How Should Global Telecoms CompaniesUse Social Networks to Aid Recruitment?

The Networks

Overview

• What does the arrival of social networks mean to recruiters and companies?

• A candidates perspective

• A beginners guide to some of the major networks

• What are the implications and how should you adapt?

Context

• Characteristics of the Recruitment Industry and it’s growth.• Fast paced technological change – papers, jobboards, ATS’s,

and now social networking• Existing challenges with recruiting internationally.

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Growth in Social Media Platforms

• Social Media platforms have grown dramatically in the past 2 years. Facebook alone has gone from 30 million unique visitors a month in March 08 to 90 million in March 09 – now it has 350 million users. Twitter as a platform reached 23 million users in July 09 – growing 16% in a month.

• All major companies have Social Media marketing strategies but often overlook recruitment.

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Trends in Social Networking Platforms

• Clear difference in emphasis between “social” and “business” networks.

• Linkedin, Xing, regional and industry wide networks are also growing rapidly. The largest Global Telco only network is TelcoProfessionals.com.

• Linkedin has 50 million users, however 50% of it’s users are US based and non industry specific. It took 16 months to gain it’s first million users and 12 days for the last million.

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What does the growth mean to recruiters and companies?

• Opportunities– Visibility of relevant skilled

people enhanced– Internal headhunting

option– Lower cost of hiring– Greater ability for

referrals / recommendations to be made

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Recruitment Challenges are Growing

• Issues– HR policies needed to

keep the best people– Recruitment strategy

redefined – so many networks where focus + review

– Balance between internal and external recruitment

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A new route to market for Candidates

• Opportunity to Peacock (be found)

• Which Networks & Associations?

• Hints and tips – Open profiles, Connections / Details / Blogging / Video

• Recent Examples (Sales Director / Architect)

• Don’t ignore traditional routes

• Obvious signs a recruiters would look for

• Treat job hunting like a full time job

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What sites should Global Telco’s engage with?

• Business orientated• Industry • Regional site & local language• Commercial considerations• Review continually what the sites are doing….

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The Facebook puzzle

• Set up recruitment fb page and enlist friends that see updates• Geographical advertising• Searching for candidates• Information Share / Privacy issues / Application Development –

opt in. Very interactive but only when “friend of contact” – IM etc• Dangers of open profiles & facebook “apts”

Job advertising could be added here- From 5 USD a click through - Adwords

Company Profile

Friends / People who will Receive job updates

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Using Linkedin for recruitment – the basics

• Maintain a full profile• Invite connections from

outlook that are already using linkedin

• Become “an open” networker to expand your network

• Proactively ask for recommendations

• Update your status to regularly mention your new roles to update your connections.

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Paid job advertising on Linkedin

• Linkedin has it’s own paid job advert service

• High price – limited coverage and usage

• $195 USD an Advert• No Database

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Linkedin Company Beta

• New job board can be associated with your company – integrate with company website

• Undisclosed pricing• Active job seekers only

New Tab coming

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Group Advertising via Linkedin

• Join relevant groups or create groups

• As well as discussions / blogs within groups you can also post jobs adverts

• Highly Targeted• Daily mail shots –

Discussions• No cost

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Linkedin Searching

• Advanced search function• Location & skill based• Previous & current company• Direct contact to people that

– Are direct connections– Share the same group

• Group membership benefits• Premium Accounts for inmails• Not interactive and limited inmails

prevent large scale recruitment – 500 USD a month for 50 messages

• Excellent Coverage + information for calling / mailing

• Main issue is very difficult to find people as profiles are free form and cross industry

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Using Twitter for recruitment

• Principal of building followers• Creation of Twitter accounts for specific skill sets• Tweet regularly• A lot of effort to set up and not that targeted

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Regional / Language Social Networks

• Xing – Excellent coverage of German speaking market and growing– Premium accounts allow for 20 mails to contacts a day – 75

Euros a year– Job posts 400 Euros each– Not very interactive (Blogs, Forums, Groups but improving)

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French Language

• Viadeo– French speaking network– Highly relevant for Africa– £6 a month – unlimited connections, inmails, 20 adverts– Not global

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Telco Industry Specific - TelcoProfessionals

• Telco only profiles• Global reach• C level over 40%• Use of Telco specific

associations and partners to provide content

• Fully interactive with advanced search, sponsored blogs, events listings, videos, and IM

• Growing fast

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Company Peacocking

• From 1500 USD a month TP marketing pack– Sponsored Blogs– Video interviews– Microsite sponsorship– Events mailer sponsorship– Pro-accounts –

headhunting resource– Banner adverts

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Candidate Searching

• With Pro-account unlimited mails

• Profiles have walls and inboxes

• Instant messaging to connections

• Facebook style freedom for free

• Update status of people you are looking for

• Links to other Social Networks

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TP – Jobboard

• Job posting from 35 USD• Partners with key Telco

Online Media sites and associations

• Telco only• Global• Roles emailed• Searchable database of

active candidates

TP Jobboard Partners:www.Telecoms.comwww.tmforum.orgwww.TelecomAsia.netwww.TelecomsEurope.net

TP Jobboard Partners:www.Telecoms.comwww.tmforum.orgwww.TelecomAsia.netwww.TelecomsEurope.net

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Other Platforms

• Mobile network integration services• Faster response times• Location based services make

local skills easier to contact• Search integration through ATS

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Implications

• Possible for any individual to play as a Headhunters – including the hiring managers

• All companies have through their own staff an existing large global network of talented people – referral fees

• Possible to increase the effectiveness of internal recruitment team or give guidance to a professional Headhunter

• Onus on Headhunters to bring more value

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Recommended Actions

• Review sites continually• Take advantage of free

opportunities• Trial advertising and

premium accounts on general and niche sites

• Peacock• Recruiter training & team

growth• Focus on staff retention

Happy Hunting!

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Thank you