The document provides guidance on leveraging social networking sites for job opportunities. It discusses how the top sites like LinkedIn, Facebook, and Twitter can be used to connect with people and find jobs. LinkedIn is highlighted as the best professional networking site that allows employers to evaluate candidates' profiles, recommendations, and group memberships. The document stresses that job seekers need active, professional social media presences as most companies now use sites like LinkedIn, Facebook, and Twitter for recruiting over traditional job boards.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
The document discusses how LinkedIn has become an essential tool for job seekers and recruiters. It outlines how recruiters at large companies like Accenture and IBM are making increasing use of LinkedIn to find both active and passive job candidates. It also discusses how job seekers can build out robust profiles, connections, and engagement on LinkedIn to make themselves more visible to recruiters and potentially get access to new career opportunities.
This document discusses using social media for recruitment and hiring. It explains that implementing a branded social media recruitment strategy can help attract qualified candidates. The strategy involves three steps: 1) establishing a consistent brand on social media channels and integrating it with the company career portal, 2) monitoring social media to identify potential candidates, and 3) engaging candidates with useful content to improve retention. Social recruiting works like traditional marketing funnels by initially exposing a large number of potential candidates before screening and selecting the best fits. Research shows that most companies use LinkedIn and other social networks successfully for recruiting, with over half planning to increase related budgets.
Recruiting top talent using social mediaStacey Burke
This document discusses using social media for recruiting top talent. It defines social recruiting as using platforms like LinkedIn and Twitter to advertise jobs and find qualified candidates. The document recommends establishing social media goals and guidelines, targeting the right candidates, and strengthening company culture through recruiting. It provides tips for using specific platforms like LinkedIn, Facebook, and Twitter to find and engage with potential job applicants.
Social media provides significant benefits for recruiters by allowing them to connect with a vast number of potential candidates and clients through sites like LinkedIn, Facebook, and Twitter. However, many recruiters are failing to leverage these opportunities because they do not understand the benefits of social media, how to get started, or think it requires too much effort. The document provides tips on how recruiters can easily get started with social media by creating profiles, connecting with contacts, and participating regularly. It also offers strategies for expanding use of social media through additional networks and tools.
Tania Karmakar, a fresh graduate from a tech school in Calcutta, failed to crack the campus interview this year. Her scores in the engineering final exams were not good either. But she was determined not to let all this get the better of her.
So she focused on jazzing up her profile on LinkedIn — a social networking site for people in professional occupations. And since she had a penchant for ethical hacking, she posted keywords such as "Tania, security analyst" and "Tania K, penetration tester" on her profile.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
The document discusses how LinkedIn has become an essential tool for job seekers and recruiters. It outlines how recruiters at large companies like Accenture and IBM are making increasing use of LinkedIn to find both active and passive job candidates. It also discusses how job seekers can build out robust profiles, connections, and engagement on LinkedIn to make themselves more visible to recruiters and potentially get access to new career opportunities.
This document discusses using social media for recruitment and hiring. It explains that implementing a branded social media recruitment strategy can help attract qualified candidates. The strategy involves three steps: 1) establishing a consistent brand on social media channels and integrating it with the company career portal, 2) monitoring social media to identify potential candidates, and 3) engaging candidates with useful content to improve retention. Social recruiting works like traditional marketing funnels by initially exposing a large number of potential candidates before screening and selecting the best fits. Research shows that most companies use LinkedIn and other social networks successfully for recruiting, with over half planning to increase related budgets.
Recruiting top talent using social mediaStacey Burke
This document discusses using social media for recruiting top talent. It defines social recruiting as using platforms like LinkedIn and Twitter to advertise jobs and find qualified candidates. The document recommends establishing social media goals and guidelines, targeting the right candidates, and strengthening company culture through recruiting. It provides tips for using specific platforms like LinkedIn, Facebook, and Twitter to find and engage with potential job applicants.
Social media provides significant benefits for recruiters by allowing them to connect with a vast number of potential candidates and clients through sites like LinkedIn, Facebook, and Twitter. However, many recruiters are failing to leverage these opportunities because they do not understand the benefits of social media, how to get started, or think it requires too much effort. The document provides tips on how recruiters can easily get started with social media by creating profiles, connecting with contacts, and participating regularly. It also offers strategies for expanding use of social media through additional networks and tools.
Tania Karmakar, a fresh graduate from a tech school in Calcutta, failed to crack the campus interview this year. Her scores in the engineering final exams were not good either. But she was determined not to let all this get the better of her.
