1) 92% of recruiters use or plan to use social media for recruiting, with Facebook and LinkedIn being the most popular.
2) Most recruiters saw positive impacts from social recruiting including an increase in candidate quantity (49%) and quality (43%), and more employee referrals (31%).
3) Over 70% of recruiters consider themselves at least moderately skilled at social recruiting and have successfully hired candidates through social networks.
The survey found that employers are increasingly using social networks like LinkedIn, Facebook, and Twitter for recruiting. They find social networks and employee referrals to be more cost-effective sources of quality candidates than traditional methods like job boards. As a result, most companies plan to invest more in social recruiting and referrals while investing less in job boards and search firms. The majority of companies are also planning to make new hires in 2009.
The survey found that 68% of organizations use social media to reach external audiences. The most commonly used platforms are Facebook (45%), LinkedIn (34%), and Twitter (28%). Marketing (67%), HR (44%), and public relations (38%) are the most likely to engage in social media activities on behalf of organizations. While 31% of companies track employee social media use and 43% block access to platforms on work devices, larger organizations are more likely to monitor and restrict access. The majority of organizations have used social media for 1-2 years to engage external groups like customers and employees.
Use of social networking and collaborative platforms in HR in Finnish enterpr...Magdalena Pawlowicz
The survey conducted among 102 HR professionals in Finnish organizations found that:
1) Most HR departments are not fully utilizing social networking and collaboration tools, with only 16% having HR software that allows communities, collaboration, and knowledge sharing.
2) Succession planning and workforce analytics capabilities are limited, with over half unable to identify employee expertise and most not using networks to find successors.
3) Learning and development can be improved, as only 38% encourage employee-generated content and 29% lack technologies for peer-to-peer learning.
The survey concludes that Finnish companies need to better adopt social and collaborative HR technologies to attract and develop talent, accelerate on-boarding, and improve key HR processes in
Recent college graduates still prefer traditional job search methods like job boards and career fairs over social media platforms. A study of 50 recent graduates found most found jobs through online postings and referrals, with few using LinkedIn. While companies have strong social media presences, graduates don't extensively follow them and aren't strongly influenced by brand awareness. Graduates care most about growth potential, pay and hours in a first job rather than understanding a company's values.
This document discusses a study on the role of social networking sites in recruitment from an Indian perspective. It provides background on the rise of social media and outlines the research questions and methodology. The study found that networking scope was the most influential quality for effective recruitment, especially for targeting specific groups. While costs were not affected, usage of social media for recruitment is still new to most Indian companies. Further longitudinal research is recommended.
Social recruiting has become mainstream, with 83% of companies now using or planning to use social media for recruiting. LinkedIn is the dominant social network for recruiting, used by 78% of companies, followed by Facebook at 55% and Twitter at 45%. Nearly half of companies plan to increase spending on social recruiting in 2010 compared to 2009 as the economy recovers. Social networks are seen as a more cost-effective alternative to traditional channels like job boards.
Improving employee engagement and performance through social analytics sada...N. Sadat Shami
The use of social media in the workplace is growing. One anticipates this trend to continue as more and more individuals comfortable with social media join the workforce. Social media provides an opportunity for organizations to obtain a real-time understanding of various aspects of the employee experience. For organizations to truly benefit from this aspect of social media, there is a need to build tools that allow an organization to make sense of the large scale unstructured data generated by social media. In this talk, I will first introduce a tool named Social Pulse that enables an organization to understand the social media chatter and sentiment of its employees. Social Pulse provides text and sentiment analysis, search and filtering, and several visualization features while respecting employee data privacy. I will then discuss how the data generated through Social Pulse can lead to insights that can improve outcomes of interest to an organization, such as employee engagement and performance.
Social media and the communication profession eacd en univ of st. gallenMarketingfacts
Social media and the communication profession eacd en univ of st. gallen
Source: http://www.eacd-online.eu/_files/news/eacd_1296806141_4d4bb0fd63614.pdf
via:
http://www.molblog.nl/bericht/onderzoek-social-mediagebruik-onder-communicatieprofessionals/
The survey found that employers are increasingly using social networks like LinkedIn, Facebook, and Twitter for recruiting. They find social networks and employee referrals to be more cost-effective sources of quality candidates than traditional methods like job boards. As a result, most companies plan to invest more in social recruiting and referrals while investing less in job boards and search firms. The majority of companies are also planning to make new hires in 2009.
The survey found that 68% of organizations use social media to reach external audiences. The most commonly used platforms are Facebook (45%), LinkedIn (34%), and Twitter (28%). Marketing (67%), HR (44%), and public relations (38%) are the most likely to engage in social media activities on behalf of organizations. While 31% of companies track employee social media use and 43% block access to platforms on work devices, larger organizations are more likely to monitor and restrict access. The majority of organizations have used social media for 1-2 years to engage external groups like customers and employees.
