What is ‘social media for recruiting’, anyway? The talent crisis The Stages of Social Media for Recruiting – and how to

overcome them Marketing and recruiting need to work together Best sites for social media for recruiting Best practices (tips and tricks) If you could do one thing…

Social media for recruiting is using social media tools to source and secure candidates and building recruitment and employment brands.

What is Social Media?Social media marketing refers to the process of gaining traffic or attention through social media sites.Search engine optimization (SEO) Search engine marketing (SEM)

What is SEO?SEO is the act of modifying a website to increase its ranking in organic (vs paid), crawler-based listings of search enginesWhat is search engine marketing (SEM)? SEM is the act of marketing a website via search engines by purchasing paid listings: Ex: Google Add words, Affiliate Marketing, SAP Echo Hub

Google: 61%Yahoo: 20%Bing: 9%

Today we’re going to focus on how to use social media for finding and attracting candidates

This presentation is designed for people who think of social media primarily as a marketing tool

1: More is better 2: Referrals and word of mouth 3: Long-term relationships

This is your talent pool.This is your talent pool.

This is your talent pool This is your talent pool using social media for using social media for recruitingrecruiting

The economy has mitigated the talent crisis so far Many industries are already facing shortages Companies who don’t use all available channels will lose the

war for top talent

Help you find the right candidates, faster Cut your recruiting costs in half Help you attract better candidates Help you make better hires Make your recruiting

proactive – not reactive

Only 10% of job-seekers expect to find their next job through a mainstream job board

86% of recruiters using social media to find candidates 79% say LinkedIn is their #1 source of A-list candidates 44% say it’s improved quality of hire 36% say it reduces time-to-hire significantly

This survey report taken from Jobvite

Access to millions of candidates They’re searchable Instead of having to weed through 250 duds to get to the

diamonds, you can connect to the good ones immediately The data is starting to make the business case Average age for LinkedIn is 39, Facebook 33

In the current talent market, 12 months is too long to wait

The tools may change, but social media is here to stay There will never be a fool-proof guide to follow You already know that referrals are the #1 source of A-

list candidates

Articulate how social media will help your recruiting processBuilding relationships with passive candidatesCandidate databaseImprove candidate flowBuild employment/job brandImproved candidate experience

Then conduct calculated experiments

It’s amazing how quickly you can pick this stuff up It’s amazing how quickly you can make it a routine part of

your day It’s amazing how much you’ll learn Don’t worry – someone on your team will be passionate

about this

You’ll start to see improved candidate flow within 2-3 months You’ll start to get useful feedback right away You’ll find you’re spending more time on the right candidates

– and less time on the duds You’ll find you don’t have to spend as much money on

recruiting fees

Ultimately, it’s all about the results

People in your organization are already using social media all over the place

Leverage their networks! There’s a reason we talk about ‘stakeholders’ – that includes

clients, customers, candidates and employees

81% of recruiters use LinkedIn for recruiting 44% use Facebook 11% use Twitter 8% use blogs 3% use YouTube 77% say it’s improved their ability to connect to candidates 44% say it’s improved their quality of hire 36% say it’s reduced their time to hire

30 million professional members in Linkedin

30 million professional members in Linkedin

200 million active members

200 million active members

estimated 55 million monthly visits

estimated 55 million monthly visits

Use LinkedIn as an instant talent pool Your entire recruiting and HR team should have complete

profiles on LinkedIn Create and participate in discussion groups among the candidate sectors you need

most Build your corporate and personal brand Supercharge referrals and expand outreach programs Strengthen professional relationships Manage and track relationships including alumni Post and broadcast jobs instantly Target groups and associations Build talent pipelines and warm leads

1. Improve your organization’s profile page2. Build your personal brand (top-of-mind)3. Create and administer corporate and alumni groups (referrals!)4. Participate in industry groups5. Broadcast job openings6. Ask and answer questions7. Create events8. Smart searching/saved searches9. Reference search10. Applications and polls11. Visit Consultant Profile even if have no option to connect him12. Choose for people to see your name and details when you have

viewed their profile. It can have the effect of leaving a business card with someone. People will invariably click through to your profile.

Face book is an example of how social tools have been adopted for commercial now many companies – including IT recruiters – are logging on for business purposes. Much like LinkedIn, IT recruiters can use Facebook to bring potential candidates altogether in one place, advertise their current positions and initiate conversations

Easy to create applications such as ‘HotJobs’ feeds Easy to create groups and ‘pages’ Great way to build employment brands Helps tap into immediate personal networks Can tap into diversity networks

Twitter - not for twits It's not just freelance brand managers and marketers who are exploring

Twitter for better returns for their client companies Posting links to news articles, . IT groups and recruiters, including in the

contract market, are using Twitter to connect with influential people in the sector, start conversations, contribute to 'memes' and form alliances.

Community building (candidate communities) Generating buzz about events Engaging in stakeholder dialogue Putting a ‘face’ on the organization Demonstrating thought leadership

More websites are going to an all-blog format

Don’t think the best and brightest aren’t checking Transparency builds brands – including employment and

recruitment brands Own company Blogs Word press, BlogSpot's, etc.,

A blog with entries by various team members

Not just about how great it is to work there, but ‘neat stuff’ about what the company is doing

Blog RSS feeds can then update your LinkedIn profiles, Facebook groups, and Twitter account

Have a strategy Make someone responsible for social media Know the privacy concerns Recognize that it’s a

long-term build Talk to marketing!

1. Create a Marketing/Recruiting team for employment brand and social media for recruiting

2. Review the ‘candidate experience’ on your website and application process

3. Get a copy of your job postings or we can ask our expert to rewrite the postings– and then monitor how much better they perform

4. Ask to participate in the next recruiting event5. Make sure recruiting knows the key marketing messages

(internal and external!)6. Share databases

Make sure everyone responsible for recruiting in your organization has a complete, compelling profile on LinkedIn – including updating their status twice a week