Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
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2. Social Media: Definition
• Social media is to turn
media for social communication into
interaction, using interactive dialogue
highly accessible and
scalable
communication
techniques
• Social media is the
use of Web-based and
mobile technologies
4. Objectives
• What do you hope to accomplish through
social recruiting?
– Decrease Recruitment spend?
– Establish a robust
candidate pipeline?
– Get referrals?
– Promote your
employment brand?
5. Reasons to Incorporate Social Media
in Your Recruiting Efforts
• Connect with candidates where and when
they are available
• Develop a dialogue with candidates
• Be seen as an innovative,
progressive employer
• Promote your employment
brand
• Open additional sources for
candidate leads and hires
6. Reasons to Incorporate Social Media
in Your Recruiting Efforts
• One in every six minutes online is spent on
social networking sites
• By 2014, social networking services will
replace email as the primary vehicle for
interpersonal communications for 20% of
business users.
11. Facebook: Basics
1. It allows for better million worldwide)
engagement 4. Easy career site
2. It’s where young integration (“Like”
professionals/recent button and feeds)
graduates are
3. Larger network of
users (800 million
worldwide as
compared to
LinkedIn at 120
14. LinkedIn: Basics
• 220 million people on LinkedIn
• World’s largest online resume database
• Availability of quality people with detailed
information
18. Twitter: Basics
• Open jobs/positions (Ex:
Looking for senior #sales rep
for #technology firm. Apply at
(include shortened link)
• Upcoming job or career fairs
you are hosting and/or
attending
• News – press releases, new
product announcements,
awards, new hires, etc.
• Job tips (resume and interview
tips, interesting articles, etc.)
20. Use hashtags appropriately
• Use pound/number sign (#) in front of a
keyword or phrase (ex: #jobs, #engineer)
• Job seekers search Twitter using specific
hashtags – makes your tweets searchable
even to those who aren’t following you
• Hashtags are also used for events such as
Twitter chats (ex: #hirefriday, #jobhuntchat)
Find hard-to-reach candidates. When competition for talent is fierce, identifying the best can be challenging. Social networking offers the ability to reach out to passive or hard-to-find candidates that likely could not be reached using other sources.• Reach higher-quality candidates.Individuals who frequently use social networks tend to be “early adopters” of innovation and also tend to be more technically savvy.3• Increase ROI.You can dramatically reduce sourcing costs and increase ROI through social networks. Posting and sharing job openings through Facebook or LinkedIn is more likely to deliver results than a single description on a job board, so the potential value far exceeds the cost.These are the traitsmany companieslook for in potential candidates. Social networks offer a fast way to connect with these individuals.• Be the employer of choice. When your company establishes an online presence, you send a positive message out to potential candidates that your company is connected and understands how to communicate with them. Being the employer of choice means candidates want to work for you and spread that message across social networks, magnifying your brand and message.