Recruiting via Networking Engines

8/8/2019 Recruiting via Networking Engines

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By Prabhat Kumar

Topic:

Recruiting via Networking

Engines



Recruiting via

Networking Engines

Welcome!



Agenda

What is Recruitment

What is Social Media

What is Recruiting via Networking Engines (or

Social Networking)



What is Recruitment

Recruitment involves attracting, motivating and

obtaining as many applications as possible from

the eligible job seekers.



Different Modes/Sources of Recruitment

Internal Employee Referral

Present and Former Employees

PreviousApplicants

External Advertisement

Campus Recruitment

Consultants

E-Recruitment



Parameters of Selecting Effective Mode

Quality Sole Purpose of Recruitment

Application in Manageable Numbers

Time Time Sensitive Environment

Buying-out of Notice Period

Cost Impact on the Bottom-line

Recession



What is Social Media

Social media is an umbrella term that describes

websites that connect individuals somehow. A hallmark of social media is the user generated

content. This model contrasts with the editorially

controlled style of old media.

Web 2.0: New Avatar of www



Types of Social Media

Communication: Blogs / Micro-blogging / Social

Networking

Collaboration: Social Bookmarking / Social News

Multimedia: Photo Sharing / Video Sharing Review & Opinion: Product Review / Employer

Review / Q&A

Entertainment: Virtual World / Game Sharing



Types of Social Media: Look & Feel



Social Networking

Ability to upload a personal profile

Variety of ways for users to interact

Stay in Touch

Be found Build / Join online communities

Establish On-line Brand

Get Product Feedback

Find Candidates

Find a New Job



Social Networking: Look and Feel



Recruiting via Social Networking

Ann Nimke, cofounder of Pinstripe, describes correctly how Web 2.0,

the latest generation of the "World Wide Web" websites that encourage

personal interaction, began with message boards, instant messaging,Wikipedia, YouTube and, finally, virtual networking. Next came the social

networks.

Jason Blessing, from Tal eo, says, "This is a classic case of the World

Wide Web making something old new again. Social networks online

keep you connected with colleagues and can be a source of referral for passive jobseekers."



How it Works

Just as it does in the real world

Post the position & view potential candidates

Pre-qualify

Pre-sell

Top talent shares two unique attributes



How it Works: Cont«

Be a Detective: Robin McMahon from Pinstripe said that once you find

an individual's name (and often an employer's name) from Networking

site, you can use Google or another search engines to find telephonenumbers and e-mail addresses. He further says ³As the labor market

continues to tighten, making it more difficult to find professionals with

significant expertise in their fields, it will become increasingly necessary

to use alternate or nontraditional methods such as social networks´.



How it Works: Look & Feel 1



Sunnier Side

Used by very large number of employers/candidates

Not enough anymore to post a job vacancy

Target exact area

Cut Cost Find high quality prospective candidates



Sunnier Side: Cont«

Fill in the missing links: According to three speakers at a recentwebinar hosted by Pinstripe and Tal eo Business Edition, Web 2.0,

and specifically social networks, may help you fill in the missing links toyour employee recruitment strategies, particularly when you need toreach out to people with highly specialized skills.

Background Check: During the same webinar Jacqueline Thomsonfrom the PR firm Brands2Lite said that she had turned down oneapplicant after discovering that he had used Facebook to criticizeprevious employers and disclose company information.



Darker Side

Wrong Strategy

Too Crowded

Impersonation and Identity Theft



Words of Wisdom

Clean your personal profile

Build relationships

Network at your own corporate career site

More Suitable for High Level Recruitment

No Flattery



Words of Wisdom: Cont«

More Suitable for High Level Recruitment: ³I have filled several jobs

over the years and typically they are at the executive level. I don¶t see

much below a Senior Manager or Director level as being very effective

on LinkedIn. But at Senior Manager, Director, VP, CEO levels, it is great.´

Greg Buechler, the founder and CEO of Off the Hook Jobs

No Flattery: Case in discrimination and termination: Over the next

couple of years, we are going to see lawyers mining these Social

Networking Sites for evidence to support their claims. Make sure any

LinkedIn recommendation match up with what¶s said in the HR

sanctioned reviews.

Business Week, 13th July edition



Concluding Note

"The key to successful recruiting via networkingsites is to remember these sites are µsocial' and

therefore any information retrieved online about anindividual must be interpreted and usedintelligently.´

Lisette Howlett, the founder of HireScores.com



Source

www.pinstripetalent.com

www.taleo.com

www.personneltoday.com

http://www.ceridian.co.uk

http://www.onrec.com

http://en.wikipedia.org

http://www.hrmagazine.co.uk

http://www.jobvite.com

http://social-networking-websites-review.toptenreviews.com



Thank You!!!



End of the Session

Any Question?(Do you really believe I know more than what I already delivered?)

Recruiting via Networking Engines

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