Use of social networking and collaborative platforms in HR in Finnish enterpr...Magdalena Pawlowicz
The survey conducted among 102 HR professionals in Finnish organizations found that:
1) Most HR departments are not fully utilizing social networking and collaboration tools, with only 16% having HR software that allows communities, collaboration, and knowledge sharing.
2) Succession planning and workforce analytics capabilities are limited, with over half unable to identify employee expertise and most not using networks to find successors.
3) Learning and development can be improved, as only 38% encourage employee-generated content and 29% lack technologies for peer-to-peer learning.
The survey concludes that Finnish companies need to better adopt social and collaborative HR technologies to attract and develop talent, accelerate on-boarding, and improve key HR processes in
Recent college graduates still prefer traditional job search methods like job boards and career fairs over social media platforms. A study of 50 recent graduates found most found jobs through online postings and referrals, with few using LinkedIn. While companies have strong social media presences, graduates don't extensively follow them and aren't strongly influenced by brand awareness. Graduates care most about growth potential, pay and hours in a first job rather than understanding a company's values.
This document discusses a study on the role of social networking sites in recruitment from an Indian perspective. It provides background on the rise of social media and outlines the research questions and methodology. The study found that networking scope was the most influential quality for effective recruitment, especially for targeting specific groups. While costs were not affected, usage of social media for recruitment is still new to most Indian companies. Further longitudinal research is recommended.
Social recruiting has become mainstream, with 83% of companies now using or planning to use social media for recruiting. LinkedIn is the dominant social network for recruiting, used by 78% of companies, followed by Facebook at 55% and Twitter at 45%. Nearly half of companies plan to increase spending on social recruiting in 2010 compared to 2009 as the economy recovers. Social networks are seen as a more cost-effective alternative to traditional channels like job boards.
Improving employee engagement and performance through social analytics sada...N. Sadat Shami
The use of social media in the workplace is growing. One anticipates this trend to continue as more and more individuals comfortable with social media join the workforce. Social media provides an opportunity for organizations to obtain a real-time understanding of various aspects of the employee experience. For organizations to truly benefit from this aspect of social media, there is a need to build tools that allow an organization to make sense of the large scale unstructured data generated by social media. In this talk, I will first introduce a tool named Social Pulse that enables an organization to understand the social media chatter and sentiment of its employees. Social Pulse provides text and sentiment analysis, search and filtering, and several visualization features while respecting employee data privacy. I will then discuss how the data generated through Social Pulse can lead to insights that can improve outcomes of interest to an organization, such as employee engagement and performance.
Social media and the communication profession eacd en univ of st. gallenMarketingfacts
Social media and the communication profession eacd en univ of st. gallen
Source: http://www.eacd-online.eu/_files/news/eacd_1296806141_4d4bb0fd63614.pdf
via:
http://www.molblog.nl/bericht/onderzoek-social-mediagebruik-onder-communicatieprofessionals/
1) The study examined how Danish companies use social media for talent acquisition. It found that while social media use is widespread, the level of maturity is still low due to a lack of strategy, competencies, processes, and metrics.
2) The main benefits of social media for talent acquisition cited were access to a larger, better pool of candidates and cost savings. However, respondents underrated the relationship-building potential of social media.
3) Barriers to effective social media use included lack of time and a focus on job postings rather than relationship-building. The study recommends developing social media strategies, policies, competencies and expanding beyond LinkedIn to improve maturity.
This document summarizes an article from the June 2012 issue of Training & Development magazine. The article discusses how social media is becoming integral to how organizations communicate, engage employees, and do business. It is shifting the nature of work and how effectively organizations adopt social technologies will impact their ability to adapt. The role of learning and development practitioners is changing from classroom-focused trainers to facilitators of informal, social, mobile learning opportunities. Practitioners must embrace new technologies and learning models to remain relevant and help organizations and employees navigate these disruptive changes.
This document is a project report submitted by Vibha Kattige to the University of Mumbai exploring the role of social media in the recruitment process. It includes an introduction outlining the objectives and scope of the study. The methodology section describes how secondary data was collected from research papers, articles, and surveys. Several figures are presented showing trends in social media use for recruitment by industry, job role, and geography. The background section provides definitions of social media and social networking sites, and discusses how e-recruitment and the use of social networks for recruitment has grown significantly. The report will continue to analyze the use of social media in the recruitment process and discuss benefits, risks, and the future of this approach.
Reframing practice: integrating social software to enable informal learning.Anne Bartlett-Bragg
This document discusses using social software to enable informal learning in organizational contexts. It begins by explaining how social software applications like blogs, wikis and podcasts are being used to facilitate knowledge sharing and informal learning. However, implementing social software for informal learning faces challenges including organizational, individual and pedagogical inhibitors. The document provides examples of these inhibitors and argues that educators need to adopt a Mode 3 teaching approach that guides informal learning through social software rather than more formal pedagogical models. Overall, the document analyzes how social software can support informal workplace learning but also identifies issues that must be addressed for its effective implementation.
