Social Recruiting: The deck is presented to conceptualize thoughts how the new age channels are contributing in refining the overall hiring process.

1. RECRUITING………….“LET’S GO SOCIAL”

2. Broad Objective
• We Find You Vs. You Find Us
• Promote Employer Brand
• Improve Candidate Experience
• Reduce reliance on Staffing
Agencies
• Create Quantifiable Metrics

3. Assumptions
• There is a need identified to roll out
Social Media focused campaigns for
recruiting.
• Growth in consumer base for social
forums took 5 yrs compared to
traditional sources which took about
10 yrs to reach the number(≈ 200
Million).
• The approach proposed is generic and
might not fit as an answer to all
functional roles.
• Talent at different career stages would
need different type of social media
intervention.

4. Why Social Media ?

5. The evolution (Globally) ……
Transition from content to new age media backed up by network.
≈ 230
Million
≈ 200
Million
≈1.3
Billion
≈ 300
Million
Availability across form factor.
Exponential adoption rate compared to traditional consumer platforms (Job-Boards etc.).

6. Funnel Then……….
HIRE
RECRUTING
INTERVIEWING
HIRING
SOURCING CHANNELS
RECRUITING PROCESS
ONBOARDING
Hunt
Interview
Re-enforce
Engage
WE FIND YOU YOU FIND US
PLATFORM - DESKTOP BASED

7. Funnel Now……….
HIRE
RECRUTING
INTERVIEWING
HIRING
SOURCING CHANNELS
RECRUITING PROCESS
ONBOARDING
Hunt
Interview
Re-enforce
Engage
EMPLOYER BRAND & SOCIAL SOURCING
Engage
SOCIAL ENGAGE
YOU FIND US WE FIND YOU
ACROSS PLATFORMS

8. Source Comparison
SOURCING CHANNELS
Traditional Sources ( As a scale of total hires ≈ 250 ) Social Channels
Employee
Referrals
Direct Sourcing (
Job Boards/
Advertisements
etc. ) Campus Hires Direct Walk In's
Staffing
Partners Careers Page Facebook Twitter Linked.in
Github/Vi
meo/Slide
share O Desk
Source Category Internal External External External External Internal External
Extern
al External External External
User Profile
Skill Index H H M M M M H - H H H
Job Details M H M M M M H - H H H
Compensation L H M M H L H - H - H
Education M H M M M M H - H H H
Availability(
Active:
Passive) M H M M M M
H - H H H
Executive
Profiling
Leadership
Profiles M M - - M L
H H H H H
Job Posting Job Posting M H M - - M M L H L L
Community
Management
Groups/
Communities
Etc. - - - - - - H H H H H
Professional
Network
Professional
Network - - - - - - H H H H H
Company
Search
Company
Search M M M - M M H H H - -
Share Intersts
Follow/
Unfollow - - - - - - H H H M M
Protfolio
Management
Showcase
specific
interests or
work done - M M - - - H H H - -
Estimated
UserBase
Estimated
Users - 243 Million - - - - 60 Million
22.2
Million 25 Million N.A A
Form Factor Reach L M L L L L H H H H H
Estimated Success H H M M M H M M H M H
Target
Audience
Experience
Outreach M - M - M H H H H H H
Cost L M L M H L L L H - -
H Refined Offering Like Boolean , Graph search etc. M Medium Level of Offering L Scope of Improvement w.r.t information or insights.

9. How to go about Social
Socially Engage
Socially Source Employer
Branding
Social Recruiting
Targeted Campaigns
to influence
perception of
Employer
Leveraging Social
Media to identify
Potential Employees
Building and
Engaging Community
LISTENING
DEVELOPING CONTENT
SCHEDULING POST
SOCIAL SOURCING
BUILD COMMUNITIES
ENGAGE TRAFFIC
• Incorporating focused group on Social
Media pulse.
• Incorporating a Social Media Protocol for
Content.
• Following platforms like Glassdoor.
• Developing engaging content.
• Visuals
• Teasers/ Contests (Hackathon’s etc.)
• Reviewing and publishing posts using
products like Hotsuite.
• Leveraging and engaging talent on
Social Forums.
• Incorporating communities
• Building traction in existing communities.

10. Metric
Metric Definition Remarks Formulae
Efficiency Indicators
Percentage of positions Filled : Open( Generic Vs. Hard to Find)
% of position filled and
outstanding for Generic: Hard to
Find)
Percentatge of total for each
category
Indicator (TAT for Generic Vs. Hard to Find Skills) Using Social Media:
Others
Turn Around Time for Generic:
Hard to Find
Average Time ( Positon Closed
Date- Open Position Date)
Sourcing Channel Indicator (Month : Function: Level ) Social Media:
Others
Sourcing Channel Percentage Sourcing Percentage
Offer Acceptance Rate (Function : Level) Social Media : Others
Percentage of people joined from
total offer rolled out
Percentage (Offer Accepted/Total
Offer Released)
Offer Decline Rate ( Function: Level ) Social Media : Others
Percentage of people who
declined the offer.
Percentage (Offer Declined/Total
Offer Released)
Sourcing Cost per Hire Social Media: Others Cost incurred in sourcing
Total Recruitment Cost Expensed
/ Total No. of Hire
Recruiter Efficiency ( Social Media Hiring)
Individual Recruiter Efficiency|
Average Efficiency
Comparison on No. of positions
closed month on month with a
percentage variance.
Employer Branding Index Engagement Index
Monitoring Traffic Adoption % month on month
Trend of Followers
Month on Month Trend on
Followers
Trend of Shares/ Posts
Percentage of Total adoption
w.r.t reach
Query
Query Generation for a certain
category of post
TAT
Turn Around Time to Address a
Post

11. Thank You!