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socialrecruiting RSS feed Tag: socialrecruiting

Source of Hire: With Referrals Down, Direct Sourcing and Agency Hires Rise

by Jul 25, 2014, 6:38 am ET

CareerXroads source of external 2014Employee referrals waned again in 2013 as a source of hire, as talent acquisition leaders increasingly leaned on other recruiting methods to fill their external hires.

The just released CareerXroads source of hire survey — its 13th — found  the 50 participating employers, some with more than 200,000 workers, relied more heavily on direct sourcing and help from third party recruiters in 2013 than at any time in the previous decade.

They also accelerated their temp conversions, which, at 4.4 percent of the full-time hires, was nearly three times the rate in 2012.

In fact, except for print, every sourcing method tracked by the recruiting  consultancy CareerXroads showed an increase in hiring activity. keep reading…

Closing the Engagement Gap

by Jul 9, 2014, 12:25 am ET

Screen Shot 2014-06-22 at 8.19.53 PMEmployees can be a very big recruiting resource

A recent report by PR firm Weber Shandwick — Employees Rising: Seizing the Opportunity in Employee Activism – has a lot to say about the potential for tapping employees as a recruitment resource.

The report is based on a global survey done by the firm. The survey found that engaged employees can become activists for their employers. They can be an employer’s best advocates, promoting the company as a great place to work. Many employees actively defend the reputations of their employers. More than half of all employees surveyed reported defending their employer to family or friends or in a public form like a website or a blog.

But they can also be its worst opponents. Just read the reviews on Glassdoor for proof of both.

None of this should be a surprise, but what’s most interesting in the report is that employee advocacy is a largely untapped resource. keep reading…

Waiting for Godot: What to Do When Social Media Fails to Deliver on Its Promise

by Jun 27, 2014, 5:19 am ET

Screen Shot 2014-06-26 at 1.20.42 PMExpectations for what social media can deliver for recruiters have been a lot like the story of the play mentioned as the title for this post. The characters spend all their time getting excited about the arrival of Godot — a man or perhaps a deity. They can’t be sure if they’ve met Godot, if they’re waiting in the right place, if this is the right day, or even whether Godot is going to show up at all, but great things are supposed to happen when he does show up. Well, you can guess how this ends. keep reading…

Recruitment is Marketing: 3 Changes You Need to Make

by Jun 25, 2014, 12:04 am ET

Macy'sOnce upon a time we sold products much as we “sell” jobs and organizations today. At the turn of the 20th century, merchants waited for a potential buyer to show up. The buyer was supposed to know what they wanted and ask for it. Most of the merchandise was kept in drawers or under the counter. A customer had to ask for something specifically and the merchant showed them only one particular item. There was no engagement, no selling, and no touting the benefits of the product.

But, soon department stores like Macy’s changed all this by displaying items openly, running ads targeted, in particular, to women. It offered well-known socialites the newest fashions and relied on gossip and word of mouth to attract new referral customers. Window displays created dream worlds and played to emotions. They encouraged salespeople to engage with the customers, build relationships, and even try on clothes or demonstrate the product.

Recruitment has a lot to learn from this story and from marketing. keep reading…

Reaching the 2nd Layer of Your Company’s Social Network

by Jun 24, 2014, 12:58 am ET

Social network mapping has been a popular buzzword with talent acquisition professionals for the last few years, but acquiring a solid understanding of how to build and use a map of our social networks is still well beyond our grasp. Most recruiters’ experience with social network mapping begins and ends with the LinkedIn Maps tool. While this is an excellent place to start, there are several limitations to the tool:

  • You can only see your first level connections
  • It’s difficult to navigate and sort through 1,000 to 10,000 dots and lines
  • Depending on your connections your map could take 30 minutes to load
  • You are just examining people that you’re connected to and not growing your network

Here’s a screenshot of my InMap … it looks like the most intense game of connect the dots on the planet. keep reading…

Why Social Job Matching Will Replace Talent Assessment Tests

by Jun 5, 2014, 12:43 am ET

Screen Shot 2014-05-22 at 10.43.34 AMTalent assessment continues to grow as a legitimate business tool. Times have never been better for those who provide and use talent assessment solutions. Despite the seemingly infinite complexities that can come with the territory, companies of all shapes and sizes are realizing the business value of using assessments to support insight on quality of hire.