COM 600 Social Media Theory and Practice #NewhouseSM6 Syllabus Fall 2013Dr. William J. Ward
COM 600 Social Media Theory And Practice #NewhouseSM6 Syllabus Fall 2013.
Graduate Social Media class in the S.I. Newhouse School of Public Communications at Syracuse University taught by DR4WARD.
This article originally appeared in Training & Development magazine February 2014 Vol 41 No 1, published by the Australian Institute of Training and Development.
It has been reproduced with permission from the editor.
This document provides an overview of social learning and how social media can be used to enhance training within an organization. It discusses social learning theory and how leaders should encourage positive behaviors through their own example. It also outlines how Facebook, YouTube, Twitter, and Google Plus can be implemented as social learning tools to help achieve organizational goals and foster collaboration. Key aspects of a successful social learning program are identified as improved efficiency, comprehension, and retention. The document emphasizes the importance of resource allocation to support an effective social network and establishing trust and accountability when using social media.
2011 Social Recruiting Survey From Jobviteglennmanko
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
Mobile learning is predicted to become a major disruptor to traditional learning environments. However, there is currently a disconnect between how smartphones and tablets are integrated into personal lives versus educational and workplace settings. A survey found that while Australians widely use mobile devices personally, there has only been limited adoption of mobile learning initiatives in educational institutions and workplaces. Common barriers to adoption include a lack of skills and understanding of mobile learning, high development costs, and concerns about supporting multiple devices and ongoing upgrades. For mobile learning to realize its potential, it needs to be better integrated into overall learning strategies rather than viewed as a separate initiative.
Widespread acceptance of social recruiting leads to a spike in candidate quantity and quality and an increase in employee referrals, and social knowledge. The survey found that 92% of recruiters now use or plan to use social media for recruiting. Recruiters have successfully hired 73% of candidates through social networks. Social recruiting is seen as increasing both the number and quality of candidates.
2011 social recruiting report jobvite srp-2011Ximo Salas
According to a survey of over 800 US companies conducted in 2011:
- 89% of companies planned to use social networks for recruiting in 2011, up from 83% in 2010.
- Social media saw the largest planned increase in investment for recruiting among various sources.
- LinkedIn was the dominant social network for recruiting, used by 87% of respondents, though many companies used multiple networks.
- Two thirds of respondents expected increased competition for talent over the next year, driving more intense recruiting efforts.
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
The document summarizes the key findings of the 2011 Jobvite Social Recruiting Survey:
1) 89% of companies plan to use social networks for recruiting in 2011, up from 83% in 2010, as social recruiting becomes more essential amid increasing competition for talent.
2) LinkedIn is the dominant social network for recruiting, used by 87% of respondents, though most companies now use two or more major networks like LinkedIn, Facebook, and Twitter.
3) Two-thirds of respondents have successfully hired candidates through social networks like LinkedIn, where 95% of companies report hiring at least one candidate.
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
This document discusses strategies for social recruiting, particularly targeting college students and Generation Y. It outlines four approaches to recruiting according to a Michigan State University study. It also provides data on how human resources departments are increasing their use of technology and social media for recruiting. The document recommends focusing recruitment efforts on the communities and interests of candidates, leveraging search strategies, and emphasizing peer relationships rather than treating candidates as prospects.
Social is the future of recruiting. At the Jobvite Future of Social Recruiting in Atlanta, Georgia, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these presentations, by Dan Finnigan, David Lahey, Bill Glenn, Alex Putman and Michael Nigro, you will learn everything you need to know about social and the future of recruiting.
The survey found that 94% of recruiters use or plan to use social media in recruitment efforts. 78% of recruiters have made a hire through social media. LinkedIn, Facebook and Twitter are the top social networks used, but recruiters also use other platforms like GitHub and Stackoverflow. Recruiters look at candidates' experience, skills, cultural fit and online presence. Social recruiting provides benefits like improved time to hire, quality of candidates, and estimated savings of over $20k per candidate hired. The hiring market is highly competitive, with 68% of companies offering referral bonuses to gain an edge.
Social Recruiting 2013 Survey Results via JobVite
• 94% of recruiters use or plan to use social media in their recruitment efforts • 78% of recruiters have made a hire through social media
This year’s results delve into how recruiters are leveraging social recruiting in addition to whether or not they are using it. Much like marketers, recruiters use social networks as part of a multi-channel strategy to find leads and nurture them to hire. Just as the days of “rented attention” and “one size fits all” campaigns are over in the marketing and advertising worlds, recruiters now focus on building their own talent pool and appealing to candidates’ individual preferences.
