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Social Recruiting: 4 Ways to Attract Superstar Employees
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Notes de l'éditeur
- Michelle
- Corporate leadership also recognized that recruitment strategies of the past are no longer effective. 93% of CEOs say they must change their recruiting strategy if they hope to attract and retain talent. One of the key places to start with, is your company brand.
- Focus on your social talent brand Choose your channels Career specific Facebook and Twitter pages Create your plan Social Media is a two-way street Pay attention! Where are your efforts paying off? Explore new tools and technologies when you can
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- How to put this all into play: Marketing + Human Resources = Employer Branding Bring together your Marketing and Human Resource leads to develop a successful employer brand strategy. Employer branding is anchored in basic marketing and human resource principles. Marketers seek out a target audience and clearly communicate a strong value proposition to compel folks to choose their offering. Human resource professionals are focused on efforts to recruit, engage, and retain the top talent for their organizations.
- With today’s candidates on at least one social media network, you need a multi-channel approach to reach and engage as many target candidates as you can on the platforms where they’re spending time. Just like marketing, you need to go where your talent is.
- 161 million professional profiles Over 2 million company pages
- Make it Easy Keep them Engaged Revisit and Review Who Belongs in the Talent Community? They aren’t a good fit for the position they applied for. They aren’t a good fit for any other currently open positions. They seem like they would be a good fit for your company if you had the right position.
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- Stand out from the crowd
- Not sure what to include on this slide – your choice If you’re planning to hire competitively at any point in the next decade, you’d better be creating one heck of an employment brand. You know what an employment brand is—it’s the “image” you send into the world that tells prospective job candidates what your company is all about, what it’s like to work for you, and why they should join your team. 56% of professionals said a company’s reputation as an employer was the most important factor to consider when contemplating a job offer. 1Another study showed that 94% of people would apply for a job if a company “actively manages their employer brand.”2
- ExxonMobil asks for Ideal Managers on Facebook Disney Cruise Line previews the application process on YouTube Post challenging technical questions and then contact respondents who provide the best answers.
- Ask them to get involved Regularly inform employees Encourage employees to share Utilize your millennial employees Let customers and employees be your brand ambassadors If you can’t beat them, join them American’s spend nearly 25% of their online time on social media Encourage referrals
- HR may be tempted to leave social media matters to the organization's information technology managers. The issues involved in social media use—privacy, confidentiality, appropriate communication styles, productivity and time management—are squarely in HR's wheelhouse. Policies on appropriate use of these evolving media are HR's responsibility. If an employer decides to permit employees access to social networking platforms, then the employer needs a comprehensive and well-defined policy to prevent abuse.
- Cindy
- Cindy
- BirdDogHR started off in 1997 as a job board company in the skilled trades. And then as tracking compliance became more and more prevalent in hiring process in 2008 for federal contractors began building out an applicant tracking solution that was designed to keep these organizations posting jobs compliant by following the Department of Labor & OFCCP mandates. As the needs for these organizations grew BirdDogHR began building out additional features to move employees from the hiring process and automate their new hire paperwork making a labor intensive onboarding process a simple and automated paperless process. This led to the development of a complete talent management build out designed to engage and develop employees by tracking their onboarding both pre-hire and post hire while evaluating them through performance reviews and developing them and tracking any training or certifications and identifying and keeping them compliant. With our initial focus on skilled trades and compliance BirdDogHR is known as the solution for high consequence industries and federal contractors that need to be compliant for any audits or able to easily execute on any Affirmative Action plans. With our background as a provider of different job boards it also allows us the unique ability to manage our own job distribution which has allowed us to distribute to well over 300 job boards and over 1100 schools and colleges.
- Our complete software as a service talent development solution allows you to engage your employees from pre-hire through post-hire by helping you locate, onboard, engage, develop and retain and promote your employees through the employee life cycle creating an effective workforce while staying compliant with Department of Labor hiring practices for EEO and OFCCP compliance. BirdDogHR also provides additional services to augment your hiring process where we can leverage our Fastrack service to reach passive candidates for positions that are difficult to fill by engaging our recruitment team. We also have a Source Assist option that allows for you to outsource any part of your recruitment, onboarding, training, or employee development process as an extension of your staff. And for convenience in your recruitment process we have integrated background checks and drug screens into the software to simplify and speed up the hiring process.