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.
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.
“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.”
“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."
“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.”
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 43% of recruiters who use social recruiting saw an increase in candidate quality 73% have successfully hired a candidate through social 31% of recruiters using social have seen a sustained increase in employee referrals
“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.”
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.
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.
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.
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...
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.
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).