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Application of social media in recruitment
The document discusses the application of social media in recruitment, highlighting its definition, objectives, and benefits. Key social media tools such as Facebook, LinkedIn, and Twitter are examined for their potential to enhance recruitment efforts by connecting with candidates and promoting the employer brand. It emphasizes the growing importance of social networking sites in the hiring process and the advantages of reaching hard-to-find, high-quality candidates.
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Application of social media in recruitment
- 1. Application of SocialMedia in Recruitment
- 2. Social Media: Definition •Social media is to turn media for social communication into interaction, using interactive dialogue highly accessible and scalable communication techniques • Social media is the use of Web-based and mobile technologies
- 3. Social Media inRecruitment
- 4. Objectives • What doyou hope to accomplish through social recruiting? – Decrease Recruitment spend? – Establish a robust candidate pipeline? – Get referrals? – Promote your employment brand?
- 5. Reasons to IncorporateSocial Media in Your Recruiting Efforts • Connect with candidates where and when they are available • Develop a dialogue with candidates • Be seen as an innovative, progressive employer • Promote your employment brand • Open additional sources for candidate leads and hires
- 6. Reasons to IncorporateSocial Media in Your Recruiting Efforts • One in every six minutes online is spent on social networking sites • By 2014, social networking services will replace email as the primary vehicle for interpersonal communications for 20% of business users.
- 7. Benefits Find hard-to-reach candidates Reach higher-quality candidates Increase ROI Be the employer of choice
- 8. Using Social Mediafor Recruiting
- 9. Using Social Mediafor Recruiting
- 10. Top Social MediaTools
- 11. Facebook: Basics 1. Itallows for better million worldwide) engagement 4. Easy career site 2. It’s where young integration (“Like” professionals/recent button and feeds) graduates are 3. Larger network of users (800 million worldwide as compared to LinkedIn at 120
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- 14. LinkedIn: Basics • 220million people on LinkedIn • World’s largest online resume database • Availability of quality people with detailed information
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- 18. Twitter: Basics • Open jobs/positions (Ex: Looking for senior #sales rep for #technology firm. Apply at (include shortened link) • Upcoming job or career fairs you are hosting and/or attending • News – press releases, new product announcements, awards, new hires, etc. • Job tips (resume and interview tips, interesting articles, etc.)
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- 20. Use hashtags appropriately •Use pound/number sign (#) in front of a keyword or phrase (ex: #jobs, #engineer) • Job seekers search Twitter using specific hashtags – makes your tweets searchable even to those who aren’t following you • Hashtags are also used for events such as Twitter chats (ex: #hirefriday, #jobhuntchat)
- 21. Twitter: Tools –Hash-tags
- 22. Twitter: Tools –Hash-tags
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- 26. Thank You Facebook : www.facebook.com/welearnindia Twitter : www.twitter.com/Welearnindia Youtube. : www.youtube.com/WelingkarDLP Slideshare. : www.slideshare.net/WelingkarDLP
Editor's Notes
- #8 Find hard-to-reach candidates. When competition for talent is fierce, identifying the best can be challenging. Social networking offers the ability to reach out to passive or hard-to-find candidates that likely could not be reached using other sources.• Reach higher-quality candidates.Individuals who frequently use social networks tend to be “early adopters” of innovation and also tend to be more technically savvy.3• Increase ROI.You can dramatically reduce sourcing costs and increase ROI through social networks. Posting and sharing job openings through Facebook or LinkedIn is more likely to deliver results than a single description on a job board, so the potential value far exceeds the cost.These are the traitsmany companieslook for in potential candidates. Social networks offer a fast way to connect with these individuals.• Be the employer of choice. When your company establishes an online presence, you send a positive message out to potential candidates that your company is connected and understands how to communicate with them. Being the employer of choice means candidates want to work for you and spread that message across social networks, magnifying your brand and message.