The deck includes the results from the 2014 Social Recruitment Management Benchmarking Survey. In April 2014 Maximum Employment Marketing Group conducted a survey among over 800 social recruitment channel representatives from 15 regions that have their channels listed in Maximum’s Social Recruitment Monitor. The survey goal was to get a better understanding on organizations’ social recruitment management and strategy. This report is part of the Social Recruitment Management Study designed by Maximum Employment Marketing Group, and forms part of the annual research studies among HR professionals throughout the globe. http://www.socialrecruitmentmonitor.com

1. © 2014 Maximum Employment Marketing Group. All rights reserved. !1"
2014 Social Recruitment!
Management Benchmarking !
Survey!
Maximum Employment Marketing Group

2. © 2014 Maximum Employment Marketing Group. All rights reserved. !2"HOW DO EMPLOYERS USE SOCIAL RECRUITMENT?"
Many big and small
companies use social !
networks for employer
branding and !
recruitment.

3. © 2014 Maximum Employment Marketing Group. All rights reserved. !3"FACTS OR OPINIONS?"
Returning questions:
§ How do we perform as an employer on social media?
§ What is the ROI of our efforts?

4. © 2014 Maximum Employment Marketing Group. All rights reserved. !4"
Social
Recruitment
Monitor™
World’s first purpose-built free online "
tool that delivers an accurate and
objective weekly overview of employers’
popularity, activity and interaction on
their social media recruitment channels.
socialrecruitmentmonitor.com
HOW DO YOU MEASURE?"

5. © 2014 Maximum Employment Marketing Group. All rights reserved. !5"SRM BACKGROUND"
2,375
Social
Channels
Channels measured are career
specific pages and accounts "
by direct recruiting companies.
6
Major Social
Networks
Facebook
Twitter
YouTube
Instagram
Sina Weibo
Renren
15
Regions
Worldwide
Global
Australia
Brazil
China
France
Germany
Hong Kong
India
Japan
The Netherlands
Singapore
Sweden
United Kingdom
United States of America

6. © 2014 Maximum Employment Marketing Group. All rights reserved. !6"FACTS OR OPINIONS?"
How do Employers manage
Social Recruitment?

7. © 2014 Maximum Employment Marketing Group. All rights reserved. !7"RESEARCH
2014 Social
Recruitment
Monitor Survey
Results
In April this year 180 social recruitment
channel representatives from 15 regions that
have their channels listed in the Social
Recruitment Monitor answered questions on
their social media management and strategy.

8. © 2014 Maximum Employment Marketing Group. All rights reserved. !8"BACKGROUND OF RESPONDENTS
Respondents show a clear
background in employer
branding and recruitment.
Survey respondents are mainly "
working in an employer branding/
recruitment or HR function.
The minority of respondents work in "
a more general communicational role.
Employer Branding
Officer 30%!
30%
Intern 1%!
Sourcing Specialist 5%!
Other 10%!
Community
Manager 10%!
Social Media
Officer 11%!
Comm. / Marketing
Manager 10%!
HR Manager 12%!
Recruiter 12%!

9. © 2014 Maximum Employment Marketing Group. All rights reserved. !9"LEVEL OF INVOLVEMENT IN MANAGING COMPANY’S SOCIAL RECRUITMENT CHANNELS
Respondents are highly
involved in social recruitment
management.
They either own responsibility "
for the management of their company’s
social recruitment channels or are very
involved.
Owns responsibility
for the function 57%!
Not involved 1%!
Somewhat involved 10%!
Very involved 33%!
57%

10. © 2014 Maximum Employment Marketing Group. All rights reserved. !10"WHAT IS THE SIZE OF COMPANIES REPRESENTED IN THE SURVEY?
10,000+ (51%)!
1-50 (1%)!
101-500 (8%) !
501-1,000 (9%)!
51%
1,001-5,000 (19%)!
5,001-10,000 (9%)!
A majority of the respondents
work at large companies.
Most survey respondents represent
companies with 10,000+ employees.

