Building A Social Recruiting Framework -...
31
Building A Social Recruiting Framework How to Put Your Networks To Work 1
Transcript of Building A Social Recruiting Framework -...
Building A Social Recruiting Framework
How to Put Your Networks To Work
1
2
2013 Huffington Post Top 30 Most Social HR Experts2013 ERE Top 25 Most Influential Recruiters on Twitter2013 HRBN Top 40 HR Bloggers Under 402012 #2 Digital Recruiting Influencer (HRExaminer)2012 Top 20 Online HR Influencers (HRExaminer)
Agenda
3
• Developing an Effective Social Media Strategy• Align Social Media With Your Organization’s Goals• Create Social Media Policies• Understand Social Media Channels• Use the right social media tools…and more
Social Media Revolution?
4Video courtesy of Eric Qualman
Don’t Believe the Hype.
5Video Courtesy of the Onion
What About Recruiting?
6
• 94% of recruiters use or plan to use social media in their recruitment efforts (78% in 2011)
• 78% of recruiters have made a hire through social mediaSource: Jobvite 2013 Social Recruiting survey
Which of these sources are you planning to invest or increase investment in 2013?
7
8
94% of Recruiters Used LinkedIn64% Only Used LinkedIn For Social Recruiting92% Made Hire off LinkedIn
60: Average connections per LinkedIn User
692: Average connections per recruiter on LinkedIn
9
10
65% of Recruiters Used Facebook in 2013...24% of Recruiters Made Hire on Facebook
The network of the average Recruiter on Facebook is 41% smaller than average user overall.
11
12
The average recruiter on Twitter grew network by 8xAverage Recruiter has 290 Followers; Average User 126 in 2013
55% of Recruiters Used Twitter in 2013...14% of Recruiters Made Hire on Twitter33% to increase spend
13
14
# of connections/followers determines job views & applies
Twitter get 4.3x more job views than those posted on Facebook but only drive 1.3x more applicants.LinkedIn drives 5.5% more applicants than either Facebook or Twitter
15
$11,800: Average CPH Worldwide (Gartner)$1949: Average CPH Sourced on Social Media (Bersin)
80: Average applicants per publically posted position18: Average applicants per position shared via social media
16
17
18
Conclusions:
SOCIAL RECRUITING best for referrals & branding, not sourcing.LINKEDIN is most effective, but don’t count out Facebook. Job boards still more effective by far.
3 Phases of Social Recruiting
19
Develop a Social Media StrategyThe big three questions:
1. What’s Your biggest recruiting challenge?2. What are you doing to overcome it?3. Why should top talent work for you?
“What’s Your Biggest Recruiting Challenge?”
• Know your business: Social recruiting must align with business needs and talent market.
• Know your stakeholders: Identify resources. Build a business case. Ensure buy‐in.
• Know your audience: One size doesn’t fit all. Target by geography, function, level.
Bottom Line: Augment your current strategy with social media – don’t replace it. Social is just another platform.
Worst PracticesTop 10 Recruitment Advertising Phrases Top 10 Resume Phrases
Communication Skills Experienced
Passionate Innovative
Motivated Motivated
Organized Results Driven
Track Record Dynamic
Innovative Team Player
Dynamic Results Oriented
Proactive Fast Paced
Creative Entrepreneurial
But what do we REALLY care about?
01020304050
4.3 9.2
4938.8
Ease in Finding Corporate Job Pages
9%
38%41%
8%
1%3%
Time Spent Applying Online
N/A orOther<5 minutes
10‐15minutes15‐30minutes30‐45minutes
67% of online application processes take 10 minutes or more...…but only 39% have an easy time finding where to apply in the first place.
86
28
Percentage of Candidates Notified (#1 Candidate
Complaint!)
AfterApplicationCompleteAfterPositionFilled
Sources: Talent Technology Survey, Monster Worldwide State of the Job Seeker Survey 2012; Kelly OCG Survey
• Referrals top source of hire, most trusted• 72% would not refer or recommend friend for
role at company with poor candidate experience
• 52% of current employees would not recommend employer to a friend
• 77% of candidates say no notification after application is top job search problem
• 68% say lack of response negatively impacts perception of company/brand
“How Are You Overcoming Your Challenge?
• Know your objective: Look long term. Social doesn’t fill reqs. Social builds pipeline.
• Know what’s working: If it’s not broke, don’t try to fix it. Know what is social, what isn’t.
• Know your networks: Top talent attracts top talent. Get A‐players involved.
Bottom Line: It’s not about broadcasting jobs, it’s about engaging talent.
“Why Should Top Talent Work For You?”
• Know your brand: Career site is the hub; social the spokes. Brand should be consistent.
• Know your EVP: Your culture is your biggest competitive advantage.
• Know Your Candidates: Improve candidate experience and stay engaged. Share information & expertise, not just jobs.
• Bottom Line: It all comes down to culture and candidate experience.
The Bukowski Test
29
Questions?
Thank You!
Matt Charney | [email protected]
More On Social Recruiting @RecruitingBlogs
• 370k recruiting & staffing professionals (closed to non‐industry members)
• 30k+ contributing bloggers in recruiting & HR
• 1/3 of users in UK & EU• 33k+ Twitter followers, 7k+
LinkedIn Group Members
