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The State of Social Recruiting.
The document discusses the ineffectiveness of social recruiting, emphasizing that referrals still account for the majority of successful hires. It critiques the reliance on statistics and the necessity of authenticity in recruiting strategies, while dismissing social media as a primary sourcing tool. The author highlights the importance of personal connections and familiarity over traditional methods in recruiting practices.
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The State of Social Recruiting.
- 1. THE STATE OFSOCIAL RECRUITING. #TMASoMo | @MattCharney
- 2. The State ofSocial Recruiting.
- 3. Statistics Are Meaningless. Who cares how many members every social network has? You only have to make one hire. Yeah. Everyone has a smart phone. We get it. 56% of statistics are made up on the spot.
- 4. Referrals work. Social?Not so much. No one reads anything anymore, but everyone trusts data.* *Your Vendor’s Bad Data From 2006
- 5. The single mostexpensive source of hire in 2014 was social recruiting. Search Firms? Cheaper than Twitter or Facebook (average cost per hire). And way less work. Source of Hire. It’s a Thing.
- 6. Don’t create anetwork. Reinforce yours. You already know your next hire: Referrals make up the single largest external source of hire. Referrals and internal mobility, that’s 78% of all hires. * *Reminder: Don’t trust statistics without context. A decade of my Gmail. This is free.
- 7. The State ofSocial Recruiting 2015. Employer brand, candidate experience, big data, social recruiting = common sense. This sucks. But it’s probably more entertaining than your This is also free.* *HR Ladies love it.
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- 9. The State ofSocial Recruiting 2015 5 Things That Probably Work. (But no promises.) Does anyone read the footers of slides? Thought not. 4. You don’t have to use social media. 5. Sell by being yourself. 1. You’re cooler than your brand. 2. Autofeeds have no soul. 3. Social is not for sourcing.
- 10. The State ofSocial Recruiting 2015 5 Things That Probably Won’t Work. (But miracles happen.) Why is PowerPoint still a thing? Seriously. You know you hate it. 4. Always being “on brand.” 5. Employees as brand ambassadors . 1. Post jobs. 2. Mass blasts. 3. Snapchat. Or whatever.
- 11. We’re all justmaking this up as we go along. Just listen to your gut, not consultants or some douchebag with a blog (I have no idea what the hell I’m doing, either). There’s no right answer.
- 12. But this isreal. They wanted me to share their best practices with the broader recruiting community, so be careful what you wish for. And I’m like, 12. I apologize for what’s next.
- 13. Cumming Corporation. ACase Study.
- 14. It could beworse.
- 15.
- 16. …oh, come on.#tooeasy
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- 19. Don’t Be ThisGuy. Let’s Troll! @Joblore_US You douche lords should be #unemployed. #Sunnyvale #Apply #TMASoMo
- 20. Or this guy. Let’sTroll! 773.469.6600.
- 21. Be This Guy. Let’sTroll! Follow @MattCharney on Twitter. I own that shit, son. Don’t be authentic. Don’t be transparent. Just be yourself. You’re a bad ass. Seriously. OK, well, at least you’re probably better than the average recruiter. Sure as hell hope so.
- 22. I’m This Guy. Let’sTroll! @LevyRecruits is up next. @MattCharney Executive Editor, @RecruitingDaily matt@recruitingdaily.com Matt.