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Recruiting top talent using social media

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Social media recruiting advice for human resources professionals and those who handle hiring for their employers.

Published in: Recruiting & HR
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Recruiting top talent using social media

  1. 1. + Recruiting Top Talent Using Social Media Stacey Burke Stacey E. Burke, P.C.
  2. 2. + Introduction
  3. 3. + Recruiting the Millennial Generation (ages 18 to 34)  They don’t read newspapers…. They read blogs  They no longer mail out résumés... They post on LinkedIn  They no longer hobnob in person... More and more networking happens on the Internet Hiring managers need to catch on and match their job candidate searches to work in tandem with the emerging interconnected economy.
  4. 4. + Social media is no longer cutting-edge; it is mainstream. For HR to overlook it today would be like ignoring e-mail 20 years ago.
  5. 5. + The Rise of Social Media in Hiring Practices and Recruiting  Networking today comes faster and more authentically via the Internet. The exchange of ideas, collaboration, nurturing relationships, and building a name is happening all around you on social media.  Companies posting jobs need to let the world know who they are and what they are doing. That’s only going to happen by using the Internet — blogging, Twitter, Facebook, LinkedIn – and whatever else works.  According to Career Builder, 52% of employers use social media networking sites as part of their recruiting process, up 13% in a mere two years.
  6. 6. + What is Social Recruiting?
  7. 7. + Human resources can leverage social media to tap in to potential recruits. This type of head hunting is called social recruiting. It's about engaging with users and using social media tools to source and recruit talent.
  8. 8. + Social Recruiting (also known as social hiring and social media recruitment): Using social media platforms such as Twitter and LinkedIn to advertise jobs, find talent, and communicate with potential recruits about company culture.
  9. 9. + Why Should HR Use Social Recruiting?
  10. 10. + To reach the most qualified, talented, and largest pool of applicants  LinkedIn, Facebook, and Twitter have over 535 million combined users. That equals a lot of potential talent for your company.  As with any job opening, using social media recruiting requires time and effort, but it's an investment in longer-term benefits for your company. Using LinkedIn, Facebook, and Twitter takes recruiting back to grass roots networking but in the digital age.  The competition for top talent is increasingly being fought on the social networks.
  11. 11. + By the Numbers: Social Media for Employers and Employees  94% of professional recruiters network on social media and use it to post jobs to an extensive community.  59% of employees say a company’s social media presence was part of the reason they chose their workplace.
  12. 12. + According to a 2016 survey conducted by the Society for Human Resource Management: 82% of respondents reported using social media to recruit managers. The survey also found 87% of respondents recruited other salaried employees using social media platforms.
  13. 13. + How to Use Social Media in Recruiting and HR  Employers can use social media in two ways when hiring: to recruit candidates by publicizing job openings and to conduct background checks to confirm a candidate’s qualifications for a position. Check social media profiles after an applicant has been interviewed.  Social media can also help companies streamline employee engagement, keep an eye on the competition, and perform a variety of other HR functions.  Social media allows certain HR activities, such as recruiting, to be accomplished on a much wider scale than traditional methods. It helps companies engage with a wider audience, build brand awareness, target top candidates, and improve on the effectiveness of their recruitment efforts without a significant increase in costs.
  14. 14. + Which Social Media Channels Should You Use to Recruit?
  15. 15. + + LinkedIn + Facebook + Twitter
  16. 16. + 5 Steps to Establishing a Social Recruiting Strategy
  17. 17. + What does your company need from social media? What are you trying to accomplish? Establish and document your short-, mid-, and long-term goals. Identify Your Goals
  18. 18. + Write a Guiding Statement. Establish what job seekers can expect from your company and what the company will ask of them in return.
  19. 19. + Define Your Company Culture Figure out what makes your company uniquely different. Why do current employees enjoy their work? What will attract more top talent to your organization? Communicate the pluses of working for your company.