So she focused on jazzing up her profile on LinkedIn — a social networking site for people in professional occupations. And since she had a penchant for ethical hacking, she posted keywords such as "Tania, security analyst" and "Tania K, penetration tester" on her profile.
The document provides information about the DirectEmployers Association, a non-profit organization comprised of over 650 member companies. It details the association's history and role in pioneering online recruitment in the 1990s. The association aims to provide cost-effective recruitment solutions and reach a diverse global talent pool for its members. It is a leader in recruitment technology and compliance with OFCCP regulations.
The document discusses social media and its growing role in recruitment and talent acquisition. It outlines the key social media platforms used for recruitment, including LinkedIn, Facebook, Twitter, and YouTube. Some of the benefits of social recruiting mentioned include being able to target passive candidates, engage with potential hires, filter out unsuitable applicants, and reduce costs. The document advocates that companies develop a social media strategy to join the online conversation around their employer brand in order to attract top talent.
Social media has become an important tool for recruitment. It allows companies to access a large pool of potential job candidates through platforms like LinkedIn and Facebook. However, there are also challenges to consider with social media recruitment. It can be difficult to verify information on profiles, leading to issues with diversity and potential discrimination. There are also risks regarding transparency, confidentiality, and damage to an employer's brand if the wrong candidate is selected. Overall social media is best used as an initial screening tool, with traditional interviews and background checks still needed.
Social media is quite a phenomenon. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information, and make decisions. Social media may still seem like a technological fad that is mainly used by younger people, but in truth, it is rapidly gaining users across generations and becoming a main stream business tool.
From an HR perspective, it can be hard to tell if social media is your friend or your foe. But one thing is clear: The time to adopt social media strategies and policies for your business is right now.
Social media provides recruiters new opportunities to source and engage talent. It allows recruiters to showcase their employer brand, build a talent pipeline of interested candidates, and access passive job seekers not actively looking. However, recruiters must use social media carefully to avoid sending the wrong messages that could damage their reputation or make candidates unresponsive. They must also have analytics teams to fully leverage the insights available from social media data on hiring trends. While social recruiting supplements traditional methods, it still requires time and effort to implement successfully.
Social media now plays a key role in recruitment. Companies are moving away from passive recruitment approaches and are now being more proactive by engaging with candidates on social media platforms. Microsoft overhauled their recruitment strategy by creating a consistent global employer brand message across social media channels like Twitter, Facebook, LinkedIn and YouTube. Their social media recruitment strategies include posting job openings on Twitter and Facebook, engaging candidates on LinkedIn through their careers page and LinkedIn groups, and providing a YouTube channel with videos about the company culture. Microsoft's success is due to collaboration across marketing and recruiting teams and communicating their culture and values to candidates.
Proven strategies I used to grow my LinkedIn connections to +10k within 4 months. Learn how to better use Big Email Data and analytics to solve your LinkedIn growth hacking challenges in 2017. You’ll discover how to use LinkedIn and Big Email Databases to understand your local and global customers, identify high-potential prospects, and get fresh findings on how to use Geodemographic data you already have to grow your LinkedIn Connections and business prospects.
Topics covered: Data Science, Analytics, Geodemograpics Data Mining, Profile Page Optimization, Social Selling & Much More.
The document discusses how social media is changing recruitment processes. It outlines traditional recruitment methods like job postings and employment agencies. Social media allows recruitment to reach a large pool of candidates quickly and cheaply through platforms like LinkedIn, Facebook, and Twitter. While social media has benefits like low costs, fast hiring, and employer branding, it also has disadvantages such as being time-consuming, lack of control over content, and potential for discrimination. The document examines pros and cons of social media recruitment from employer and candidate perspectives.
This document provides information on conducting effective recruitment using various methods like campus recruitment, e-recruiting, online networking events, and social media. It discusses getting referrals from LinkedIn by creating an effective profile, networking, being creative, and searching, asking, and joining groups. Finally, it outlines the steps to conduct recruitment via social media, including creating organization accounts, setting up and developing the accounts, creating job advertisements, setting up an application process, conducting online assessments and interviews, and notifying selected candidates. The overall document serves as a guide for recruitment best practices using different digital platforms and social media.
Leveraging Social Networking Sites for Job SearchWITS ZEN Blog
Social networking sites have become a mainstream recruiting channel for companies. According to a survey, 83% of respondents use or plan to use social networks like LinkedIn, Facebook and Twitter for recruiting in 2010. Companies are decreasing spending on more expensive channels like job boards and spending more on social recruiting. While social profiles are important for candidates, many candidates do not share their social account information when applying for jobs.
