Mike Bruni is the Director of Talent Acquisition at SC3, a defense and technology consulting firm. He discusses how social media, especially LinkedIn and Twitter, have changed recruiting for the better by allowing faster identification of talent. He advises college students to create complete LinkedIn and Twitter profiles, follow companies they're interested in, and network actively. Students should also research companies thoroughly and understand how their background fits an organization's needs. A concise resume and polished 30-second pitch are also critical for standing out to employers at career fairs or on social media.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
This presentation is a part of one of my tasks in my internship at The Sparks Foundation. I was earlier selected as a Talent Acquisition Intern for April batch
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
Social recruiting and employment branding best practices for Facebook, YouTube, blogging, Twitter and LinkedIn.
Presentation created by Jennifer McClure - President, Unbridled Talent LLC and given at the 2011 Minnesota SHRM Conference on October 3, 2011.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
This presentation is a part of one of my tasks in my internship at The Sparks Foundation. I was earlier selected as a Talent Acquisition Intern for April batch
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
Social recruiting and employment branding best practices for Facebook, YouTube, blogging, Twitter and LinkedIn.
Presentation created by Jennifer McClure - President, Unbridled Talent LLC and given at the 2011 Minnesota SHRM Conference on October 3, 2011.
It is our pleasure when we see you excel in your academics. Relieving you of the pressure that comes with the big workload, is all we can do to let you have some comfort during your study time. As such, we have dissertation help services, to help you writing your dissertation. We really understand that you need a good dissertation in order to have high grades in your studies as well as ensuring that you get positive feedback from your academic dissertation examiners. It is our wish, to help you in writing your dissertation via our experienced dissertation writers from the dissertation writing services. In connection to this, we ensure that our dissertation help can be accessed by you any time around the clock. This the key to having your convenience in our dissertation writing services from our dissertation help panelists.
In a space as performance-driven and competitive as
the recruitment industry, it is crucial to stay ahead of
the curve. The growth and adoption of new strategies
and technologies is essential for success and is set to
explode in the future.
In an effort to paint a clear, distinct vision of the future of
social recruiting for our users, we asked twenty industry
thought leaders to weigh in on various trends that are
shaping the future of social media in recruitment. These
are their thoughts.
Tania Karmakar, a fresh graduate from a tech school in Calcutta, failed to crack the campus interview this year. Her scores in the engineering final exams were not good either. But she was determined not to let all this get the better of her.
So she focused on jazzing up her profile on LinkedIn — a social networking site for people in professional occupations. And since she had a penchant for ethical hacking, she posted keywords such as "Tania, security analyst" and "Tania K, penetration tester" on her profile.
Having a LinkedIn recruiter profile can help you create a network of talented candidates, as LinkedIn is the social media platform that is used for professional networking. It is a platform where candidates showcase all of their skills, education, work experience, etc. in their profiles. It is a good place to build your company’s employer brand. This does not mean that you don’t have to use other social media platforms. All social media platforms work in different ways. This can help you communicate your value proposition in all formats possible. The war for talent is real. Companies are fighting hard to attract and retain top performers. In such a situation, recruiter companies should not leave any recruiting strategy untried while hiring candidates for job positions. Try different strategies and identify what works best for you.
These slides are prepared based on "Social Media Recruitment".
It is done as per the first task assigned for me in my internship from "The Sparks Foundation".
Hope you get some valuable information's from this.
How HR Can Use Social Media for Recruitment and Candidate EngagementAlbert Qian
The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community.
Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
social recruiting playbook 2023 ebook.pdfZappyhire
This e-book talks about the new recruitment trend that is attracting and engaging talents through social media. Get a complete overview of how to strategize social recruiting, how to measure it, best social recruiting practices, and its tips and tricks.
Social media is now fertile ground for the recruiting and staffing industries. Despite this, a major study of trends in the recruitment industry reported last year that fewer than half of recruiters believe their companies have an effective strategy for finding candidates on social networks or major search engines.
1. Turning Connections into Jobs
Using LinkedIn and Twitter
By Tafia L. Allah Pringle
September 16 at 6:12 AM
Through his observations of both the employers and employees, effectiveness as a communicator,
and incredible knowledge base, Mike Bruni has professionally and personally impacted the lives of
thousands of top talent from all branches of the military and professionals throughout the metro DC
area. He is also one of the growing number of employers using LinkedIn and Twitter to recruit top
talent.