As good a tool as talent assessment is, it remains old fashioned and continues to have trouble getting out of its own way. The real disruptive force in quality of hire will take the form of “social job matching.” keep reading…

3 Questions to Consider Before Implementing a Talent Pipeline

by Jun 4, 2014, 12:28 am ET

Screen Shot 2014-05-20 at 12.22.06 PMThe challenge of building a talent pipeline has been a headline topic among recruiting strategists for years, but a majority of firms still don’t see the need or don’t feel they have the resources to do the job right.

A recent survey we conducted found that just 38 percent of employers continuously recruit throughout the year — despite the fact well-managed pipelines can yield real benefits. Two-thirds of those who continuously recruit say their strategy shortens their time to hire and 54 percent say it lowers their cost per hire.

Maintaining and using a pool of interested, qualified candidates for positions that aren’t yet open can be a daunting task. If your organization is still on the fence about talent pipelining or if you are simply not sure about the best course for implementation, the answers to these three questions should provide motivation and direction.

Is the Recruiting Status Quo Costing Your Organization? keep reading…

A Recruitment Revolution Is Upon Us

by May 30, 2014, 12:10 am ET

I am seeing a revolution happening in recruitment. keep reading…

Social Recruitment Engagement — How do You Measure Success?

by May 21, 2014, 5:02 am ET

I recently highlighted some social media recruiting tools that help you reach and engage your ideal candidates. But how do you measure that “reach” and “engagement”? Which metrics mean success in terms of finding high-quality hires and justifying your spend? This week, I help you find the ROI of social recruiting.

Find Metrics That Matter keep reading…

Predictions for the Future of Digital Talent Acquisition: Social Media (Part 2 of 3)

by May 21, 2014, 12:06 am ET

Screen Shot 2014-05-06 at 5.12.46 AMThis is the second part of a three-part series on the future of digital talent acquisition. In part one, I looked at content. Content will be the watchword of the next few years and there are some very specific ways talent acquisition professionals can ride that wave. But content is a spark waiting for gasoline in the shape of social media.

It has only been a few years since social media escaped the dorms and became the communication and financial powerhouse we see today. To some extent, we’ve seen social media complete its maturation process to compete with TV and display ads. No longer is social media a means for people to talk to each other that happens to have ads on it. Now, it is a medium for ads that happens to allow you to connect with friends.

If you don’t believe it, take a look at your Facebook feed. If you stripped out updates for games like Farmville and Candy Crush, updates from brands, links to other websites and videos, and updates from other social media channels like Instagram, Pinterest and Spotify, what’s left? Not much. Not much at all.

But that doesn’t mean social media is dead. It means that it is changing and evolving. Maturation of the content channel coincides with a maturation of the business model: many of the feed updates are paid for. It used to be if you were a fan of Coke or Bucky Badger, their updates would show up on your feed because you are a fan. Now, only about 1 percent of all brand updates organically (read: free) make it onto peoples’ feeds. Everything else gets paid for.

So look at your Facebook feed again. Think about how many of those updates were paid for and what they cost. Think about how much time and effort goes into all those Upworthy, BuzzFeed, and Huffington Post “articles” that flood your feed. Think about the amount of actual conversation that is taking place on your Facebook feed and you’ll agree: Facebook has changed a great deal in just the last four years. This means that in the near term, any Facebook campaigns you’re considering will be more expensive just to maintain the same reach. This means that in the long term, maybe Facebook isn’t a social media platform as much as it’s an ad platform. This should change your thinking of if and how to use it. keep reading…

Check Out These Recruiting Tools

by May 14, 2014, 12:01 am ET

bullhornRecently, I showed you how Jobvite’s latest survey revealed that recruiting via social media is increasing. Ten percent of respondents said they found their “favorite or best” job through Facebook; 6 percent found it through LinkedIn and 5 percent through Twitter. As for recruiters, 94 percent of them are on LinkedIn and 65 percent are active on Facebook — and, most importantly, 78 percent say they’ve made a hire through a social network.

In addition, social media is a great way for recruiters to engage passive candidates. There are some great new tools that integrate social media into your talent acquisition efforts. Here are my favorites. Before I start, let me say that this isn’t an exhaustive list meant to exclude; it’s merely meant as some good examples! keep reading…

Are You Ready for the Changes Coming to Social Media?

by Apr 16, 2014, 5:17 am ET

Screen Shot 2014-04-13 at 6.16.22 PMMaybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.

Twitter Becomes More Like Facebook keep reading…

Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck

by Apr 15, 2014, 12:39 am ET

MinneBar 9Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.

I was wrong.

