How to Make a Social Hire


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How to recruit, manage, and retain top talent -- breaking the cycle of high turnover.

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How to Make a Social Hire

  1. 1. Five Things You Have to Have1. Process for Social Hiring2. Website Pages for Workforce Management3. Employee engagement program4. Social Media Policy5. An Open Mind
  2. 2. Find the Right Person• Dealerships report they spend less than 4 hours in the hiring process• Cost of bad hire is 2 to 3 times the annual salary• 95% of a managers time is spent on 5% of the employeesBad hires cost you money, and even worse –they keep you up at night!
  3. 3. Five Tools1. Effective application2. Behavioral interview3. Reference checking4. Background checking5. Candidate scorecard
  4. 4. Five Habits1. Follow a defined process2. Use the five tools3. Always be recruiting4. Include others in the process5. Never talk yourself into saying yes
  5. 5. Spread the Word1. Sponsor your jobs Sponsored jobs are highlighted and only appear when they are a close match to the job seekers queries. They are displayed on or other boards, reaching millions of qualified candidates. (click to enlarge)2. Create keyword ads Create advertisements for your open positions. Your ads appear when job seekers queries match your keywords. Job seekers click through to a page on your website.
  6. 6. Use AnalyticsJob boards offer analytics forpaid spots.Google Adwords offers tools fortracking the reach and successrates of your paid ads.Keep track of them and make changes to improve yourcompetitive performance.
  7. 7. Make Sure You Screen For:1. Digital dirt2. Terrible troll3. Big mouth4. Copious contacts and comments5. Positively negativeCheck out this infographic for more on social screening.
  8. 8. Reach the Passive Job SeekerPassive Job Seeker- This personis currently employed and notactively seeking a newopportunity. He may or may not be happy in his current role.Nonetheless, job huntingconsumes 0% of his time.Tip: Use Twitter and Facebook to post job openings tocatch the attention of passive job seekers.
  9. 9. Sell the JobMaking the right hire is a lot like sellinga car. Know your target audience andmarket the job to them. Use the rightlanguage, tone, and attitude to get yourideal candidate excited about thisposition. Think about where they areand market on those channels.Check out:Maximizing MillennialsGenerational Workplace CharacteristicsGenerational Personal and Lifestyle Characteristics
  10. 10. What Works for Everyone• Establish objectives, goals and work plans• Provide education and training in multiple formats• Give on-going coaching and feedback• Offer promotional and career development opportunities• Provide freedom• Balance, 9-5 doesn’t cut it anymore
  11. 11. Employee Engagement = ROI1. Employee perceptions of job importance2. Clarity of job expectations: Career advancement/ rewards & incentives3. Regular feedback and dialogue with superiors4. Quality of working relationships with peers, superiors, and subordinates5. Perceptions of the ethos and values of the organizationSatisfaction and Engagement are not the same measurements
  12. 12. Return tothe November 2012 KPA Newsletter