future of social recruiting - chicago, il

Future of Social Recruiting Chicago, IL 3/23/12

#JobviteCHI

Building a Candidate Pool & A2racting Quality Talent through Social Media

Brian Mayhall!Vice President, Recruiting!

Providential Bancorp!

#JobviteCHI

Session Agenda At the end of this presentation, you should have learned:!

• Keys to developing a social network that will produce the greatest number of qualified and interested candidates!

• Illustrative “live demo” examples of how to tap into your social networks that you have developed!

• How to leverage Jobvite tools while using LinkedIn, Facebook, and Twitter to build a powerful talent community!

#JobviteCHI #JobviteCHI

Building a Candidate Pool • Prospect and candidate conversions from social media are based on the strength of your network!

• Strength of your network is based on the quality and quantity of your network connections!

For example:!


Building a Candidate Pool Scenario:!

Financial services recruiter looking to build their network on LinkedIn!

Build Quality & Quantity of network connections through: !

1. Groups !

2.  People!

3.  Content!




Groups!

!




People!

!




People!

!

Groups




People!

!


Building a Candidate Pool LinkedIn Content!

1.  Updates!

2.  Job discussions/postings!

3. Group discussions!


Building a Candidate Pool LinkedIn Content- Updates (through Jobvite)!


Building a Candidate Pool LinkedIn Content- Job discussions/Postings!

1.  LinkedIn “Recruiter” options!

2.  Job discussions in groups- Free!!

3.  Jobvite posts to SimplyHired- Free!!


Building a Candidate Pool LinkedIn Content- Group Discussions!

1.  Relevant content!

2.  Relevant questions!

3. Original thought!


A2racting Quality Talent • Company Career site and content!

• Job posting content!

• Recruiting experience reflects Employer Value Proposition!


A2racting Quality Talent Company Career site and content (using Jobvite)!• Built by Jobvite!

• Use Jobvite Careers site Job link by Source!

• Consider using Job links or “Jobvites” to deliver relevant e-mail marketing !

!


A2racting Quality Talent Job posting content (using Jobvite)!• Use Application Job links!

• Job posting versus job description!

• Screenings questions (Jobvite Forms section) reflect posting requirements!

!


A2racting Quality Talent Reflect your Employer Value Proposition !!

• Postings, discussions, screening questions, and candidate experience should mirror the “way” in which your company feels!

!


Facebook • Use Jobvite’s Publisher to automate posting process!

• Use Job Links when posting industry content!

• Consider linking your accounts!

!


Twi2er • Job posting through Jobvite!

• Discussion posting through LinkedIn!

• # tag more important here!

!


Compare/Contrast 1.  LinkedIn!

•  Generally best source for recruiting!

•  140 characters visible!

•  Jobvite matching feature!

•  100% profile completeness!

!#JobviteCHI #JobviteCHI

Compare/Contrast 2.  Facebook!

•  Consider building your network from LinkedIn!

•  500 characters visible!

•  Consider launching a Facebook blog!

!


Compare/Contrast 3.  Twitter!

•  Consider using LinkedIn or TweetDeck for postings!

•  140 character limit!

•  Consider building your network from LinkedIn!

!


Summary •  LinkedIn provides the fewest restrictions when

attempting to start and/or grow your social media network!

•  From LinkedIn, you can cross-market to grow your Facebook and Twitter following!

•  Jobvites, Job Links, and Social Media content collectively will build the strongest talent communities possible!

!#JobviteCHI #JobviteCHI

Brian Mayhall VP, Recruiting

Providential Bancorp, LTD. [email protected]

Social Profiles:

www.linkedin.com/in/brianmayhall

www.twitter.com/bmayhall

www.facebook.com/VPbrianmayhall

www.facebook.com


Social Recruiting Playbook: 10 Winning Strategies for 2012 Mackenzie Maitland

Sales Manager


ALL JOB SEEKERS

SUPER SOCIALS

19%9%

7%

32%26%

18%

Social Recruiting for 2012 Social recruiting is more than just a buzzword.

Job seekers who modified privacy settings in the last year with work in mind.

#JobviteCHI

Social Recruiting Starbucks has dedicated social network channels for recrui:ng.

#JobviteCHI

Applicant Tracking Software (ATS) Key Priori:es 1.   Increases collabora.on efforts

2.   Streamline workflows

3.   Provides great candidate experiences

4.  Reduces administra:ve :me

5.  Repor:ng on recrui:ng metrics

#JobviteCHI

Effective Hiring Collaboration Start with a plan to get everyone involved, and make sure it is easy for everyone.

