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The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates
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The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates

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In this whitepaper, you will learn: …

In this whitepaper, you will learn:

- How the right sharing tools increase recruiter productivity

- How to scale a recruiting strategy to attract candidates

- How sharing jobs on social networks can augment employer branding efforts

- Why social networks bring in quality employee referrals

Published in: Technology, Business
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  • 1. May 2013 The Science of Social Job Sharing: How to Effortlessly Tap Your Social Network for Employee Referrals and Passive Candidates SJS
  • 2. Share This Whitepaper The Science of Social Job Sharing // 2 ABSTRACT Certain laws are immutable: what goes up, must come down. Matter cannot be created or destroyed. You shouldn’t wear white after Labor Day.* *Although this one’s arguable, depending upon whom you ask. Or how about this one? Recruiting is an inherently social activity. You don’t have to sit under a tree and wait to get bonked on the head by an apple to come to the same conclusion we did: Recruiting is social. Social media is social. Why not put two and two together? There is, of course, a science to sourcing and hiring the right candidates on social media. If you have the right tools, you can gain some velocity with your social recruiting strategy, and even increase your qualified candidates to a critical mass.
  • 3. Share This Whitepaper The Science of Social Job Sharing // 3 CONTENTS COPYRIGHT © 2013 Work4 Labs, Inc. All rights reserved. The Science of Social Job Sharing: How to effortlessly tap your social network for employee referrals and passive candidates Hypothesis Variable 1: Trust and Relevance Variable 2: Scale and Reach Procedure Results Conclusion Sources About 4 5 6 7 8 9 10 11
  • 4. Share This Whitepaper The Science of Social Job Sharing // 4 HYPOTHESIS You don’t need a peer-reviewed scientific study to know that social media can be great for recruiting—but how can you best leverage it to source the highest quality candidates? Glad you asked. Here’s why sharing jobs over your employees’ networks helps you source the best candidates for your open jobs: Gain trust Increase relevance Scale your recruiting message And here’s what social media does for your recruiting team (and your employee accomplices!): Increase recruiter productivity Increase passive candidates and higher quality active candidates Reduce barriers to employee sharing So let’s break it down:
  • 5. Share This Whitepaper The Science of Social Job Sharing // 5 Variable 1: Trust and Relevance When it comes to word of mouth (or tweet or share of mouth, such as the case may be), people tend to trust those closest to them first and foremost. They call a share from someone you trust “earned media,” because the person who is sharing has already earned your trust. In fact, 92% of people are likely to trust a recommendation from a friend or family member online!1 Companies and employers can share “earned media” too, but it does take a little bit of work to do the “earning.” Not only do you need to be actively posting content on your social channels, but also responding to your fans and followers, cultivating relationships with your talent community, and seeking to build new relationships by placing ads and encouraging your followers to share. If a qualified candidate happens to be scrolling through his Facebook Newsfeed and notices that one of your employees (his friend) has posted a job, he may be likely to click to learn more. After all, it’s a job at a company that his friend not only knows about but can also vouch for as an employee. His friend wouldn’t be helping find new talent for a company that his friend didn’t like. And if he has any questions about the job, the culture, or the company itself, he has a direct, trustworthy reference that is only a wall post or direct message away. It’s also more likely that jobs posted by employees will be relevant to their friends. Your employees aren’t likely to share jobs in strange, exotic locations (unless they really want to help their friends live their dreams of moving to Bermuda--and if you know anyone sharing jobs in Bermuda, can you please forward the application?), and they are more likely to share jobs that resonate with people who have similar skill sets, educational backgrounds, work histories, or interests as they do. Relevance is key because it will increase the likelihood that people will click to learn more and even apply. 92% likely to trust a recommendation from friends/family online
  • 6. Share This Whitepaper The Science of Social Job Sharing // 6 Social Media Passive Talent Pool Variable 2: scale and reach Employee referrals are a great way to organically boost recruiter productivity, not least because they save recruiters some of the time it takes to go out to search for talent. As we’ve seen, referred candidates are a small, selective group of candidates that come with recommendations-- much more reliable than random candidates who are simply submitting applications because “it’s a job” and they need one. But recruiters still spend much of their time sourcing. Employee referrals only make up a small percentage of overall applicants, and sometimes a small, selective group of candidates won’t help you fill all of your open positions. So how do you scale your sourcing without sacrificing the quality of your candidates? The key is finding a source of passive candidates. While many active candidates are very qualified and even potentially a good fit for your company, the fact of the matter is that many are not. Even with innovations in talent management systems, you still don’t want to spend time and energy sorting through resumes. Just as with employee referrals, so can passive candidates help you find more fittng and better qualified new recruits. 84% of the population is considered to be “passive,” i.e. not actively looking for a new job.2 Yet 76% of people who are not actively looking to change jobs will consider taking the right job if the opportunity comes along.3 That means that passive candidates are a great opportunity for companies to bring in people who want your job, not a job. Social media makes finding passive candidates easier. If your company is already connecting with fans, you have a built in talent pool whose eyes are on your updates (and your jobs). 71% of companies say they’re already using social media to find passive candidates,4 but even then, there’s still a hands-on component that must be overcome. Hunting for the best of the best among your connections in your extended networks can still be a fairly time-consuming process. If you want to leverage and scale the trust and relevance that comes from recruiters and employees sharing with connections, then you need a way to automate the process.
