend will be sourcers and recruiters finding new ways to search for passive candidates using various strategies such as finding hidden directories and sifting through Google searches. Identified Recruit is really unique in that it offers the best of both worlds. It is a semantic Boolean-driven searchable database of profiles that offers access to a billion passive candidates! (Click to tweet) Who knows about tomorrow, but today semantic searching alone is not going to replace the need for Boolean; instead, they can complement each other. Going into 2014, the bulk of “found” candidates will come from a combination of LinkedIn Recruiter and Identified Recruit. www.identified.com 7
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Jessica Miller-Merrell President and CEO Xceptional HR www.twitter.com/blogging4jobs LinkedIn will begin to decline in use because it is so saturated. There are new resources, services and strategies that can provide more success and at a lower cost per hire. Social media provides not only an active community from which to recruit, but it can also be used as a candidate referral driver, as well as a background check and pre-interview screening tool. With social media, it’s more about building long-term relationships with candidates rather than an immediate source-to-hire strategy. This means building your own company LinkedIn or talent community that you own and control — this is a game changer in the space. Social media allows recruiters and employers to drive candidate sourcing and engagement versus waiting for a job seeker to apply to begin that process. While LinkedIn remains a great source of candidates, it is flooded with recruiters. (Click to tweet) Job seekers, especially in sought-after categories like engineering, are choosing not to engage on LinkedIn because of how aggressively they are being pursued on this platform. Share this eBook LinkedIn will begin to decline in use because it is so saturated. So, companies must also begin to diversify and experiment with other channels. There are new resources, services and strategies that can provide more success and at a lower cost per hire. I’d like to see recruiters spend more time on content marketing and providing resources and information for specific audiences in the form of downloadable content like ebooks, blogs and videos. Social media is more than just being present. It’s about contributing to the community. Forums, blogs and sites specific to communities that recruiters are targeting will continue to be key. These vary on positions. For example, my blog caters to the HR and recruiting community. Recruiters can leverage my blog to build relationships with targeted job seekers that are experienced in social media. Instagram and Snapchat are other great resources that can be used creatively to brand, source and build relationships with job seekers. www.identified.com 8
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Jessica Levinson Owner and President Enchanted Careers www.facebook.com/EnchantedCareers Social media can give companies an edge in building their brand, sharing their culture, and developing long-term relationships with passive job seekers. Social media is more than just Facebook, LinkedIn, and Twitter. Though these sites are all used successfully for recruiting, don’t forget that there are many other sites that make up the world of social media, like Pinterest, Tumblr, Google+, and more. Simply posting a position description and requirements, regardless of the online vehicle, is neither appealing nor intriguing. (Click to tweet) Learn to sell the dream and the sizzle. Passive job seekers can be recruited if they see an opportunity that entices them to a point where they are intrigued to want to learn more. Share this eBook Recruiting should be an ongoing effort. Work on filling current needs, while always planting seeds to fill future needs. Social media is fabulously fertile soil that can be used to plant and grow those seeds. It’s said that 16 percent of the workforce is actively seeking a job at any given time. Social media can give companies an edge in building their brand, sharing their culture, and developing long-term relationships with passive job seekers. If you’re not using social media to recruit, your competition is, and it’s not wise to allow them to gain such a huge competitive edge. Social media is here to stay. Make it a part of your overall recruitment strategy. www.identified.com 9
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Rich Milgram Founder and CEO Beyond.com, The Career Network www.linkedin.com/in/richmilgram By interacting with candidates, organizations can cultivate relationships with potential employees so when they are ready to hire, they already have an engaged pool of talent to choose from. The practice of social recruiting is still fairly new in the industry but we already see value in companies using social media to engage with talent. By maintaining a presence on social media sites, companies can expand their networks of qualified applicants, keep candidates engaged with their brands, and ultimately streamline the hiring process. (Click to tweet) The use of social media among recruiters and hiring managers will continue to increase in 2014 and beyond. Recruiters and hiring managers are an extension of their organization’s marketing department and it’s