The best candidates are always “shopping” for a new job and have more information at their fingertips than ever before. To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent:
• Facebook, Twitter and LinkedIn are still the recruiters social networks of choice – but they have company. Blogs, Youtube, GitHub, Stackoverflow, Yammer, and Instagram have emerged as channels recruiters also use to source talent. • Across social channels, recruiters look for professional experience, tenure, hard skills, industry-related voice and cultural fit as part of the hiring process. • LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).
Recruiters are also placing increasing importance on candidates’ social profiles:
• 42% have reconsidered a candidate based on content viewed in a social profile, leading to both positive and negative re-assessments • Profanity, and grammar and punctuation errors trigger negative reactions among recruiters over 60% of the time
Social recruiting is not just a way of finding the best cultural fit – there are also significant bottom line benefits
• Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%) • 60% of recruiters estimate the value of social media hires as greater than $20k/year. 20% estimate the value of social media hires as greater than $90k/year.
Finally, developments in social recruiting exist in the context of a highly competitive employee market:
• Only 1.5% of recruiters expect the hiring environment to get less competitive in the coming year • 68% of companies offer referral compensation to gain a competitive edge in hiring.
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
1) The study examined how Danish companies use social media for talent acquisition. It found that while social media use is widespread, the level of maturity is still low due to a lack of strategy, competencies, processes, and metrics.
2) The main benefits of social media for talent acquisition cited were access to a larger, better pool of candidates and cost savings. However, respondents underrated the relationship-building potential of social media.
3) Barriers to effective social media use included lack of time and a focus on job postings rather than relationship-building. The study recommends developing social media strategies, policies, competencies and expanding beyond LinkedIn to improve maturity.
This document summarizes an article from the June 2012 issue of Training & Development magazine. The article discusses how social media is becoming integral to how organizations communicate, engage employees, and do business. It is shifting the nature of work and how effectively organizations adopt social technologies will impact their ability to adapt. The role of learning and development practitioners is changing from classroom-focused trainers to facilitators of informal, social, mobile learning opportunities. Practitioners must embrace new technologies and learning models to remain relevant and help organizations and employees navigate these disruptive changes.
This document is a project report submitted by Vibha Kattige to the University of Mumbai exploring the role of social media in the recruitment process. It includes an introduction outlining the objectives and scope of the study. The methodology section describes how secondary data was collected from research papers, articles, and surveys. Several figures are presented showing trends in social media use for recruitment by industry, job role, and geography. The background section provides definitions of social media and social networking sites, and discusses how e-recruitment and the use of social networks for recruitment has grown significantly. The report will continue to analyze the use of social media in the recruitment process and discuss benefits, risks, and the future of this approach.
Reframing practice: integrating social software to enable informal learning.Anne Bartlett-Bragg
This document discusses using social software to enable informal learning in organizational contexts. It begins by explaining how social software applications like blogs, wikis and podcasts are being used to facilitate knowledge sharing and informal learning. However, implementing social software for informal learning faces challenges including organizational, individual and pedagogical inhibitors. The document provides examples of these inhibitors and argues that educators need to adopt a Mode 3 teaching approach that guides informal learning through social software rather than more formal pedagogical models. Overall, the document analyzes how social software can support informal workplace learning but also identifies issues that must be addressed for its effective implementation.
COM 600 Social Media Theory and Practice #NewhouseSM6 Syllabus Fall 2013Dr. William J. Ward
COM 600 Social Media Theory And Practice #NewhouseSM6 Syllabus Fall 2013.
Graduate Social Media class in the S.I. Newhouse School of Public Communications at Syracuse University taught by DR4WARD.
This article originally appeared in Training & Development magazine February 2014 Vol 41 No 1, published by the Australian Institute of Training and Development.
It has been reproduced with permission from the editor.
This document provides an overview of social learning and how social media can be used to enhance training within an organization. It discusses social learning theory and how leaders should encourage positive behaviors through their own example. It also outlines how Facebook, YouTube, Twitter, and Google Plus can be implemented as social learning tools to help achieve organizational goals and foster collaboration. Key aspects of a successful social learning program are identified as improved efficiency, comprehension, and retention. The document emphasizes the importance of resource allocation to support an effective social network and establishing trust and accountability when using social media.
2011 Social Recruiting Survey From Jobviteglennmanko
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
Mobile learning is predicted to become a major disruptor to traditional learning environments. However, there is currently a disconnect between how smartphones and tablets are integrated into personal lives versus educational and workplace settings. A survey found that while Australians widely use mobile devices personally, there has only been limited adoption of mobile learning initiatives in educational institutions and workplaces. Common barriers to adoption include a lack of skills and understanding of mobile learning, high development costs, and concerns about supporting multiple devices and ongoing upgrades. For mobile learning to realize its potential, it needs to be better integrated into overall learning strategies rather than viewed as a separate initiative.