The document discusses the relationship between social media and human resources (HR) departments. It notes that while social media provides opportunities for businesses, it also poses risks that HR must help manage. The document provides statistics on social media usage and outlines how various platforms like LinkedIn, Facebook, and Twitter can be both friends and foes to HR. It emphasizes the importance for businesses to create formal social media policies to address legal and compliance issues around employee usage. The goal of such policies is to educate employees and reduce risks to the company's reputation from inappropriate social media use.
This document summarizes a research paper that studied whether recruiters should consider LinkedIn endorsements when screening job candidates. The paper conducted qualitative interviews with recruiters and a quantitative online questionnaire with LinkedIn users. The literature review found that while endorsements provide exposure, recommendations are perceived as more meaningful. However, references also have limitations and low reliability. The conceptual model examined how views of endorsements influence their perceived recruitment value. The study aimed to understand general LinkedIn users' perspectives on endorsements to inform on their recruitment consideration.
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
The document discusses using social media like Twitter, LinkedIn, and Facebook for business networking and recruiting purposes. It notes that over 1/3 of Americans regularly use social networks for business and that LinkedIn has over 11 million regular users, including all Fortune 500 companies. The document provides tips for using social networks to increase visibility, share what you're working on, ask questions, and build relationships. It emphasizes building authentic connections over simply collecting followers.
This document provides tips for maximizing the use of LinkedIn, Facebook, Twitter, and Google for job searching. It recommends completing your LinkedIn profile, building your network, answering questions, and following recruiters and job posting accounts on Twitter. It also suggests joining relevant Facebook groups and pages to connect with recruiters. For in-person job fairs, it advises introducing yourself, demonstrating research on the company, asking questions, and following up to provide your resume.
The document provides tips for making the most of LinkedIn. It discusses how LinkedIn has shifted from mainly a recruitment site to a platform for networking, sharing information, and demonstrating expertise. It emphasizes taking the site more seriously and investing time to fully utilize its capabilities. Specific tips include choosing a good profile photo that conveys personality, crafting an engaging headline, telling your personal story to stand out from cliches, and managing privacy settings.
Social networks like LinkedIn allow individuals to connect, share content and information, and build professional relationships that can lead to career opportunities. LinkedIn is the dominant professional social media platform, with over 300 million users and growing. Maintaining an active and optimized LinkedIn profile is important for personal branding, networking, and being discoverable to recruiters and hiring managers. Regularly engaging on LinkedIn through updates, comments, and joining groups and discussions can help advance one's career.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
The document provides information about the DirectEmployers Association, a non-profit organization comprised of over 650 member companies. It details the association's history and role in pioneering online recruitment in the 1990s. The association aims to provide cost-effective recruitment solutions and reach a diverse global talent pool for its members. It is a leader in recruitment technology and compliance with OFCCP regulations.
The document discusses social media and its growing role in recruitment and talent acquisition. It outlines the key social media platforms used for recruitment, including LinkedIn, Facebook, Twitter, and YouTube. Some of the benefits of social recruiting mentioned include being able to target passive candidates, engage with potential hires, filter out unsuitable applicants, and reduce costs. The document advocates that companies develop a social media strategy to join the online conversation around their employer brand in order to attract top talent.
Social media has become an important tool for recruitment. It allows companies to access a large pool of potential job candidates through platforms like LinkedIn and Facebook. However, there are also challenges to consider with social media recruitment. It can be difficult to verify information on profiles, leading to issues with diversity and potential discrimination. There are also risks regarding transparency, confidentiality, and damage to an employer's brand if the wrong candidate is selected. Overall social media is best used as an initial screening tool, with traditional interviews and background checks still needed.
Social media is quite a phenomenon. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information, and make decisions. Social media may still seem like a technological fad that is mainly used by younger people, but in truth, it is rapidly gaining users across generations and becoming a main stream business tool.
From an HR perspective, it can be hard to tell if social media is your friend or your foe. But one thing is clear: The time to adopt social media strategies and policies for your business is right now.
Social media provides recruiters new opportunities to source and engage talent. It allows recruiters to showcase their employer brand, build a talent pipeline of interested candidates, and access passive job seekers not actively looking. However, recruiters must use social media carefully to avoid sending the wrong messages that could damage their reputation or make candidates unresponsive. They must also have analytics teams to fully leverage the insights available from social media data on hiring trends. While social recruiting supplements traditional methods, it still requires time and effort to implement successfully.
