Social Media As A Recruitment Tool

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<p>Social Media as a Recruitment tool</p> <p>Social Media as a Recruitment tool Aylin Ahmet</p> <p>Social media describes a new set of internet tools that enable shared community experiences, both online and in person.</p> <p>SM is a community of people with common interests who connect with one another to learn, play, work, organise and socialise. Communities can be large or small, local or global. They can be public or restricted to members. </p> <p>Geoff Jennings, Online Recruitment Specialist</p> <p>Overview Define Social Media</p> <p> Social Media in Recruitment</p> <p> Social Media Tools &amp; case studies</p> <p> Recruiting Strategy </p> <p> Challenges and Roadblocks</p> <p> QuestionsOverview</p> <p>Social Media by the numbers346,000,000 number of people globally read blogs700,000,000 number of photos added to Facebook monthly 273.1 minutes on average spent watching online video each month55% Internet users who have uploaded and shared photos57% users who have joined a social network93% people expect companies to have a social media presenceSourced from: SlideShare Presentation by Marta Strickland </p> <p>Social Media as a Recruitment Tool Source of candidates Builds and leverages off networks Employee/employer branding Research tool Complements a companys careers site (not to be used instead of a corporate careers site) Employer transparency Engage in conversation with customers, suppliers and internal stakeholders </p> <p>[Social Media] is NOT a Recruitment Strategy on its own. The key is to understand where the talent hangs out online and then develop a strategy to engage with them on their terms Michael Specht, industry blogger</p> <p>What does this mean to us?If candidates are usingSocial Mediato find what theyare lookingfor..</p> <p>Lets examine some really coolSocial Media trends</p> <p>What is Twitter?Twitter is a social networking and micro-blogging service that enables its users to send and read other users' updates (known as tweets), which are text-based posts of up to 160 characters.</p> <p>Who tweets? </p> <p> Sourced fromPew Internet and American Life Project -</p> <p>Twitter as a Recruitment tool Advertise job opportunities Network with industry leaders Source of candidates Employer branding tool Reach a wider and passive audience Respond to comments, requests, feedback, complaints in real time Follow discussion on various recruitment topics Engage in conversation and headhunt talent </p> <p>Company presence on Twitter</p> <p>FacebookErnst &amp; Young, Deloitte, Hallmark, Apple and the CIA all have dedicated Facebook recruitment strategies Facebook is being used as a strategy to connect with passive candidates and to build long term talent pools Aussie iconic brand Bushells have successfully created a group with a following of 8500 people who make comments and share ideas</p> <p>The median age for Facebook is now 33, up from 26 in May 2008 Source: Pew Internet &amp; American Life Project</p> <p>Facebook is more than social networking, its a force for social action Mark Zuckerberg, founder</p> <p>LinkedInSeen by users as a credible extension of their resume and a way to research relevant industry information:</p> <p> Search employees and target organisations Join Groups to join in discussions and have access to industry information Network with other industry professional Reference check</p> <p>LinkedIn</p> <p>Researching through GroupsContributing in discussionAdvertising job opportunities</p> <p>Networking with prospective candidates/ clients/ colleagues</p> <p>Slideshare An online forum to share or browse PowerPoint Presentations or Word Documents either publicly or privately.Information source: Search for webinar presentations or topics of interestReports/ stats</p> <p>Slideshare But what makes Slideshare Social Media?</p> <p> It is a highly measurable online tool It allows you to become part of an online community to share information You can comment and create discussions on topics of interest Allows you to network with industry professionals</p> <p>YouTubeYouTube is the leader in online video, allowing people to easily upload and share video clips on and across the Internet through websites, mobile devices, blogs, and email.Founded in February 2005</p> <p> Channels created as a portal for recruitment videos, resumes Available measurable data to calculate ROI</p> <p>YammerYammer is a social media tool to assist organisations in being more productive through the exchange of short frequent answers to one simple question: </p> <p>'What are you working on?' </p> <p>Online social communities NingNing provides a platform for people to join and create social communities and meet new people with similar interests.