just as important for HR pros to be branding their organizations as it is for marketers. Recruiters and hiring managers need to get their brand and jobs in front of people and more importantly, be where the people are as social media continues to become more popular. Share this eBook Talent communities are what we see as the future for recruitment. In fact, Beyond.com holds a patent in social recruiting and the building of talent communities. We want to help this evolve the way recruiting is done now and in the future. With many people competing for the same positions, companies want to hire candidates that stand out or show an affiliation to their brand off the bat. By interacting with candidates, even if the company isn’t hiring, organizations can cultivate relationships with potential employees through talent communities so when they are ready to hire, they already have an engaged pool of talent to choose from. There are many emerging social media technologies that people are using to get noticed by recruiters and hiring managers. While they aren’t all being heavily used, the use of social media is certainly spicing up the recruitment space. For example, we’ve seen candidates that are using Pinterest, Instagram, Vine, and Snapchat to get noticed. With so many social media platforms, it is hard to say what will spring up next, but we can always count on the creativity of the candidates. www.identified.com 10
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Steven Rothberg President, Founder CollegeRecruiter.com www.twitter.com/StevenRothberg True social media recruiting does not include simply posting jobs to social media sites such as Facebook or LinkedIn. 2014 will see a tipping point occur where most well-informed recruiters will realize that social media recruiting is just one of many tools that they should use as part of their recruiting strategy. Every few years, recruiters are convinced by self-interested consultants and vendors that another silver bullet has miraculously appeared that will solve every recruiting woe. Inevitably, those recruiters throw too much of their time and budgetary resources into that tool only to find disappointment. True social media recruiting does not include posting jobs to social media sites such as Facebook or LinkedIn. efficiency for the sake of efficiency is a fool’s game. Though it saves money and fills requisitions, it does not result in hiring candidates that can positively transform an organization. The best candidates do not come at the lowest possible price nor at the lowest possible effort. They can be expensive and time consuming, yet are worth every penny and hour invested. While social media is a valuable tool, it should not be the only tool. (Click to tweet) Recruiters need to make sure that they are dedicating time and money into their social recruiting strategies and tactics to make sure that they are effective at sourcing the appropriate candidates and top talent. I hope that in 2014 most recruiters understand and act consistently with the reality that Share this eBook www.identified.com 11
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Andy Headworth Founder Sirona Consulting andy.headworth@sironaconsulting.com As social media has become more mainstream, it will become more of a regular part of sourcing, candidate attraction, engagement and hiring. Social media is having a huge impact on recruitment but your strategy will depend on which social media site you are using to source. Social networks can be a great way of identifying, engaging and ultimately hiring candidates, but only if the right candidates are actually available there in the first place. This is the challenge for many recruiters: actually finding where their target audiences are on social media. Too many recruiters continue to source on too few social networks, limiting themselves to networks like Facebook and Twitter. For social recruiting to be a fully integrated part of a recruitment strategy, recruiters and companies are going to have to come out of their comfort zones and be prepared to adopt new techniques and try new networks. While recruiters are getting used to posting more jobs on LinkedIn, Twitter, and Facebook, it will take a little longer for them to fully embrace engaging with candidates on these platforms. Share this eBook As social media has become more mainstream, it will become more of a regular part of sourcing, candidate attraction, engagement and hiring. Recruiters need to take more of a role in building their own recruitment brands, both professional and personal, for 2014. They need to push themselves out there as industry experts and use content marketing as the vehicle for this. (Click to tweet) Whether they write their own specialist blog, share relevant content on targeted social networks or actively participate in industry communities, they have to be thinking about how they are perceived by candidates. This content provides social proof and trust, something that many candidates are not yet confident in when it comes to recruiters. www.identified.com 12
