Social Media Tips Every Recruiter Should Know

Download Social Media Tips Every Recruiter Should Know

Post on 16-Jul-2015




0 download

Embed Size (px)


PowerPoint Presentation

Social Media Tips Every Recruiter Should Know

Presenters : Jaimee Whitehead EMEA Marketing CoordinatorEllen Albiston Marketing assistant 1Discussion

How do you think social media has changed recruitment ?You can view more information about the candidate Easier to fill positions Reach bigger candidate pool Get a better idea of their interests hobbies and over all personality of candidate 2

Has social media changed recruitment for the better ?PollSocial media brings different people together

Employers can seek out talent before they need it

Extremely cost effective

Easier to build relationships

High level of referrals

Profiles dont always paint an accurate pictures of an individual

Dont Have full Brand control

Discrimination is more likely

Allot of noise to filter through

Social media strategies can be time consuming .

Can speak with people that may not necessary had the chance to speak to before or be introduced to Also great for international recruiters who can reach out to candidate remotely Even if managers and recruiters don't have open vacancies at the present time social media gives the opportunity to be able to build a list of talent that they want to reach out to when vacancies become available. Building relationships before hand with this list of talent means candidates are more likely to be attracted to the new positionSocial media has a higher level of referrals as its easier for people to re-share jobs online

People can pick and choose the information that they want to share on their profiles this information may not always be correct or paint an accurate picture of what the person is like What other people share on social media can be hard to control such as customer complaints and dissatisfactionSocial media allows you to view more in-depth information about a candidate such as their material status if they have children however viewing this extra information can make it easier to discriminate against someone, if a candidate can prove this then they can prosecute against the company. Online their allot of noise to filter through company posts , recruiter messages, job posts can easily get lost in the crowd and mass of other companies online. Social media strategies for a small business can become time consuming if you only have one or two employees it can be difficult to focus a large amount of time on managing social media 3

Why Does Social Media Work ?500 million Tweets are sent per day LinkedIn Has 2 new members every second Facebook has 1.23 Billion Users Google + has 350 million active users With the amount of people on social media and its a great tool to leverage and not leveraging its power could leave you getting left behind.

4Strengthens Employer BrandMakes It Easier To Connect With Talent 24 7 Recruitment Tool Speed Up The Hiring Process Get To Know More About The Candidate Reach Passive Candidates Cost Effectiveness Why Does Social Media work ?

Current recruiting methods attract too many unqualified candidates, too much talent that isnt a good fit for the job, make it difficult to find in-demand talent, and dont allow you to build a strong brand for the future.

Social media can help solve this problem by connecting talent better.

Strengthens your employer brand candidates and customers will form an impression of organizations based on information they hear about or see online. When it comes to hiring the best people, you will want to be sure your employer brand is attractive enough to entice the best talent.

Recruitment marketing can actually help your company get the word out and spread your branding message. Thanks to social media recruitment, you can reap some of the benefits of a traditional marketing campaign but without the huge costs. While you look for the best people, you can also spread your company's brand and mission statement as you get the word out.

As I have touched on before social media makes it easier to reach out and build relationships with people that you may not have had the chance to before social media is a 24 / 7 tool you can connect with talent any time of the day and build talent lists when ever is convenient. People are also more likely to respond to their social media messages more then their emails out of working hours. Been able to connect with talent easier at any time of the day dramatically speeds up that the hiring process. Social media recruitment has little or no cost at all.A passive candidate is a qualified candidate for employment who isn't necessarily looking for work, but who may be interested if the right job comes along throguh strentghing their employer brand candidates could be attracted to a new job role by what they see online about a company such as their culture


Social Recruitment Stats

How Are Job Seekers Using Social Media Networking #Hiring Sharing Blogging Self promotion Groups Communities

job seekers know that recruiters are searching for them on social media. Nearly every professional understands the importance of having a LinkedIn profile that lists his or her work experience, and many of these professionals realize that Twitter and Facebook profiles can help employers confirm their identity and expertise. But standing out in today's job market goes beyond simply having social accounts you need to use those accounts to your advantage and have a strong personal brand on display when not if a hiring manager finds you.

Networking - Connect with people youve done business with, studied with or know socially. On LinkedIn, ask former employers or colleagues, or anyone youve done work experience for, to give you a recommendation or endorse your skills. Join groups based on the industry you want to work in and take part in discussions. If youre keen to work for a certain company, search for them and their employees on LinkedIn and Twitter. Dont be afraid to send them a message asking to connect, but make sure that you add a personal note, letting them know who you are and your area of professional interest.

Hash tagging - You can search Twitter for posts on topics of professional interest to you, or hashtags which relate to your industry. You can also set up a regular feed for job-seeking hashtags such as #jobsearch. There are tools available which can help improve your search or set up a regular alert, such asTweetdeck.As well as following companies themselves, you can also follow jobs sites for different industries, areas or types of jobs, and recruiters, who'll often tweet when they've updated their jobs or are looking for someone in particular.

Blogging - These are another good way to get an insight into an organisation majorgraduate recruiters often encourage their graduate trainees, interns and placement students to blog about their experiences although you need to be aware that these blogs will usually have been vetted by the corporate communications department to make sure that the blogger is presenting the right image! Unofficial blogs can give an even more valuable insight, although they may need to be taken with a pinch of salt.

To find useful blogs just Google the name of the company or career area you are interested in, e.g. IBM+blog or barrister+blog.

