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Table of Contents
Introduction Chapter 1: Social Recruiting for 2012 Chapter 2: Applicant Tracking Software Chapter 3: Effective Hiring Collaboration Chapter 4: Increase Employee Referrals Chapter 5: A Career Site that Sells Chapter 6: Recruitment Marketing Chapter 7: Facebook Recruiting Apps Chapter 8: Recruiter Candidate Relationship Management Chapter 9: Fast Sourcing with Candidate Search Chapter 10: Benchmark Success with Recruiting Analytics Conclusion
Using the social web. Authentic and multimedia messaging . Benefits? 1. This playbook provides you with tools you need to build your 2012 recruiting strategy. We’re matchmakers between job seeker and enterprise. As recruiters. make this year count. hiring and moving on. Low-cost 4. Social Recruiting for 2012 What is it? Social recruiting is more than just a buzzword. we are in the business of finding the right people. make 2012 the year where you innovate and make your company’s hiring even more effective. we can now engage and communicate on a mass scale. Social networks have made that easier – and more personal. while still developing a one-to-one connection. Recruiters must plan for the upcoming year to help ensure each team within the company has the necessary manpower to meet their objectives.SHARE THIS EBOOK! 2 Introduction The beginning of each year marks an influx of hiring among companies as budgets are approved and company growth has been forecasted. integrated Applicant Tracking System (ATS) or taking your social recruiting efforts off the back burner. if you do it right. To recruit is to build relationships and connections. Instead of sourcing. buying a new. Whether it’s streamlining processes. 1. Broad capabilities – connect to the largest pool of candidates 2. and social recruiting is about finding those people and interacting with them. Easy to deputize employees for referrals 3.
and often will only publish jobs to social networks – which isn’t a bad thing. but it can be repetitive. Make no mistake. Your messaging matters. Think about how you want to structure your voice and engage job seekers and candidates. All JoB SEEkERS 19% 9% 7% What to look for in an application There are many applications to automate and streamline your social recruiting efforts. social recruiting is not about posting jobs.SHARE THIS EBOOK! 3 Where to begin? Finding the best way to recruit socially can be like finding a needle in a haystack. Job seekers are beginning to change online visibility with work in mind Job seekers who modified privacy settings in the last year with work in mind. Remember. you are talking to people not other machines. whether it’s broadcasted or targeted. However. automation can be bland and computerized. Frequency is important. SUPER SoCIAlS 32% 26% 18% Jobvite Social Job Seeker Survey 2011 . Start by defining your voice and understanding how the people in your company interact with each other.
The new recruiting strategy has allowed the company to proactively find talent. Jobvite enables innovative technology-enabled law services firm to leverage social networking and referrals to find new hires. At Kosmix. The most important question to ask: Is it easy for employees to use? That’s right. A great social recruiting strategy includes every single employee.SHARE THIS EBOOK! 4 When looking at applications to help you recruit socially. When planning your social recruiting strategy for 2012. the majority of employees send open jobs through Facebook. talent manager at Total Attorneys. Who’s doing it well? Total Attorneys has expanded its social recruiting efforts and has dramatically grown the number of referral and social network hires. 2009. How will this tool benefit your long-term and short-term recruiting efforts? What reporting does it offer? If you do not have a social recruiting strategy in place that captures important data. “Social recruiting has enabled us to hire strong new employees who we would never have connected with via traditional recruiting channels – and we are now leveraging social channels at a fraction of the cost of traditional methods. Look for tools that help you understand and measure how your top candidates find you. consider your employees and whether or not it is easy for them to publish to their networks about jobs. LinkedIn. One of the best aspects about social recruiting is that everyone can be involved. . which we will discuss in more detail in Chapter 8.” said Sarah Widner. 1 Total Attorneys. which channels they use and which posts or jobs that interested them most. Twitter and email. Social media is only second to employee referrals. company culture and other points of interests for job seekers. with a referral rate of 50%1. think about ease of use and your return on investment. then you are leaking revenue.
In 2011 Groupon built a candidate pipeline to more than double its size with nearly 94. You can subscribe to Groupon Jobs on Facebook. Groupon presentation at HR Tech. oct. Raw data. . Twitter and LinkedIn.” James Hunt.000 applicants that lead to hundreds of new hires2. managing director of BINC Onsite. 2 Jessup. Groupon has dedicated social network channels specifically for recruiting. 2011. Dan.SHARE THIS EBOOK! 5 “Our employees unlock their professional and social networks to help Kosmix make hires in a way that we haven’t been able to do before.
