Developing a successful social recruiting strategy [Genia Stevens]

Developing a successful social recruiting strategy [Genia Stevens]

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  Developing a Successful SocialRecruiting Strategy Presented by Genia Stevens, MBA [email protected] 608.466.7612
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  LinkedIn: 42% female/58%male Facebook: 51% female/49% male Twitter: 43% female/57% male Of workers who said social networks led to their most recent job, Facebook was the leading source at 78%. (source: Job Seeker 2011)
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  Q: What isa social recruiting strategy? A: A plan of action, utilizing various social media tools, designed to achieve a specific recruiting goal 1st – Clearly define your organization’s goal(s) 2nd – Determine what social recruiting means to your organization
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  Recruiting is: buildingrelationships and finding the right people for your organization Social networks: make recruiting easier and more focused Benefits of social recruiting: 1. Connect to the largest pool of both passive and active job seekers 2. Encourage employees to refer job seekers who are in their network 3. Lower your organization’s cost for sourcing
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  Before developing asocial recruiting strategy: 1. Understand the organization’s business objective: why are you using social media as part of your recruiting effort? 2. Set specific (realistic) goals a. What would you like to accomplish short-term (this quarter)? b. What would you like to accomplish mid-term (1 year)? c. What would you like to accomplish long-term (>1yr)?
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  Defining Your Company’sCulture 1. What is your company’s current brand promise/unique selling proposition to its customers? 2. What is your company’s current or desired employment brand promise? HINT: If you’re having trouble defining your employment brand promise, you can use the answer to #1 to shape the answer to #2
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  Defining Your Company’sCulture Social recruiting can be tailored to help you find candidates with the right skills and who fit your organization’s culture. To do that, you must learn more about your employees and what they think is great about your organization. 1. Determine the one value/vision/mission every employee at your organization shares. 2. Based on your company’s culture, who would be your ideal job seeker?
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  What Value DoYou Have to Offer Job Seekers? -Benefits -Perks -Career Advancement Your social recruiting effort should reflect the promises you offer as well as provide an accurate representation of the company culture. Content All content should relate to your employment value.
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  Content Ideas 1. Whatis your sale’s pitch when sourcing candidates? 2. Leverage content from the marketing department 3. Suggested ratio for social recruiting content: 25% company culture 25% job postings 25% how to get hired 25% fun 4. Create a content schedule 5. Experiment with video
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  Utilizing Employees inYour Social Recruiting Strategy 1. Empowering employees as recruiters increases the number of contacts in your organization’s database 2. Engaging employees in the recruiting process increases the number of high quality prospects your or your recruiter has access to 3. Engaged employees serve as your organization’s brand ambassadors; they help to positively promote the company’s culture See: Facebook.com/DialAmerica
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  Utilizing Employees inYour Social Recruiting Strategy Questions you need to ask yourself: 1. Which social networks do you use to engage employees? 2. Are your employees currently referring friends and network contacts? 3. Why do your employees do referrals? - referral bonuses - easy to broadcast job descriptions - love the company 4. Are you making it easy for employees to utilize their social network to refer friends and network contacts?
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  Questions? Genia Stevens, MBA 608.466.7612(office) 608.466.5230 (mobile) [email protected] www.geniastevens.com