Leveraging Social Media For Talent Acquisition
Group 3
Harshita||Mayank||Manmohan||Yatin||Swimmi||Ishan||Nilanjan
The Recruitment Cycle
Assess Capacity and Demand
Plan workforce needs
Continuing Support Advertise Post
Robust Recruitment Process
Sources Of Recruitment
Internal Sources Outside Sources
Internet Employment agencies Print Media and Agencies Job Fairs
. Organization website Online Job Portals Social networking websites Dot-Jobs domain
Internet Recruiting
Text
Cost Effective
Quicker Response
Pros vs Cons
Discriminatory Overload of CVs
The Changing Social Landscape
From
To
Passive recipients of information Constrained by natural boundaries Face to Face Living within our means Job for Life
Active knowledge sharers/drivers Borderless Invisible Have It All Continuous Learning
Development of the Recruitment Market
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Social Media : Facts and Figures
Social Adoption is Undeniable:
As of June 2011, 47% of all websites worldwide had a link to
Facebook
on the homepage 42% link to Twitter 17% to YouTube 4% to LinkedIn
Most Used Social Networks
By 2013, 62% of web users and 48% of US population will use Facebook 750 million users worldwide Average user spends 55 minutes per day on the website 61% users are 35 years +
180 million unique visitors per month 200 million tweets sent in a month 20.6 million adult users who have 300 followers and follow 420 profiles on an average 37% users tweet from their phone
156 million public blogs in existence 52% of social media users read blogs 89% of companies update their blogs >1 times a day 130.4 million unique visitors access these blogs in a month
Why are firms interested in social media recruiting?
Qualified candidates Candidate diversity Global candidates Higher visibility Find passive candidates
Wide reach to target audience
Better Brand awareness
Business fans College impact Wider reach Quick sharing It is engaging
Reasons and Benefits of Social Media Recruiting
Increase ROI Better credibility High believability Reduced cost per hire Better yield Faster response Personal appeal Lower vacancy days Benchmarking It goes viral
Cost and value add of recruitment
Quick resposiveness
Importance of social media for employer
78% of executives think a social business strategy is somewhat or very important to the future success of their business. Social media has proven to be more than a fleeting fad.
Importance of Social Media Business Strategy to the future of their business according to US executives, by size of business, May 2011
TOTAL
36
42
10
LARGE
34
43
11
MEDIUM
51
37
2 4
SMALL
30
44
17
Very important Not at all important
Somewhat important Dont know
Not very important
Source: eMarketer.com
Social is new standard
While marketing, customer service, and PR have adopted social media, talent acquisition still lags in adoption. The key is helping HR understand they have to sell jobs to talent just like products and services are sold to customers. US companies using social media tools for marketing purposes, 2008-12
88%
73% 58% 42%
80%
2008
2009
2010
2011
2012
Global companies using at least one social media platform
88%
79%
86%
4 out of 5 Fortune 100 companies have a social media presence, 38% use it to recruit
50%
Top 3 sites used by the Fortune 100: LinkedIn (73%), Twitter (73%), Facebook (68%). Source: eMarketer.com
TOTAL
US
EUROPE
ASIA PACIFIC
Changing recruitment mix
Shift from traditional, broad-appeal tactics to personal, 1:1 efforts Employers investing in: interactive upgrades to their careers site adding video connecting social sites making jobs easier to apply to from mobile devices social referral programs SEO for employer brand enhancing social networking profiles
Source: Jobvite,2011, social recruiting survey
New talent acquisition stream
100
Social Networks used for Recruitment
80
Among the Fortune 100, 50% use social media to recruit, 38% of which have a separate corporate and recruitment presence 82% of HR professionals use social media as their talent acquisition strategy Less than 30% of HR professional have a dedicated resource for social media management
60
40
20
10
78.3%
54.6%
44.8%
18.7%
13.7%
77% of HR professional need help measuring the ROI of social media efforts
Source: Ochre HouseStudy, April 2011
Focus of social media recruiting
Recruiters say a focus on passive candidates is their first priority. Messages will emphasize benefits, compensation, flexible work hours, telecommuting, and a faster hiring process.
Source: Jobvite,2011, social recruiting survey
Why is social media relevant for candidates?
Candidates
Active Job Seekers
Passive Job Seekers
90%
Use social media at least once per week
80%
Use social media at least once per week
Source: 2011 CareerBuilder Social Media Survey
1 18-24
year olds
18-35 year olds
More reasons
14% of job seekers devote all of their time searching on social media sites
31% use LinkedIn to search for jobs and manage their professional networks
18% of jobseekers use Facebook to search for jobs
An estimation of 50% of hires are through referrals.
Sourced from: Simply Hired, 2010 & Networkmarketingjobs.com
Why do people join careers pages?
58% want to work for a company
58%
55% have an affinity for the brand
55%
37% want questions answered
37%
25% are current employees
25%
Why do people join careers pages?
An inside view of what its like to work at a company is most important to talent Expect to see jobs, staff experiences, and answers to fan questions Essential: justification for why a company is a desirable workplace 10 things Candidates want from a Careers Page
The traits of a social Job Seeker
More than 64% people research a company before applying for a job Interacting with a company in social media gives them a stronger connection to the brand
Expect companies with a social media presence to be responsive
Are more likely to apply to a job at a company with a social media presence Peer comments in social media impact their opinion of a company
Leveraging Social Media to connect
Be present where talent can find you
People Interested
Listen in on communities relevant to your business Identify active contributors to the Community Project your company as a thought leader
People with Skills
Company Employees
Attract
Recruiting through social media
Employment Branding
Use listening tools to figure out what current and prospective employees are saying about your culture, nature and type of work, and other competitors for your talent Identify, create and participate in conversations in relevant online communities Build a process that would empower users to respond and participate in the conversation
Social Aggregation
Showcase work culture through Employee blogs Provide Social recruitment platform for potential employees Showcase organizational culture on own community and on social outposts Advocacy program to build pipeline Encourage your employees to participate in such forums Empower employees to share their work to showcase how exciting it is to work
Recruiting approaches through social media
Social recruiting is ALL about Engagement
Social Media Presence
Give them content that is valuable to THEM and the platform THEY are on
Improvements on Existing Processes
Managing Passive Talent
Facilitating New Hire Orientation
Using Mobile Apps
Addressing Time Challenges
Search Engine Optimization
Improving Talent Scouting
Expanding Measurement Efforts
Key Improvement Tactics
Managing Passive Talent
Passive candidates make up of 70% of workforce Improve brand and perception of job opportunities Long term dynamic relationship with talent pipeline
Using Mobile Apps
3/4th of mobile talent uses social network daily Invest in mobile optimized website for job seekers Key tactics: Apps, mobile sites, text alerts
Search Engine Optimization
226 million job searches on Google per month Enable job seekers to filter jobs as per requirement Job descriptions need to rank well in search results
Key Improvement Tactics
Expanding Measurement Efforts Improving Talent Scouting Addressing Time Challenges Facilitating New Hire Orientation
Enhance business intelligence by social media
Use qualitative judgment by using chats Involve non-recruitment stuff in the process
Create private social network of talent brokers
Manage specific talent pools
Quick responses with planning and preparing Enhanced digital monitoring will reduce time Collaborate internally through social media Cultural orientation through social media Training through wikis, forums, chats Identify community of practice and SMEs
