The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Creating a Social Networking Recruitment StrategyCielo
Social networking sites are an important tool in a recruiter’s toolbox. However rather than dipping your toe in the water and experimenting tactically, it’s important to take a step back and think about your overall strategic approach to using social media for recruiting.
A well thought-out, coordinated strategy will ensure that your company’s recruitment message is clear, that the various online channels are integrated, and that everything you do in the web environment helps attract top-level talent and enhances your employment brand.
During this webinar sponsored by ADP, you’ll learn the best practices for creating a social networking recruiting strategy. Michelle Krier, Marketing Services Manager for Pinstripe, will explain:
* What social media is and why it’s important to have a social media strategy specifically for your recruiting function
* How to build a social networking strategy for recruitment (and how it integrates with your company’s overall social media strategy)
* What an integrated strategy looks like via a case study
* The organizational benefits of a social networking recruitment strategy, and
* How to measure success
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Creating a Social Networking Recruitment StrategyCielo
Social networking sites are an important tool in a recruiter’s toolbox. However rather than dipping your toe in the water and experimenting tactically, it’s important to take a step back and think about your overall strategic approach to using social media for recruiting.
A well thought-out, coordinated strategy will ensure that your company’s recruitment message is clear, that the various online channels are integrated, and that everything you do in the web environment helps attract top-level talent and enhances your employment brand.
During this webinar sponsored by ADP, you’ll learn the best practices for creating a social networking recruiting strategy. Michelle Krier, Marketing Services Manager for Pinstripe, will explain:
* What social media is and why it’s important to have a social media strategy specifically for your recruiting function
* How to build a social networking strategy for recruitment (and how it integrates with your company’s overall social media strategy)
* What an integrated strategy looks like via a case study
* The organizational benefits of a social networking recruitment strategy, and
* How to measure success
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
SOCIAL MEDIA TRENDS AND THE IMPACT ON HRDelphiaLLC
Organizations have steadily started to integrate social technologies in to recruitment, development and engagement practices. Using social media inside organizations will be increasingly important this year and going forward. HR departments must start creating a social media strategy, including social media practices, policies and guidelines, to leverage current communities and evaluate new ones that are bound to emerge faster than ever before. Joe shares the big picture of social media trends to help you re-tool how you source, develop and engage employees.
Participants will come to understand social media trends to create a social media strategy for HR practices around recruiting, development and engagement.
Learning Objectives include:
The role of social media in contemporary HR practices
Social media trends and their impact on HR
Core concepts for social media policies/guidelines for employees
HR technology, new approaches to recruiting, development and engagement using social media
ABOUT THE SPEAKER
Joe Rotella joined Delphia Consulting in 2002 following a brilliant career in software design and development with Lucent Technologies and Bell Laboratories. While at Bell Labs, Joe earned the coveted Distinguished Member of Technical Staff (DMTS) designation. Joe served as Delphia’s Chief Technical Officer (CTO) for 11 years before transitioning to become its Chief Marketing Officer in 2014. Joe’s also served on HRACO’s board and teaches the Strategic Management module of the SHRM Learning System in HRACO’s PHR/SHPR Preparatory program.
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.
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
Designing Your Social Media Recruitment StrategyMichael Specht
Building a social media recruitment strategy, here are some ideas to get you going. Based around the web 2.0 concepts of Transparency, Conversation, Wisdom of Crowds, Data is Key, Speed, Reuse, Rich User Experience.
A glimpse into the transformative journey of the PepsiCo talent acquisition function and a view into the future plans as presented at the 2011 Fall ERE conference by Paul Marchand - global vp talent acquisition, Sheila Stygar - sr. director talent acquisition and Chris Hoyt - talent engagement & marketing leader.
Presentation Stream f/ERE.net:
http://www.ereexpo.com/2011fall/conference/agenda/session-descriptions/#video-348
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.
CEB presentation for Aug 25 Millennial Hiring and Management event.
The millennial generation makes up 35% of the workforce globally. By 2020, they will be 46% of the world's working population - 60% of them will be in Asia. It's more important than ever to understand millennials and develop a strategy to engage them, but how? How do companies make themselves appealing to this game-changing generation?
To find out, we are honored to invite experienced HR industry experts and millennials themselves to an interactive session, which will cover:
Millennials - who they really are
Why are millennials important to your company
What entices millennials to join a company
How to use social and digital channels to attract millennial talent
What’s the secret sauce of high retention rate among millennial employees
You will have a chance to listen to the following experts share their knowledge and experience, and interact with them and the millennials during the fireside chat and Q&A session.