In a two part phone and e-mail interview, Bruni was asked about the impact of social media on HR,
steps college students should take to secure their first job, and his role as a Talent Acquisition
Director at SC3, an Alexandria, VA based leading provider of high-end mission support, consulting
and technology solutions to the federal government in defense, intelligence, and civil markets, and to
major corporations and nonprofit organizations.
Gone are the days when social media were most commonly used to read the latest celebrity gossip
and catch up with family and friends. Social media has a more important role for college students
seeking new ways to stand out in a crowded market of graduates.
As Director of Talent Acquisition for SC3, Bruni leads a very talented team of Talent Acquisition
Specialists. “Social Media actually changed the way we recruit. With the advent of platforms like
LinkedIn, Facebook, and Twitter, it has allowed recruiting the ability to identify more talent much
more rapidly, and has allowed us the ability to connect and communicate with potential employees in
2. a way that we could not previously. It has also given us an ability to market recruitment and brand
our organizations to the talent pool that exists.”
“SC3 and many organizations, Tweet often and some recruiters do actively use Twitter as a
Sourcing Tool. Twitter is used as a way to build Talent Communities by recruiters. Students should
really research organizations they are interested in working with, and once they have identified these
organizations, it is wise to follow the organizations and connect with staffing representatives as well
as other employees in those organization. It’s always good to follow firms to receive press releases,
advertisements, job postings, etc. Make sure to personalize all LinkedIn invites, and follow as many
targeted employers on Twitter as possible.”
“A student can market their academic achievements and projects by building out online profiles and
marketing those. LinkedIn can be one of those tools. About.me is another platform. LinkedIn has
become the go to network for both professionals and hiring managers.”
College students are becoming aware of this and using it to network. Yet, many create a profile and
leave it blank. A job seeker’s profile represents their brand. Employers view social media to learn
more information about candidates. The key is having more college students use LinkedIn and
Twitter as a source for identifying opportunities.
In today’s aggressive job market, the quickest way for a college student to get an interview is
through a referral. But, what happens when you don’t know who to contact about your job search?
The answer! Tell everyone that you’re in the market! The next step is to use LinkedIn and Twitter to
network and gain a position.
Since LinkedIn is one of the most used platforms in social media as it relates to recruiting and hiring,
Bruni recommends students use the LinkedIn App to create a profile and monitor as well as
contribute to it regularly. “Most employers use LinkedIn as a form of recruitment. Students need to
make themselves known and visible on this platform. Also, take advantage of a firm’s talent
communities through their websites. It’s always good to be on a firm’s radar especially firms that a
student may be pursuing for employment.”
Bruni added that LinkedIn provides a number of benefits for a recruiter. “It is a platform to easily
locate and link talent as well as a platform to build business relationships. LinkedIn is also a very
good research tool. It always allows recruiters the ability to contribute to various talent communities.”
When asked about the importance of buzzwords, Bruni replied. “Buzzwords are typically the hot
skills that firms or organizations are looking for in a candidate. My best advice is that if you see a
proper noun in a job description and you possess this particular skill, it needs to be on your profile or
resume. Recruiters and Talent Acquisition Professionals are seeking out keywords through
technology as well as initial screening.”
3. “When applying for a job, demonstrate on your profile and in your resume that you meet the
qualifications. Remember, employers and human resource professionals give a resume 6 seconds.
Statistics has shown this to be true. It depends on the volume of hires. The larger the company, the
more intense the time crunch, Vetting of resumes takes more time. Therefore, time spent on
reviewing resumes is limited to 6 seconds. Articulate in the resume. Conduct great research about
the companies you are pursuing, and know the culture.”
Career fairs are a great way to be introduced to an employer, and apply for an open position. Bruni
recommends, “The 30 second pitch at a job fair should relay your interest and how it ties into
opportunities and careers with that particular company or firm. Firms prefer candidates that know
what they want, as well as how their education and experience align with the Firms requirements
and goals. Students really need to have a good idea of what they would like to do. They must
conduct a self-assessment. Decide what types of opportunities they would like to pursue as well as
research heavily organizations that offer these types opportunities. Students should really do their
due diligence on the firms that will be attending the job fairs, before attending.”
Important takeaways from this two-part phone and e-mail interview with Michael Bruni: Employers
want to see demonstrated training, and experience. Resumes are very important, and should be
concise. College students seeking jobs can take the opportunity to develop their skills on social
media and attract hiring managers. It’s fine to request a connection with employers on LinkedIn. But,
personalize each invitation. Prepare, prepare, and prepare your 30 second pitch before each career
fair. Finally, research organizations or firms before applying for a position.