</p> <p>Benefits of social communities: Build network connections Easy way to communicate Forum to share knowledge and ideas Share photos &amp; videos Enable discussion Free</p> <p>Online social communities - Wetpaint Share information, experiences and ideas Social community around anything you want Conferences/ Webinars/ Social Recruiting Summit Creates discussion and open communication </p> <p>Online social community for Candidates Glassdoor &amp; Even it up Candidates have the opportunity to provide feedback on:Recruitment organisationsJobseeker selectionThe interview processTool that gives job seekers an insight into working for a organisation Anonymous rating of employers, CEOs and the publishing of salary data See how your organisation stacks up Get recognised for what matters most</p> <p>Blogs to followPhillip Tusing writes about talent and observes the Global Recruitment space endeavouring to join Talent Providers with EmployersThomas Shaw was the first person to create social networking applications for FB and My SpaceMichael Specht has over 5000 followers on his blog. He has a great knowledge on HR Technology and the value add of Social MediaMashable is the online bible to source information on everything that is Social Media. Read comments, blogs and updatesMumbrella is more dedicated to Marketing and Media industry but has just unveiled a free job board</p> <p>Having a Recruiting Strategy</p> <p>StrategyWhat will social media do to your customer relationships?Will the customers become more engaged with your organisation?Who within your organisation needs to be involved in your strategy?PeopleWho are your customers of the strategy?What are they able to use?How are they likely to engage with your organisation?</p> <p>ObjectiveWhat do you want to achieve?Is this an internal or external activity?Do you want to listen to or support your customers?TechnologyWhat tools should you use?What applications should you build?How do they work with your existing technology environment?Sourced from: Inspect Networks of expertise, 21st Century Recruiting 2009</p> <p>Challenges and Roadblocks</p> <p> Legal &amp; privacy implications Be prepared to be overwhelmed Spam Its a moving target Companies need to overcome their fears i.e. giving control back to the consumer This is a different form of communication its much more than marketing Be real &amp; honest to the audience Can be a lengthy process to implement Being aware of your Social Media policy</p> <p>Questions?l</p> <p>*(Follow on from Tupperware slide) </p> <p>What has happened since then, is that the Internet has delivered is an environment that is actionable, scalable and measurable in a way that non-digital environments haven't been and hence we have digital social media and a new resource to attract talent and market our employment brands. </p> <p>Participation from anyone and everyone who is interested Candidness of content Two-way conversation versus a standard broadcast Community over shared interests Connectedness and further domino links</p> <p>Its how people engage, participate and share online. Participation encourages feedback from anyone and everyone who is interested, blurring lines between the media and the audience. Most SM involves participation, voting, comments. There are rarely any barriers or locking of content. Content can also be conversational and biased versus a neutral monotone of traditional media Traditional media (newspaper, radio) broadcast or tell people. Social media is 2-way share common interests; food, technology, politics and SM speeds the process up of sharing vs using a phone etc a lot of SM mediums link to other sites, resource and constantly drive to keep educating youParticipation encourages feedback from anyone and everyone who is interested, blurring lines between the media and the audience. Most SM involves participation, voting, comments. There are rarely any barriers or locking of content. Content can also be conversational and biased versus a neutral monotone of traditional media Traditional media (newspaper, radio) broadcast or tell people. Social media is 2-way share common interests; food, technology, politics and SM speeds the process up of sharing vs using a phone etc a lot of SM mediums link to other sites, resource and constantly drive to keep educating you</p> <p>*Defining Social MediaWhat exactly is Social Media and its current purpose?</p> <p>Social Media as a Recruitment ToolHow are companies using social media to attract talent and increase their employment brand?</p> <p>Social Media Tools &amp; case studiesThere a hundreds of social media tools but what are we using currently at Sensis and well show you some examples of how it has been advantageous in our recruitment practise.</p> <p>Challenges and RoadblocksWhat challenges do we face using social media and what sort of roadblocks you could expect utilising this practise?</p> <p>Future of Social MediaWhat is the future of social media in Recruitment?</p> <p>Questions</p> <p>*No of people that read blogs insert this too.