11. © 2014 Maximum Employment Marketing Group. All rights reserved. !11"WHAT REGIONS DO RESPONDENTS OPERATE IN?
51%
Most surveyed companies
operate in Europe.
We sent a survey invitation to "
> 800 companies. We got the highest
feedback from companies that operate
in Europe and employers who are
active on the global labour market .
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Europe
Global
United States
Asia-Pacific
Other

12. © 2014 Maximum Employment Marketing Group. All rights reserved. !12"WHICH INDUSTRIES ARE REPRESENTED IN THE SURVEY?
0,9%
0,9%
0,9%
1,8%
1,8%
2,8%
2,8%
2,8%
4,6%
4,6%
4,6%
5,5%
5,5%
7,3%
9,2%
10,1%
16,5%
17,4%
Government
Educational
Energy / Utilities
Defence / Aerospace
Retail / Wholesale
Other
Chemicals / Pharmaceuticals
Raw materials / Mining
Manufacturing
Consumer goods
Engineering / Construction / Real Estate
Media / Entertainment / Marketing
Hospitality / Travel / Leisure Food / Beverage
Hospital & Health Care
Transportation & Logistics / Automotive
Financial services
IT & Telecom
Professional services
0,0%4,0%8,0%12,0%16,0%20,0%
Respondents work at
companies from a wide
diversity of industries.
Overall we see high participation of
representatives from employers in the
service sectors.

13. © 2014 Maximum Employment Marketing Group. All rights reserved. !13"WHAT DEPARTMENT OWNS RESPONSIBILITY?
Marketing or PR &
Corporate
Communications (23%)!
Recruitment (35%) !
HR (39%)!
Facebook pages managed by "
HR/recruitment perform best.
Strategy and management of social
recruitment in companies are managed
by either one of these two departments.
In an analysis for company’s
performance on Facebook we’ve found
that channels managed by the HR
department have a higher SRM Index on
average.
35%
39%
17,68
15
14,4
HR
Recruitment
Marketing or PR &
Corporate
communications
Average SRM INDEX
Outsourced (2%)!

14. © 2014 Maximum Employment Marketing Group. All rights reserved. !14"WHICH SOCIAL MEDIA CHANNELS ARE USED?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
The ‘BIG 4’ in social
recruitment channels.
The survey shows that Facebook,
LinkedIn and Twitter are used by more
than 80% of our respondents.

15. © 2014 Maximum Employment Marketing Group. All rights reserved. !15"WHAT TARGET GROUPS ARE MOST IMPORTANT FOR SOCIAL RECRUITMENT?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Entry level (1-5
years work
experience)
Graduates
Mid-career
Employees
Senior &
Executive level
Contractors /
Short-term
Project Staff
Targeting Generation Y.
Entry level workers and graduates are
by far the main target groups for social
recruitment. Current employees are
important as well, mainly serving as
ambassadors.

16. © 2014 Maximum Employment Marketing Group. All rights reserved. !16"WHAT IS THE MAIN PURPOSE OF USING SOCIAL MEDIA FOR RECRUITMENT?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
To increase
employer
brand
awareness
To engage
with our target
audience
To build and
maintain a
talent pool /
database for
potential
future use
To specifically
search for
candidates
(search)
To increase
the number of
external
referrals
Screening of
candidates
Facebook
Twitter
YouTube
LinkedIn
It’s all about employer brand
engagement.
Increasing employer brand awareness
and engaging with the target audience
are two main reasons for social
recruitment, especially on Facebook,
Twitter and YouTube.
LinkedIn is mainly used for direct
sourcing and less often used for
showcasing the employer brand "
and increase engagement.

17. © 2014 Maximum Employment Marketing Group. All rights reserved. !17"TYPE OF UPDATES SHARED ON SOCIAL MEDIA
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Facebook
Twitter
LinkedIn
Sharing company events "
and job information.
There’s a broad mix of content topics
shared via social channels. Most
employers communicate about events
and job information. Facebook stands
out when it comes to cultural and
personal updates.

