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Social media presentation from aravind
1.
2. What is ‘social media for recruiting’, anyway?
The talent crisis
The Stages of Social Media for Recruiting – and how to
overcome them
Marketing and recruiting need to work together
Best sites for social media for recruiting
Best practices (tips and tricks)
If you could do one thing…
3. Social media for recruiting is using social media tools to
source and secure candidates and building recruitment and
employment brands.
4. What is Social Media?
Social media marketing refers to the process of gaining traffic or attention
through social media sites.
Search engine optimization (SEO)
Search engine marketing (SEM)
What is SEO?
SEO is the act of modifying a website to increase its ranking in organic (vs
paid), crawler-based listings of search engines
What is search engine marketing (SEM)?
SEM is the act of marketing a website via search engines by purchasing
paid listings: Ex: Google Add words, Affiliate Marketing, SAP Echo Hub
Google: 61%
Yahoo: 20%
Bing: 9%
5. Today we’re going to focus on how to use social media for
finding and attracting candidates
This presentation is designed for people who think of social
media primarily as a marketing tool
6. 1: More is better
2: Referrals and word of mouth
3: Long-term relationships
9. The economy has mitigated the talent crisis so far
Many industries are already facing shortages
Companies who don’t use all available channels will lose the
war for top talent
10. Help you find the right candidates, faster
Cut your recruiting costs in half
Help you attract better candidates
Help you make better hires
Make your recruiting
proactive – not reactive
11. Only 10% of job-seekers expect
to find their next job through a
mainstream job board
86% of recruiters using social media to find candidates
79% say LinkedIn is their #1 source of A-list candidates
44% say it’s improved quality of hire
36% say it reduces time-to-hire significantly
This survey report taken from Jobvite
12. Access to millions of candidates
They’re searchable
Instead of having to weed through 250 duds to get to the
diamonds, you can connect to the good ones immediately
The data is starting to make the business case
Average age for LinkedIn is 39, Facebook 33
13. In the current talent market, 12 months is too long to
wait
The tools may change, but social media is here to stay
There will never be a fool-proof guide to follow
You already know that referrals are the #1 source of A-list
candidates
14. Articulate how social media will help your recruiting process
Building relationships with passive candidates
Candidate database
Improve candidate flow
Build employment/job brand
Improved candidate experience
Then conduct calculated experiments
15. It’s amazing how quickly you can pick this stuff up
It’s amazing how quickly you can make it a routine part of
your day
It’s amazing how much you’ll learn
Don’t worry – someone on your team will be passionate
about this
16. You’ll start to see improved candidate flow within 2-3 months
You’ll start to get useful feedback right away
You’ll find you’re spending more time on the right candidates
– and less time on the duds
You’ll find you don’t have to spend as much money on
recruiting fees
18. People in your organization are already using social media all
over the place
Leverage their networks!
There’s a reason we talk about ‘stakeholders’ – that includes
clients, customers, candidates and employees
19.
20. 81% of recruiters use LinkedIn for recruiting
44% use Facebook
11% use Twitter
8% use blogs
3% use YouTube
77% say it’s improved their ability to connect to candidates
44% say it’s improved their quality of hire
36% say it’s reduced their time to hire
21. 30 million
professional
members in
Linkedin
30 million
professional
members in
Linkedin
200 million
active
members
200 million
active
members
estimated 55
million
monthly
visits
estimated 55
million
monthly
visits
22. Use LinkedIn as an instant talent pool
Your entire recruiting and HR team should have complete
profiles on LinkedIn
Create and participate in discussion groups among the candidate sectors you need
most
Build your corporate and personal brand
Supercharge referrals and expand outreach programs
Strengthen professional relationships
Manage and track relationships including alumni
Post and broadcast jobs instantly
Target groups and associations
Build talent pipelines and warm leads
23. 1. Improve your organization’s profile page
2. Build your personal brand (top-of-mind)
3. Create and administer corporate and alumni groups (referrals!)
4. Participate in industry groups
5. Broadcast job openings
6. Ask and answer questions
7. Create events
8. Smart searching/saved searches
9. Reference search
10. Applications and polls
11. Visit Consultant Profile even if have no option to connect him
12. Choose for people to see your name and details when you have
viewed their profile. It can have the effect of leaving a business
card with someone. People will invariably click through to your
profile.
24. Face book is an example of how social tools have been adopted for
commercial now many companies – including IT recruiters – are logging on
for business purposes. Much like LinkedIn, IT recruiters can use Facebook
to bring potential candidates altogether in one place, advertise their current
positions and initiate conversations
Easy to create applications such as ‘HotJobs’ feeds
Easy to create groups and ‘pages’
Great way to build employment brands
Helps tap into immediate personal networks
Can tap into diversity networks
25. Twitter - not for twits
It's not just freelance brand managers and marketers who are exploring
Twitter for better returns for their client companies
Posting links to news articles, . IT groups and recruiters, including in the
contract market, are using Twitter to connect with influential people in the
sector, start conversations, contribute to 'memes' and form alliances.
Community building (candidate communities)
Generating buzz about events
Engaging in stakeholder dialogue
Putting a ‘face’ on the organization
Demonstrating thought leadership
26. More websites are going to an all-blog
format
Don’t think the best and brightest aren’t checking
Transparency builds brands – including employment and
recruitment brands
Own company Blogs
Word press, BlogSpot's, etc.,
27. A blog with entries by various team
members
Not just about how great it is to work there, but ‘neat stuff’
about what the company is doing
Blog RSS feeds can then update your LinkedIn profiles,
Facebook groups, and Twitter account
28. Have a strategy
Make someone responsible for social media
Know the privacy concerns
Recognize that it’s a
long-term build
Talk to marketing!
29. 1. Create a Marketing/Recruiting team for employment
brand and social media for recruiting
2. Review the ‘candidate experience’ on your website and
application process
3. Get a copy of your job postings or we can ask our expert
to rewrite the postings– and then monitor how much
better they perform
4. Ask to participate in the next recruiting event
5. Make sure recruiting knows the key marketing messages
(internal and external!)
6. Share databases
30. Make sure everyone responsible for
recruiting in your organization has a
complete, compelling profile on LinkedIn
– including updating their status twice a
week
Editor's Notes
Social networking is the term applied to sites like Facebook, MySpace, Twitter, Tumblr, etc which allow people to share information with other people, but tends to do this by organizing people in groups.
Social media is a broader term which encompasses social networking sites, but also sites like Flickr, Twitpic, YouTube, etc. which allow people to share information with large audiences, but doesn’t rely so heavily on the ‘group’ component. Social media is more difficult to control, because there’s no vetting of the audience members (in Facebook, you have to accept someone as a friend before they can see your info; on YouTube, strangers can browse your videos unless you specifically set them to ‘private’).