Survey recruiting with social media 2010


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The Workforce Central Business Connection’s 2010 Survey on Recruiting with Social
Media was conducted in May, 2010.

Pierce County companies that currently use The Business Connection’s recruiting,
testing, and training services, and additional area employers, were invited to complete
the web-based survey.

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Survey recruiting with social media 2010

  1. 1. SURVEY – Recruiting with Social MediaPierce County, WAJune, 2010The WorkForce Central Business Connection4650 Steilacoom Blvd, Bldg 19Lakewood, WA
  2. 2. SURVEY BACKGROUND AND HIGHLIGHTSThe Workforce Central Business Connection’s 2010 Survey on Recruiting with SocialMedia was conducted in May, 2010.Pierce County companies that currently use The Business Connection’s recruiting,testing, and training services, and additional area employers, were invited to completethe web-based survey.Among the Pierce County employers who responded: 73.1% do not use social media or online networking to recruit 50.0% are concerned about confidentiality or security issues 25.8% suggest social media use may impede productivity 35.5% have accounts on Facebook and LinkedIn 16.1% have a Twitter account
  3. 3. Do you or your company use social media or social networking as part of your recruitment effort? 1.50% 25.40% Yes No Dont know 73.10%
  4. 4. Data SurpriseAbout one quarter of respondents are Over two thirds of respondents are notactively seeking employment candidates engaging with job seekers by using socialon social media services such as LinkedIn, media, even though it is rapidly becomingFacebook, Twitter and YouTube. a preferred form of communication. Opportunity Employers who include the use of social media as part of their candidate search can gain a major competitive advantage by reaching job-seekers that other firms will never know about. Other research has shown that a firm’s social media ‘absence’ can be interpreted as a lack of industry or market leadership.
  5. 5. What concerns do you have about using social media or social networking as part of your recruitment effort? (select all that apply)60.00% 50.00%50.00%40.00% 33.30%30.00% 25.80% 18.20% 18.20%20.00%10.00% 0.00%
  6. 6. Other concerns indicated: No need for it; we are very small; just haven’t used it; quality of candidate; don’t use it; haven’t really used it; we get enough response without it; generates spam; computer viruses; poor quality of candidate; not sure enough people look there.Data SurpriseMost respondents have concerns about Some employers fear computer viruseseither confidentiality or security. Some or candidates inferior to those that canhave no familiarity with social media. be sourced via traditional methods. Opportunity Employers can incorporate compliant methods on social media platforms to court candidates of comparable quality that are ignored by most firms.
  7. 7. Which social networking sites are you using to find candidates? (select all that apply)60.00% 51.60%50.00%40.00% 35.50% 35.50%30.00%20.00% 16.10%10.00% 3.20% 0.00% 0.00% 0.00% 0.00% 0.00% Biznik Facebook LinkedIn MySpace Ning Second Life Twitter YouTube Other (please specify)
  8. 8. Other social networking site used: Kindred web site, Craigslist, Newspaper ads, Employment agencies, Craigslist.Data SurpriseFacebook and LinkedIn are the two most Majority of respondents view socialpopular platforms used by respondents media as no different from advertising.who employ social media in recruiting. Virtually none use YouTube for recruiting. Opportunity Employers who understand and utilize proper social media engagement techniques as part of their overall recruitment effort will establish stronger rapport with candidates who use social media in their job search.
  9. 9. Which social networking techniques are you using now as part of your recruitment effort? (select all that apply)60.00% 48.80%50.00% 41.90%40.00% 34.90% 32.60%30.00% 25.60%20.00%10.00% 2.30% 2.30% 2.30% 0.00% Attend Author a Comment Email Make Post Tap into Other networking blog on blogs or friends and contacts recruiting current (please events networks contacts through videos employees specify) social online professional network or social networks (includes referrals)
  10. 10. Which social networking techniques do you plan to use more of in the future as part of your recruitment effort? (select all that apply)60.00% 50.00% 50.00%50.00% 42.10%40.00% 28.90% 28.90%30.00%20.00% 10.50%10.00% 2.60% 2.60% 0.00% Attend Author a blog Comment on Email friends Make Post Tap into Other (please networking blogs or and contacts contacts recruiting current specify) events networks through videos online employees social professional network or social networks (includes referrals)
  11. 11. Other techniques used or planning to use: Unemployment office, newspaper, Craigslist, Worksource, help wanted ads, attend onsite university campus, Craigs List, community events.Data SurpriseResponses suggest that most employers Almost none of the respondents areare using referral-based techniques to actively creating content to establishgenerate candidate leads. their position as industry leaders. Opportunity Incorporating use of social media could increase job-seeker perception of the employer as a market leader, and enhance all other recruiting efforts.
  12. 12. How do you use social networks for recruiting? (select all that apply)60.00% 56.00%50.00%40.00% 36.00%30.00% 26.00% 20.00%20.00% 10.00%10.00% 4.00% 0.00% Find out who is Headhunt specific Make new Promote open Dont use online Other (please looking for a candidates contacts that positions social networks specify) position might be useful
  13. 13. Other social network recruiting methods specified: Don’t use social networks; just recently did.Data SurpriseMost respondents either don’t use social Only 1 in 10 respondents actuallymedia to recruit, or they may list job leverage social media platforms to findopenings as a traditional advertisement. candidates that match specific needs. Opportunity Employers could include appropriate* research of candidates via social media platforms to reduce number of unqualified candidates for consideration in the normal recruiting process. * Caution must be exercised to ensure protected classes of information are not revealed to those making hiring decisions.
  14. 14. What percentage of candidates for positions at yourcompany have come from social networking sources? 8.30% 1.70% 1.70% 3.30%3.30% 0-10% 11-20% 21-30% 31-40% 41-50% 51-60% 61-70% 71-80% Over 80% Dont know 81.70%
  15. 15. Data SurpriseOver 80% of respondents report only Slightly less than 10% of all employers are1 in 10 candidates for employment have unaware of how significant a part, if any,come from social networking sources. social media networking may contribute to their current recruiting efforts.Almost 2% of respondents indicate over70% of candidates were sourced fromsocial networking sites. Opportunity Employers could experience up to 700% increase in successfully identifying qualified job candidates with effective use of social media outreach and research in their recruiting process.
  16. 16. Select your primary industry category: 8.80% 19.10% 10.30% Construction Education & Health Services Financial Activities 1.50% Government 1.50% Information Technology Leisure & Hospitality11.80% 5.90% Manufacturing - Durable Goods Manufacturing - Nondurable Goods Professional & Business Services 5.90% Transportation & Utilities 5.90% Wholesale & Retail Trade Other (please specify) 10.30% 11.80% 7.40%
  17. 17. SUMMARYOnly 1 in 4 Pierce County employers uses any kind of social media networking as part oftheir overall recruiting strategy.There is confusion about what is or is not social media; in fact, most employers considerLinkedIn, Facebook and Twitter to be similar to a newspaper or online classified ads.Despite being the 2nd most popular search engine in the US, employers mostly ignorethe role YouTube could play in their overall recruiting strategy. Blogging is virtuallyunrecognized as a tool for establishing market/industry expertise and leadership.An employer who includes a deliberate, compliant, and effective social mediacomponent in their recruiting strategy could likely dominate the market, quickly createthe image of a “preferred employer”, and source qualified job-seeking candidatesbefore non-social savvy competitors knew those candidates are available for hire.