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5stagesofsocialmediaforrecruitingfeb2010-12681545974849-phpapp01

5stagesofsocialmediaforrecruitingfeb2010-12681545974849-phpapp01

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Published by: Pooja Shah on Mar 15, 2012
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03/15/2012

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THE 5 STAGES OF

SOCIAL MEDIA FOR RECRUITING

by Sarah Welstead, Director User Experience Head2Head November 2009

Agenda
 What is ‘social media for recruiting’, anyway?  The talent crisis  The 5 Stages of Social Media for Recruiting – and how to overcome them  Marketing and recruiting need to work together  Best sites for social media for recruiting  Best practices (tips and tricks)  If you could do one thing…  Discussion

What do we mean by „social media for recruiting‟, anyway?
Social media for recruiting is using social media tools to source and secure candidates and building recruitment and employment brands.

It‟s a big topic  Today we’re going to focus on how to use social media for finding and attracting candidates  This presentation is designed for people who think of social media primarily as a marketing tool .

Recruiting and the internet  1G: More is better  2G: Referrals and word of mouth  3G: Long-term relationships .

.This is your talent pool.

This is your talent pool using social media for recruiting .

The talent crisis in Canada  Statistics Canada predicts that by 2015. there will be more jobs than workers to fill them  The economy has mitigated the talent crisis so far  Many industries are already facing shortages  Companies who don’t use all available channels will lose the war for top talent .

Social media can:      Help you find the right candidates. faster Cut your recruiting costs in half Help you attract better candidates Help you make better hires Make your recruiting proactive – not reactive .

Remember the Kubler-Ross 5 Stages of Grief DENIAL ANGER BARGAINING DEPRESSION ACCEPTANCE .

“It‟s just hype”  Only 10% of job-seekers expect to find their next job through a DENIAL mainstream job board  86% of Canadian recruiters say they’re using social media to find candidates  79% say LinkedIn is their #1 source of A-list candidates  44% say it’s improved quality of hire  36% say it reduces time-to-hire significantly .

Facebook 33 . you can connect to the good ones immediately  The data is starting to make the business case  Average age for LinkedIn is 39.OVERCOMING DENIAL: Social media delivers  Access to millions of candidates  They’re searchable  Instead of having to weed through 250 duds to get to the diamonds.

“Great – another fad I have to learn”  This isn’t a fad  The mainstream job boards are ANGER dying  The ROI is shockingly great  It’s really just a part of the overall marketing lifecycle of a client/customer .

OVERCOMING ANGER: Take baby steps  Don’t worry – it’s easier than you think (and may even be fun)  The results will be worth it  You’ll learn a lot  It’s really just an extension of what you’re already doing .

but social media is here to stay  There will never be a fool-proof guide to follow  You already know that referrals are the #1 source of A-list candidates BARGAINING ... then.”  In the current talent market. 12 months is too long to wait  The tools may change.“If it still seems important 12 months from now.

OVERCOMING BARGAINING: Use the scientific method  Articulate how social media will help your recruiting process Building relationships with passive candidates Candidate database Improve candidate flow Build employment/job brand Improved candidate experience  Then conduct calculated experiments .

”  It’s amazing how quickly you can pick this stuff up  It’s amazing how quickly you can make it a routine part of your day  It’s amazing how much you’ll learn  Don’t worry – someone on your team will be passionate about this DEPRESSION .“I know we have to. But it‟s just so huge.

OVERCOMING DEPRESSION: The results will be worth it  You’ll start to see improved candidate flow within 23 months  You’ll start to get useful feedback right away  You’ll find you’re spending more time on the right candidates – and less time on the duds  You’ll find you don’t have to spend as much money on recruiting fees .

“It‟s definitely improved our recruiting function!”  Ultimately. it’s all about the results ACCEPTANCE .

candidates and employees . customers.ACCEPTANCE: WHAT‟S NEXT? “Let‟s leverage the organization!”  People in your organization are already using social media all over the place  Leverage their networks!  There’s a reason we talk about ‘stakeholders’ – that includes clients.

