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Similaire à Social Media and Recruitment - Caroline Bennett at JGA Group's #TeamForum 8 November 2013
Similaire à Social Media and Recruitment - Caroline Bennett at JGA Group's #TeamForum 8 November 2013 (20)
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Social Media and Recruitment - Caroline Bennett at JGA Group's #TeamForum 8 November 2013
- 1. Social Media and Recruitment Caroline Bennett
- 2. 3 Staff Recruitment Problems that Social Media Solves 1. Lowering Costs 2. Targeting the Right People 3. Engaging with Potential Employees
- 3. Popular Social Media Networks for Recruiting Staff LinkedIn The most professionally oriented of the social media networks and has more than 200 million members
- 4. Popular Social Media Networks for Recruiting Staff Facebook More than a billion worldwide users. You can advertise jobs by sharing them on your page or by directing people back to your company website.
- 5. Popular Social Media Networks for Recruiting Staff Twitter To recruit using Twitter you need to sign up as a member and then either simply post a job opportunity as a Tweet or on a specific recruitment notice board
- 9. Advice for Our Customers • Be seen on social media • Create your CV in word • Use a more conversational style when you embed your CV in a profile • Absolute honesty • Illustrate your skills and achievements – be imaginative • Facebook – “Like” potential employers
- 10. Any Questions?
Notes de l'éditeur
- Introduction Social media is a good idea whose time has come - for recruitment. The trend in the last 15 years has been towards verifying candidates skills abilities and knowledge. Competency based interviewing, vocational qualifications relying on observation of work practice and testing are all part of this. It is no longer good enough to say you are good at something – an employer expects you to prove it! Social media is a good fit with this trend as it gives an employer the opportunity to “research” candidates and find out more about them (not just a 2D CV). We all know how difficult it is to get references that actually say anything about a person’s work. Candidates have benefitted too. They can research companies and interact with them before and during the application process. It is even possible to canvass the opinions of ex-employees. They can illustrate their skills in imaginative ways – blogs, photos, samples of work etc. The key difference from traditional recruitment media is the element of engagement. Social media is a 2 way street. Social networks are all about connecting people, bringing them closer together. Employers can reduce the communication gap between their business and potential employees, making for a streamlined, cost-effective recruitment strategy. The big boon of this engagement is being able to form a close connection with the candidate. It’s the personal touch that matters. It is also potentially visible to all and has led to a refreshing move to greater honesty. After all, is it wise to lie on your social media profile? - when your current and ex employers and colleagues can see what you are saying and even contradict you in a very public way! To slide 2 - 3 Staff Recruitment Problems that Social Media Solves
- Slide 2 Millions of us worldwide use social networking for a range of reasons: keeping up with friends, posting photos, or boosting our professional profile to a wider audience. Now businesses are rapidly catching on to the possibilities of the networking sphere, and one area which is seeing real growth is in recruitment. Using tools like Facebook LinkedIn and Twitter to recruit new people makes a lot of sense. Here are just three of the staff recruitment problems social media can help to solve: Lowering Costs As with any form of advertising, marketing a position with your organisation can be pricey. Prices for advertising a position on a recruitment website start at about £150, while if you hire a recruiter to find you the perfect person they’ll often take a payment equivalent to a percentage of the new recruit’s salary. In comparison, advertising a post on your Facebook wall or Twitter feed is completely free and if you have a lot of followers may well reach the same number of people, especially if you can persuade business contacts or universities to share your post. 2. Targeting the Right People Wherever you put your job ad there is no guarantee that the perfect candidate will stumble across it. But social media does increase the odds. One of the biggest benefits of social media recruiting is that it gives unprecedented opportunities to target people. By using these networks in the right way, companies can attract recruits who may have a proven interest in their business – if they have “liked” a company Facebook page, say – or come personally recommended via sites like LinkedIn. 3. Engaging with Potential Employees If you think someone would make an ideal employee, the chances are other people will think so too which means you may have to convince them that you are the better company to work for. If you’ve engaged with them you may be halfway there. It’s important to share interesting information about your company by sending out engaging tweets or interesting LinkedIn posts. Consider posting “behind the scenes” videos and photos of your employees on your company Facebook page, which will make it much more attractive to new recruits. This is not to say that social media will wholesale replace other methods of conventional recruitment such as job fairs and print advertising, but it’s certainly a vital way to engage with people, especially recent graduates. To slide 3,4,5 - Popular Social Media Networks for Recruiting Staff
- Slide 3 LinkedIn This is the most professionally oriented of the social media networks and has more than 200 million members. To join you need to add your own personal profile; then you can post a job on the “Post Jobs” tool for a small fee. You can do a keyword search to look for candidates with specific skills, and update your status to say you’re recruiting.
- Slide 4 Facebook With more than a billion worldwide users, Facebook has a long reach. It’s arguably the most popular with the graduate generation so it’s important to build a good company page where you make your business look attractive to new recruits. You can advertise jobs by sharing them on your page or by directing people back to your company website.
- Slide 5 Twitter If you want to recruit using Twitter you need to sign up as a member and then either simply post a job opportunity as a Tweet or on a specific recruitment notice board which will then get sent out to job seekers. On to slide 6 – Social Media and Recruitment landscape slide
- Slide 6 Source – Unum a global financial services corporation – UK social trends unit - 30 April 2013. How popular is Social media with job hunters? This depends on what you do for a living and where you live.
- Slide 7 Social media is a needed source in recruiting, you need it to search and network – both job seekers and recruiters can find lots of happy matches using social media, but still job seekers do not have enough confidence in social media to use it as a job seeking platform and neither do recruiters. Everyone knows we need social media in recruitment and it’s growing every day. How do we make people feel comfortable with applying for a job through social media – patience? education? There is still a credibility issue. Nearly a quarter of the professionals surveyed by Hyphen (which specialises in recruitment process outsourcing) say that even if they did apply for a new role using social media, they would not expect their application to taken seriously. There is still a lack of applications made through social media channels. Candidates prefer to apply using traditional methods for fear of not presenting themselves as a serious candidate.
- Slide 8 It seems employers are satisfied by social media in the main, but it’s not exciting them in the same way it does when they are using it for social reasons. Key Issue Online social media such as LinkedIn and Twitter might be growing in importance for jobseekers, employers and recruiters, but it has made little impact when it comes to applying for a job. The chances of social media job applications replacing traditional CVs look some way off. Why? One of the biggest problems, is that most sizeable companies have systems that prefer applications to be made via Word documents. Crucially many modern recruitment systems rely on “Key Word Searches” to screen initial applications. Applicant tracking systems (recruitment software) are used to receive and manage applications and very few accept CVs as anything other than Word documents. If other formats are used, this usually results in key information being lost or the application being rejected outright. On to slide 9 – Advice for our customers
- Slide 9 Advice for our customers Be seen on social media - Headhunting and research at a senior level has become a digitally networked activity and if employees are avoiding social media they could, in effect, be opting out of being found by employers. Create your CV in word Use a more conversational style when you embed your CV in a profile Absolute honesty Illustrate your skills and achievements – be imaginative. JGA have a microsite about online profile management where you can find out more, including positive hints and tips. Go to – http://profilemanagement.weebly.com/ Facebook – “Like” potential employers. Many employers track likes. LinkedIn – Ask your contacts for recommendations. Twitter – Tweet questions about industry topics to potential employers and comment on their tweets.
- Slide 10 Any Questions? Advice for Employers - There is a good free downloadable guide – called “Will Tweet For Talent” via the Career Builder site. Go to http://www.careerbuildercommunications.com/pdf/socialmedia.pdf