Writing your own blogcan demonstrate your writing skills, your knowledge of a particular area and your enthusiasm to a wide audience. If you can establish yourself as an online authority in your field, you'll be a long way ahead of other online candidates. Your blog should demonstrate your forward thinking, your passion for the industry and an insight into how you work.

7Where To Start ? Strategy : What do you want to achieve ? What are your short, mid- and long term goals.

Audience: Where are your people ? Do you need sites with a large database such as LinkedIn or a more industry specific Job Board (Is your target audience even on social media)

Brand: Make sure your employer brand is consistent and that employees profiles / company pages portray the best image of your business.

Fit: Analyse the personalities of your current employees and tailor your recruitment strategies to find candidates that work well along side current employees

Employees: Encourage current employees to share job posts and to promote the companies culture to their networks.

Strategy - Having these objectives also allows you to quickly react when social media campaigns are not meeting your expectations. Without these goals, you have no means of gauging your success and no means of proving your return on investment. Strive to approach these goals using the SMART approach, meaning they should all be specific, measurable, attainable, relevant and time-bound.

Audiedence - Prior to creating your social media marketing plan, you need to assess your current social media use and how it is working for you. This requires figuring out who is currently connecting to you via social media, which social media sites your target market uses. Where is the best place for you to connect with your audience... Re they even on social media.

Brand Monitoring what past candidates and employees post online can be difficult, This is why it is usually best to have some kind of social media employee guidelines that protest the companies brand image. Monitor user comments on social media sites for anything that could be seen as a offensive. A recentlandmark ruling by Australia's advertising watchdoghas confirmed that companies could be liable for comments made on their Facebook pages by users.While the ruling is applicable to Australia only, it has alerted regulators and brand owners around the world to the importance of monitoring user-generated content on social-media sites, and whether they need to be doing more on this front. dministrators of company's social-media pages should be vigilant about content posted by users, but they should also be careful when interacting with them.A number of brands use social media to interact direct with fans and users - for example, dealing with commonly-asked questions and customer complaints.However, some companies have made situations worse by simply deleting negative posts or tweets. This practice raises potential advertising-law concerns. Others have engaged in online arguments with users on social networks, unwittingly creating bad publicity.

Fit - Analyse the personalities of your current employees and tailor your recruitment strategies to find candidates that work well along side current employees. Identify certain characteristic that your current employees might have to identify the kind of employee.

Employees Encourage employees to share your current job openings and to share information about the companies culture, what its like to work at the company and fun employee activity that take place. 8Spread Your Employer Brand Attract Passive Candidates Create Excitement Dont tell Show !Get employees Involved Set The Tone Show What Makes You Unique I heard thats a great place to work. Whenemployer brandingefforts are successful, any mention of a company should trigger that exact statement. And when a company effectively communicates its brand internally and obtains employee buy-in, Yes, it is! should become the automatic response. Effectively communicating that your company is a great place to work is a powerful form of attraction marketing that pushes top talent straight to your front door.Since recruiters are on the front line in the battle to attract candidates from a continually shrinking pool of top talent, its more important than ever before to aggressively market the benefits of working for the client company. Recruiters must sell the value proposition of working for the company by regaling prospects with enticing emotionally laden tales of the company story. And recruiters should harness the power of social recruiting to spread the good word about a client company.

Create excitement about your company make candidates want to work for you ! Don't just sell yourself make sure you show how great the company you work for is, Get them to tell stories about present employers this could be a day in the life of a marketing coordinator this helps candidates get a real feel of what it would be like to work for your organisation.

Encourage and inspire candidates and employees - Disciplined recruiters can spend every minute of every day promoting employer branding to prospective candidates, new hires and other interested stakeholders. But if the actual workplace experience doesnt live up to the hype, the negative reviews will soon leak out. Thats why HR, recruiting leaders and line managers should reinforce the employer brand internally at every opportunity when communicating with employees, especially new hires. Branding experts Libby Sartain and Mark Schumann, authors of Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees to Your Business, warn Only if employees get the chance to live the brand can you hope for them to remember the brand. Happy satisfied employees, who are valued by their organizations and recognized for their contributions, would willingly sing the praises of their companies.Recruiters can also encourage employees to spread the good word by rewarding them for providing employee referrals. And recruiters, who make the time and effort to provide each prospect with a positive candidate experience, will be rewarded with positive feedback. Whether or not they are offered a job, prospective candidates treated well would relay their experience to others in their networks.

Set your tone - emember to stick to your tone (formal or informal) and overall communication strategy when developing your brand. If youre churning out blog posts for your website or Twitter feed, make sure theyre timely and posted on a regular basis. Job seekers are going to want to see what your company has to say in your specific area of expertise, so make it consistent.

Filter through the noise and show what makes you unique Do you offer different incentives, workplace flexibility, Half day Fridays, bonuses.9Finding Top Talent LinkedIn

LinkedIn Recruiter Make a good impression / Engage Dont just stick to the Job boards Use search filters Snoop AroundUse Employees / your networkJoin relevant groupsBuild a large networkSeek Passive and Active candidates

LinkedIn Recruiter Expands candidate search, No limitations, contacts any candidate through inMail, Be able to manage pipline talent Build, track and manage talent you want to hire now or in the future with folders, reminders and smart to do lists. .64 per month. However there are other ways to find free talent

LinkedIn, when all is said and done, is a social network. If you are going to use it to recruit, you should have a dynamic, regularly updated presence. This includes a company page and a high level of engageme...