Really, really wrong. keep reading…

Moving from Transactions to Engagement — 4 Recruiting Trends

by Mar 27, 2014, 5:09 am ET

Screen Shot 2014-03-13 at 3.08.18 PMRecruiting is finally moving away from transactional thinking and beginning to understand how to better connect and engage with relevant candidates. We are not there yet, and I may be too optimistic, but many recruiters are making the transition to engage candidates and improve their experience and are therefore making more hires, increasing candidate satisfaction, and bringing in people who become productive faster and stay longer. An exemplar here is Google that has dropped many of its previous job requirements and adopted ones based on data and results.

We are moving slowly through the hype of technology into the deeper waters of understanding candidate psychology and motivation.  Over the next five years I expect to see much less focus on tools and technology, and much more use of them to really engage candidates and improve the experience they have in finding the right use of their skills.

Here are the four trends I see unfolding. They will not all be competed in 2014 but they will certainly be well underway in many organizations.  I’d love your comments and feedback.

Engagement/Experience 2.0 keep reading…

7 Questions and Answers About Recruiting With Social Media

by Mar 12, 2014, 5:18 am ET

Screen Shot 2014-03-03 at 2.12.30 PMEveryone is incorporating social media into their recruiting practices, but every recruiter has had that moment — the moment when you feel like the kid in class, raising your hand to ask a question that you feel like everyone knows the answer to already.

This should help:  keep reading…

6 Classic Rules of Engagement for Engaging Passive Candidates via Social Media

by Mar 10, 2014, 5:42 am ET

Round up the usual suspects. - Claude Rains, Casablanca, 1942

Movie buffs will recognize this classic line from the closing scene in the film Casablanca when the police captain issues an order and saves the hero, played by Humphrey Bogart, from arrest.  The quote also accurately and, in our view, unfortunately, describes a common recruitment scenario. Organizations often will dip into the same pool of “usual” candidates, time and time again, rather than make the effort to engage highly desirable passive candidates.

It’s not that recruiters don’t want to engage the passive candidates that, by some estimates comprise 75 percent of the workforce … it’s that they often really don’t know how OR don’t have the time. By definition, highly desirable passive candidates aren’t interested in switching jobs, so getting them interested in your organization and eventually building an interactive relationship via social media with your recruiters is challenging, to say the least.

While there are literally hundreds of social networking tools available, using them to craft a solid strategy to precisely pinpoint and truly engage passive candidates requires persistence, patience, and an understanding of six classic rules of engagement, described in more detail below:   keep reading…

Never Underestimate the Power Of Social Media

by Mar 4, 2014, 5:56 am ET

Not Kelly BlazekBeing Kelly Blazek has got to be so hard these days. When other Kelly Blazeks have to change their LinkedIn profiles to say they aren’t that Kelly Blazek, you just know things must be nasty for the Kelly who is that Kelly.

The Kelly who is that Kelly and the self-proclaimed “House Mother” of the Cleveland Job Bank became the target of international scorn after her nasty response to a 26-year-old marketing communications hopeful went viral. Besides denying Diana Mekota access to the popular local job bank, Blazek fired off a drippingly sarcastic email calling her “a total stranger who has nothing to offer me.” keep reading…

Engineers Say Facebook is Dying and Won’t Last the Decade

by Feb 21, 2014, 5:43 am ET

Facebook death chartHere’s something you never heard at a recruiting conference: check your best candidate’s blood type before making an offer.

(You were expecting we’d start with the Facebook death thing? That’s what we call a teaser. Patience. It’s coming.)

If it’s B negative, you’ve got a pessimist on your hands. They might be the exactly right person for a job in disaster planning or safety officer; not so much for sales, unless fear of the failure they expect keeps them motivated.

How about an O? In the U.S., blood banks give those donors the top-tier treatment. In Japan, where this blood typing thing is totally out of control, Os are considered curious, generous, sociable, if a bit stubborn and flighty. keep reading…

Social Recruiting: Too Important for Interns

by Feb 4, 2014, 12:33 am ET

At ah HR event earlier this month, I advised organizations on adding more social media to their 2014 talent acquisition efforts. Since then, I’ve heard from many organizations who told me, “We’ve assigned our intern to handle that.”

That’s a mistake. Here’s why. keep reading…

Who’s Responsible for Social Recruiting?

by Jan 23, 2014, 6:09 am ET

Screen Shot 2014-01-14 at 11.06.48 AMCandidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is. keep reading…