1. Innovation in
Talent
Attraction
Social Media for Recruiting
illiam Chin
W ector
Staffi ng Dir
Qualc omm,
APAC
@ZoneCreative - iStockphoto.com Inspired by @jesseedee
18. What we do can quite literally
make or break a company. If we
can’t attract and retain the best
staff, then our company will lose
ground rapidly...
“A Guide to Recruitment 3.0” by Matthew Jeffery (EMEA talent acquisition & global talent
brand of Autodesk) and Amy McKee, (Global Director of Talent Acquisition of Autodesk)
http://lnkd.in/QyPv28
18
19. A RECAP
1
Social media is here to stay
(not a fad)
2
People using it to connect friends
(and to search for jobs)
3
Get online, connect, share
4
HR leading to attract and recruit
the best talent
19
@ZoneCreative - iStockphoto.com
21. Connecting with me
http://www.asiahrblog.com
http://www.slideshare.net/williamchin
http://www.linkedin.com/in/williamchin
https://twitter.com/#!/@williamchin
Presented at
4th Annual Talent Management Asia Summit
Information contained within is the opinion21 the author and not that of my employer.
of
Notes de l'éditeur
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Survey of about 900 companies\n
1st response... Get help from a headhunter...\nShould you rely on agency to source and supply your most critical asset?\n
Well... Do agencies have you best interest?\nI never saw this resume from the agency. \n\nThey will supply candidates to the higher paying client (more commission) or somewhere they have confidence with placement.\n
\n
Let’s talk about how to get started...\n
Who would you trust? Use your real name. \n\nDon’t publish emails or phones. \n\n*Note of caution: the internet never forgets. \n
Post - I am hiring for... Pls refer?\nOr ask a question on something you need researching...\n
Comment: I like your blog most. Or click “like” on FB.\nIf you tweet, retweet something you like and to share with others\n\nLet’s look at examples next.\n
\n
You need to be authentic. It’s about trust, community.\nThis is your brand of who you are (as HR) and who you represent. \nKeep your status up to date... \nLinkedIn profile - no names, limited professional data - might as well not have one\n\nAlso, as I interview candidates these days... They tell me that they have researched me...\n
These are the social media I use - I use each one for different purposes, reach a different audience.\n1st three (LinkedIn, Facebook and Twitter) are fairly easy. Status updates, announcements\n\nThe blog requires some level of thought and insight. I write one blog a month. Slideshare - occasionally, when I present publicly. Keep those files for public consumption.\n\nIf you are still not ready... Spy (do a search of a colleague or a candidate).\n
The whole point of a social network is to connect with others - leverage others\nYour network is only as strong as your strongest links. Are you go further out, the weaker the link... Potentially weakest part of your community - but, none the less an important part. Maybe your friends may not be interested in a job... But one of their friends, may be available.\n\nSo, enlist your team to help with recruitment and getting the word out through social media.\n\nIt is no longer just HR’s job (it would’ve been... If you paid the job posting fee to job boards, or only HR has access to the HR resume database). With social networks, HR is no longer at the center... Connections can come from anywhere...\n