  • 7. Share This Whitepaper The Science of Social Job Sharing // 7 Procedure The beauty of social media is that you already have the basic tools (an email address, internet) and the audience (start with friends and build a following) just a few keystrokes away. As long as you have a username, you have access to hundreds of thousands (if not millions and billions, you influential person, you!) of friends, fans, followers, and connections. You have to wonder why, with so many of our other HR activities now automated (through talent management systems and the like), it has taken so long to automate this highly valued process. You can easily increase recruiter productivity (in addition to candidate flow) by automating job sharing across social networks. That means not only giving employees the tools to share jobs with their friends and recruiters the tools to share jobs with their connections, but also providing them a way to make it happen automatically. The less work you can put between your people and their connections, the better off your social recruiting strategy will be. By automating your job sharing, you remove the barriers to having your employees recommend jobs to their friends. With only a few clicks to opt-in to the job-sharing tool (and maybe a few more clicks to choose which types of jobs they want to share and on which platforms), jobs are scheduled, and employees don’t have to do any more work. No time spent planning, coming up with clever things to post, choosing photos.... just a couple of clicks and their networks are connected. Ah, the beauty of automation... You also remove some of the temporal constraints on your recruiting team, since they won’t have to spend time copying and pasting jobs to share on various networks at optimal times during the day. Automatic job sharing means less time spent on sourcing active candidates or headhunting passive ones. Look at it this way: there are more than 67% of online adults using social media,5 with an average of 245 Facebook friends,6 634 people in their combined Facebook, LinkedIn, and Twitter networks,7 9000 2nd degree LinkedIn connections,8 and roughly 31,000 people in their extended Facebook network.9 That’s a lot of potential connections who come to your jobs from a place of trust and relevance. Not too shabby! Even if an individual recruiter’s personal networks seem relatively small: 1. When connections see a job and share it, the network is exponentially expanded. 2. Jobs can also be shared to a company’s main Facebook page, which increases the number of people who will see your company’s recruiting message.
  • 8. Share This Whitepaper The Science of Social Job Sharing // 8 results You also get the added benefit of bringing your branded employer message to all of the aforementioned people. Even if all 31,000 Facebook friends and 9000 LinkedIn connections don’t apply for your jobs, there’s a huge opportunity to at least expose them to your brand. By generating these free “impressions” (or job views) you’re saving your company money on advertising while planting the seed for potential job applicants and customers/clients down the line. It’s a win-win! Moreover, jobs shared are free content for your company’s Facebook, LinkedIn, and Twitter accounts, so all of the people who enjoy following you are consistently shown (again) relevant and engaging posts coming from each of your accounts. Content creation and management is another time- and effort-expensive process, and you can maximize your engagement with your followers by providing a steady stream of content for them to “like,” comment on, and share with their friends.
  • 9. Share This Whitepaper The Science of Social Job Sharing // 9 Conclusions Ultimately, sharing jobs socially affects your company’s overall investment of time, money, and effort spent bringing in the most qualified candidates through social media. Social recruiting can seem like a daunting task, but you don’t need a team of scientists (or social-media-savvy teenagers) to teach you how to tweet like a pro. With tools like Work4’s Social Job Sharing, which makes everyone a recruiter and everyone a candidate, you can plan your social recruiting success in advance by automatically sharing jobs over recruiter and employee networks. Great results with social recruiting are only a few clicks of a button away--and that’s no theory! There are already many companies, including many members of the Fortune 500, who have discovered the power of Social Job Sharing. Ready to try your own social recruiting experiment? Contact the social recruiting Einsteins at Work4, and start Social Job Sharing today! Make social job sharing your next great idea!
  • 10. Share This Whitepaper The Science of Social Job Sharing // 10 SOURCES 1. http://www.nielsen.com/us/en/newswire/2012/consumer-trust-in-online-social- and-mobile-advertising-grows.html 2. http://www.hrmreport.com/article/Passive-Candidate-Strategies-Winning-the- War-for-Talent/ 3. http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr61 3&sd=1/6/2011&ed=12/31/2011 4. http://www.shrm.org/Research/SurveyFindings/Articles/Pages/SHRM-Social- Networking-Websites-Recruiting-Job-Candidates.aspx 5. http://pewinternet.org/Commentary/2012/March/Pew-Internet-Social- Networking-full-detail.aspx 6. http://www.pewinternet.org/Reports/2012/Facebook-users/Summary/Friends- of-Friends.aspx 7. http://www.pewinternet.org/Reports/2011/Technology-and-social-networks/ Part-3/SNS-users.aspx 8. http://blog.linkedin.com/2012/03/14/startup-of-you-data/ 9. http://www.pewinternet.org/Reports/2012/Facebook-users/Summary/Friends- of-Friends.aspx
  • 11. Share This Whitepaper The Science of Social Job Sharing // 11 FOR ADDITIONAL INFORMATION contact@work4labs.com +1 (877) 509-0403 CONNECT WITH US www.work4labs.com www.facebook.com/work4labs www.linkedin.com/company/work4-labs www.twitter.com/work4labs ABOUT WORK4™ Work4 powers social recruiting by making everyone a recruiter and everyone a candidate. We help thousands of companies, including many of the Fortune 500, find, engage, and hire top talent with our all-in-one recruiting solution for Facebook. Work4 allows employers to reach candidates through a Facebook Career Site and on mobile devices, take advantage social networks to drive employee referrals, and target Facebook’s 1 billion users with intelligent recruiting ads. Work4 brings cost-effective, efficient sourcing and hiring to the world’s top companies by leveraging the reach and scope of the world’s largest and most powerful social network. Established in 2010 and backed by top tier investors such as Matrix Partners and Yuri Milner, Work4 has offices in San Francisco and Paris. Read: ENJOYED THIS? WANT TO LEARN MORE SOCIAL JOB SHARING? Datasheet: Social Job Sharing

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