Mandy Wong, Talent Brand Consultant, LinkedIn Talent Solutions
Kelvin Chua, Senior Executive Advisor, CEB
Bocco Chen, Senior Human Resources Manager, The Hong Kong Jockey Club
Delton Li, Head of Talent Acquisition - Personal Banking, Bank of China
(Hong Kong)
Angie Sung, Regional Talent Development Manager, Hilti Asia
Joyce Lai, Associate Consultant, Stanton Chase International
How To Build A Social Media Content Strategy For Talent AcquisitionHM Revenue & Customs
The presentation delivered by Andy Headworth from Sirona Consulting for the Social Media Talent Acquisition Conference on May 7th 2014.
How to build a social media content strategy for talent acquisition covers:
1. How to find the right content for your social media audience
2. Understand the best tools and technology for sharing your content easily
3. Which social media networks should form part of your strategy?
4. What does success look like, and how do you measure it?
SOCIAL MEDIA TRENDS AND THE IMPACT ON HRDelphiaLLC
Organizations have steadily started to integrate social technologies in to recruitment, development and engagement practices. Using social media inside organizations will be increasingly important this year and going forward. HR departments must start creating a social media strategy, including social media practices, policies and guidelines, to leverage current communities and evaluate new ones that are bound to emerge faster than ever before. Joe shares the big picture of social media trends to help you re-tool how you source, develop and engage employees.
Participants will come to understand social media trends to create a social media strategy for HR practices around recruiting, development and engagement.
Learning Objectives include:
The role of social media in contemporary HR practices
Social media trends and their impact on HR
Core concepts for social media policies/guidelines for employees
HR technology, new approaches to recruiting, development and engagement using social media
ABOUT THE SPEAKER
Joe Rotella joined Delphia Consulting in 2002 following a brilliant career in software design and development with Lucent Technologies and Bell Laboratories. While at Bell Labs, Joe earned the coveted Distinguished Member of Technical Staff (DMTS) designation. Joe served as Delphia’s Chief Technical Officer (CTO) for 11 years before transitioning to become its Chief Marketing Officer in 2014. Joe’s also served on HRACO’s board and teaches the Strategic Management module of the SHRM Learning System in HRACO’s PHR/SHPR Preparatory program.
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.
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
Designing Your Social Media Recruitment StrategyMichael Specht
Building a social media recruitment strategy, here are some ideas to get you going. Based around the web 2.0 concepts of Transparency, Conversation, Wisdom of Crowds, Data is Key, Speed, Reuse, Rich User Experience.
A glimpse into the transformative journey of the PepsiCo talent acquisition function and a view into the future plans as presented at the 2011 Fall ERE conference by Paul Marchand - global vp talent acquisition, Sheila Stygar - sr. director talent acquisition and Chris Hoyt - talent engagement & marketing leader.
Presentation Stream f/ERE.net:
http://www.ereexpo.com/2011fall/conference/agenda/session-descriptions/#video-348
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.
CEB presentation for Aug 25 Millennial Hiring and Management event.
The millennial generation makes up 35% of the workforce globally. By 2020, they will be 46% of the world's working population - 60% of them will be in Asia. It's more important than ever to understand millennials and develop a strategy to engage them, but how? How do companies make themselves appealing to this game-changing generation?
To find out, we are honored to invite experienced HR industry experts and millennials themselves to an interactive session, which will cover:
Millennials - who they really are
Why are millennials important to your company
What entices millennials to join a company
How to use social and digital channels to attract millennial talent
What’s the secret sauce of high retention rate among millennial employees
You will have a chance to listen to the following experts share their knowledge and experience, and interact with them and the millennials during the fireside chat and Q&A session.
Mandy Wong, Talent Brand Consultant, LinkedIn Talent Solutions
Kelvin Chua, Senior Executive Advisor, CEB
Bocco Chen, Senior Human Resources Manager, The Hong Kong Jockey Club
Delton Li, Head of Talent Acquisition - Personal Banking, Bank of China
(Hong Kong)
Angie Sung, Regional Talent Development Manager, Hilti Asia
Joyce Lai, Associate Consultant, Stanton Chase International
How To Build A Social Media Content Strategy For Talent AcquisitionHM Revenue & Customs
The presentation delivered by Andy Headworth from Sirona Consulting for the Social Media Talent Acquisition Conference on May 7th 2014.