  20. 20. + Target Your Best-Fit Employees Your social recruiting strategy should be targeting candidates who will work well with your current employees.
  21. 21. + Strengthen the Culture. Focus on the skills and personalities of the candidates you’re recruiting to strengthen the company culture.
  22. 22. + Social Media Recruiting: Channel-by-Channel
  23. 23. + LinkedIn A giant resume and jobs board where you can connect to other professionals. There are over 65 million professionals on LinkedIn.
  24. 24. + Start off being super active and have a very built out Individual Profile yourself. The more you individually connect with other users, the greater the likelihood you will have an “in” with your desired candidates down the road. Don’t just wait until it’s recruiting time to use LinkedIn – work in it daily to get the feel of the platform.
  25. 25. + Option 1: Post a Job  Post a job on LinkedIn.  Set a daily budget (minimum of $5 per day).  Only pay when candidates click to view your job.  Close your job at any time.  Track and manage your applicants directly in your personal LinkedIn account.
  26. 26. + Option 2: Use Your Network  Use your network activity box (also known as a status box) to broadcast that you are hiring.  Post on both your Company Page and your Individual Profile.
  27. 27. + Option 3: LinkedIn Recruiter  Includes over 20+ Premium search filters.  Allows you to view full profiles for all members of the LinkedIn network.  Contact anyone with 150 InMail Messages per month.
  28. 28. + When you find someone who seems like a good fit, evaluate THEIR LinkedIn Profile: Does the person have a complete profile including a picture? Do they have recommendations from peers, managers, and colleagues? Are they a member of groups relevant to their field? Do you have any 2nd or 3rd degree connections to the person to get a more personal referral?
  29. 29. + Facebook Facebook is a social utility that connects people with friends, family, and others who work, study, and live around them. The largest of the social networking sites with over 400 million users.
  30. 30. + Option 1: Post a Job in Facebook Marketplace  Requires basic information such as location, description, and an image.  Pros: FREE.  Cons: No targeting mechanisms.
  31. 31. + Option 2: Post on Your Facebook Company & Individual Page  Make sure the information on your Company Page is relevant and up-to-date.  Share the Company Page’s post on your personal network, or share the direct link.  Leverage your personal network.
  32. 32. + Option 3: Post a Facebook Ad  Allows for specific targeting, and is a loophole for EEOC rules.  Facebook’s targeting rivals that of any search engine.  Set your daily or total budget.
  33. 33. + Twitter Twitter is a microblogging social networking service.
  34. 34. + The easiest way to recruit on Twitter? Tweet jobs you have available!
  35. 35. + How to Find the Right People on Twitter  Not a lot of followers on your company Twitter account?  Run a quick search for anyone discussing specific keywords.  Search by location, by industry or interest, by hashtag, by popularity, by time, and more.
  36. 36. + Your Company Twitter account informs potential hires about your company. Your tweets say a lot about the company and what topics are important to your company. PRO TIP: always use existing hashtags in your tweets!
  37. 37. + A Few More Social Recruiting Tips
  38. 38. + Leverage Your Current Employees: Get employees involved in sharing posts on social media. Get Employees to help share your workplace culture. Turn your workforce into advocates.
  39. 39. + Make Your Content Specific: You can make career/recruiting specific pages on your website to drive traffic to or even develop custom landing pages offsite for certain jobs (A/B test).
  40. 40. + Regular social media best practices still apply:  Post at ideal times for maximum engagement. Use Buffer or another similar app to schedule job posts.  Create custom images for more social engagement and use videos.
  41. 41. + Treat Your Recruiting Campaign Like a Marketing Campaign: Figure out what you can do to capture the ideal candidates’ attention and differentiate yourself from other similar companies competing for the same talent. Think like a marketer and come up with a recruiting campaign or strategy that is “outside the box” and lets you capture their imagination.
  42. 42. + Connect with Stacey:  Facebook: @marketinglawyers  Twitter: @staceyeburke  Instagram: @marketinglawyers  LinkedIn: /company/stacey-e-burke-p-c  Website: www.staceyeburke.com  Sign-up for newsletter: sebpc.us/GetMyMail

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