18. © 2014 Maximum Employment Marketing Group. All rights reserved. !18"INVOLVING EMPLOYEES IN COMMUNICATION
Often (44%)!
Seldom (12%) !
44%
Sometimes (44%)!
Social recruitment is a team
effort: involving employees
pays off.
The majority of employers indicate that
they involve employees in employer
branding and recruitment communication
via social channels.
In an analysis for company’s performance
on Facebook we’ve found that employers
who often involve employees have a
higher SRM Index on average.
16,68
15
14,6
Often
Sometimes
Seldom
Average SRM INDEX

19. © 2014 Maximum Employment Marketing Group. All rights reserved. !19"IN WHAT WAYS ARE EMPLOYEES INVOLVED IN SOCIAL RECRUITMENT?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
To pro-actively join
in on the
conversations
To suggest and
propose new
content
To share content
through their own
social media
accounts
Other
Employees are stimulated "
to join in conversations more
often than asked to share
content.
Less than 50% of employers let their
employees suggest and propose new
content.

20. © 2014 Maximum Employment Marketing Group. All rights reserved. !20"HOW MUCH TIME IS SPENT ON MANAGING SOCIAL RECRUITMENT?
More than 8 hours a
week (38%)!
Less than 2 hours a
week (18%)!
2-4 hours a week (23%) !
38%
4-8 hours a week (21%)!
Social recruitment management
is serious business.
A majority of employers indicate that they
spend more than 8 hours a week on
managing social recruitment.
In an analysis for company’s performance
on Facebook we’ve found that employers
managing their channels for more than 8
hours a week have a higher SRM Index
on average.
20,16
14,4
11,41
11,19
More than 8
4-8 hours
2-4 hours
Less than two
hours
Average SRM INDEX

21. © 2014 Maximum Employment Marketing Group. All rights reserved. !21"AVERAGE RESPONSE TIME FOR INCOMING QUESTIONS
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Real time
Within 2
hours
Within 8
hours
Within 24
hours
Within 48
hours
Within 1
week
Rarely to
never
Over 90% of questions
answered within 24 hours.
Social recruitment channels are
managed quite precise. The response
time the majority of respondents answer
questions is within 24 hours. On the
other hand only 10% answers questions
real-time.

22. © 2014 Maximum Employment Marketing Group. All rights reserved. !22"USE OF SOCIAL ADVERTISING
Weibo
YouTube
Twitter
LinkedIn
Facebook
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
1
Social advertising boosts
engagement.
Nearly two-thirds of employers using
Facebook have used paid advertising
(last 12 months).
In an analysis for company’s performance
on Facebook we’ve found that employers
that indicated to use social advertising
have a higher SRM Index on average.
54
20
0
50
100
Yes
No
Average Engagement on Facebook

23. © 2014 Maximum Employment Marketing Group. All rights reserved. !23"HOW TO MEASURE EFFECTIVENESS OF ACTIVITIES ON SOCIAL CHANNELS
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Directly from
page
Using a free
analytics tool
Using a paid
analytics tool
External
agency makes
report
Other
Most employers make use of
free tools to measure success.
The majority of the companies use
analytics from the social channel itself or
make use of free analytics tools.
Maximum offers in-depth reports to
benchmark and discover best practices
to optimise engagement and effect on
social media for recruitment.
Check for more information:
reports@socialrecruitmentmonitor.com

24. © 2014 Maximum Employment Marketing Group. All rights reserved. !24"
Measure with the
Social Recruitment
Monitor™ analytics !
tool."
HOW DO YOU MEASURE?"
Email us for more information on our
dashboard that allows employers to
view and benchmark their performance
and to get advanced analysis over a
selective timeframe.
reports@socialrecruitmentmonitor.com

25. © 2014 Maximum Employment Marketing Group. All rights reserved. !25"WHAT SOCIAL RECRUITMENT METRICS ARE MOST IMPORTANT?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Engagement
Fan growth
Website
visits from
social media
Conversation
metrics / ROI
Customer
care metrics
(response
time, etc.)
Other
Engagement and fan growth
are most important social
metrics.
A majority of the companies indicate
that engagement metrics (e.g. Likes,
comments, mentions) are most
important metrics to measure social
recruitment performance. Also fanbase
growth and conversion to the website "
is mentioned. Even more important "
than conversion metrics and hires for
example.