How to build a social media content strategy for talent acquisition covers:
1. How to find the right content for your social media audience
2. Understand the best tools and technology for sharing your content easily
3. Which social media networks should form part of your strategy?
4. What does success look like, and how do you measure it?
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
From awareness to stewardship, how to use social media to augment & improve your fundraising.
Originally presented at the Spring 2012 Northwest Development Officers Association Conference (NDOA)
This presentation was given at Clemson University as part of the MACTS Second Friday speaker series. Branding yourself is becoming increasingly important as students get ready to make their way into the next chapter of their careers.This presentation explains what it means to build a brand, showcases tools to use to market yourself and how you can brand yourself using your degree.
Running a Restaurant in the Digital World - A Chef's Perspective is the title of a presentation by Chef Mark Garcia at the Unipro Mindshare Sales and Marketing Workshop in San Antonio Texas in September of 2011. Chef Mark Garcia teaches and trains chefs and restaurateurs how to better market themselves and their brands to make significant business breakthroughs. http://www.chefmarkgarcia.com/
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
A memorable candidate experience is the key to finding great talent (and keeping it). But, creating a consistent series of interactions that are branded, human and easy to mirror across multiple offices is no small task.
What makes your candidate experience memorable? Learn impactful stories of how experts J.T. O’Donnell, Founder & CEO at Work It Daily, and Martin Pisciotti, VP of Employee Careers at T-Mobile, have designed every phase of the recruiting process to attract the right people, positively influence corporate reputation, boost employee referrals, and encourage more informed candidates to apply.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
How Social Media Has Transformed Talent Acquisition
1. Presenter Name
June xx, 2014
Presenter Contact Info
INSERT
SESSION
TITLE
Will Staney
Head Talent Warrior
Glassdoor
@willstaney
How Social
Media Has
Transformed
Talent
Acquisition
2. How Social Media Has Transformed Talent Acquisition
THE EVOLUTION OF RECRUITING
Automation
Recruiter Tools
Job Boards
Job Hunters
Silo’ed Recruiting
Applications
External Candidates
Business Results
Tools for Everyone
Social Recruiting
Passives Are Possible
Integrated Recruiting
Referrals
Internal Candidates
3. How Social Media Has Transformed Talent Acquisition
+
THE TALENT SHIFT
WEB 1.0 WEB 2.0+PRE-WEB
4. How Social Media Has Transformed Talent Acquisition
4
THE TECHNOLOGY SHIFT
5. How Social Media Has Transformed Talent Acquisition
KEEPING PACE WITH CANDIDATE EXPECTATIONS
6. How Social Media Has Transformed Talent Acquisition
THE MODERN WORKFORCE LOOKS LIKE THIS…
11. How Social Media Has Transformed Talent Acquisition
It’s these expectations and rapid advancements
in social technology that have allowed social
to influence the way we recruit.
12. How Social Media Has Transformed Talent Acquisition
LET’S BREAK IT DOWN!