Widespread acceptance of social recruiting leads to a spike in candidate quantity and quality and an increase in employee referrals, and social knowledge. The survey found that 92% of recruiters now use or plan to use social media for recruiting. Recruiters have successfully hired 73% of candidates through social networks. Social recruiting is seen as increasing both the number and quality of candidates.
2011 social recruiting report jobvite srp-2011Ximo Salas
According to a survey of over 800 US companies conducted in 2011:
- 89% of companies planned to use social networks for recruiting in 2011, up from 83% in 2010.
- Social media saw the largest planned increase in investment for recruiting among various sources.
- LinkedIn was the dominant social network for recruiting, used by 87% of respondents, though many companies used multiple networks.
- Two thirds of respondents expected increased competition for talent over the next year, driving more intense recruiting efforts.
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
The document summarizes the key findings of the 2011 Jobvite Social Recruiting Survey:
1) 89% of companies plan to use social networks for recruiting in 2011, up from 83% in 2010, as social recruiting becomes more essential amid increasing competition for talent.
2) LinkedIn is the dominant social network for recruiting, used by 87% of respondents, though most companies now use two or more major networks like LinkedIn, Facebook, and Twitter.
3) Two-thirds of respondents have successfully hired candidates through social networks like LinkedIn, where 95% of companies report hiring at least one candidate.
- 89% of companies will use social networks for recruiting in 2011, up from 83% in 2010. LinkedIn is the dominant social network for recruiting, used by 87% of companies, though most companies now use two or more networks.
- Competition for talent is intensifying as 77% of companies expect increased competition and nearly two-thirds plan to recruit from competitors. One-third of companies expect the average new employee to stay less than two years.
- Social media tops the list of areas where companies plan to increase recruiting investment as competition grows. Referrals, direct sourcing, and social networks are considered the best sources for quality candidates.
- Two-thirds of companies report successfully hiring candidates
This document discusses strategies for social recruiting, particularly targeting college students and Generation Y. It outlines four approaches to recruiting according to a Michigan State University study. It also provides data on how human resources departments are increasing their use of technology and social media for recruiting. The document recommends focusing recruitment efforts on the communities and interests of candidates, leveraging search strategies, and emphasizing peer relationships rather than treating candidates as prospects.
Social is the future of recruiting. At the Jobvite Future of Social Recruiting in Atlanta, Georgia, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these presentations, by Dan Finnigan, David Lahey, Bill Glenn, Alex Putman and Michael Nigro, you will learn everything you need to know about social and the future of recruiting.
The survey found that 94% of recruiters use or plan to use social media in recruitment efforts. 78% of recruiters have made a hire through social media. LinkedIn, Facebook and Twitter are the top social networks used, but recruiters also use other platforms like GitHub and Stackoverflow. Recruiters look at candidates' experience, skills, cultural fit and online presence. Social recruiting provides benefits like improved time to hire, quality of candidates, and estimated savings of over $20k per candidate hired. The hiring market is highly competitive, with 68% of companies offering referral bonuses to gain an edge.
Social Recruiting 2013 Survey Results via JobVite
• 94% of recruiters use or plan to use social media in their recruitment efforts • 78% of recruiters have made a hire through social media
This year’s results delve into how recruiters are leveraging social recruiting in addition to whether or not they are using it. Much like marketers, recruiters use social networks as part of a multi-channel strategy to find leads and nurture them to hire. Just as the days of “rented attention” and “one size fits all” campaigns are over in the marketing and advertising worlds, recruiters now focus on building their own talent pool and appealing to candidates’ individual preferences.
The best candidates are always “shopping” for a new job and have more information at their fingertips than ever before. To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent:
• Facebook, Twitter and LinkedIn are still the recruiters social networks of choice – but they have company. Blogs, Youtube, GitHub, Stackoverflow, Yammer, and Instagram have emerged as channels recruiters also use to source talent. • Across social channels, recruiters look for professional experience, tenure, hard skills, industry-related voice and cultural fit as part of the hiring process. • LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).
Recruiters are also placing increasing importance on candidates’ social profiles:
• 42% have reconsidered a candidate based on content viewed in a social profile, leading to both positive and negative re-assessments • Profanity, and grammar and punctuation errors trigger negative reactions among recruiters over 60% of the time
Social recruiting is not just a way of finding the best cultural fit – there are also significant bottom line benefits
• Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%) • 60% of recruiters estimate the value of social media hires as greater than $20k/year. 20% estimate the value of social media hires as greater than $90k/year.
Finally, developments in social recruiting exist in the context of a highly competitive employee market:
• Only 1.5% of recruiters expect the hiring environment to get less competitive in the coming year • 68% of companies offer referral compensation to gain a competitive edge in hiring.
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Part 1 of 4 LinkedIn Coaching Workshop conducted at Maricopa Workforce Connections in Phoenix, AZ. Presented by Nykky McCarley, LinkedIn Coach. Topics covered: Creating Profiles, Improving Profiles, Recommendations & Endorsements, Making Connections, Strategic Headlines & Summaries, & Tips & Tricks. Also, advice for positioning your profile for a career transition.
