five fundamentals for getting into social recruiting

With John Sumser, Principal Analyst at KeyInterval Research

5 FUNDAMENTALSFOR GETTING INTOSOCIAL RECRUITING

The world’s talent at your fingertips

Create a framework for launching a social recruiting test project

Understand the methods for multiplying results in social recruiting

Craft a to-do list with immediate actions

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WHAT YOU'LL LEARN:

#GETTECH


WHY IS SOCIAL RECRUITING IMPORTANT?

Form new relationships with the talent base

Effective relationships make agile recruiting

Networks generate flexibility and capability

Social contract can be quickly changed

Speed

#GETTECH


WHO IS THE SOCIAL RECRUITER?A BROAD RANGE OF APPROACHES

LONE RANGER RECRUITINGSUB-FUNCTION

ALLRECRUITERS EVERYBODY

#GETTECH


WHAT'S THE POINT OF SOCIAL RECRUITING?

Creates a youthful impression

Provides a direct connection to the labor supply

A faster, measurable and more effective approach to recruiting

The social contract is changing

#GETTECH


WHAT DO YOU GET FROM SOCIAL RECRUITING?

Increase the volume of depth

Reduce the volume of superficials

Your audiences

The story (advertising)

The job

Get closer to:

#GETTECH

Chop the wood

Kindle the fire (incubate)

Nurture it

Sustain the fire

Identify a place to build it

IT’S LIKE BUILDING A FIRE

The world’s talent at your fingertips #GETTECH


A PLACE FOR THE FIRE

EMPLOYMENT BRAND ASSESSMENT BY DEPARTMENT

· Strengths/weaknesses· Reputation inside and outside the region or industry

AUDIENCE ASSESSMENT BY JOB

· How many people do you need to reach?· What do they have in common?· How competitive is it?

#GETTECH


Gather the tools Pinpoint the places to fish

Identify key consolidators, like Dice’s Open Web

Generate a tagging scheme

CHOP THE WOOD

#GETTECH

OPEN WEB MAKES IT EASY TO IDENTIFY WHICH SOCIAL NETWORKS TO USE



KINDLE THE FIRETEST THOROUGHLY

Post one job across social outlets and review the inbound resumes

Uncover which approach produces:· Lowest cost-per-hire· Best selection· Longer-term relationships

INBOUND OUTBOUND ANALYZE

Source one job across the same outlets and begin with outbound communications

#GETTECH


PATIENCE AND PERSISTENCEARE REQUIRED

TRY FIVE JOBS FOR EVERY TWO METHODS

CONSIDER BUILDING FIRST SOCIAL PRESENCE

START USING HASHTAGSHELPFUL HINT:USE #DICE141

TRY SOCIAL ADVERTISING

NURTURE IT

#GETTECH

ABCompany @ABCompanyJob Seekers: @ABCompany is hiring a Big Data Engineer in Sunnyvale, CA. #BigData #Python #Hadoop #Dice141 dice.com/jobs/detail…

Passion for exploring emerging open source technologies via research, incubation and rapid evaluation. Knowledge of one or more scripting languages…

Dice.com

Big Data Engineer

ABCompanySUNNYVALE, CA

SkillsCASSANDRA, HADOOP, HBASE, HIVE, MAPREDUCE, NOSQL…

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BREAK THROUGH TWITTER’S 140 LIMIT WITH #DICE141



Hardest part: Continuous renewal

Keep testing what works

Refresh every six months

Add bells and whistles

SUSTAIN THE FIRE

#GETTECH


KEY NEXT STEPS

Identify one or two key roles or job families for your beta test.

Purchase job ads on key social sites.

Track response rates daily.

Identify several talent community management tools and test them.

Start briefing your management on this project. Solicit their attention and participation.

Document. Reimagine. Present. Evangelize.

Identify your organizations recruiting needs. Make a forecast.


JOIN THE OPEN WEB COMMUNITY

Learn more at dice.com/openweb

#GETTECH

five fundamentals for getting into social recruiting

Recruiting & HR