social recruiting kit 1

8/13/2019 Social Recruiting Kit 1

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TheEssentialGuideToDevelopingA

SocialRecruitingStrategy

BIGGER.

BETTER.

HIRED.

Page3

!"#$&

Welc

ome

Thisis

thefirstpartofathree-partseriesonbuildingacomprehensiveandc

ohesivesocial

recruitingstrategythatisuniquetoyourc

ompany.

Whatisasocialrecruitingstrategy?

Social

recruitingisawordweoftenhear,butwhatdoesitactuallymean?An

d,moreimportantly,

whatis

itandhowcanyouuseittofindq

ualitycandidates?

Instead

ofweed-whackingthroughtheco

untlessblogs,surveys,whitepapersandeBookstofind

theanswers,thisworkbookisspecifically

designedtohelpyouhunker-down

andfocusonthe

corevaluesofyourcompanyssocialrecr

uitingstrategy.

Thatsright,notageneralstrategyovervie

w,butyourown.

Oneth

atcantrulyhelpyoutodevelopac

omprehensiveandcohesivesocia

lplanofactionthat

iscustomizedtoyourcompanysuniqueneeds.

First,w

hatisasocialrecruitingstrategy?

Strateg

yisdefinedasaplanofactionorpolicydesignedtoachieveamajorgoal.Inorderto

takestrategyintoconsiderationforsocial

recruiting,wemustgobackabita

nddefinewhatyour

goalsa

reaswellaswhatsocialrecruiting

meanstoyouandyourcompany.

Letsgetstarted.


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The Essential Guide To Developing A Social Recruiting Strategy

BIGGER. BETTER. HIRED.

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Bringing in the new

Recruiting is all about building relationships, finding the right people. We are universal

connectors, matchmakers, headhunters, etc. All social networks have done is make our jobs

easier and more focused. Still, with any new technology, strategy and best practices must be

considered.

But how do you develop these or find the right ones when you are faced with brand new

innovations where best practices dont necessarily exist yet.

With any new function, you take from the old. Take what you have and use social to make it

better. Its adding a new coat of paint and tuning up the engine of a car. Youre bringing your

current recruiting strategy into the future.

Here are a few benefits, or goals, that you can retain by using social:

1. Connect to the largest pool of active and passive job seekers

2. Encourage employees to refer to their networks

3. Send authentic and multimedia messaging

4. Lower the cost of sourcing


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Wheretobegin?

Theha

rdestpartaboutbeginningsometh

ingnewismakingthedecisiontodoit.

Congratulations!Youvealreadymadethe

decisiontomoveforward.Theres

tissimple

organization.

Youwillneedaframeworktobeginyourp

lanning.Thebestplacetostartisnothow,butwhy.

Why

areyoudoingthis?

Understandingthebusinessobjective,or

goal,ofwhyyouwanttousesocia

liskey.Everyoneis

doingitisnotasufficientreasonwhy.

Whatd

oessocialmediaandsocialrecruitingmeanforyourcompany?Andwhyisitimportantto

yourta

rgetaudience(i.e.:qualitycandida

testhatwouldfitinyourcompany

culture)?

Narrow

downyourwhytooneortwosentencesoralistofafewobjectives

forsocial.For

examp

le:Socialrecruitingwillspreademploymentbrandawarenessandtar

getlike-minded

candid

atesforopenpositions.

Whatisyoursocialrecruitingbusiness

objective(s)?

Companies

JobSeekers

Facebook

LinkedIn

Twitter

64%

ofcomp

aniesuse

2ormorenetworks

020

40

60

80

100

Source:SocialRecruitingS

urvey2011,

JobSeekerNation2

010

WhatNetworksAreWeUsing?


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Settinggoals

Nowth

atyouhavedefinedyourobjective

s,orgoals,thinkaboutwhatyouw

ouldliketohaveaccomplishedwithinthenextmonth,quarter,yearandbeyond.Wheredo

youen

visionyoursocialrecruitingtobea

yearfrom

now?

Long-termgoal(>1year):

Mid-termgoal(1year):

Short-termgoal(thisquarter):


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How

todefinevoiceandcom

panyculture?

Definin

gyourcompanysvoiceisessentia

l.Chancesare,yourmarketingdepartmentalready

hasthisveryclearlydefined.Askwhoeve

risinchargeofthemarketingmes

sageofyour

compa

ny,andthenreviewhowthecompanybrandmessagecirclesbackto

yourcorporate,or

employment,brandmessage.