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Viveka von Rosen Founder LinkedIntoBusiness www.twitter.com/LinkedInExpert LinkedIn is a hot, hot place to be and not to be ignored in 2014! There are many ways LinkedIn can be better utilized as a recruitment search and marketing source going into 2014. (Click to tweet) Most recruiters still just think of it as a place to source and research candidates. Candidates, in turn, barely know how to use it, not realizing they can be actively marketing themselves to the recruiters and businesses interested in hiring them. Beyond LinkedIn’s great advanced search features, it has other communications and engagement features such as Introductions, InMails, Who’s Viewed my Profile, Groups, People You May Know and Contacts. Many LinkedIn members, however, simply don’t know about or use these features. Taking advantage of these valuable tools to reach out to and engage others is an opportunity not to be missed by recruiters and candidates. Share this eBook As social recruiting trends shift toward content marketing, influencer positioning and social CRM systems in 2014, it would serve the recruiter well to invest their time and resources in these very aspects through media sharing, updates, LinkedIn Today, and LinkedIn Contacts. Whether posting a white paper, mentioning a success story in an update, sharing relevant content from LinkedIn Today or managing your network in Contacts by keeping notes, tagging and setting reminders, LinkedIn is a hot, hot place to be and not to be ignored in 2014! www.identified.com 13
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Christopher Young CEO Async Interview www.twitter.com/AsyncInterview The big thing recruiters and managers need to keep in mind as they continue to add new networks, tools and processes in 2014, is to be transparent with the recruiting process. In 2014, social media will greatly impact the way candidates are sourced and engaged. Employers need to get more creative with sourcing candidates earlier in the hiring process as they infiltrate the passive candidate pool. They will also be required to engage them continuously until they’re ready for a position. Social media use among recruiters will continue to increase in 2014 as competition for talent increases and as recruiters are forced to dip into the same talent pools. With social media and talent pools, employers can build a “bench” of candidates sitting on the “sidelines” as opportunities open. Social networks and sites that recruiters should keep an eye on in 2014 are Facebook, LinkedIn, Instagram, Twitter, SlideShare, Vine and Glassdoor. The growth of Instagram provides recruiting with an opportunity to share what a work environment is like through pictures and to help attract candidates based on workplace culture. Share this eBook Twitter is for engaging followers, not dumping current job postings. (Click to tweet) Misusing Twitter by simply broadcasting jobs is a trend recruiters should avoid. It immediately diminishes the value of the person tweeting and the company they represent because they no longer are perceived as a contributor of great content. The big thing recruiters and managers need to keep in mind as they continue to add new networks, tools and processes in 2014, is to be transparent with the recruiting process. If you’re sourcing a candidate from Twitter, be clear about what steps the candidate can expect. If the process is different for each social media platform, the employer needs to distinguish this. Not setting expectations can be one of the biggest reasons for losing a candidate during the recruitment process. www.identified.com 14
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Katrina Collier Speaker, Trainer, Writer on Social Recruitment Winning Impression kmcollier@winningimpression.com Companies who are still resistant to social media in 2014 will need to begin embracing it without fear. Social media is now an accepted part of our lives and it is being embedded in all that we do. For companies, this means that there is a growing pool of people who are online, accessible and contactable. In 2014, the use of social media in recruitment will continue to grow. The benefits of successful social recruitment include reduced costs, improved calibre of hire, and increased employee referrals. The latter also improves staff retention rates, an added bonus. Companies who are still resistant to social media in 2014 will need to begin embracing it without fear. It’s time for them to realize that their clients and future recruits are present on social media and are already talking about them! Recruiters need to step beyond LinkedIn, spreading their net to include the social networks where their potential recruits actually hangout. Go beyond the big four — LinkedIn, Facebook, Twitter and Google+ — and start two-way conversations on niche sites. Figures released this week show that LinkedIn’s growth is slowing. Many users are tired of Share this eBook receiving messages that show that the recruiter has not even taken the time to read the profile or personalize the message. This is especially evident amongst technical professionals but nonetheless is a common gripe. It may be easy to find candidates on LinkedIn, but are they hearing your message? To successfully source on social media sites, don’t be lazy, be respectful. Personalize your messages to show that you have read a person’s profile, and don’t assume that they want to hear from you. To successfully share your jobs on social media, avoid broadcasting. (Click to tweet) Instead, attract applicants through your expertise and understanding of your industry by sharing insights and articles. Only occasionally should you include your job postings. Social channels now give you an opportunity to show off your employees and environment. Make the most of free tools like Instagram, Vine or YouTube to promote your employer brand and give candidates the insight they crave. www.identified.com 15
