“ What Should We Do?” Divokor, Director HR of a large biodiversity solutions conglomerate started the meeting with the opening remark, “Recruiting using social media is a growing trend in today's world”. He looked at the note pad and said, “In 2010, for exomple, 6% of all companies used social media to attract folent. In 2014, so for that number is 94%. Millennials and recruiters are changing the recruiting industry together. Linkedin is definitely the front runner in social media for recriting talent ~ 94% of employers use Linkedin to recruit, versus 65% for Facebook and 55% for Twitter. Being that the ‘main purpose of LinkedIn is to be a business tool, this makes perfect sense. Professionals ~ one of whom could be your ideal candidate — are joining Linkedin at a rate of more than ‘wo new members per second. Millennial are changing how Wwe hire them, 73% of 18-34 year olds found their lost job through @ social network. That’s how they're looking for us; how they decide if we're o company they want to invest their energy in. So the question we need to ask is: Do we have the online presence to attract them?” Subhaloxmi, Vice President HR, said, “First, we have to strategize. Just like with everything else in our business, it's going to help going into this endeavor with clear goals and @ defined strategy on how to achieve them. Throwing posts up on social media sites ond expecting results is an ineffective use of time and resources. It's important to create posts focused around our organization, not just around the job or skills we're looking to add to our team. Candidates cre clear that when they are seeking a job, both the position ‘ond the company are equally important." All five members in the meeting nodded in aifirmation,91% of employers are using sacol media to ve! candidates. (69% ol hose employers sai hey ejected candidates bosed ‘on something they saw on sociol media, On the other hand, {685% have also hired candidotes bosed on discoveries on social media.” Ritu, Assstont General Manager, recruitment soi, “Lost week | wos reading obout the success story of ’Oréal an International cosmetics company, with a reputation for innovation nthefield ofbeouty, Dezpiteisbrand recognition, LOréal struggled to find © qualiied candidate for & Poticulor internship, where they were to recruit 6000. Aer ‘weeks of posing on job boards, U'Oréal had received mony ‘pplications, bu few were qualified, The company needed 40 quickly atroc condidates from speci universes with Potticular educational bockgrounds and experiences, There strategy wos to hove o uniform branding on all he webetos for the countries in which they operate. The jabs secion of {each website liss ovalable postion in thet county ond oly © few links tothe relevant sociol navorks, The l real Jobe Website links to the U'Oréal Talent Recruitment Facebook page the Ordo Linke page the Oréel Loe Tolentobe Focebook page ond the (@LOreoICareers Twit foud The uniform branding ofthe various careers websites gave on ‘overall professional look to the carers side of Ural, ond ‘he linking tothe socal plorme helped posible appliconts find what they needed wih ease. She took the coffee mug took ofew sips; everyone looked Interested in whot sho soid. Holding the mug, looking ot © paper she continued, “The intrnship's od compign poste ‘on their UOréol Tolent Recruitment Focebook page hod ‘on “optimised” performance and relurn on investment = generating 5.88 milion impressions with 4,167 clicks (a 0.071% click through rate (CTR). The click rough role wos ‘much higher than the overage CTR of Facebook ods (which 's roughly 0.02%).L'Oréal received 17 qualified resumes wihin the frst 12 hours ofthe campaign - © huge dflrence to the lined succees rom traditional methods "The company had et upa‘Coreer tb ontheircompany page ond “polished” individual recruiter profs, Some Of the results were encouraging. Luxe, HQ Poris sours ‘round 90 top profile candidates in les thon five months ‘ond Bedy Shop UK (a sub-section of Orda] rcriter saved £20,000 with o single license by simply using Linked, Oro Australia saved oround 20,000 Australian dollars in recruitment fees on @ single bre Bose, Vice President, HR soid, Well the exomle ie good but we ore not into huury. Wa are spending « lo on Divakor agen looked ot the note pod and sod, “Yeah, advertisement, campus recruitment ond extort agg We need oround $00 engineers inti, ease researc, design and implementation in thes mong fey amon! about not abandoning redone, While socal med is deftly o growing vsoues forget to keep your rodtional methods ole end ye Sukbir, General Manager, HR, odsed, “hin menoning fot over 80% of Fortune 500 compara some kind of paychomelrc testing when theyte fe” Paychometric testing can give you an in-depth look a condidote's personaly, work ec, abil to hore a and general compatiaiy wth your compony. Bose, intervened, “Not nit this, look into rela Remember calng the people thatthe condietes suggested us to call. We've head some wonder! san {rom post employers, co-workers, and fiends Beco calling references. These stories have been the ceed feciorn hig et employees." He looted of wih Dike oid, yoh,* Tha’ why we ore here, The sce Sris ore there. However, in the 2013 SHRM soe, 22 per cant of respondents scid they use rove nods ebries lke Facebook or Insogram to reserch ot ‘ender, @ decine fom 34 pocorn 2508 Drake Bore and ena he ad the should we do?” ae che QUESTIONS 1. What should they do 2 What vil be the challenges otached to recruimer! ‘hough soci! mes 4° ; should be their strategy? ae ey ae REFERENCES 1. hip//wsew.shrm.0F8/publicotions/h editoriolcontent/2014/0914/panes/O9 ee, medio-hiving ospx#sthosh VAI ghdpuf -° | #°ci0: 2, hitpi/linkhumans.com/case study/how-loreol-use seciol-madiofor-rcrutment loreal-use =