What to look for in an application When dealing with a large number of candidates and requisitions. This will help you visualize which parts of the workflow can be automated and where you can close any existing gaps. . Streamline workflow between recruiters and hiring managers 2. using a platform that can scale to the needs of your organization. The last thing you want is for valuable candidates to slip through the cracks or to have scheduling errors or lost feedback from interviewers. Applicant Tracking Software What is it? An applicant tracking system (ATS) is a recruiter’s database that enables better management of resume and applicant information.SHARE THIS EBOOK! 6 2. It is also highly intuitive. automating your workflow becomes of essence. helping to automate the recruiting process and manage workflow. Improves reporting time efficiencies 4. Provides great candidate experiences with timely emails and organization Where to begin? Defining your workflow is of utmost importance. the easier it will be for everyone involved. especially when dealing with busy hiring managers. tracking every requisition along the way. The more granulated you can get. easy to use and easily accessible online. Benefits? 1. The goal is to start where it makes the most sense. Increases collaboration efforts while reducing administrative time 3. A good ATS helps recruiters automate every stage of the hiring process from posting to hire.
“We refined our whole staffing process and built a strong model that scales as we grow. making sure that everything runs smoothly with the level of professionalism that you want your company to convey.” said Andrew Cerda. Look for systems that are scalable. “Jobvite is an applicant tracking system designed from a user standpoint and it mirrors the workflow and the activity of a recruiter.” said Wendy Fitzloff. director of human resources at Support.SHARE THIS EBOOK! 7 A good ATS will help grease the wheels of your hiring efforts. It’s so much easier for a recruiter to use than any other system out there.” said Paul Whitney. We don’t throw a lot of money at recruiting by having a large staff or big agency expenditures. Who’s doing it well? “With our ATS. recruiting specialist at Yelp. I’m really proud of what we have accomplished. and it really helps with rewards and motivation. We have control over our process and our candidate pipeline. hiring managers can view all feedback without waiting and without superfluous emails. . vice president of human resources at Infinera. increase collaborative efforts and organize all information and activity in one space. We can also track source and pull metrics on almost everything.com. The stats on active employees are amazing.
whether an employee is interviewing. scalable.SHARE THIS EBOOK! 8 3. The goal is to make it easy for everyone involved to respond or to access the necessary information to make a decision on a candidate. the need for easily accessible information is key. Keeping employees engaged and productive in the hiring process can certainly be a challenge. hiring. What to look for in an application The best way to maintain productivity is to streamline your process and find applications that are robust. Hiring collaboration is a process where everyone works together on hiring the right candidates. Recruiters spend less time organizing and scheduling Where to begin? Hiring collaboration begins with a plan of action to get every employee involved. especially with busy hiring managers. referring or will be working with the new hire. secure and accessible from anywhere. Benefits? 1. Start by looking at your workflow process and checking to see if you have any existing silos or points of contention. Effective Hiring Collaboration What is it? Everyone in your company is involved in hiring in some way. . Employees feel a part of the hiring process for new team members 2. With the influx of smartphones and mobile devices in the workforce. Information is easily distributed across all parties 3.
SHARE THIS EBOOK! 9 Another feature to consider is how hiring managers and recruiters view candidate information and activity. . Who’s doing it well? Yelp has a unique workflow process that helps keep their hiring efforts on the go. Keeping all information in one view and in an intuitive format can really make a difference in how each participant in the hiring process reacts to the workflow. The company’s recruiting strategy is forward-focused in that everyone at the company is always recruiting.
A strong employee referral program is an absolute must-have for 2012. Employees refer because they are happy with their company and want to help it succeed. The easier it is for an employee to refer. have shorter time-to-fill periods and have greater job satisfaction. Benefits? 1. Also. a referral bonus certainly helps move things along. Shorter time-to-fill periods and greater job satisfaction 2. Once you understand why your employees refer. . With Jobvite’s automatic publishing tool. What to look for in an application When looking at applications to assist your employee referral program or to create one from scratch. the higher adoption rate and more chances you have of engaging them in a referral program. you must first think about ease of use.SHARE THIS EBOOK! 10 4. The first step is to develop a referral culture. Chiquita employees and website visitors can post jobs to Facebook. For more information on how to increase your company’s employee referral rate. Promote solidarity among employees Where to begin? Building an employee referral process is not rocket science. Require less resources to hire 4. Twitter and LinkedIn or send an email. Increase Employee Referrals What is it? Employee referrals are commonly noted to be the highest quality. but it does take time and effort. Referral candidates also are known to perform better. download Jobvite’s free eBook: Increase Employee Referrals in 5 Easy Steps. you can reach out to them through employee marketing campaigns that inform them about open jobs and ways to refer. lowest cost of hires at any company. Fit better with corporate culture 3.
including employees. Assuming all your employees are on Facebook. Over 50% of Yelp hires are from referrals. the widespread reach of a company’s network. . the average user has 130 contacts.SHARE THIS EBOOK! 11 Social networks are key for referrals. According to Facebook. Look for software that allows employees to post to their networks and tracks referrals so that you can reward accordingly. Who’s doing it well? Yelp has a fun tool on their career site that allows visitors to see which of their LinkedIn connections are Yelp employees so that job seekers can proactively ask for a referral. is exponential.