LinkedIn Hands-On Workshop Part 1 by Nykky McCarleymyfuturestate
Slide Deck from LinkedIn Coaching Workshop, presented by Nykky McCarley, LinkedIn Coach. Covers creating a profile, making connections, requesting recommendations & endorsements, with some coverage of job searching using the groups, jobs and companies tab.
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.
This report provides a look at those organizations that recognize and benefit from what can be achieved when social technologies are paired with the new ways of working they enable. That paired approach delivers shared value; generating complex business outcomes for the organization while making employee work experience easier and more fulfilling.
Jobvite Survey: Social Recruiting Survey 2013.Sage HR
The survey found that:
1) Social recruiting has seen near-universal adoption across industries, with 94% of recruiters using or planning to use social media in their recruitment efforts.
2) LinkedIn is still the top social network used by recruiters for searching, contacting, vetting candidates, but other networks like Facebook, Twitter, blogs and YouTube are also used.
3) Recruiters have seen improvements in time to hire, quality and quantity of candidates, and quality and quantity of referrals since implementing social recruiting. A majority estimate the value of social media hires as greater than $50K per year.
Using Digital Tools to Unlock HR’s True PotentialVIRGOkonsult
The document discusses how digital technologies are impacting HR functions but HR has been slow to adopt digital. Job seekers and employees are increasingly using digital channels like social media and mobile devices. However, most organizations still rely on traditional HR processes and systems. The document recommends that HR build top management support, upgrade flexible IT systems, use data to drive decisions, and implement pilot programs to drive digital transformation in HR.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
Social networking sites are playing an increasingly important role in recruitment according to a survey conducted by Executives Online. LinkedIn was found to be the most popular and useful social networking site for both job searching and recruitment. While over half of respondents had used social networking sites to search for jobs, and more reported finding jobs through these sites compared to the previous year, LinkedIn was still seen as more valuable than other sites like Facebook and Twitter. Most respondents believed that social networking sites would continue growing in importance for recruitment in the future, though they may not completely replace more traditional methods.
Similar to Jobvite 2012 social_recruiting_survey (20)
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdfMalak Abu Hammad
Discover how MongoDB Atlas and vector search technology can revolutionize your application's search capabilities. This comprehensive presentation covers:
* What is Vector Search?
* Importance and benefits of vector search
* Practical use cases across various industries
* Step-by-step implementation guide
* Live demos with code snippets
* Enhancing LLM capabilities with vector search
* Best practices and optimization strategies
Perfect for developers, AI enthusiasts, and tech leaders. Learn how to leverage MongoDB Atlas to deliver highly relevant, context-aware search results, transforming your data retrieval process. Stay ahead in tech innovation and maximize the potential of your applications.
#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...Neo4j
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Building RAG with self-deployed Milvus vector database and Snowpark Container...Zilliz
This talk will give hands-on advice on building RAG applications with an open-source Milvus database deployed as a docker container. We will also introduce the integration of Milvus with Snowpark Container Services.
Introducing Milvus Lite: Easy-to-Install, Easy-to-Use vector database for you...Zilliz
Join us to introduce Milvus Lite, a vector database that can run on notebooks and laptops, share the same API with Milvus, and integrate with every popular GenAI framework. This webinar is perfect for developers seeking easy-to-use, well-integrated vector databases for their GenAI apps.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Communications Mining Series - Zero to Hero - Session 1DianaGray10
This session provides introduction to UiPath Communication Mining, importance and platform overview. You will acquire a good understand of the phases in Communication Mining as we go over the platform with you. Topics covered:
• Communication Mining Overview
• Why is it important?
• How can it help today’s business and the benefits
• Phases in Communication Mining
• Demo on Platform overview
• Q/A
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
20 Comprehensive Checklist of Designing and Developing a WebsitePixlogix Infotech
Dive into the world of Website Designing and Developing with Pixlogix! Looking to create a stunning online presence? Look no further! Our comprehensive checklist covers everything you need to know to craft a website that stands out. From user-friendly design to seamless functionality, we've got you covered. Don't miss out on this invaluable resource! Check out our checklist now at Pixlogix and start your journey towards a captivating online presence today.
Threats to mobile devices are more prevalent and increasing in scope and complexity. Users of mobile devices desire to take full advantage of the features
available on those devices, but many of the features provide convenience and capability but sacrifice security. This best practices guide outlines steps the users can take to better protect personal devices and information.
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!SOFTTECHHUB
As the digital landscape continually evolves, operating systems play a critical role in shaping user experiences and productivity. The launch of Nitrux Linux 3.5.0 marks a significant milestone, offering a robust alternative to traditional systems such as Windows 11. This article delves into the essence of Nitrux Linux 3.5.0, exploring its unique features, advantages, and how it stands as a compelling choice for both casual users and tech enthusiasts.