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Roberto Thais Recruiting Expert, Software Engineer HireArt www.linkedin.com/in/robertothais Massive Open Online Courses are gaining wide adoption and will likely become one of the predominant ways for people to gain new marketable skills in the coming years. Social media continues to differentiate and specialize. (Click to tweet) On the professional side, industry verticals continue to spawn social applications that let users showcase work, collaborate with others and further their personal brand — for example, ­ Github for programmers and Dribble for designers. This trend will support recruiters to the degree that they adequately interpret this information to identify and engage the most promising candidates. Recruiter use of social media sites whose user penetration has plateaued is likely to remain the same or slightly increase. However, as Share this eBook social media fragments and new services gain users, they will feel an increased need to use third party tools that gather, analyze and unify this information into useful conclusions about who to contact and hire. Massive Open Online Courses, or MOOCs, are gaining wide adoption and will likely become one of the predominant ways for people to gain new marketable skills in the coming years. My hope is that recruiters and hiring managers will begin to consider these qualifications more widely and for the recruiting industry to produce tools that assess how these courses impact job placement and performance for those who take them. www.identified.com 16
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Suzy Tonini Co-founder, Social Media, Sourcing and CI Lead Careeradex www.linkedin.com/in/infosourcer Infusing business process with social networking is a powerful way to increase engagement, effectiveness, and efficiency across the entire organization. Social media will continue to play an ever-important role for talent attraction, engagement and retention. People want to work for companies that have a visibly great culture, transparency, civic values, and more. Social media enables a company to convey a message in a cost-efficient way. Social media is also very useful for sourcing more targeted candidates due to the various social profile aggregators such as Identified, TalentBin and Entelo, allowing for a speedier and more efficient candidate pooling process. The use of social media will only continue to increase. Social media and social recognition engage companies to become more innovative. Infusing business process with social networking is a powerful way to increase engagement, effectiveness, and efficiency across the entire organization. Technology and social networking change the dynamics of the hiring process remarkably, enabling an accelerated and highly targeted approach that promises to yield not only significant cost and time savings, but a greater talent pool that will drive more informed and successful hiring decisions. Infographics can and should be used more often to convey company culture and job Share this eBook descriptions. Mobile recruiting will gain more and more importance as well. Eventually, personal branding and curating of your brand will become more important than having a résumé. (Click to tweet) Companies should empower all employees to be “brand warriors” or “brand ambassadors” using social media so that they are the ones conveying the message about their company, and not just the marketing, HR and PR departments. All of these departments should work in tandem. With social media, employers have access to a broader talent pool. Recruiters and HR managers can conduct targeted searches that return candidates with very specific skill sets. Richer information sources lead to more knowledgeable sourcing and hiring decisions. Mutual connections that leverage trust-based relationships contribute to speed and efficiency in the sourcing and hiring process. Social recruiting will only become more sophisticated, so it is increasingly important for today’s workforce to create a professional online presence, expand the conversation, grow their sphere of access and attract new career opportunities. www.identified.com 17
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Kimberly Hiller International HR Consultant, Writer Kimberly Hiller, PHR HRConsultant@kimberlyhiller.com Whether it be posting in a LinkedIn group or contacting an expat on some of the expat websites, it takes a minimal amount of effort to get some inside tips and direction in an unfamiliar market. Here are a couple helpful tips that I have learned throughout my international travels on finding talent in other countries. While in South Korea, I started a Facebook group by accident (don’t ask!) where expatriates and foreigners shared their experiences and advice with other foreigners. What was most interesting was that people were posting positions they had heard of, or information on places to search for certain jobs. These types of boards are extremely beneficial for recruiters who are learning