Siemens-The Manager’s Call

What is the Manager’s Call?

Source: thesiemensgraduateprogram.managerscall.com

A global social

recruitment campaign

on Facebook and

Tumblr to identify the

best talent for

Siemens’ two year

Graduate Program.

220 people

participated in The

Manager’s Call which

was rolled out in 12

countries.

How It Works?

Source: thesiemensgraduateprogram.managerscall.com

The ‘Manager’s Call’ uses

Tumblr to start global and

region-specific discussions

across four main topics:

business insights, career

insights, future of work and

future of the workforce.

Siemens encourages

healthy competition and

interaction among the

candidates by rewarding

activity with points.

Participants can award

each other with social

stars for insightful

contribution to weekly

discussions.

Incentivizing Participation

Source: thesiemensgraduateprogram.managerscall.com

Every Sunday the top

participants of the

preceding week are

awarded virtual

medals. People with

the maximum number

of medals and points

get an opportunity to

interact with a Siemens

manager and avail of a

personal career-

counseling session.

Leveraging Facebook

Source: facebook.com/thesiemensgraduateprogram

While Tumblr is best

suited for in-depth

discussions, Siemens

also uses Facebook to

drive traffic and reach

a broader audience.

On Siemens’ Facebook

page anyone can

access the content

streamed from Tumblr,

create profiles and add

to the discussion.

Reaching out to Gen Y

We are now seeing HR

outreach initiatives

evolving to keep up

with people’s new

behaviors and media

of choice.

This is a great way for young

people all over the world to make

themselves known to Siemens, as

well as exercising their debate

skills in a unique, global forum. It’s

fascinating to see alternative

perspectives on the same topic

emerge from each different region.

Julia Jank

Head of Global SGP Team, The Siemens

Graduate Program

Rise of Social Recruiting

Recruiting the right

talent for a role has

become extremely

competitive.

It is now essential for

employers to tap into

all sorts of extended

networks through

social media to reach

out to potential

candidates.

The rise in social recruiting has allowed both

candidates and employers an easier way to find

the best match… We continue to see social

recruiting gain popularity because it is more

efficient than the days of sifting through a

haystack of resumes. It also increases quality

referral hires, which our own data on Jobvite

proves are hired faster and last longer.

Dan Finnigan

President and CEO, Jobvite

Identifying the right talent

Source: Jobvite.com

According to the 2012

Jobvite Social

Recruiting Survey

social presence is now

a new criterion that

recruiters look at. 86%

of recruiters are more

likely to check a

candidate’s social

profile.

LinkedIn is still the

most commonly used

recruitment network

followed by Facebook

and Twitter.

How Recruiters Use Social Media?

In 2012 73% employers

successfully hired a talent

through social recruiting.

The Jobvite Social Recruiting

Survey also shows that:

Social recruiting has reduced

the time required to hire a

suitable candidate (20%

employers)

Quality of applicants has

improved to a great extent

(43% employers)

Source: Jobvite.com

Benefits of Tumblr

Tumblr is a great tool

for recruiters because

it helps them reach out

to 18-25 year olds, and

capture their attention

with visual, easy-to-

share content. Tumblr

users are also more

likely to share content

that catches their

interest.

This campaign generates interest in the

Siemens Graduate Program by tapping into

social behavior that already exists. Tumblr

is increasingly popular with a young

audience, and people are already sharing

and commenting on content on the

platform, so it was the natural choice for

this campaign

Thomas Hirschmann

Account Director , We Are Social

What recruiters are saying

Not only has The

Manager’s Call

enabled participants to

engage with each

other more deeply, it

has also enabled

Siemens to engage

and identify strengths

of a very small but

well-defined audience.

A candidate’s social media activity can

actually reflect his/her capabilities. For e.g.:

someone’s blog can speak volumes about

his/her creativity, writing skills, thought

process, enthusiasm etc. A candidate’s

Twitter feed can briefly give me an insight

into his interests, behavior with others which

merely a face-to-face interview might not

give,

Dipti Agarwal

Senior Account Manager, MSLGROUP

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