Where do you start? .Okay. you’re ready.

Canadian recruiters say: (you may be surprised at how social-media savvy recruiters are)  81% of CDN recruiters use LinkedIn for recruiting  44% use Facebook  11% use Twitter  8% use blogs  3% use YouTube  77% say it’s improved their ability to connect to candidates  44% say it’s improved their quality of hire  36% say it’s reduced their time to hire .

000+ new users in Canada every month #3 most Facebooked country in the world #3 in in the world in number of registered Twitterers .The 3 sites you need to know about 76.

BEST RECRUITING USES  Use LinkedIn as an instant talent pool  Your entire recruiting and HR team should have complete profiles on LinkedIn  Create and participate in discussion groups among the candidate sectors you need most  Build your corporate and personal brand  Supercharge referrals and expand outreach programs  Strengthen professional relationships  Manage and track relationships including alumni  Post and broadcast jobs instantly  Target groups and associations  Build talent pipelines and warm leads .

Create events 8.10 TOP TIPS 1. Broadcast job openings 6. Reference search 10. Participate in industry groups 5. Smart searching/saved searches 9. Applications and polls . Improve your organization’s profile page 2. Create and administer corporate and alumni groups (referrals!) 4. Ask and answer questions 7. Build your personal brand (topof-mind) 3.

BEST RECRUITING USES:      Easy to create applications such as ‘HotJobs’ feeds Easy to create groups and ‘fan pages’ Great way to build employment brands Helps tap into immediate personal networks Can tap into diversity networks .

BEST RECRUITING USES  Community building (candidate communities)  Generating buzz about events  Engaging in stakeholder dialogue  Putting a ‘face’ on the organization  Demonstrating thought leadership .

Blogs  More websites are going to an all-blog format  Don’t think the best and brightest aren’t checking  Transparency builds brands – including employment and recruitment brands .

Facebook groups. and Twitter account  Encourages a dialogue .BEST RECRUITING USES  A blog with entries by various team members  Not just about how great it is to work there. but ‘neat stuff’ about what the company is doing  Blog RSS feeds can then update your LinkedIn profiles.

Basic guidelines  Have a strategy  Be prepared for that strategy to be blown out of the water  Make someone responsible for social media  Know the privacy concerns  Recognize that it’s a long-term build  Talk to marketing! .

Create a Marketing/Recruiting team responsible for employment brand and social media for recruiting Review the ‘candidate experience’ on your website and application process Get a copy editor to rewrite 2 of your job postings – and then monitor how much better they perform Brainstorm on filling 5 hardest-to-fill openings (marketing will have great ideas as to where to reach candidates) Ask to participate in the next recruiting event Make sure recruiting knows the key marketing messages (internal and external!) Share databases . 5.Marketing + Recruiting = RESULTS 1. 7. 2. 4. 6. 3.

Privacy  Facebook’s PIPEDA contravention  Just because a candidate posts personal information doesn’t mean recruiters can use it  Facebook apps may no longer be legal  Increased due diligence .

.  Make sure everyone responsible for recruiting in your organization has a complete.. compelling profile on LinkedIn – including updating their status twice a week .If you could do just one thing.

DISCUSSION .

CONTACT: Paul Dodd. Since 2000.440. 125 active consultants and 3 offices nationally.ca . President 416. Head2Head has helped more than 300 organizations save 50-75% on their hiring costs. With more than 35 employees.About Head2Head Head2Head Canada Inc. cut time-to-hire in half while improving hire quality.2030 paul@head2head. and put 10-20% more revenue on their bottom lines. incorporated Canadian company that specializes in providing innovative insourced and outsourced recruiting solutions to leading organizations. is a privately-owned. Head2Head is one of the fastest-growing talent management companies in Canada.

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