about a new market, as expats have a better understanding of where domestic talent gets their information and finds employment. You may find out that mainstream social networking tools are hardly being used or not at all in certain countries. (Click to tweet) For example, many Koreans I spoke to prefer the internet search engines Daum and Naver Share this eBook over Google since these are what they are accustomed to using. Whether it be posting in a LinkedIn group or contacting an expat on some of the expat websites, it takes a minimal amount of effort to get some inside tips and direction in an unfamiliar market. One of the most common pieces of recruitment advice heard today is that you have to build and market your company’s brand. This is even more crucial in an international setting as it may be the first time your company is entering the market or you may be competing with domestic brands. For 2014, companies need to be creative in showing a company’s culture through pictures and videos to impress potential applicants. This is especially helpful if you are competing in a new market where local talent can be unsure of joining an unknown company. www.identified.com 18
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Robin Schooling HR Consultant, Speaker, People Connector, HR Blogger, SHRM volunteer leader HR Schoolhouse www.twitter.com/RobinSchooling If an organization gets to know and love a candidate by interacting with them through social media, it certainly makes sense to maintain that level of understanding, interaction and engagement once they’ve been onboarded. There’s been fairly widespread adoption amongst all sized organizations in the use of the social web to identify, source and recruit candidates and to share information, increase communication and engage employees. Companies have found ways to aggregate and analyze the data from social media in the recruiting process, but are they doing the same thing within their own companies? The next challenge for talent management practitioners will be to replicate their social recruiting initiatives with employees — their internal candidates. HR and talent management teams must begin to effectively leverage the power of their internal networks to gauge employees’ innovative abilities and collaborative skills with an eye towards retention of the talented individuals they’ve worked so hard to recruit. Although existing HR technology solutions allow employees to build personalized talent profiles and employers to identify and track the activities of their high-potential employees, something is often missing. Share this eBook The next leap in social recruiting will be internal social recruiting in which organizational leaders and HR and talent management pros identify ways to measure and quantify activity on their internal networks in conjunction with continued interaction with the employee’s own presence on their social networks. (Click to tweet) Some employers, often on the advice of the HR department, are reluctant to engage with current employees on social media sites. That mindset is gradually evolving as more employees are brought into organizations through social means. If an organization gets to know and love a candidate by interacting with them through social media, it certainly makes sense to maintain that level of understanding, interaction and engagement once they’ve been onboarded. After all, companies are not merely competing for other people’s talent — they’re competing to retain their own talent. www.identified.com 19
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Bruce Martin Founder Ginger Juice www.twitter.com/brucemartin Recruiters that solely post career opportunities through social media and think that they are “doing” social recruitment are making a huge mistake. In 2014, there will be a huge growth in contextual engagement. What this means is that while a majority of recruiters will continue to shout out through their social megaphones, the smart ones will be listening and engaging on a personal level with their valuable candidates. Recruiters that solely post career opportunities through social media and think that they are “doing” social recruitment are making a huge mistake. Share this eBook The rules of recruiting have changed for recruiters, hiring managers, and candidates. Candidates no longer simply actively search and apply for new jobs. Increasingly, both recruiters and candidates will share job openings on their own social web, trusting the response of people they know. To be a socially savvy recruiter means to be engaged and alert in all the relevant social channels, pages, groups, hangouts, communities and trending hashtags. (Click to tweet) www.identified.com 20
