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25 Hot Social Recruitment Tips -Gulf Jobs Market

25 Hot Social Recruitment Tips -Gulf Jobs Market

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Published by Salah Al Hajri
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How is the social useful ?

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Published by: Salah Al Hajri on Oct 27, 2011
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10/27/2011

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White Paper 
25 Tips on How to Use SocialMedia to Make a SuccessfulHire in the Gulf 
by Kashif Naqshbandi, DirectorGulf Jobs Market
co-author Alexandra Scherbich, Marketing ManagerGulf Jobs Market
 
 
www.gulfjobsmarket.com| Phone: +44(0) 207 100 4537 | Email:kn@gulfjobsmarket.com| Co Reg. No 06729972  Copyright © 2008 - 2011 This material may not be reproduced without the written consent of Gulf Jobs Market
 
Who Should Read This
 
HR Managers, Recruitment Specialists
 –
Tips and advice on how to use social media effectively torecruit and decrease your cost per hire
 
Business Owners, CEOs
 
 –
Understand where and when to consider allocating resources forutilising social media as a recruitment channel
 
Heads of Departments
 –
Learn how to leverage social media to find great candidates for yourdepartment
 
 
Team Leaders
 –
Know when you should recommend social media to your HR department
What is Social Media Recruitment?
Social Media Recruitment
 –
anyone who works in HR or recruitment is talking about it, but what exactly isit?
In short, it‟s
a way of
“ 
... enabling companies to engage, attract and hire relevant employees using online communities and platforms where users share and create content and have a common interest ...
” 
Benefits of Using Social Media Recruitment
 
Manage, Extend and Control Your Employer Brand Online
. If you aren‟t writing about your 
company, you can guarantee sooner or later someone else will be. By harnessing social media youget to promote the good things that happen within your organisation and control the message yourbrand wishes to convey to the outside world.
 
Increase Y
our “
Offer to P
lacement”
Ratio.
Social media platforms enable candidates to interactonline with potential colleagues (i.e. your designated in-house social media manager) which shouldhave a positive impact on a potential
recruit‟s
decision to accept a job offer with your company.
 
Reduce Your Cost Per Hire
. When planned, managed and implemented well, it can be an effectiveway of reducing your cost per hire.
 
Huge Potential Reach.
A creative social media recruitment plan, with the right incentives and theright message to the right audience can reach an enormous pool of potential employees. None of usare more than six degrees of separation away from anyone else in the world
 –
 
that‟s incredibly
 
powerful!
 
Target Passive Jobseekers.
Engaging with candidates via social media early will not only attractcandidates ready to make a move now, but also those who are still in a job and not planning to leave.
1
 
www.gulfjobsmarket.com| Phone: +44(0) 207 100 4537 | Email:kn@gulfjobsmarket.com| Co Reg. No 06729972  Copyright © 2008 - 2011 This material may not be reproduced without the written consent of Gulf Jobs Market
 
25 Tips on How to Use Social Media to Make a Successful Hire in the Gulf
 
Concentrate
 
your efforts
on social media platforms which are widely used and have a large audience ofusers. Currently there are 3 social platforms that are popular worldwide and have a big user base:- A micro blogging platform with more than 200 million users. 100 million
are „
active
‟ and
halfof these log in every day, 40% of monthly active users do not tweet (Sept, 2011)- A social networking site with more than 800 million active users, more than 50% of activeusers log on in any given day, more than 2 billion posts are liked and commented on each day(Sept, 2011)- A professional networking site with 100 million+ registered users. 44% of visitors to LinkedIndo so more than once a month. 70% of LinkedIn members are aged 25-54. (Jan, 2011)
Use a Targeted
 
Approach.
Don‟t use a „one size fits all‟ approach to
social m
edia recruitment. You‟ll
needto identify segments you are interested in and then target each segment with relevant messages.Set up segment groups in the form of Facebook pages, LinkedIn groups and Twitter profiles to match jobfamilies or skills/interest groups. A good example is Cisco Systems who have separate Facebook pagesfor Engineering, Finance, IT, Public Sector, R&D etc:
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