In today’s increasingly mobile/digital/social world, creating and implementing a comprehensive social recruiting strategy isn’t just “the next big thing” – it’s essential to your organization’s success in sourcing and securing top talent. So how do you effectively assess resources, define goals, apply new technologies and evaluate metrics & results?
Jenny DeVaughn presents best practices for integrating tactical social media recruiting tools into your employer branding and recruiting strategy – complete with case studies that highlight the framework and processes that lead to success.
Social Recruiting Summit at Best Buy 2010
11. More people have a mobile phone than an internet- connected computer.
12. 300K+ new users daily 50% of active users log on daily for 55 minutes 65 million+ ~50% outside U.S.
13. 113+ million users worldwide 24 hours of video uploaded each minute 500K+ users with 15.5+ million checkins
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17. Centralized RecruitingSocial recruiting strategy completely managed by recruiters Not scalable Employee-CentricFull-spectrum approach Exponentially increases organization’s visibility Employees as the agents under the direction/influence of HR/recruiting Talent CommunityVariation of #2 with a longer-term focus Build connections and relationships based on professional learning/development All constituents participate, share and add value Strategy
18. Less is more when more is no good. - Frank Lloyd Wright
31. Measure Results Social Media Referrals to the Career Website increased by 910% in 2 months Excludes traffic from paid advertising Bounce rate for above mentioned referrals decreased from 33% to 25%
32. Effects on Employer Brand Social platform participation has dramatically increased total positive sentiment Initially measured in Online Reputation Audit