13. How Social Media Has Transformed Talent Acquisition
Sourcing / Pipelining Talent
Employer Branding / Talent Attraction
Candidate Experience / Engagement
Recruiting Technology
Recruiting Analytics / Metrics
14. How Social Media Has Transformed Talent Acquisition
SOURCING / PIPELINING TALENT BEFORE SOCIAL
20. How Social Media Has Transformed Talent Acquisition
SOURCING / PIPELINING TALENT WITH SOCIAL
21. How Social Media Has Transformed Talent Acquisition
It’s a Complex Ecosystem
22. How Social Media Has Transformed Talent Acquisition
SOURCING / PIPELINING TALENT WITH SOCIAL
of the online population is on at least
one social network
23. How Social Media Has Transformed Talent Acquisition
SOURCING / PIPELINING TALENT WITH SOCIAL
of online adults say they use Facebook
25. How Social Media Has Transformed Talent Acquisition
6 DEGREES OF SEPARATION? TRY 4.
You
Your
Friend
Your
Friend’s
Friend
Their
Friend
Their
Second
Cousin
Kevin
Bacon
39. How Social Media Has Transformed Talent Acquisition
•Video brings job
descriptions to life
•Allows candidates
to learn about hiring
managers and team
earlier in process
•Video Job Description +
Employer Branding =
Winning Strategy
•Candidates interview
company before
applying
41. How Social Media Has Transformed Talent Acquisition
VIDEO = GLOBAL PRESENCE
42. How Social Media Has Transformed Talent Acquisition
VIDEO = BRAND IMPRESSIONS
43. How Social Media Has Transformed Talent Acquisition
VIDEO=MOBILE STRATEGY
44. How Social Media Has Transformed Talent Acquisition
BRINGING IT ALL TOGETHER: WHERE CANDIDATES RESEARCH
Consistent
Branding
Showcase
Employee
Videos
Social
Promotion
Live Social
Feeds
45. How Social Media Has Transformed Talent Acquisition
CANDIDATE EXPERIENCE BEFORE SOCIAL
64. How Social Media Has Transformed Talent Acquisition
RECRUITMENT MARKETING SOFTWARE
65. How Social Media Has Transformed Talent Acquisition
OPEN WEB SOURCING AGGREGATORS
66. How Social Media Has Transformed Talent Acquisition
• Image of recruitment Excel spreadsheet
RECRUITING ANALYTICS / METRICS BEFORE SOCIAL
RECRUITING ANALYTICS / METRICS BEFORE SOCIAL
68. How Social Media Has Transformed Talent Acquisition
RECRUITING ANALYTICS / METRICS AFTER SOCIAL
Company ReputationEngagement
Brand Awareness vs.
Talent Competitors
69. How Social Media Has Transformed Talent Acquisition
You Need Help from Employees and Leadership to Make Your
Social Strategy Successful
70. How Social Media Has Transformed Talent Acquisition
Questions?
@WillStaney on Twitter
Come see me right after this in
the expo at the Glassdoor
booth #1680!
Editor's Notes
I’m going to start off this talk with a high level overview of the transformation the recruiting industry has gone through over the last decade or so.
*We’ve gone from the automation of early web technologies making recruiting transactional to being able to gather insights to the business and show results
*From tools for recruiters to utilizing tools that everyone uses. The consumerization of recruiting.
*From job boards to social recruiting
*From almost a purely active candidate approach to technology that allows us to find and interact with passive candidates
*From silo’d recruiting to technology that allows collaboration and integration of TA with the rest of the business
*From the purely application based approach of the job board era back to a focus on referrals and relying on your network
*From an over reliance on external candidate hiring to a better focus on engaging with current employees for retention and internal mobility
Due to social and web technology advancements the way people look for a job and the technology they use to do so has fundamentally changed.
Pre web: you could post a job through one advertising media (newspapers) and you were guaranteed to reach everyone looking for a job. I call this the dark ages of recruiting. No transparency. Neither side knew very much about the other before investing a large amount of time into the hiring process.
Web 1.0: Job boards! Now more and more places to find jobs begin to pop up on the internet. Now candidates can get a little more information about the job, and a little bit more about the company and companies get full resumes to review before investing time to interview a candidate. There’s light at the end of that tunnel! However, we still don’t have much transparency.
Web 2.0+: Today, transparency is expected. Information about working at your company is readily available whether you are putting it out there or not. People are talking. Living social profiles flood the web with zettabytes worth of information about people to potential hire. Employees leave anonymous reviews about working at your company. Candidates are more informed than ever before…and more fragmented as well. This makes finding talent easier yet also more complex than ever before in our industry.
While sometimes it may seem to be happening very slowly, recruiting technology is being influenced by web and social media more and more every day. We’ve come a long way from the file cabinets of the early 80’s and 90’s and even legacy ATS systems to using more socially infused technologies to source, engage and hire talent. We’ll talk more about this towards the end of our presentation.
Because of these advancements in new technologies like social, mobile and cloud….candidate expectations have changed drastically.
By 2025, over 75% will be of the “social media generation”….those who grew up with real time social communication as the norm.
Everything they want to do, anyone they want to talk to, anything they want to do or buy….is a few touch screen clicks away.
Because the time is now. Companies who understand this are rushing to utilize social media and mobile in their recruiting strategies to capture this generation of the workforce.
So, let’s break down some of the main aspects of talent acquisition that are being completely disrupted by social media. In each of these sections I’ll talk about way’s I’ve used social and web strategies to innovate recruiting at some of the top tech companies over the last 5 years or so.
What are some ways you sourced talent during the web 1.0 days? You know, before online profile data existed. Before Linkedin, Facebook, etc…
Keep the picture and just make the whole slide an image.
Do you remember paper resumes?
Finding people has never been easier than it is right now with social technology
For years now we’ve attended conferences and read blogs that tell us how technologies like social media make it easier to find talent…and they do. In a way they do.