1.  Employee engagement is challenging; 2.  Iden:fy points of conten:on in current workflows; 3.  Make it easy for everyone.

#JobviteCHI

Streamline Workflow to Drive Collaboration Yelp has a unique workflow process to keep things on the go.

#JobviteCHI

Career Sites that Sell Have a roadmap for conversa:ons for poten:al candidates.

1.  Decide the types of candidates you want 2.  Plan on how to aPract them to apply

3.  Make it easy for candidates to find out what they need to apply

#JobviteCHI

Career Sites that Sell - RMS

#JobviteCHI

Employee Referrals Start with a plan to get everyone involved, and make sure it is easy for everyone.

1.  Employee engagement is challenging 2.  Iden:fy points of conten:on in current workflows 3.  Make it easy for everyone

#JobviteCHI

Employee Referrals Chiquita connec:ons can post on Facebook, TwiPer and LinkedIn or send an email.

#JobviteCHI

#JobviteCHI

Facebook Recruiting Apps Recrui:ng on Facebook should be a sec:on in your overall social recrui:ng strategy.

1.  Think about the type of candidate on Facebook; 2.  Target them differently than other networks like LinkedIn; 3.  Develop a plan of ac:on and benchmark goals.

#JobviteCHI

Facebook Recruiting Apps Whole Foods Market Naperville has integrated the Jobvite Work With Us Facebook App.

#JobviteCHI

Facebook Recruiting Apps Zynga has integrated the Jobvite Employee Facebook App.

#JobviteCHI

Recruitment Marketing Begin with a clear understanding of your talent brand and what candidates you want to aPract.

1.  Not everyone who is qualified for a posi:on is a good fit 2.  A\er iden:fying your candidates, build email campaigns 3.  Gear your career site towards desired applicants

#JobviteCHI

Recruitment Marketing TiVo sends separate recrui:ng emails twice a month to all employees with important recrui:ng informa:on.

#JobviteCHI

Recruiter CRM Should be an accent to the plans designed for your talent acquisi:on campaigns.

1.  Determine which communica:on channels to use; 2.  Help organize and market to candidate pool.

#JobviteCHI

Benchmarks and Recruiting Analytics Analy:cs are essen:al to frame what works best and what needs to be fixed in your strategy.

#JobviteCHI

Benchmarks and Recruiting Analytics It is cri:cal to decide which metrics are best for you and for your team members. Not every metric maPers for everyone. 1.  How are the most qualified candidates finding your jobs;

2.  What is your career site conversion rate?

#JobviteCHI

Benchmarks and Recruiting Analytics Benefits: 1.  See which tac:cs work and where to allocate spend 2.  Develop goals for con:nual improvement 3.  Get results from different campaigns and test theories

#JobviteCHI

Mackenzie Maitland Sales Manager [email protected]

@jobvite

www.facebook.com/jobvite

www.linkedin.com/in/jobvite

www.youtube.com/jobvite

#JobviteCHI

CASE STUDY: INCREASING EMPLOYEE REFERRALS

David Lahey VP, Customer Success

#JobviteCHI

Value created for customers

Jobvite customer

actual referral hire rate

average referral hire rate

referral upside

sample per hire savings

2011 hires

total referral hire savings

Company 1 73% 22% 51% $4,000 128 $261,120

Company 2 31% 22% 9% $4,000 571 $205,560

Company 3 50% 22% 28% $4,000 302 $338,240

Company 4 27% 22% 5% $4,000 2315 $463,000

#JobviteCHI

Activation Overview – 4 Easy Steps

1 Kickoff •  Target Go-Live Date •  Data Fields and Imports •  Career Site Survey •  Jobvite Messaging •  Employees and My Account

Configuration •  Account Settings •  Approval Workflow •  Candidate Workflow •  Evaluation Forms •  Offer Letters

Testing and Training •  HR and Recruiter Training •  Test Drive •  Video Library on Community

Go Live •  Activate Career Site •  Update Job Links •  Invite Employees

2

3 4

#JobviteCHI

Make It Easy for Employees to Get Involved with Jobvite Publisher

#JobviteCHI

Jobvite Your Network – a Viral Way to Reach the Right Talent

#JobviteCHI

Engage Employees in Referrals

#JobviteCHI

Target Talent Directly by Matching Contacts to Jobs

#JobviteCHI

Engage Your Fans and Followers

#JobviteCHI

#JobviteCHI

Unique Links and Automatic Tracking Help You Measure Impact

#JobviteCHI

Case Study

Challenges •  Growing company •  Advanced hiring technology needed •  Decentralized offices •  Intense competition for talent

