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Social media presentation from aravind

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The Future of IT Recruitment

Published in: Social Media
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Social media presentation from aravind

  1. 1.  What is ‘social media for recruiting’, anyway?  The talent crisis  The Stages of Social Media for Recruiting – and how to overcome them  Marketing and recruiting need to work together  Best sites for social media for recruiting  Best practices (tips and tricks)  If you could do one thing…
  2. 2. Social media for recruiting is using social media tools to source and secure candidates and building recruitment and employment brands.
  3. 3. What is Social Media? Social media marketing refers to the process of gaining traffic or attention through social media sites. Search engine optimization (SEO) Search engine marketing (SEM) What is SEO? SEO is the act of modifying a website to increase its ranking in organic (vs paid), crawler-based listings of search engines What is search engine marketing (SEM)? SEM is the act of marketing a website via search engines by purchasing paid listings: Ex: Google Add words, Affiliate Marketing, SAP Echo Hub Google: 61% Yahoo: 20% Bing: 9%
  4. 4.  Today we’re going to focus on how to use social media for finding and attracting candidates  This presentation is designed for people who think of social media primarily as a marketing tool
  5. 5.  1: More is better  2: Referrals and word of mouth  3: Long-term relationships
  6. 6. TThhiiss iiss yyoouurr ttaalleenntt ppooooll..
  7. 7. TThhiiss iiss yyoouurr ttaalleenntt ppooooll uussiinngg ssoocciiaall mmeeddiiaa ffoorr rreeccrruuiittiinngg
  8. 8.  The economy has mitigated the talent crisis so far  Many industries are already facing shortages  Companies who don’t use all available channels will lose the war for top talent
  9. 9.  Help you find the right candidates, faster  Cut your recruiting costs in half  Help you attract better candidates  Help you make better hires  Make your recruiting proactive – not reactive
  10. 10.  Only 10% of job-seekers expect to find their next job through a mainstream job board  86% of recruiters using social media to find candidates  79% say LinkedIn is their #1 source of A-list candidates  44% say it’s improved quality of hire  36% say it reduces time-to-hire significantly This survey report taken from Jobvite
  11. 11.  Access to millions of candidates  They’re searchable  Instead of having to weed through 250 duds to get to the diamonds, you can connect to the good ones immediately  The data is starting to make the business case  Average age for LinkedIn is 39, Facebook 33
  12. 12.  In the current talent market, 12 months is too long to wait  The tools may change, but social media is here to stay  There will never be a fool-proof guide to follow  You already know that referrals are the #1 source of A-list candidates
  13. 13.  Articulate how social media will help your recruiting process Building relationships with passive candidates Candidate database Improve candidate flow Build employment/job brand Improved candidate experience  Then conduct calculated experiments
  14. 14.  It’s amazing how quickly you can pick this stuff up  It’s amazing how quickly you can make it a routine part of your day  It’s amazing how much you’ll learn  Don’t worry – someone on your team will be passionate about this
  15. 15.  You’ll start to see improved candidate flow within 2-3 months  You’ll start to get useful feedback right away  You’ll find you’re spending more time on the right candidates – and less time on the duds  You’ll find you don’t have to spend as much money on recruiting fees
  16. 16.  Ultimately, it’s all about the results
  17. 17.  People in your organization are already using social media all over the place  Leverage their networks!  There’s a reason we talk about ‘stakeholders’ – that includes clients, customers, candidates and employees
  18. 18.  81% of recruiters use LinkedIn for recruiting  44% use Facebook  11% use Twitter  8% use blogs  3% use YouTube  77% say it’s improved their ability to connect to candidates  44% say it’s improved their quality of hire  36% say it’s reduced their time to hire
  19. 19. 30 million professional members in Linkedin 30 million professional members in Linkedin 200 million active members 200 million active members estimated 55 million monthly visits estimated 55 million monthly visits
  20. 20.  Use LinkedIn as an instant talent pool  Your entire recruiting and HR team should have complete profiles on LinkedIn  Create and participate in discussion groups among the candidate sectors you need most  Build your corporate and personal brand  Supercharge referrals and expand outreach programs  Strengthen professional relationships  Manage and track relationships including alumni  Post and broadcast jobs instantly  Target groups and associations  Build talent pipelines and warm leads
  21. 21. 1. Improve your organization’s profile page 2. Build your personal brand (top-of-mind) 3. Create and administer corporate and alumni groups (referrals!) 4. Participate in industry groups 5. Broadcast job openings 6. Ask and answer questions 7. Create events 8. Smart searching/saved searches 9. Reference search 10. Applications and polls 11. Visit Consultant Profile even if have no option to connect him 12. Choose for people to see your name and details when you have viewed their profile. It can have the effect of leaving a business card with someone. People will invariably click through to your profile.
  22. 22.  Face book is an example of how social tools have been adopted for commercial now many companies – including IT recruiters – are logging on for business purposes. Much like LinkedIn, IT recruiters can use Facebook to bring potential candidates altogether in one place, advertise their current positions and initiate conversations  Easy to create applications such as ‘HotJobs’ feeds  Easy to create groups and ‘pages’  Great way to build employment brands  Helps tap into immediate personal networks  Can tap into diversity networks
  23. 23.  Twitter - not for twits  It's not just freelance brand managers and marketers who are exploring Twitter for better returns for their client companies  Posting links to news articles, . IT groups and recruiters, including in the contract market, are using Twitter to connect with influential people in the sector, start conversations, contribute to 'memes' and form alliances.  Community building (candidate communities)  Generating buzz about events  Engaging in stakeholder dialogue  Putting a ‘face’ on the organization  Demonstrating thought leadership
  24. 24.  More websites are going to an all-blog format  Don’t think the best and brightest aren’t checking  Transparency builds brands – including employment and recruitment brands  Own company Blogs  Word press, BlogSpot's, etc.,
  25. 25.  A blog with entries by various team members  Not just about how great it is to work there, but ‘neat stuff’ about what the company is doing  Blog RSS feeds can then update your LinkedIn profiles, Facebook groups, and Twitter account
  26. 26.  Have a strategy  Make someone responsible for social media  Know the privacy concerns  Recognize that it’s a long-term build  Talk to marketing!
  27. 27. 1. Create a Marketing/Recruiting team for employment brand and social media for recruiting 2. Review the ‘candidate experience’ on your website and application process 3. Get a copy of your job postings or we can ask our expert to rewrite the postings– and then monitor how much better they perform 4. Ask to participate in the next recruiting event 5. Make sure recruiting knows the key marketing messages (internal and external!) 6. Share databases
  28. 28.  Make sure everyone responsible for recruiting in your organization has a complete, compelling profile on LinkedIn – including updating their status twice a week

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