CEO of Total Attorneys Coupons. “When you give people tools to be transparent about the company.com. leading to more qualified hires. It is the most effective way to recruit. they can contribute to the conversation about your brand. “It’s really wise to use the entire company and its network so that you can spread the word and get the net out that much farther.” said Ken Perluss.SHARE THIS EBOOK! 12 Total Attorneys increased its referral rate to 67% in six months. .com has had better quality candidates in the pipeline sooner. Coupons. and as a result. It’s great when your employees think highly enough of the company that they want to talk about it and want to invite people to work here.” says Ed Scanlan.com has an employee referral rate of 52%. director of staffing at Coupons.
but the most important aspect of this avenue is the “behind-the-scenes” data. perhaps 2012 is the year to revamp your career site. word of mouth. plan on how to attract them to apply with your career site. A space for people to find and apply to open jobs or learn more Where to begin? Your company’s career site should have a roadmap for conversions (when a visitor turns into an applicant).SHARE THIS EBOOK! 13 5. Visitors arrive due to interest in the company or via job advertising. download our free eBook: 21 Career Sites that Sell. Benefits? 1. referrals. If your current system is not up to par. Provides job seekers with sought after information 3. recruiters and any other recruiting channels. A Career Site That Sells What is it? Career page is one of the most highly trafficked pages on a corporate website. For a closer look on how to build a winning career site. Your career site should be in close communication with your ATS. . Displays company culture 2. Internet searches. The number one rule is to make it easy for candidates to find what they need and to apply. Some arrive with a purposeful goal (applying for a new job). you can have a custom career site associated with your ATS for all applicant tracking and career site needs. Ideally. while others are just window-shopping for a better opportunity. A good goal to have in mind when looking at software platforms is to make sure the entire process for both applicant and recruiter is seamless and simple. Once you’ve decided on the type of candidates you want. What to look for in an application? There are plenty of applications that can help you design a career site.
showcasing the playful atmosphere of the company as well as the hard work and creativity of employees.SHARE THIS EBOOK! 14 Who’s doing it well? Zynga’s career site perfectly transitions its corporate brand with its talent brand. The structure and theme of the website is consistent and easy to use. .
and the opportunities offered. including pictures of employees. . Candidates often want to know how they would fit in the bigger picture of the company and how they can further develop their career path.SHARE THIS EBOOK! 15 Yammer does a fantastic job of displaying company culture.
social media. not everyone who is qualified for a position would be a good fit for your company Once you know whom you want to attract. you are marketing your company and what it can offer job seekers. social job promotions and a well-rounded career site that is geared toward the type of applicants desired. corporate culture and career opportunities. advertising or any other form of recruiting outreach. begins with a clear understanding of your talent brand and what type of candidates you would like to attract. What to look for in an application There are several elements to considering when managing your recruitment marketing. like any other marketing program. . referrals. Promoting jobs.SHARE THIS EBOOK! 16 6. Build a subscriber base of interested job seekers 3. With recruitment marketing. The key points are how do you build your talent network and how do measure the results of your efforts. Recruitment marketing is unique in that a company has the opportunity to develop a sub-brand that encompasses employee lifestyle – what we call a talent brand. Track and measure recruiting efforts Where to begin? Recruitment marketing. Organically attract more applicants using a variety of channels 2. Recruitment Marketing What is it? Whether you attract applicants through job boards. recruiters can build a talent network and market to candidates and interested subscribers. Benefits? 1. you can start building out email campaigns. Especially since.
personalized message. usually a story or anecdote about a referral. . providing hiring updates.SHARE THIS EBOOK! 17 Who’s doing it well? TiVo sends a separate recruiting email twice a month to all employees. Each email includes a specific. The company understands that recruitment marketing is more than attracting candidates. interesting articles and referral incentives. it’s involving everyone in the company to find the best talent for the available jobs.
