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