This document discusses using social media for recruiting purposes. It begins by defining social media recruiting as using social tools to source candidates and build employer brands. It then discusses the talent shortage facing companies and how social media can help address this by finding candidates faster and at lower costs. Specific social platforms like LinkedIn, Facebook, Twitter and blogs are examined for their recruiting potential. Best practices are provided around developing an online presence, engaging passive candidates, and integrating social recruiting into the overall recruiting strategy. The key message is that social media should be a long-term priority used to develop relationships and source referrals from a company's expanded talent pool.

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

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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

17.  Ultimately, it’s all about the results

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

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