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Maximizing Your Social
Recruiting Efforts
By:
Agenda
2
Branding
Training
Metrics
Social Recruitment Landscape Today
Digital Media
• Mobile usage
• Sites that share
people’s opinions
(Trip Advisor, Yelp,
Glassdoor, etc.)
• Sign into other
applications via Social
media
Recruiter
• Building candidates
pipeline
• More on line
searching
• Emphasis on brand
(professional &
company)
Job Seeker
• Served up jobs while
on social sites
• Easier to apply to
jobs via social
networking site (Sign
in w/ LinkedIn)
3
Professional & Company Branding
• Recruiters are the number one front line brand
ambassadors for your company.
• Candidates look up Recruiters via LinkedIn to find about
them. How do you want their profiles to represent them
and the company?
• Take a ways:
– Introduce a LinkedIn brand standard for Recruiters
– Add branding elements within current work experience
4
Training
• Take a ways:
– Assess the skill level of your team.
– Develop a training plan.
– Identify your system champions and
ask them to present success stories/
new things they are doing.
– Identify skill gaps and use training to
bridge the gaps. This may be 1:1
with certain individuals.
• Do Recruiters have the appropriate skill set to execute your strategy?
• Don’t rely on a self-service approach. Engage vendors to work with your
Recruiters to build their skill set. e.g. Boolean search training.
• The more confident Recruiters are, the more comfortable they will be to
execute.
5
Metrics
How do we know if we are successful?
• Social recruiting means thinking about how and
what you measure in different ways.
• Metrics should be part of your strategy to:
– Anchor accountabilities
– Educate users/ communicate success
– Refine strategy
6
Use Metrics to Anchor Accountability
• Guidelines around what will be measured. This sets
expectations around ROI
• Anchor accountabilities by creating benchmarks and
frequently measuring against them
• Build transparency by communicating results. Identify
those who need more help and who your super stars are
• Focus on quality vs. quantity
7
Use Metrics to
Communicate & Educate
Take a ways:
• Engagement: Followers, In Mail acceptance, views
• Branding: Reach, Number of employees, shares
• ROI: #Hires, CPH, #applications, #searches, #InMails
Rethink about what you are measuring. Hires
are not the only measure of success.
8
Dispel assumptions through metrics:
• Candidate Pool
• Who are we hiring?
Use Metrics to Refine Your Strategy
What is the data
telling us?
Take data from
reporting and use to
refine your strategy.
9
Thank You
10
Questions

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Maximzing Your Social Recruitment Efforts

  • 3. Social Recruitment Landscape Today Digital Media • Mobile usage • Sites that share people’s opinions (Trip Advisor, Yelp, Glassdoor, etc.) • Sign into other applications via Social media Recruiter • Building candidates pipeline • More on line searching • Emphasis on brand (professional & company) Job Seeker • Served up jobs while on social sites • Easier to apply to jobs via social networking site (Sign in w/ LinkedIn) 3
  • 4. Professional & Company Branding • Recruiters are the number one front line brand ambassadors for your company. • Candidates look up Recruiters via LinkedIn to find about them. How do you want their profiles to represent them and the company? • Take a ways: – Introduce a LinkedIn brand standard for Recruiters – Add branding elements within current work experience 4
  • 5. Training • Take a ways: – Assess the skill level of your team. – Develop a training plan. – Identify your system champions and ask them to present success stories/ new things they are doing. – Identify skill gaps and use training to bridge the gaps. This may be 1:1 with certain individuals. • Do Recruiters have the appropriate skill set to execute your strategy? • Don’t rely on a self-service approach. Engage vendors to work with your Recruiters to build their skill set. e.g. Boolean search training. • The more confident Recruiters are, the more comfortable they will be to execute. 5
  • 6. Metrics How do we know if we are successful? • Social recruiting means thinking about how and what you measure in different ways. • Metrics should be part of your strategy to: – Anchor accountabilities – Educate users/ communicate success – Refine strategy 6
  • 7. Use Metrics to Anchor Accountability • Guidelines around what will be measured. This sets expectations around ROI • Anchor accountabilities by creating benchmarks and frequently measuring against them • Build transparency by communicating results. Identify those who need more help and who your super stars are • Focus on quality vs. quantity 7
  • 8. Use Metrics to Communicate & Educate Take a ways: • Engagement: Followers, In Mail acceptance, views • Branding: Reach, Number of employees, shares • ROI: #Hires, CPH, #applications, #searches, #InMails Rethink about what you are measuring. Hires are not the only measure of success. 8 Dispel assumptions through metrics: • Candidate Pool • Who are we hiring?
  • 9. Use Metrics to Refine Your Strategy What is the data telling us? Take data from reporting and use to refine your strategy. 9