2. Widespread acceptance of social recruiting leads to a
spike in candidate quantity and quality and an increase in
employee referrals, and social knowledge.
Social media has quickly become a dominant force • A large majority of recruiters (71%) consider • Grammar and spelling mistakes in social profiles
for companies to find and hire quality talent. Because themselves savvy in social recruiting, having a also garnered a negative reaction from 54%
it allows employers to tap extended networks for sizeable understanding of what to look for in of respondents – much higher than alcohol
candidates that would not be found otherwise, social social profiles. consumption at 47% negative.
recruiting offers tremendous value to companies of all
sizes. It has become an essential avenue for recruiters • 49% of recruiters who implemented social As recruiters continue to collect more knowledge
to successfully compete in the war for talent. recruiting saw an increase in the quantity of on social recruiting best practices, the number of
candidates, and 43% noted a surge in the quality quality hires acquired through social media increases.
The increase in social media use for recruiting is of candidates. The role candidates’ social activity plays in hiring
a direct result of the number of quality candidates decisions also grows in importance. Hiring in and of
seen from social channels. As tracking systems and Respondents of this survey clearly suggest that itself has broadened its reach to include a multitude
social networks become commonplace in recruiting, social recruiting is forefront in their hiring strategies, of social media sources as companies continue to
trending data indicates social recruiting not only and in particular there’s growing interest in reviewing seek out new ways to find and hire the best talent.
increases the number of applicants in the hiring candidate’s profiles during the hiring process.
pipeline, but also the quality of candidates.
• 80% of respondents like to see memberships
• 92% of respondents use or plan to use social media and affinities with professional organizations.
for recruiting, an increase of almost ten percent Volunteerism also creates a positive impression
from the 83% using social recruiting in 2010. with 66% of respondents.
• 73% have successfully hired a candidate through • 78% had a negative reaction to illegal drug
social networks, making social recruiting a highly references; while 67% felt similar toward posts of
effective source of quality new hires. a sexual nature.
SOCIAL RECRUITING SURVEY RESULTS 2012 2
3. Q.
Do you or your company use social
networks or social media to support
your recruitment efforts?
Recruiters leveraging
social media to reach USE OR
PLAN TO BEGIN USING
candidates is at an 89 % 92 %
all-time high 82 %
92 % use or plan to begin using social
networks/social media for recruiting
2010 2011 2012
SOCIAL RECRUITING SURVEY RESULTS 2012 3
4. Q.
Which of the following social
networks or social media do
you or your company use,
or plan to use, for recruiting?
Facebook and Twitter MOST POPULAR SOCIAL NETWORKS
BEING USED FOR RECRUITING:
recruiting adoption 93%
growing rapidly while 2012
87%
LinkedIn becomes
2011
2010
78%
nearly universal
2012
66%
2011 55%
2010
55%
2012
54%
2011 47%
2010
45%
SOCIAL RECRUITING SURVEY RESULTS 2012 4
5. Q.
Since implementing social recruiting,
how have the below changed?
Social recruiting
just works better INCREASE DECREASE
STAYED
THE SAME
TIME
Since implementing social recruiting, TO HIRE
14% 20% 38%
49% saw an increase in quantity of candidates CANDIDATE
QUANTITY 49% 3% 24%
43% reported an increase in candidate quality
20% reported it took less time to hire
CANDIDATE
QUALITY 43% 3% 30%
31% saw increase in employee referrals EMPLOYEE
REFERALS 31% 2% 38%
SOCIAL RECRUITING SURVEY RESULTS 2012 5
6. Q.
Have you or your company
successfully hired a candidate who
73% of recruiters have was identified or introduced through
a social network or social media?
successfully hired a
candidate who was YES
identified or introduced 73 %
through a social 63 %
58 %
network or social media
15 % increase from 2010–2012
2010 2011 2012
SOCIAL RECRUITING SURVEY RESULTS 2012 6
7. Q.
How would you rate your social
recruiting skill level?
5% 4%
EXCEPTIONAL NON-EXISTENT
71% of recruiters consider
themselves moderate –
exceptional social 25 % 25%
NOVICE
STRONG
recruiters
41%
MODERATE
SOCIAL RECRUITING SURVEY RESULTS 2012 7
8. Q.
How many job openings do you
anticipate filling in the next 12 months?
11 70.7%
90 plan on
% %
increasing employee 28 % 0–5
15 %
89.2 100+
%
count to some degree 66.7% 5–10
in the next year
17% 30 %
50–100 10–50
SOCIAL RECRUITING SURVEY RESULTS 2012 8
9. Q.
Through which of these networks
have you hired?
89% have made a hire 89%
through LinkedIn,
26% through Facebook 26%
and 15% through Twitter
15 %
SOCIAL RECRUITING SURVEY RESULTS 2012 9
10. Q.
Rate the quality of candidates from these
sources: referrals, job boards, social
networks, direct sourcing, 3rd party search
firms, campus recruiting, SEO, corporate
career site, internal transfers.