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 J.M. Auron IT Executive Résumé Writer Quantum Tech Résumés www.twitter.com/QuanTechRésumé If recruiters have a sense of the strategies that stellar candidates are using, these recruiters can streamline their own search and ensure that they connect with top talent. As a career coach and professional résumé writer with a practice focused on IT leaders, I look at social media sourcing and engagement rather differently than my colleagues in the recruiting world. My goal is to help my clients use social media to enhance their brand. If recruiters have a sense of the strategies that stellar candidates are using, these recruiters can streamline their own search and ensure that they connect with top talent — saving time and increasing the number of placements. LinkedIn is a major platform for both job seekers and recruiters. Unfortunately, too many candidates don’t use LinkedIn effectively. The LinkedIn profile should also be a unique document that discusses the main achievements in the résumé, but goes beyond the résumé to give a 360 degree view of the candidate’s character. Share this eBook Just posting a profile simply isn’t enough to get attention on LinkedIn. Candidates and recruiters need to be active on the site, especially in groups, to demonstrate subject matter expertise, and to build genuine networking connections. (Click to tweet) Recruiters need to take this approach as well. Rather than simply doing a cold connect on LinkedIn, engaging in a real conversation on an important topic demonstrates that the recruiter is willing to take the time to source the best candidates and has the real technical expertise to qualify those candidates. In addition, social media helps recruiters look beyond the résumé — to see more about the candidate’s interests and personality — and that’s invaluable in determining cultural fit. www.identified.com 21
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Franz Gilbert International HR Practitioner, Author and Speaker on HR Innovation and Analytics www.gilberthr.blogspot.com www.twitter.com/FranzGilbert One of the beautiful things about social media is that companies now have a very robust and rich way to build out their employer brand. In 2014, social media use among sourcers and recruiters will continue to increase because social media is definitely the new way to communicate. The beauty of social media is the ability to connect with your followers. Recruiters need to resist the urge to turn their newsfeed into a spam bot machine that “hashtags the tar” out of a job title. (Click to tweet) Take time to understand the best ways to engage with people on social media and use it as a special medium to discuss key positions that need to be filled. Share this eBook One of the beautiful things about social media is that companies now have a very robust and rich way to build out their employer brand. For example, instead of a press release about a charity event, a company can post YouTube videos and Facebook comments, while employees can talk about the great volunteer effort on their personal Facebook pages or post commentary to the company page. This type of social media activity can provide increased visibility into a company and gives candidates a better understanding of company culture. www.identified.com 22
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 Gerry Crispin Principal & Co-Founder CareerXroads www.twitter.com/GerryCrispin A quarter of all large U.S. employers will get 50 percent of their hires from employee and alumni referrals by year end 2014. In 2014, social media will become an essential part of a candidate’s job search and help them make important job decisions. Even before a candidate applies for a job, he or she will be able to use social media to crowdsource information about that job: who the hiring manager is, who the teammates are, the work experience of previous employees, the coaching style of the hiring manager, and more. (Click to tweet) Social media will have a profound impact on networking and how candidates establish connections with people within companies they are applying to. Increasingly, candidates will have someone within the company as their employee referral because social media makes it so easy, and because it is becoming evident that having a referral gives a candidate a real advantage. A quarter of all large U.S. employers will get 50 percent of their hires from employee and alumni referrals by year end 2014. Share this eBook Social media will facilitate growing communities of freelance and contract workers that sourcers and hiring managers can tap into. Jobs requiring flexible workers anywhere from one hour up to several days or a month will be handled more efficiently between the hiring individual and candidate using social media. A crowdsourced performance ranking will provide transparent visibility to highlight top talent. Similar to a union hall, if an employer needs 150 people to work for three hours on a given day, it can all be managed without factors like third party recruiters or part-time agencies for a small fee. There are several existing models such as Work Market and Vetted, and there will be more of these companies in 2014. “Work from anywhere, anytime” will no longer be seen as a cliché in 2014 as social media and crowdsourcing networks become useful tools for hiring managers, recruiters, and candidates alike. www.identified.com 23
  • SOCIAL RECRUITING PREDICTIONS AND TRENDS FOR 2014 About Identified is a data and analytics company focused on professional information. Founded in 2010 and headquartered in San Francisco, Identified pioneered SYMAN (Systematic Mass Normalization), a proprietary technology that collects, standardizes, and organizes professionally relevant data from the social Web in order to create new products and insights for companies and individuals. For more on Identified visit us at www.identified.com or follow us on Twitter, @Identified. Share this eBook www.identified.com 24