Think about what type of candidates are on Facebook and how to target them. Look for applications that attune to your strategy and goals.SHARE THIS EBOOK! 18 7. What to look for in an application There are several Facebook applications that you can use in order to rev up your recruiting efforts. PDF. Burlingame: Jobvite. 2010. whereas Facebook users might not be. 64 percent of companies use two or more social networks to recruit. According to Job Seeker Nation 20103. Benefits 1. Facebook Recruiting Apps What is it? LinkedIn has been a huge resource for recruiters and will continue to be a great source. you must treat Facebook and LinkedIn differently. Remember. if your goal were to capture more applicants through your corporate Facebook page. Target individual candidates or broadcast jobs 3. For example. 3 Job Seeker Nation 2010. this is dependent on your overarching social recruiting strategy. As a result. perhaps you’d want to consider an app that allows visitors to apply directly from your fan page. Still. However. Users on LinkedIn may be more accepting of recruiting requests. then execute accordingly. . benchmark goals and message voice. Easy for employees to share jobs on Facebook Where to begin? Recruiting on Facebook should be a section in your overall social recruiting strategy. Develop a plan of action. employers and job seekers are commonly on different social networks. You may want to consider Facebook as more of a referral network and LinkedIn as a sourcing network. Reach job seekers where they network 2. job seekers and social job sharing has emerged on Facebook and maintains a steady growth.
SHARE THIS EBOOK! 19 Or if you want to encourage employee referrals. sign up for job alerts or visit the career site or share the position with a friend. . Who’s doing it well? Whole Foods Market Austin has integrated the Jobvite Work With Us Facebook app that allows visitors to browse jobs. consider a Facebook app that allows employees to easily share jobs with their friends and connections.
organize and score prospect data. making sure all profiles are updated. or tracks. When beginning with a CRM.SHARE THIS EBOOK! 20 8. meaning that hiring managers don’t have to filter through emails and other notes that are meant for recruiters only. you can determine which types of email threads. Benefits? 1. 2. They ideally organize prospects and sourcing results so that every promotion and activity is categorized and logged for all members involved to view and track accordingly. You can also find programs that will allow you to view only the candidate information that is most useful to you. What to look for in an application Once you’ve spent the time and energy to build your talent pool through sourcing or other marketing efforts. Then your CRM should help you organize and market to your candidate pool. applicants and existing candidates. Recruiter Candidate Relationship Management What is it? Recruiter Candidate Relationship Management (CRM) platforms provide recruiters with an easy and efficient way to communicate with their talent pool. Build and communicate with your talent pool easily. A good CRM allows you to import. a recruiter CRM should be an accent to the plans that you have designed for your talent acquisition campaigns. . making sure to track all responses and organize your database along the way. Host better candidate experiences Where to begin? In lieu of your recruitment marketing program. Organize and streamline job promotions 3. candidates. store. hires and others. you will need to communicate with them in an efficient and organized manner. you want to send to prospects.
” .” said William Uranga. we can create a candidate experience that incorporates our corporate identity and provides a positive experience for the jobseeker. “The differentiation of our candidate experience is very important to us in the war for talent. With Jobvite.SHARE THIS EBOOK! 21 Who’s doing it well? “I didn’t want job seekers to look at us like any other major brand. Our goal is to leave the candidate with a better appreciation of TiVo. Senior Director of Staffing at TiVo.
Put together a plan of action for duplicate resumes and searches. social networks and existing contacts. as job seekers post their profiles on multiple job boards. If the right candidates aren’t showing up. You may want to develop a ranking system so that you can easily score prospects and add the best ones directly into your candidate relationship management system (CRM. LinkedIn. Look for tools that can combine results of several databases so that you can save time filtering through duplicates more easily. In any case. Others use Boolean search or use a variety of sourcing software platforms. Find candidates that match requisitions and keywords 2. filtering through candidates and reaching the right ones at the right time is of utmost importance. Fast Sourcing with Candidate Search What is it? Sourcing candidates is the bulk of a recruiter’s job. What to look for in an application As hiring kicks up in the beginning of each year. discussed in Chapter 8). Consider tools that have aggregation platforms that can be scheduled for automatic searches so that you don’t have to redo searches every day or week. then you may want to rework your job descriptions.SHARE THIS EBOOK! 22 9. resume sites or social networks. Benefits? 1. Many search their existing databases. . Scans the open web for candidates Where to begin? With hundreds of resume databases. finding the right fit can be a long and tedious process. When looking at your job descriptions try to think of the bigger picture of the role. Which skills are essential and which ones are nice-to-haves? Then refine your searches based on the specific criteria of your requisitions. sourcing candidates is all about the keywords that you use. There are many ways that recruiters source and compare candidates.