The highest rated REFERRALS: 52%
candidates come from
2012
2011 29%
referrals, direct sourcing 2010
25%
and internal transfers
2012
DIRECT
SOURCING: 47%
2011 25%
2010
22%
2012
INTERNAL
TRANSFERS: 43%
2011 23%
2010
25%
SOCIAL RECRUITING SURVEY RESULTS 2012 10
11. Q.
How do you use the online profiles
when reviewing candidates?
2012 14%
NEVER
86% of recruiters 13%
are likely to look at 48% IF PROVIDED
ALWAYS
social profiles USE
25%
OCCASIONALLY
2011 2010
49% ALWAYS USE 32% ALWAYS USE
28% OCCASIONALLY 38% OCCASIONALLY
SOCIAL RECRUITING SURVEY RESULTS 2012 11
12. Q.
How would you react to these possible
items discovered while reviewing a
candidate’s social network profile?
POSITIVE NEUTRAL NEGATIVE
REFERENCES TO
Poor spelling and DOING ILLEGAL DRUGS
POSTS/TWEETS OF A
2% 8% 78%
profanity make a
SEXUAL NATURE 3% 21% 66%
PROFANITY IN
bad impression to a
POSTS/TWEETS 2% 15% 61%
SPELLING/GRAMMAR
majority of recruiters
ERRORS IN
POSTS/TWEETS 2% 33% 54%
PICTURES OF
CONSUMPTION OF ALCOHOL 1% 37% 47%
MEMBERSHIPS IN
PROFESSIONAL
ORGANIZATIONS 80% 10% 1%
VOLUNTEERING/DONATIONS
TO CHARITY 66% 22% 1%
POLITICAL POST/TWEETS
2% 62% 18%
OVERTLY RELIGIOUS
POSTS/TWEETS 3% 53% 26%
REFERENCES TO
BURNING MAN 3% 29% 18%
SOCIAL RECRUITING SURVEY RESULTS 2012 12
13. Q.
Do you compensate employees
for referrals?
65% of recruiters 7% N/A
compensate employees
for referrals
36 % more that $100 28%
43% more than $1000
NO 65 %
YES
SOCIAL RECRUITING SURVEY RESULTS 2012 13
14. Q.
What steps do you take to compete
against other employers?
HIGHER
COMPENSATION
30%
Recruiting passive BETTER
53%
candidates is the
BENEFITS
FLEXIBLE
most popular tactic in HOURS
47%
competitive recruiting OPTION TO
WORK REMOTELY 34%
FASTER
HIRING PROCESS
42%
RECRUIT
PASSIVE 62%
CANDIDATES
SOCIAL RECRUITING SURVEY RESULTS 2012 14
15. ABOUT THIS SURVEY: ABOUT JOBVITE
The Jobvite Social Recruiting Survey 2012 was Jobvite is the only recruiting platform that that
conducted online between May and June 2012. delivers real-time recruiting intelligence with
Over 1000 people across the globe completed the innovative technology for the evolving social
survey in response to an email invitation sent to a web. Leading, fast growing companies today use
registered list of human resources and recruiting Jobvite’s social recruiting, sourcing and talent
professionals. Respondents answered questions acquisition solutions to target the right talent and
using an online survey tool. The data collected from build the best teams.
this survey is available only in aggregate form.
Jobvite is a complete, modular Software-as-a-
For more information about the survey, please Service (SaaS) platform, which can optimize the
contact our media relations team at jobvite@ speed, cost-effectiveness and ease of recruiting for
atomicpr.com. any company. To find out more, take a product tour.
Additional Social Recruiting Resources: Jobvite Hire is a practical, intuitive web-based
• The 2012 State of Social Recruiting Infographic platform that helps you effectively manage every
• 2012 Jobvite Index stage of hiring. It’s the only social recruiting and
• Social Job Seeker 2011 applicant tracking solution that makes it easy for
• Jobvite Customer Videos everyone to work together on hiring. With Jobvite
• Jobvite Product Tours Hire, you can improve the speed and quality
of talent acquisition, create a great candidate
experience, and increase referral and social
network hires – all while using fewer resources.
Jobvite Source is an easy-to-use, web-based
application that can help you achieve your CONNECT WITH US
recruitment sourcing goals today. It’s the only social
sourcing and candidate relationship management www.jobvite.com
application that helps you target relevant talent
www.facebook.com/jobvite
through employee referrals, social networks and
the web – then build and engage your talent pool. www.twitter.com/jobvite
Jobvite Source is one intuitive platform to manage www.linkedin.com/company/jobvite
all sourcing programs and see the results.
650-376-7200
SOCIAL RECRUITING SURVEY RESULTS 2012 15