26. © 2014 Maximum Employment Marketing Group. All rights reserved. !26"2014 SOCIAL RECRUITMENT CHALLENGES"
Social recruitment challenges.
We asked survey respondents to indicate their biggest challenge when it comes to social
recruitment this year. The responses we got were around these four topics:
§ More focus on increasing engagement levels
§ Increase involvement of brand ambassadors in social recruitment
§ Measuring Return On Investment (ROI)
§ Increase budget and resources for social recruitment

27. © 2014 Maximum Employment Marketing Group. All rights reserved. !27"INCREASE THE SUCCESS OF YOUR SOCIAL MEDIA CHANNELS FOR RECRUITMENT"
How can we help you to further increase your success on social recruitment?
We can help you with:
§ Developing and evaluating current social recruitment practices
§ Benchmarking your efforts and results towards your direct competition
§ Training employees on social media usage
§ Building and maintaining social media pages
§ Setting up content and conversation management

28. © 2014 Maximum Employment Marketing Group. All rights reserved. !28"
Follow SRM
Stay up to date on social recruitment "
news and insights derived from the Social
Recruitment Monitor by following our
channels:
§ socialrecruitmentmonitor.com
§ facebook.com/SocialRecruitmentMonitor
§ twitter.com/SRMonitor
STAY UP TO DATE ON THE SOCIAL RECRUITMENT MONITOR

29. © 2014 Maximum Employment Marketing Group. All rights reserved. !29"
Or get in
touch with
Bas Schreurs
our Global Research & Strategy Director.
Phone +31 10 284 20 20
Email bas.schreurs@maximum.com
Web maximum.com/bas-schreurs
Twitter @BasSchreurs
STAY UP TO DATE ON THE SOCIAL RECRUITMENT MONITOR

30. © 2014 Maximum Employment Marketing Group. All rights reserved. !30"
Follow
Maximum
Stay up to date on Maximum Employment
Marketing Group by following our channels:
§ maximum.com
§ facebook.com/mxmm.com
§ twitter.com/MaximumEMG
STAY UP TO DATE ON MAXIMUM

31. © 2014 Maximum Employment Marketing Group. All rights reserved. !31"
About Social Recruitment Monitor™
The Social Recruitment Monitor™ is the world’s first online tool to accurately measure and rank your social media
recruitment activities as an employer using social media channels. It uses advanced digital technologies to track
data for the major social networks, and refreshes weekly to keep figures up to date. It allows you to benchmark
your performance against other employers, and to compare other employers with one other. The table shows
your position in the rankings and whether you’re moving up or down them. It also enables you to monitor your
performance in a number of specific areas.

32. © 2014 Maximum Employment Marketing Group. All rights reserved. !32"
About Maximum
The Social Recruitment Monitor™ is powered by Maximum, a world-class employer marketing and recruitment
advertising agency with offices in Hong Kong, Rotterdam, Shanghai, and Singapore. Our client list includes
Danone, Deloitte, Fiat Group, Johnson & Johnson, McDonald’s, Nike, Novartis, Shell, Sodexo, Starbucks and
Voith.
Maximum is a boutique agency that likes to remain small and agile. There are seventy of us, all specialists, and
our advanced digital solutions are 100% generated in-house. We have a knowledgeable and sophisticated
research presence, especially in the digital arena and with regards to social recruitment. This means we can
make things happen for you that other agencies can’t.
Giving your organisation the edge takes serious research, heavyweight strategy, considered creativity and
intelligent use of the digital space. This is why we’ve developed the Social Recruitment Monitor™ for you, the
definitive index on the use of social media for recruitment purposes.

33. © 2014 Maximum Employment Marketing Group. All rights reserved. !33"
HONG KONG ROTTERDAM SHANGHAI SINGAPORE "
Dorpsstraat 164, "
2903 LB, "
Capelle aan den IJssel, "
The Netherlands"
"
T: +31 10 284 20 20"
"
MAXIMUM.COM"
© 2014 Maximum Employment Marketing Group. All rights reserved. All content is private and strictly confidential and is the property of Maximum Employment Marketing Group Limited.