social media recruiting update 101211
Post on 27-May-2015
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Opportunities in Online sourcing and advertising
Let’s talk:
Recruitment 3.X?
Paper Jeff Winter
Limited content, visibility, and reach
Electronic Jeff Winter
Increased risk…
Increased reward
Higher visibility…
Recruiting evolution:
A quick recap
Seeker
Job Ad
Transmission
Resume
Conversation
The Meeting
The past
The good: • More personal • Less candidate confusion
The bad: • Paper based • Manual record keeping • Anecdotal metrics • Little knowledge sharing
between recruiters
Seeker
Online Job Ad
Transmission
Resume
Conversation
The Meeting
The present
The good: • Huge visibility options • Robust metrics • Knowledge sharing • Availability of information
The bad: • Huge visibility options • Less personal • Increased candidate confusion
Enormous reach
The future
Good or bad? 1. Everyone is known – sourcing is
easier. Renewed focus on relationship recruiting
2. Tools and site integration 3. Cut through the clutter 4. Mobile is the new PC
Any Guesses?
Now what?
We have a job.
Develop your strategy
Advertising Sourcing vs.
Different tactics… Different skill sets…
“The greatest risk in online advertising is to be a part of the crowd instead of standing out from it”.
Are you getting noticed?
…Positively?
Online job advertising
Who are we looking for?
The who determines the how.
Is what we are saying...
of interest to anyone?
Content is still king
Why will a candidate choose to click on my job?
Do your jobs stand out?
Ask:
Job ad or job description
Which is this?
Does this get you excited to apply?
Tools
Let’s talk…
• Start with the end in mind. What are you trying to accomplish?
• Most effective candidate
sourcing (Exempt level positions).
• LinkedIn Groups for Internal
and external initiatives. • Everyone should have a robust
and open LinkedIn profile. • Maximize groups, maximize
connections.
Social recruiting opportunities
It’s not just your connections..
It’s your connections connections!
Link to Twitter – save time!
Be active. Participate through status updates and contributing to group discussions. Peddle industry knowledge, not jobs.
Social recruiting opportunities
• Great forum for gathering candidate intelligence.
• Guide, don’t control content and conversation.
• Represent your company accurately. • Content first; Invitations follow.
• Your community will tell you what they want. Just listen!
• The wall is for conversation, not for job advertisement.
• Promote your fans!
• Take advantage of video and picture capability.
Different brands…
Different strategies.
• Link for efficiency (LinkedIn). • Be aware of your messages
reach. • Focus on content that is
interesting to your intended audience.
• Be an industry expert, not just a job peddler.
• Use proper twitter etiquette
(@, #, etc..).
Social recruiting opportunities
Job Boards dead?
Changed but not dead: • No longer “The source” • Supplement candidate pool • Monitor competitors • Timeliness – active candidates for
“need it now” fills
Online = Stats. Stats. Stats!
1. Global visibility to all online sources 2. Source of hire 3. Cost per hire per source
Benefits:
Thorough marketing spend analysis
What’s next?
Keep testing!
Start with your end goal and work backward.
Considerations
Tools have changed. Good recruiting methodology hasn’t.
Talent community: Starting is easy.
Sustaining takes planning and diligence
Keep playing!
As soon as you got it down; it’s changed.
Questions?
www.linkedin.com/in/jeffreyjwinter/
For best practices, case studies, what’s new:
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