CX Presentation

SOCIAL MEDIA for RECRUITMENT

Recruiting that we used to know

Recruiting that we need to know

Social Recruiting: what is it?Social recruiting (social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising.

IT CAN need to TAKE 3 PATHS

Increase reach:Spreading jobs by using people social networks. Active Search:Search for candidates via publicly available information on social networks.Employer Branding:Using social networks to spread the identity of the company as an employer of choice.

Recruiters need to NOT approach social recruiting like a job board, using social media just to share job listings. INSTEAD, talent acquisition professionals should interact with the site's audience to cultivate leads and create a talent community.

Social Recruiting: pros & cons social media can be fast, efficient and cost effective as a recruitment tool. PROS

Cost effective FastEmployer branding

CONS

Lacks diversity Time consuming Lack of control Transparency DiscriminationLimited

Social Recruiting: What it is & what it not is

Social Recruiting: Stats from 2015 survey in the USA* * US Survey by Harris Poll between 11 February 2015 & 6 March 2015.Social Recruiting on the rise (2015 versus 2013):52% vs. 39%- HR managers use social networks to search for candidates Content gets you hired:32% HR Managers hired candidates based on info found on social platformsSocial Recruitment per Industry:76% Information Technology61% Sales54% Finance

Social Recruiting: Creative Campaigns (1/3)Ikea Australia: Secret job descriptionThe Swedish Giant cleverly concealed job descriptions inside every pack of furniture sold.

Cost nothing customers delivered career information to themselves.

Results:4285 applications and 280 new hires.

Simple yet so effective.

Social Recruiting: Creative Campaigns (1/3)

Social Recruiting: Creative Campaigns (2/3)Saatchi & Saatchi: The Mobile Creative DirectorThrough an app, creatives could submit ideas and instantly receive feedback from the Creative Director. After using the app, candidates received a message that Saatchi & Saatchi was hiring. The game involved that candidates had a dialogue with the line manager. Result:Applicant pool doubled.

Social Recruiting: Creative Campaigns (2/3)

Social Recruiting: Creative Campaigns (3/3)OgilvyOne: The worlds greatest sales personTo add quality talent OgilvyOne launched a clever recruitment campaign to find 'The World's Greatest Salesperson'. Using a dedicated YouTube channel and targeted social media campaign they invited applicants to sell them a brick! The top contestants were given a chance to pitch at the Cannes Advertising Festival and the winner received a 3 month paid fellowship with the agency.

Social Recruiting: Creative Campaigns (3/3)

Social Media Platforms: Overview for 2016

Social Media Platforms: practical demo of ...

Popular Platforms:

TwitterLinkedinFacebookYoutube

Community Management:

Hootsuite

Candidate Insight:

Additional Tools

17

Social Media: Evaluate Capfins presence ...

Employer Branding:

Why should people respond?Why should people pay attention?

Social Recruiting: Case Studies (1/3)Deloitte Netherlands

Problem:Recruitment a priority challenge as only 10% of the workforce is looking for a new job.

Strategy:A career website independent to the corporate website.Develop strong employer brand.Results:

Cost of recruiting has dropped significantly.234% more traffic from Social Media than from other sources.

Social Recruiting: Case Studies (2/3)UPS (Top 50 recruiters on Twitter)

Problem:High seasonal hiring volume done at reduced cost.

Strategy:Improve UPS employer brand.Redirect all efforts from print to online.Newly created careers website, mobile app, facebook page and using twitter to hire.Results:

Hires for all channels has risen dramatically (Facebook: 12 in 2009 versus 226 in 2010). Better quality hires.Interview/Hire ratio is 2:1.Cost for hire down from $700 to $70.Time to hire was reduced.

Social Recruiting: Case Studies (3/3)LOreal

The uniform branding of the various careers websites give an overall professional look to the careers side of LOreal, and the linking to the social platforms helps possible applicants find what they need with ease.LOreal actively use social media for their recruitment, and have results to match.

Facebook pages are well brandedTwitter feeds are actively updated with jobs and news. LinkedIn page (and Careers tab) is perfect

Social Recruiting: Case Studies (3/3)

The EndBut, beware the world ofSocial Media has no end!