Director of Global Talent Acquisition at Orbitz Worldwide. We send talent newsletters. newsletters. Creating these kinds of relationships early has been extremely helpful in acquiring quality new hires. user groups. which help us to lock down quality passive candidates well in advance. . “Maintaining ongoing relationships with passive candidates is key. sourcing and on-campus events at high schools and universities worldwide. The company cultivates a number of leads through social media.” said Becky Wilcox.SHARE THIS EBOOK! 23 Who’s doing it well? Orbitz has developed a unique social recruiting strategy based on targeting passive candidates.
Not every metric matters to everyone. Develop goals for continual improvement 3. Then it should also have an organized layout that will easily allow you to build out reports that attune to specific company hiring needs. Benchmarking Success with Recruiting Analytics What is it? Analytics is a term for measuring data captured from marketing campaigns.SHARE THIS EBOOK! 24 10. your ATS will have captured all the necessary data from applications to email opens to social job shares. For example. See which tactics are working and where to allocate spend 2. Get results from different campaigns and test theories Where to begin? The first step when planning your 2012 recruitment analytics strategy is to decide on which metrics are best for you and for your team members. the granular data required to fully understand the metrics that are most important to recruiters will not be easily found through Google Analytics. For more information about metrics and recruiting benchmarks. Knowing why job seekers apply and from where they found the job. websites or recruiting efforts. . Ideally. you can always use Google Analytics to filter the traffic and understand points of entry and which visitors apply for which jobs. download our free eBook: Recruiting Analytics: 5 Ways to Benchmark Success. However. What to look for in an application For your career site. if you are spending money on your social recruiting campaign. job promotions or employee marketing greatly helps recruiters understand what is working and what isn’t so you can hire smarter (top talent at a lower cost). is also vital in preparing for any recruiting strategy. Some key metrics to start with are how are your most qualified candidates finding your jobs and what’s your career site visitor to conversion rate. you will want to know how well it is working or what you can do to optimize it. Benefits? 1. Tracking and measuring the results of your recruiting efforts.
SHARE THIS EBOOK! 25 Who’s doing it well? Companies who are actively working to increase their referral rates and the number of applicants captured from social media and the career site are guaranteed to be using an analytics platform. . It is essential to have a frame of reference as to what works best or what needs to be fixed.
spending less time on administrative tasks and more with talent.” said Andrew Cerda recruiting specialist at Yelp. Vice President of Human Resources at Shutterfly. making the hiring process run as efficient as possible. sorting and managing. We’ve seen such a great return on investment. . It was really hard for us to understand that. We can track source. and we can see which social sites are working without having to check the individual channel. It’s so cost effective. evaluate time-to-fill and track recruiters’ work.SHARE THIS EBOOK! 26 “We have hiring visibility and knowledge of where candidates were coming from without a whole lot of effort and anxiety. That is the biggest value that Jobvite has provided us.” said Steve Leech. “It only takes three minutes to run a Jobvite report. unless we did some meticulous excel spreadsheet tracking. and it helps drive a whole lot of decisions. considering the amount of work we get out of it. which nobody really likes to do.
think about your hiring process and what tools can help easily and quickly facilitate your recruiting workflow and engage all employees. Tools and technology can only go so far. If you’re in the market to upgrade your recruiting software. social networks and the web – then build and engage your talent pool. Jobvite Source is one intuitive platform to manage all sourcing programs and see the results. sourcing and talent acquisition solutions to target the right talent and build the best teams. It’s the only social sourcing and candidate relationship management application that helps you target relevant talent through employee referrals. modular Software-as-a-Service (SaaS) platform which can optimize the speed. Jobvite is a complete. create a great candidate experience. whereas a well-defined recruiting strategy can really set in motion a full-swing hiring effort that can maximize every inch of your platform’s capabilities. increase referral and social network hires – all while using fewer resources. cost-effectiveness and ease of recruiting for any company. With Jobvite Hire. Still the single most important takeaway from this playbook should be strategy. you can improve the speed and quality of talent acquisition. To find out more. It’s the only social recruiting and applicant tracking solution that makes it easy for everyone to work together on hiring. Jobvite Source. take a product tour. intuitive web-based platform that helps you effectively manage every stage of hiring.SHARE THIS EBOOK! 27 11. Leading. Jobvite Hire is a practical. fast-growing companies today use Jobvite’s social recruiting. Ready to learn more? Check out our free product tours > . Conclusion Combining a series of well organized recruiting tactics and the necessary tools can really make or break your recruiting strategy. About Jobvite Jobvite is the only recruiting platform that that delivers real-time recruiting intelligence with innovative technology for the evolving social web. is an easy-to-use web-based application that can help you achieve your recruitment sourcing goals today.
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