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Employer Branding, Social Recruiting & HR Digital Innovations
Curated by
Herve Peitrequin
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A simple, yet efficient infographic on how to build a community for your business. This can be applied to Talent Communities. Delete the scoop?
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Herve Peitrequin's insight:
With every body talking about using Twitter or Facebook to recruit and not knowing what to do on these networks, I find this list of recruiting tools pretty refreshing and quite useful. I would be glad to discuss how one can use these tools and the usefulness of each one of these. Delete the scoop?
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This infographic explores the growing role social media plays when recruiters look for new talent. Check it out for some handy tips!
Herve Peitrequin's insight:
Key Takeaways: - 89% of recruiters have hired through LinkedIn, Facebook and Twitter are not the best places to find a job (yet) - Twitter interesting to follow info about companies - Social Resumes should be on job seekers lists Delete the scoop?
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In looking ahead to 2013, as talent communities gain in popularity, we are predicting a social renaissance of the corporate career website. This is a direct result of the social enterprise’s need to connect with top talent on the candidate’s terms. Delete the scoop?
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31% of people lie on their resume. You only reach 5% of the workforce through job boards Only 10% of visitors to a carreer website convert More than 7 out of 10 employers have successfully hired a candidate through social media in 2012.
Some good arguments for starting a social media recruiting strategy in 2013. 
Jannis Blume's curator insight,
December 26, 2012 1:37 PM
By reaching out to passive talent on industry sites where they are already active, recruiters can attract candidates who might not otherwise apply. The active candidate population only makes up 16% of the workforce. Delete the scoop?
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In my time at HootSuite, I’ve seen a sea change in the way that businesses approach employees’ social media use. Via RecruiterLarry Delete the scoop?
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This is how most companies reply to applicants:
“For every thousand who applied, 999 would get a system-generated ‘Thanks but no thanks’ email,” he tells LeadingCompany from Washington."
But what about customers?
“If I have a queue of customers willing to pay $4 for a latte, who then spend time getting into our system just to receive a ‘no’ from us due to the sheer volume of applicants and the way the system was set up, are they going to get back in line for their latte?”
Social Media allows Starbucks to treat applicants as customers. Is it expensive?
“But even then, it’s way, way less expensive than using employment agencies. It’s probably a tenth of the cost of traditional advertising.”
And finally:
“The companies that are going to hide behind ‘apply online’, and are apathetic and insensitive to the human element, well, they’re going to get the second- or third-rate candidates." Delete the scoop?
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"In five minutes, could you explain something to me that is complicated but you know well?"
Read on to see why it could say so much about a candidate... Delete the scoop?
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“The research revealed that 51% of the survey participants have been using Social Networking Sites (SNS) for employer branding and recruitment since 2010. While Qzone appears to be the largest online SNS in China, Renren and micro-blog platform Sina Weibo are in fact the most utilized SNS for employer branding and recruitment purposes at the moment. Majority of HR-professionals see social networks as the most important channel to invest in for employer branding and recruitment in the near future, whereas print media and mobile marketing are being considered as the least important channels to invest in.” Delete the scoop?
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The social recruiting trend is on the rise as recruiters continue to retain higher quality candidates through social networks.
92% use or plan to use social recruiting Delete the scoop?
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Check out how recruiting technology has changed over the years -- and how it can be updated for the social world. Delete the scoop?
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“When candidates hear about a company today, their first reaction is ‘let me search for it online.’ And so they go on a journey of discovery: about a job, a service, an issue, an opportunity. Today you are not behind your competition. You are behind the technology. You are behind your candidate.” Delete the scoop?
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![Talent Communities vs Career Websites: Which is Better? [INFOGRAPHIC] | Talent Communities | Scoop.it](http://img.scoop.it/bpaDRdnHMfK_ccqw7DW6wDl72eJkfbmt4t8yenImKBVaiQDB_Rd1H6kmuBWtceBJ)
In the war for talent, which will make more candidates apply - a career website or a talent community? This infographic, from Ascendify, gives all the answers. Delete the scoop?
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![How to Get the Best Candidates to See Your Job Posting [INFOGRAPHIC] | Talent Communities | Scoop.it](http://img.scoop.it/42ycXEJ4wzGReBX6oMGrbzl72eJkfbmt4t8yenImKBVaiQDB_Rd1H6kmuBWtceBJ)
You need to use job boards, search ads and social media to receive an influx of qualified candidates.226,000,000 searches per month on Google contain the word ‘job’.Indeed gets 100,000,000 unique monthly visitors.10,200,000 Americans said they gained their job through LinkedIn. Delete the scoop?
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Matt Charney gives us some really insightful statistics on the power of talent communities when hiring, pipelining talent, and employer branding efforts on the candidate experience.
Herve Peitrequin's insight:
Immediately we can solve many of our Candidate wants and our Recruitment woes by developing a talent community on a social network, like Facebook, Google+ or LinkedIn (or all three).We can notify applicants of new roles becoming available before they’re advertised elsewhereWe can post quick videos about jobs at our company to the social network that deal with taking a tour around our location, day in the life of an employee, FAQ’s answered by the CEO or head recruiter, and give advice for competing for jobs at our companyWe can respond publicly to questions in the community around job descriptions, qualifications needed for roles, career development and salary expectationsWe can ask for referrals from those in our talent network and existing employees for vacant roles. Delete the scoop?
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187,000,000 members in 200 territories 1,000,000 LinkedIn groups 65% of LinkedIn users are male 63% of LinkedIn users are situated outside the USA The top 3 countries (in terms of members are): 1. United States / 2. India / 3. UK Delete the scoop?
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The biggest 2012 recruiting fails:
1. The Facebook Job Board 2. BranchOut 3. Talent Communities 4. Social Recruiting 5. The Taleo Acquisition 6. Mobile Recruiting 7. Recruiting with Pinterest
I don't agree on every one of them.
It all depends what you mean by talent community? Do you mean a bunch of people getting together by the common interest of getting hired by your so cool company? Then yes, it's a fail.
I would add:
8. Recruiting with Instagram Delete the scoop?
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"Instead of just telling people about a job, we now have the ability to show people the job, the company and corporate culture using Pinterest." Another article about recruiting with a new network.
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The best (un)recruiting conference took place in London during 2 days, 22-23 October 2012. I couldn’t make it but followed it on Twitter. Here is a collection of my 35 favorites tweets, cutting through the noise. Delete the scoop?
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Mobile recruiting features on Instagram offers have turned the platform – not only into an employer branding tool – into a virtually untapped resource for recruiters. Delete the scoop?
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Using Instagram To Recruit? Here Is How Companies such as Starbucks or Expedia are already including Instagram in their recruiting strategy with great success. Of course Instagram isn’t a recruiting... Delete the scoop?
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Compared to the extremely high levels of creativity and innovation that are found in marketing and product branding, the sourcing aspect of corporate recruiting would have to be given a grade of “F” when it comes to creativity and trying new sources. Here is a list of 20 creative sourcing methods that proved to work, including Talent Communities. Delete the scoop?
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On the subject of Talent Communities, it’s better to point to public examples. Here are some stories you ought to be watching. OneWire seems to be a promising idea as it combines both niches of specialisation (finance) and geography (NYC). This thread on Quora seems to tell another story and people seem to be quit perplex about it.
Some of these examples though are not talent communities but rather people chatting and commenting around content (such as Slashdot).
This article really misses Stack Overflow. This is the most vibrant example of an IT Talent Community as users are rated by their peers for things they really do (not as on LinkedIn where recommendations are overused).
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