Social media now plays a key role in recruitment. Companies are moving away from passive recruitment approaches and are now being more proactive by engaging with candidates on social media platforms. Microsoft overhauled their recruitment strategy by creating a consistent global employer brand message across social media channels like Twitter, Facebook, LinkedIn and YouTube. Their social media recruitment strategies include posting job openings on Twitter and Facebook, engaging candidates on LinkedIn through their careers page and LinkedIn groups, and providing a YouTube channel with videos about the company culture. Microsoft's success is due to collaboration across marketing and recruiting teams and communicating their culture and values to candidates.
Proven strategies I used to grow my LinkedIn connections to +10k within 4 months. Learn how to better use Big Email Data and analytics to solve your LinkedIn growth hacking challenges in 2017. You’ll discover how to use LinkedIn and Big Email Databases to understand your local and global customers, identify high-potential prospects, and get fresh findings on how to use Geodemographic data you already have to grow your LinkedIn Connections and business prospects.
Topics covered: Data Science, Analytics, Geodemograpics Data Mining, Profile Page Optimization, Social Selling & Much More.
The document discusses how social media is changing recruitment processes. It outlines traditional recruitment methods like job postings and employment agencies. Social media allows recruitment to reach a large pool of candidates quickly and cheaply through platforms like LinkedIn, Facebook, and Twitter. While social media has benefits like low costs, fast hiring, and employer branding, it also has disadvantages such as being time-consuming, lack of control over content, and potential for discrimination. The document examines pros and cons of social media recruitment from employer and candidate perspectives.
This document provides information on conducting effective recruitment using various methods like campus recruitment, e-recruiting, online networking events, and social media. It discusses getting referrals from LinkedIn by creating an effective profile, networking, being creative, and searching, asking, and joining groups. Finally, it outlines the steps to conduct recruitment via social media, including creating organization accounts, setting up and developing the accounts, creating job advertisements, setting up an application process, conducting online assessments and interviews, and notifying selected candidates. The overall document serves as a guide for recruitment best practices using different digital platforms and social media.
Leveraging Social Networking Sites for Job SearchWITS ZEN Blog
Social networking sites have become a mainstream recruiting channel for companies. According to a survey, 83% of respondents use or plan to use social networks like LinkedIn, Facebook and Twitter for recruiting in 2010. Companies are decreasing spending on more expensive channels like job boards and spending more on social recruiting. While social profiles are important for candidates, many candidates do not share their social account information when applying for jobs.
The document discusses the relationship between social media and human resources (HR) departments. It notes that while social media provides opportunities for businesses, it also poses risks that HR must help manage. The document provides statistics on social media usage and outlines how various platforms like LinkedIn, Facebook, and Twitter can be both friends and foes to HR. It emphasizes the importance for businesses to create formal social media policies to address legal and compliance issues around employee usage. The goal of such policies is to educate employees and reduce risks to the company's reputation from inappropriate social media use.
This document summarizes a research paper that studied whether recruiters should consider LinkedIn endorsements when screening job candidates. The paper conducted qualitative interviews with recruiters and a quantitative online questionnaire with LinkedIn users. The literature review found that while endorsements provide exposure, recommendations are perceived as more meaningful. However, references also have limitations and low reliability. The conceptual model examined how views of endorsements influence their perceived recruitment value. The study aimed to understand general LinkedIn users' perspectives on endorsements to inform on their recruitment consideration.
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
The document discusses using social media like Twitter, LinkedIn, and Facebook for business networking and recruiting purposes. It notes that over 1/3 of Americans regularly use social networks for business and that LinkedIn has over 11 million regular users, including all Fortune 500 companies. The document provides tips for using social networks to increase visibility, share what you're working on, ask questions, and build relationships. It emphasizes building authentic connections over simply collecting followers.
This document provides tips for maximizing the use of LinkedIn, Facebook, Twitter, and Google for job searching. It recommends completing your LinkedIn profile, building your network, answering questions, and following recruiters and job posting accounts on Twitter. It also suggests joining relevant Facebook groups and pages to connect with recruiters. For in-person job fairs, it advises introducing yourself, demonstrating research on the company, asking questions, and following up to provide your resume.
The document provides tips for making the most of LinkedIn. It discusses how LinkedIn has shifted from mainly a recruitment site to a platform for networking, sharing information, and demonstrating expertise. It emphasizes taking the site more seriously and investing time to fully utilize its capabilities. Specific tips include choosing a good profile photo that conveys personality, crafting an engaging headline, telling your personal story to stand out from cliches, and managing privacy settings.