Thisis,inessence,yourbrandpromise;a

lsoknowasauniquesellingpropo

sitionastatement

thatyo

urcompanymakestocustomers.T

hisstatementsetsthebarforexpe

ctations.When

transla

tingthispromiseintoanemployme

ntbrand,consideryourjobseeker

sandwhatyouwant

themtoexpectfrom

thehiringexperience

andfrom

workingatyourcompan

y.

Thequ

estionsbelowwillhelpyoudevelopcontext.

Whatisyourcompanyscurrentbrandpromise?

Whatisyourcompanyscurrentordesiredemploymentbrandpromise?


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Understandingyouremployeeinteractions

Nextonthislist,istoseeifyourcompany

sbrandpromiseandemployment

brandpromisematchupwithhow

yourcurrentemployeesinteractwitheachother.

Oneof

themostimportantaspectsofrecruitingisdeterminingwhetherorno

tacandidatewouldbeagoodfitbasedonbothskillandculture.

Social

recruitingcanbetailoredtohelpyo

ufindcandidateswiththerequired

skillsandwhofitintoyourcompan

yculture,especiallyasjobseekers

growmorecurious

aboutthepeoplebehindthemachine.Op

enthecurtainalittle,andgivethem

asneakpeakastowhoaretheemployees.(Tip:Engagingwithemp

loyeesisalsogreat

fodder

forasocializedcareersite

oneinwhichjobseekerscaninteractwithandsharejobs.)Inordertodoth

is,youmustgettoknowyouremployees.

Toprog

resswiththisstrategy,youllneedtoaskyourselfahardquestion.Wh

atarethevalues,visionandmissio

neveryemployeeembodies?Start

byaskingyour

employeeswhattheythinkisgreatabouttheworkenvironmentatyourcompany.

Whatd

oyouremployeesloveabouttheworkenvironmentatyourcomp

any?

Refere

ncingthelistabout,whatistheonevalue/vision/missioneveryemployeeembodies?

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.


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Defin

ingcompanyculture

Employeescandefineacorporateculture

.Thedynamicoftheofficeenviron

mentandhowyour

employeesinteractwitheachotherwillde

fineyourculturenotyourproduc

tsorservices.

Sometimes,definingaculturetakesalittlemoretimethanmerelyjottingdow

nafewnoteson

it.First

startwiththecultureyouhave,ifa

ny.Then,decipherwhereyouwouldlikeittobeand

howyo

ucanencouragetherightculture.

Youmaywanttoaddthistoyouro

verallrecruitingand

hiringstrategy,apartfrom

itsimportancewithinyoursocialrecruitingstrateg

y.

Describeyourcompanyculture.

Describewhatyouwantyourcompany

culturetobe.


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Who

areyouridealjobseekers?

Target

audienceisanotherofthosephras

esweoftenhear.

Thisis

becauseyouwanttobeabletode

finethetypesof

people

whoseinterestyouaretryingtoat

tract.Youcaneven

getmo

regranulatedanddeterminewhichkindofpersonas

areinthebroaderrealm

ofyourtargetaudience.

Whatisapersona?Apersonaisaprototy

peofaperson,

orrather,astereotype.Recruiterscanuse

personastohelp

teams

focusonthekindofpersonalitiesa

ndskillsetsthat

workb

estwithyourcompany.


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Findingthecommonthread

Recruitersaresupposedtoconnectwithandattractavarietyofpersonalitiesthatgenerallycome

withjobroles:engineers,productmanagers,marketingprofessionals,sales

representatives,etc.

Thekic

keristhatyouarelookingforthesepeoplewhoalsohaveacommon

personalitythreadin

howtheyworkandinteractwitheachotheraswellasthecompanyasawho

le.Men,women,college

grads,

demographics,etc.areallthingst

oconsiderwhendevelopingperso

nas.

Herea

retwoexamplesjobseekerperson

as:

1.Deer-in-HeadlightsJobSeeker

justgraduatedcollege,hasaBA/B

S,huntingforafirstjob,

early20s,mid-levelsocialmedia

user,prefersFacebooktoemail,unsureofcareerpath.

2.LewisandClarkJobSeekerearlycareer,2-4yearsofexperience,

1-3jobswithinthose

years,BA/BSormoredegrees,a

littlelostoncareerdirection,lookin

gformentors/guides,

usesmultiplesocialnetworks.

