Learn How Social Media Affects Your Chances Of Getting Hired
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According to the document, 94% of recruiters plan to use social media in their recruitment efforts. It is important for candidates to maintain active, clean, and professional social media profiles that highlight their skills, experience, and industry knowledge in order to improve their chances of getting hired through referrals or company pages. The top social media networks used by recruiters are LinkedIn, Facebook, and Twitter, and candidates should post about charity work, awards, and avoid illegal activities or spelling errors online.
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Jobvite_SocialRecruiting2013
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
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.
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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.
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Jobvite_SocialRecruiting2013
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
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.
Jobvite Social Recruiting Survey 2013
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 impact of social media on recruiting
This document discusses how social media is transforming recruiting and the job search process. It notes that 75% of the workforce can be considered active or passive job seekers. While active job seekers openly search for jobs, passive job seekers are open to new opportunities. The document recommends using social media to reach both groups, especially passive job seekers who are often top talent. It provides statistics on job seekers' social media use and how recruiters and companies are leveraging social media to find and hire candidates. It emphasizes the importance of employer branding on social media to attract top talent and younger generations.
Adoption of Social Media in HR & Recruitment
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.
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The document provides an overview of how social media affects job searching. It discusses how employers use social media to find and evaluate candidates, with nearly 75% checking candidates' online profiles. It recommends job seekers establish an online presence on sites like LinkedIn, Twitter, and blogs to help employers find them. It also advises maintaining a professional personal brand and being careful about any unprofessional content online that could negatively impact opportunities.
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This document discusses strategies that top employers use to find qualified candidates. It finds that top employers most frequently use employee referrals, internal postings, and networking. They also commonly use online tools like job boards, advertisements, and social media. The document outlines unique recruiting tactics used by top employers, such as direct mail, digital content, mobile recruiting, and contests. It also discusses overlooked talent pools like unemployed individuals, disabled workers, women, youth, and unskilled candidates. Finally, the document emphasizes the importance of crafting a compelling recruitment message that appeals to what candidates want and highlights what employers can offer.
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This document discusses strategies that top employers use to find qualified candidates. It finds that top employers most frequently use employee referrals, internal postings, and networking. They also commonly use online tools like job boards, advertisements, and social media. Unique strategies mentioned include direct mail, digital content creation, mobile recruiting, unconventional advertising placements, and contests. The document also notes that top employers tap into overlooked talent pools like unemployed individuals, disabled workers, women, youth, and unskilled but able candidates. It stresses that recruiting messages should address what job seekers want, what employers want and can offer, and provide an understanding of the organization's culture.
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How to Sell More with Social Every Employee, Every Deal, Every Time Michael Idinopulos, PeopleLinx CMO
Join the conversation on Twitter @ThueLMadsen #KISSwebinar
Your Presenter Michael Idinopulos – CMO - @michaelido ! ! Michael is currently Chief Marketing Officer at PeopleLinx. He previously served as Chief Customer Officer at Socialtext, bringing the first social software inside corporate, nonprofit, and government organizations. Before joining Socialtext, Michael was a consultant and global Director of Knowledge Technology with premier strategy consultancy McKinsey & Company, where he led pioneering enterprise deployments of blogs, wikis, and social networking. Michael holds a Ph.D. in philosophy from U.C. Berkeley and currently lives in Philadelphia with his wife and three children.
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What is Social Selling? Section One Leveraging digital social networks to create and nurture relationships which enhance your sales efforts.
Social Selling is NOT… …delivering the hard sell on LinkedIn.! ! …closing deals on Twitter.! ! …a replacement for talking to prospects.! ! …a magic bullet for making quota.!
Why Social Selling?
Reps Sell More By Using Online Social Networks
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…and Every Role in the Sales Organization Marketing
Leverage employee social networks to build brand awareness and generate leads.
How do we get from there to here?
Social Selling Maturity Model
Step 1: Random acts of social
The problem is…it’s random
Step 2: Corporate Social Broadcasting
Broadcasting is not social 84% trust personal recommendations Section Three v. 15% trust recommendations from brands
The problem is…it’s not social
With measurement comes optimization
Step 5: Predictive Optimization
With process comes measurement
With measurement comes optimization
Content shelf life varies dramatically by network
What if you knew… …where social interactions influenced pipeline and deal closes? …which social networks offer your company maxim al ROI as measured by pipeline generation and closed deals? …when is the optimal time in the deal cycle for the rep to connect with a prospect on LinkedIn?
Where is your team on the maturity model?
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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7:个人信誉贷款加10分
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→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Learn How Social Media Affects Your Chances Of Getting Hired
- 1. Learn how Social Media affects your chances of getting hired
- 2. Social media is not just for socializing. Around 94% of recruiters plan to use social media in their recruitment efforts.
- 3. It is important to be active in social media networks and maintain a clean and professional image.
- 4. According to Jobvite candidates sourced through referrals and company-hiring pages have a higher chance of getting hired.
- 5. Here are the most popular networks used by recruiters 94% 65% 55%
- 6. The niche purpose of each channel
- 7. 1) Skills 2) Professional experience 3) Length of professional tenure
- 8. & 1) Professional experience 2) Cultural fit 3) Industry related posts
- 9. Do post 1) Any charity work you have done 2) Any donation you have made 3) Awards and recognitions received
- 10. Do not post 1) Pictures of Illegal drugs and alcohol use 2) Posts, tweets of sexual nature 3) Avoid making any spelling or grammatical errors