Social networks like LinkedIn allow individuals to connect, share content and information, and build professional relationships that can lead to career opportunities. LinkedIn is the dominant professional social media platform, with over 300 million users and growing. Maintaining an active and optimized LinkedIn profile is important for personal branding, networking, and being discoverable to recruiters and hiring managers. Regularly engaging on LinkedIn through updates, comments, and joining groups and discussions can help advance one's career.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
Social Media Marketing: From Entertainment to EssentialKristina Lane
Capstone research project where students were expected to synthesize and integrate learning experiences acquired through the program's previous courses while evaluating current media communications topics.
This document is a thesis submitted by Kristina Lane to Webster University in partial fulfillment of a Master's degree in Communications Management. It examines the impact and role of social media in businesses. When used correctly, social media marketing can increase brand awareness, promote customer engagement and loyalty, drive traffic to a company's website, and generate leads and sales. While initially created for entertainment, social media has revolutionized communications and marketing. The thesis aims to confirm the importance of social media utilization for businesses and that there are competitive disadvantages for those that do not utilize these platforms. It includes a literature review and examines the top performing social media of Facebook, LinkedIn, Twitter and Instagram for business use.
Social networking is growing rapidly and entering the business world. Companies are realizing they must engage in social media to connect with customers. The SITEFORUM platform allows companies to create social networks for business to improve collaboration, knowledge sharing, and customer engagement. It provides content management, networking tools, and community building capabilities in a customizable and scalable software-as-a-service model. SITEFORUM has been successfully used by many large companies and helps organizations harness the power of social media.
Social media is increasingly being used as a recruitment tool by companies. It allows them to reach a large audience of potential candidates where they are already active online. Companies can use platforms like Facebook, Twitter, LinkedIn and others to advertise openings, build networks, research candidates, and engage passive job seekers. While social media brings advantages to recruitment, companies must take care to avoid potential legal issues from improperly using personal candidate information found online.
Social media and recruitment tools can be leveraged together for social recruiting. Social recruiting involves using social media platforms like LinkedIn, Facebook, and Twitter to source candidates, build relationships, and increase brand awareness. The most commonly used platforms are LinkedIn (78%), Facebook (55%), and Twitter (45%). Social networks provide access to passive candidates and allow companies to reduce costs through employee referrals and involvement. Metrics should be used to measure the return on investment of social recruiting strategies and tactics.
Mike Bruni is the Director of Talent Acquisition at SC3, a defense and technology consulting firm. He discusses how social media, especially LinkedIn and Twitter, have changed recruiting for the better by allowing faster identification of talent. He advises college students to create complete LinkedIn and Twitter profiles, follow companies they're interested in, and network actively. Students should also research companies thoroughly and understand how their background fits an organization's needs. A concise resume and polished 30-second pitch are also critical for standing out to employers at career fairs or on social media.
This document provides guidance on using social media, particularly LinkedIn, for job searching. It discusses how social media has changed the job search landscape, with networking and connections now more important than just resumes. LinkedIn is presented as the top professional social media tool, allowing users to build a network of millions of professionals and companies. The document provides tips on using LinkedIn effectively for job searching, such as getting recommendations, joining groups, searching for jobs, and answering questions to become more visible to potential employers.
This document discusses using social media for recruitment, employee engagement, and job seeking. It defines Web 2.0 as online technologies that allow user participation and outlines popular social media platforms. Benefits of social media include attracting passive candidates, improving branding and the candidate experience, and reducing costs. Risks include legal issues, so companies should create social media policies.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
This document is a project report submitted by Vibha Kattige to the University of Mumbai exploring the role of social media in the recruitment process. It includes an introduction outlining the objectives and scope of the study. The methodology section describes how secondary data was collected from research papers, articles, and surveys. Several figures are presented showing trends in social media use for recruitment by industry, job role, and geography. The background section provides definitions of social media and social networking sites, and discusses how e-recruitment and the use of social networks for recruitment has grown significantly. The report will continue to analyze the use of social media in the recruitment process and discuss benefits, risks, and the future of this approach.
The Case for Using Social Media as an HR Professional - June 2010Jennifer McClure
Keynote presentation to the Louisville Society for Human Resources Management (LSHRM) on using social media in Human Resources & Recruiting by Jennifer McClure - President of Unbridled Talent, LLC.
How HR Can Use Social Media for Recruitment and Candidate EngagementAlbert Qian
The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community.
Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
These slides are prepared based on "Social Media Recruitment".
It is done as per the first task assigned for me in my internship from "The Sparks Foundation".
Hope you get some valuable information's from this.
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Presented By : Praveen K Panjiar
Email : witszen@gmail.com
Website : www.witszen.com