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Recruitment and Social Media (S. Ten Kate)

Recruitment and Social Media (S. Ten Kate)

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Published by Stephan ten Kate
Recruitment activities and employer branding are transforming since the rise of the new media on the World Wide Web (including Web 2.0, social software, ICT 3.0 and other concepts). These new social media create various opportunities for recruiters and their communications, but there are also big pitfalls which can instantaneously harm the organization’s reputation and impression that was build up so carefully in previous decennia. Online conversations can become the most important information source for the current digital natives. Consequently, an employer brand could be primarily defined by people external to the organization.

As such, before using social media for recruitment objectives, the whole concept of social media has to be understood and the different possible marketing and communication applications for organizations’ recruitment activities have to be evaluated. The goal of this report is to establish a first and general – not comprehensive - overview of social media and implementations for recruitment purposes, aimed at young graduates. In essence, a social media presence of the employer brand on a meta level.
Recruitment activities and employer branding are transforming since the rise of the new media on the World Wide Web (including Web 2.0, social software, ICT 3.0 and other concepts). These new social media create various opportunities for recruiters and their communications, but there are also big pitfalls which can instantaneously harm the organization’s reputation and impression that was build up so carefully in previous decennia. Online conversations can become the most important information source for the current digital natives. Consequently, an employer brand could be primarily defined by people external to the organization.

As such, before using social media for recruitment objectives, the whole concept of social media has to be understood and the different possible marketing and communication applications for organizations’ recruitment activities have to be evaluated. The goal of this report is to establish a first and general – not comprehensive - overview of social media and implementations for recruitment purposes, aimed at young graduates. In essence, a social media presence of the employer brand on a meta level.

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Published by: Stephan ten Kate on Sep 13, 2009
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10/20/2011

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Building an effective online presence:A first insight in using social media forrecruitment purposes
 
RECRUITMENT AND SOCIAL MEDIA
Name: Stephan ten KateWebsite:www.stephantenkate.nl/recruitmentE-mail:mail {at} stephantenkate.nl August 2009
 
Recruitment and social media: building an effective online presence
1
TABLE OF CONTENT
1. INTRODUCTION 32. BACKGROUND OF THE REPORT 43. RESEARCH METHOD 64. AN INTRODUCTION OF SOCIAL MEDIA 7
I
NTRODUCTION
74.1
 
S
OCIAL MEDIA DESCRIPTION FROM A USER PERSPECTIVE
74.1.1 The media background 74.1.2 The Web 2.0 74.1.3 Social media 84.2
 
C
HARACTERISTICS OF SOCIAL MEDIA
94.3
 
S
OCIAL MEDIA
S SIGNIFICANCE
114.3.1 Size and numbers 114.3.2 Impact 124.4
 
C
OMMON FORMS OF SOCIAL MEDIA
14
5. SOCIAL MEDIA AND RECRUITMENT 16
 5.1
 
S
OME OLD FACTS AND NEW STATISTICS
165.2
 
E
XTENDING EMPLOYER BRANDING WITH SOCIAL MEDIA
19
6. ESTABLISHING AN ONLINE PRESENCE WITHIN SOCIAL MEDIA 20
6.1
 
T
HE VALUE OF AN ONLINE PRESENCE
206.2
 
T
HE BASICS
206.3
 
H
OW TO USE SOCIAL MEDIA TO BUILD UP AN ONLINE PRESENCE
21
7. APPLICATIONS AND THEIR RECRUITMENT OPPORTUNITIES 24
7.1
 
S
OCIAL NETWORKING SITES
247.1.1 Description 247.1.2 Recruitment applications: using the organization’s ambassadors 247.1.3 Maximizing SNS presence 267.1.4 Examples 287.1.5 Recommendations for social networking sites 267.2
 
O
NLINE NICHE NETWORKS AND CONTENT COMMUNITIES
317.2.1 Description 317.2.2 Recruitment applications 317.2.3 Examples 317.2.4 Recommendations for niche networks and content communities 327.3
 
W
EBLOGS
357.3.1 Description 357.3.2 Recruitment applications 377.3.3 Recommendations for weblogs 427.4
 
C
ORPORATE
R
ECRUITMENT
W
EBSITE
447.4.1 Description 447.4.2 Recruitment applications and recommendations 447.4.3 Examples 497.4.4 Recommendations for the recruitment website 51
8. CONCLUSION AND GENERAL RECOMMENDATIONS 539. REFERENCES 56ABOUT THE AUTHOR 60
 
Recruitment and social media: building an effective online presence
2
LIST OF TABLES
Table 4.1 Most-trafficked websites (global) 11Table 4.2 Growth of social networking sites (global) 12
LIST OF FIGURES
Figure 4.1 Media Consumption in the Netherlands 12Figure 4.2 The Long Tail 13Figure 5.1 Importance and capability of social media by HR decision-makers 17Figure 5.2 Familiarity of social media by Inc. 500 companies 17Figure 5.3 Importance of social media by Inc. 500 companies 18Figure 5.4 Purchase decisions influencers 18Figure 5.5 Web influence by product/service category 19Figure 7.1 Ernst & Young Careers on Facebook 28Figure 7.2 Deloitte’s recruiter on LinkedIn 28Figure 7.3 Recruitment video efocus on Youtube 32Figure 7.4 Bloggers are gaining credibility 36Figure 7.5 Trustworthiness of information sources 37Figure 7.6 PR pitch to independent blogger 41Figure 7.7 Recruitment website of TenneT (www.werkenbijtennet.nl) 49Figure 7.8 Recruitment website of Tam Tam
 
(www.tamtam.nl/vacatures) 50Figure 7.9 Recruitment website of Macaw
 
(www.echtleukwerk.nl) 50Figure 7.10 Strategy framework for corporate recruitment websites 51

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