*SM does not replace traditional methods that have proven effective for sourcing and recruiting- SM can be used in addition to the already tried and true methods. </p> <p>1. Great tool for tapping into passive market - Can find candidates through search engines and people search tools</p> <p>2. Build network relationships for your talent pools </p> <p>3. Make sure that your online identity is an asset and not a liability ensuring accuracy of information, spelling, grammar etc. </p> <p>4. Use Social media as a research tool to access evtra information on candidatesTreading carefully, you can find out what your candidates contribution is through Twitter, blogs, linkedin groups</p> <p>5. Social Media tools are an extension to an organisations corporate website direct traffic from these online tools to the company careers site </p> <p>6. So much information is accessible online now so you need to be transparent in the message you deliver </p> <p>7. Engage in two way conversation between yourself and the public</p> <p>*Each month close to 2.3 million searches, with the keyword jobs, are performed on Google. </p> <p>What this means to us?Candidates can find out as much information as they require via the internet. Theres a wealth of information available to check on a companys background, people who work there, salaries etc. For eg: Glass door/ Even it up etc.</p> <p>Gen Y Candidates specifically are more tech savvy and are looking for more than the static online corporate speak on a company website. They are demanding honest, open, transparent and interactivity.Through SM candidates can engage potential employers before submitting interest in that role and use their network to find new opportunities</p> <p>Growth of social media means everyone at some point is going to be connected to someone else be it 6 degrees of separation or less.</p> <p>*Twitter is a social network/community, micro-blog, instant messenger, mobile communications tool all rolled into one site. Twitter is a free online conversational tool that allows users to send and read others users updates, which are text-based posts of up to 160 characters.</p> <p>Twitter has more than 11 million users attracted 7 million unique users in Feb a 1382 % growth since last year.</p> <p>Twitter is often a misunderstood site , but can be quite valuable to recruiters allowing opportunities to network, engage and to recruit as were starting to see more often</p> <p>* Advertise details of a job through a status update - with a link to the full advert</p> <p>2.By following other key industry players you gain insight into their recruitment practices</p> <p>3. Having a recruitment presence and sharing good information relating to job search, job seekers begin to trust the message your sending, resulting in candidates sending their resumes which is what happened to me.</p> <p>4.Build on branding by engaging followers by not only using your Twitter page to spam job ads but to provide relevant market information</p> <p>5. Reach a wider and passive audience who may not be currently looking for work but know they can get in touch with you when they are.</p> <p>6. Through status updates you can respond to comments, feedback and complaints in real-time and tackle negative feedback early</p> <p>8. Follow discussions on various recruitment topics via e.g. Even though I was in Melbourne, I was following the ATC conference live on Twitter feed, receieivng regularly updates from people that were in attendance at that moment</p> <p>*Many of Sensiss business areas have already created a Twitter presence - Yellow ,White Pages, Trading Post, City search to name a few.</p> <p>Ive been tweeting for over a year now, most of the team also have their own pages however, were currently looking at our very own Sensis Recruitment twitter page which well use to:Post jobsGain expressions of interestSend market informationCandidate interview/ application/ resume tips</p> <p>Some organisations currently using Twitter as a recruitment tool are:Eg of. (If asked)Best buySodexoPac BrandsSales forceDeloitteMicrosoftSeekJobs Australia</p> <p>If Facebook was a country it would be the 8th most populous in the world with over 200 million users</p> <p>Facebook has become the most popular social networking site in Australia as many users have started to desert MySpace for Facebook - More than 4.8 million Australians log onto Facebook daily</p> <p>Recruitment strategies consisting of:Alumni pagesGraduate/ Co-op and Vacation work Recruitment pages enabling:Chats with recruitment consultants and career advisorsGroup discussion with current employees of the organisation to understand more clearly what its like to work there</p> <p>**We are all quite familiar with LinkedIn, but to what extent can we gain recruitment success from this tool?</p> <p>LinkedIn is an online community geared towards working professionals. With over 20 million users, LinkedIn has become the primary hub for networking with colleagues, finding potential clients, discovering new business opportunities, and finding jobs in your field. </p> <p>LinkedIn is occupied by: 41 million members globally 701,000 in Australia 6000 of these are recruiters*Researching through GroupsJoin discussion boards and forumsHave access to up to date industry informationBuild your personal and co...</p>