Whatp

ersonasdefineyouridealjobse

ekers?

1.

2.

3.


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Socialnetworksandjobseekers

Nowth

atweveestablishedwhoyourjob

seekersare,letstalkaboutwhere

theyare.Intheolden

days,r

ecruitersmayhavelookedatmeet

-ups,bars,restaurantsorpinkslip

get-togetherstofind

prospe

cts.Today,itssocialmedia.

Anddifferentjobseekersusedifferentnetworks.

Which

networksareyouridealjobseek

ers?Checkallthatapply.

LinkedIn

Facebook

Twitter

Ofworkerswhosaidsocialnetworksledtotheirmost

recentjob,Facebookwastheleadingsource.

DemographicsofMajorSocialNetworks

78%

female

42%

male

58%

fem

ale

43

%

male

57%

fem

ale

51

%

male

49%

Facebook

Twitter

Facebook

LinkedIn

Source:SocialJobSeeker2011


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Isitt

imeforachange?

Thefollowingquestionswillhelpyouasse

ssyourcurrenttechnologyandreviewwhatchangesneedtobemad

einyourexistingplansothatyou

canadjustforsocial

recruiting.

Whata

pplications,ifany,areyoucurrentlyusingforsocialrecruiting?

Whata

pplicanttrackingsystemareyou

currentlyusing?

Doesitincludesocialrecruitingand/or

socialreporting?

socialrecruitingonly

socialrecruitingandsocialreporting

IdonotusemyATSforsocialrec

ruiting

Doesitscaletoyourlong-termandsho

rt-termsocialrecruitinggoals?


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Whatt

hreethingswouldyouchangeab

outyourapplicanttrackingsystem?

Whoareyourcompetitors?

Whata

pplicationsareyourcompetitors

using?

1.

2.

3.

4.

5.

1.

2.

3.

4.

5.

1.

2.

3.


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Review

Whenincludinganewstructureintoyour

existingsystem,ithelpstore-evalu

ateeachstepsothatyoucansealanygapsandcapitalizeonanyopportunitiesthatyou

hadnt

initiallyforeseen.Bareinmindthat

thebasiccoreofanysocialrecruitingstrategyshouldalwaysbeyourcompanyandwhatitsemploymentbrandpromise

means

tojobseekers.

Social

recruitingshouldntfalltoofarfrom

thespectrum

ofrecruitinginitself,

whichistoconnectpeopletojobs

.Nowthatyouvelaidoutthefoundationofyourstrategy,

youca

nbegintolookdeeperintotheexe

cution,orplanofaction,andhowyoucanusesocialmediatomakeiteasiertoconnectawiderpoolof

qualifiedpeopleto

yourjo

bs.WewilldiscussallthisandmoreinPartIIofthisworkbook.


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Abou

tJobvite

Jobvite

istheonlyrecruitingplatform

that

thatdeliversreal-timerecruitingintelligencewithinnovativetechnologyfortheevolvingsocialweb.Leading,fastgrowing

compa

niestodayuseJobvitessocialrecruiting,sourcingandtalentacquisitionsolutionstotargettherighttale

ntandbuildthebestteams.

Jobvite

isacomplete,modularSoftware-a

s-a-Service(SaaS)platform,which

canoptimizethespeed,cost-effectivenessandeaseofrecruitingforanycompany.Tofind

outmo

re,takeaproducttour.

Jobvite

Hireisapractical,intuitiveweb-basedplatform

thathelpsyoueffect

ivelymanageeverystageofhiring.Itstheonlysocialrecruitinganda

pplicanttracking

solutionthatmakesiteasyforeveryonetoworktogetheronhiring.WithJobviteHire,youcanimprovethespee

dandqualityoftalentacquisition,

createagreat

candid

ateexperience,andincreaserefer

ralandsocialnetworkhiresallwhileusingfewerresources.

Jobvite

Sourceisaneasy-to-use,web-ba

sedapplicationthatcanhelpyoua

chieveyourrecruitmentsourcingg

oalstoday.Itstheonlysocialsour

cingandcandidate

relation

shipmanagementapplicationthathelpsyoutargetrelevanttalentthr

oughemployeereferrals,socialne

tworksandthewebthenbuildan

dengageyourtalent

pool.J

obviteSourceisoneintuitiveplatfo

rm

tomanageallsourcingprogram

sandseetheresults.

Ready

tolearnmore?Requestafreedem

o.

social recruiting kit 1

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