However, this boost from social media and other technology innovations are also making sourcing for talent more complex and candidates even more segmented across the web. So, rather than making the need for sourcers obsolete these new technologies make the role of the sourcer that much more important. The role of the sourcer has evolved to that of a marketer, technologist, detective, and the best salespeople at the company.
·Graphic above should say 96% of online population is on at least one social network
Having a multi-channel sourcing strategy has never been more important to cast the widest net
71% of online adults are regularly active Facebook users
72% of all internet users are now active on social media
· 18-29 year olds have an 89% usage
· The 30-49 bracket sits at 72%
· 60 percent of 50 to 60 year olds are active on social media
· In the 65 plus bracket, 43% are using social media
· 71% of users access social media from a mobile device.
With Social Technology, the world has become smaller
6 Degrees of Separation? Try 4.
Researchers using the data on Facebook found that there are only 4.75 degrees of separation between any other person in the world.
It’s not only easier to find people, but to find the people that you know that know those people.
Help build rapport. This leads me to my next point of the power of social for sourcing talent.
You can use it to bypass gatekeepers:
Give example of hiring fast on social. VMware cloud architect, Facebook groups, etc
End with this: There are no barriers to entry anymore. I’ve used Twitter to recruit rock star cloud architects
….. and an actual rock star to help me propose to my wife.
Speaking of marriage…
Web search is now and forever will be married to social media.
Search is becoming less about keywords and Boolean strings and more about Social relevance, influence and context
Facebook Social Graph: 1.3 billion person database, search how people are connected, by likes and interests (soft skills) or by professional data (hard skills)
Google Social Graph: Google search results based on your social media activity and the activity of people in your network, connects web search results to social relevance
Creating social media buzz around positions at your company has never been more important to your SEO
Use image and fit to page
Can anyone give me some examples of how you advertised what it was like to work at your company in the days before social media?
Notes: Employer branding is maturing into a profession of it’s own. Social has made it more complex and it really requires a multi-channel strategy to be successful.
It takes a dynamic content marketing approach.
Employer branding today is all about content
Notes: Tell your story!
Video content is 60X more likely to show up in search results
VIDEO = GLOBAL RECRUITING
Keep images—delete header text.
VIDEO = MOBILE STRATEGY
Recruiting was transactional not personal
Like in n out burger
Order taking
Old apply style—job board
Notes: Now, social/mobile apply can be easy!
Notes: People are talking about your company. They always have.
Social technology and online communities have transformed talent acquisition by now providing the ability to join the conversation to both engage with talent and gather insights that help us make our company culture something worth tweeting about!
In today’s connected and mobile world those candidate expectations we talked about earlier are pushing us to be able to make applying for jobs easier have to start focusing more on candidate experience.
Let’s put my own career site to the test.
Notes: With social comes the need for transparency
Real time communication
Engagement with audience through even the Comments section can lead to the promotion of other web properties, such as Career Site, blog, or Talent Community. Funneling them to more resources to learn more about your company.
It’s about building Talent Communities and shifting away from a reactive recruiting environment to a proactive: strategy that includes automated remarketing, engaging with candidates already warm to your brand
Social media sites like Facebook and Pinterest have transformed how we think of recruiting technology
Find image of social Applicant Tracking system like Jobvite. Delete text..
Notes:
ATS’s with social capabilities
Jobvite
Employee referrals will never be the same
Social algorithms
CRM technology is now completely fused with social technology from capturing social profile data to conversations and engagement. Sales organizations have been taking advantage of customer relationship management software for years now
For TA, the time for candidate relationship management is now. Rich living profile data can now be captured, stored and utilized for strategic recruitment initiatives
The ability to create internal databases of social profiles, competitor intelligence and past applicants is now at our fingertips
Recruitment marketing platforms have social built in and make a multi channel web marketing strategy for recruiting both automated and data-rich
Earlier we talked about the fragmentation of candidates throughout the web. To solve for this problem, a trend is rising in Talent Acquisition technology towards open web sourcing tools. Technology like this simplifies the vastness of web sources to a single search of aggregated information on talent making, sourcing more efficient and saving recruiters a ridiculous amount of time in identifying top talent.
The great thing about social media is that every bit of it is measurable. It’s no longer just about time to fill or cost per hire…we have to start thinking about engagement metrics, reputation, brand impressions and source analytics.
Executive buy-in for social recruiting is crucial
Getting employees engaged and signed on as ambassadors is a must to succeed
Communication from leaders to organization explaining the mission and what you are doing is extremely important
Work with internal comms to help get social strategy for TA communicated internally