Solution •  Jobvite Hire for ATS •  Web 2.0 SaaS solution •  Centralized recruiting data •  Full access to social media

Results •  Employee referrals have doubled •  Easier to achieve 10% growth •  Decreased use of agencies

#JobviteCHI

David Lahey VP, Customer Success [email protected]

@jobvite

www.facebook.com/jobvite

www.linkedin.com/in/jobvite

www.youtube.com/jobvite

#JobviteCHI

Top 3 Trends in Employment Screening

Bill Glenn, VP, Marketing & Alliances TalentWise

February 28, 2012

Company Overview

3/23/12 Property of TalentWise 59

•  Founded in 2006

•  HQ in Bothell, WA

•  175 employees and growing •  Leader in Hiring Process

Management Solu:ons (HPM)

•  Recognized for innova:ve

solu:ons and award-‐winning service


TalentWise + Jobvite Customers

•  80 -‐ 90% of companies use social networks as part of their employment screening process*

•  Growth of LinkedIn, FB, TwiPer, Google+

Trend # 1 – Social Media Screening


450M 490M 462M 845M 130M 49M

* Sources: Jobvite and Reppler

Online content which is deemed irrelevant or unallowable

•  According to Title VII, the ADA, GINA, and ADEA, protected classes include:

– age – sex – religion – disability

What’s Not Allowable?


– race/color – na:onal origin – pregnancy – gene:c informa:on

Relevant and allowable online content

What IS allowable?


Nega:ve

•  Illegal behavior, including illicit drug use

•  Poten:ally violent ac:vity •  Racist or discriminatory tendencies

•  Corporate image disparage-‐ment

•  Sexually explicit material

Posi:ve

•  Contribu:ons to leading industry blogs and sites

•  Par:cipa:on in volunteer or philanthropic groups

•  Improvements to corporate image

Embrace social media!

Seek advice

Keep detailed records

Go the extra mile to ensure your candidates are treated fairly

Recommenda:ons


3/23/12 65 Property of TalentWise

Trend # 2 – Employment Eligibility Compliance

E-Verify Form I-9s


Immigra:on and Customs Enforcement Trends In 2009, ICE announced a new strategy focusing on worksite enforcement, with dramaHc effects.

Source: DHS, January 2011 -‐ hPp://www.dhs.gov/ynews/tes:mony/tes:mony_1299767085496.shtm

0

1000

2000

3000

4000

5000

6000

7000

Notices of I-9 Inspections Issued

Final Order Fines Issued

503 $675k

2196

$6,956k ICE Worksite Enforcement Trends ‘08 vs. ‘10

FY '08 FY '10


E-‐Verify Expansion

E-Verify Legislation - 2011


Next Genera:on Employment Eligibility Tools Must Have…

•  Fully compliant electronic signatures

•  Centralized I-‐9 visibility and management

•  Email access for employees and employers

•  Seamless integra:on with E-‐Verify

•  Enforce compliance through simplifica:on


Trend # 3 -‐ Background Screening Integra:on with ATS

22% of companies that perform background screening indicate that their screening solu:on is fully integrated

with their ATS

22%

Source: Aberdeen Group, 2010


Source: Aberdeen Group, 2010

Success!

Trend # 3 -‐ Background Screening Integra:on with ATS – It Works!


Benefits of a Fully Integrated, Turn-‐Key Solu:on

Benefits: ü  Increase efficiency by eliminating duplicate data entry ü  Reduce risk by lowering the probability of manual data entry errors ü  Increase productivity by eliminating the need to work in multiple systems ü  Improve compliance by automating and tracking your hiring process from

end to end

PRE-POPULATED CANDIDATE INFO

AUTOMATIC REPORT STATUS

•  Single Sign-On •  Encrypted Transport •  Intuitive Interface

Thank you!

Bill Glenn www.talentwise.com [email protected] [email protected] TwiPer: @williamwglenn 1.877.893.1665


Panel: Recruiting Technology & Social Media – A Perfect Match

#JobviteCHI

Dan Finnigan, CEO, Jobvite

Shelli Nelson, VP of Human Resources, Legacy Marketing Partners

Cheryl Bice, Director of Talent Acquisition, Millennium Pharmaceuticals

Ellen Allerton, Recruiting Manager, GrubHub

Moderator: David Lahey, VP of Customer Success, Jobvite

future of social recruiting - chicago, il

Business

financial

david lahey

background

candidate

customer success

social media

hiring process

employee engagement