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socialrecruiting RSS feed Tag: socialrecruiting

Marketing v. Recruiting: Who Owns Social Talent Acquisition? You Be the Judge

by Mar 11, 2015, 5:44 am ET

Screen Shot 2015-03-06 at 8.43.59 AMBailiff: The District Court of ERE will now hear the case of Marketing v. Recruiting.

Marketing: May it please the court, we believe that an organization’s Marketing department should own its social media recruiting channels. Marketing professionals have experience in social media from their consumer-facing efforts. They know how to create content, how to engage audiences, and how to track success with analytics. Recruiters have little experience in this type of interaction. They should stick to careers sites and job fair brochures, where they can best use their strengths — evaluating résumés and holding one-on-one conversations with candidates. A company should have one brand and speak to all its audiences with the same voice: the voice of Marketing. Thank you.

Judge: Very well. Recruiting? keep reading…

Why Social Media Will Become Harder, and Other Talent Acquisition Trends

by Jan 20, 2015, 5:40 am ET

Screen Shot 2015-01-14 at 3.42.03 PMMillennials, generation Z, and social media: three predictions about how the recruiting and talent landscape will change. Read on:

As millennials enter managerial roles, workplace dynamics are sure to shift.

The millennial generation is one of aspiring leaders: globally, nearly 70 percent of millennials say that becoming a leader/manager is either important or very important. This has had implications for recruiters for many years, but now, as millennials are passing through the entry stages of their careers and actually becoming managers, it will have a significant impact on the workplace dynamics.

Millennials around the world are motivated to become leaders for different reasons – while high future earnings was the dominant theme globally in research we’ve done, others especially want opportunities to influence the organization. Interestingly, challenging work and decision-making power ranked lower on the list. keep reading…

4 Ways Content Beats Social Media in Recruiting Quality Candidates for the Long Haul

by Dec 24, 2014, 5:04 am ET

Screen Shot 2014-12-16 at 10.06.15 AMIt’s the end of the year and that means that if you aren’t thinking about the tactics for next year, you’re definitely reviewing the past year to see what worked and what didn’t. I love this time of year, because the hustle and bustle eases and we can all take a big deep breath and reflect on the plan. Instead of running from one fire to the next, from one demand to the next, we can plan.

So obviously, you want to get involved in the new channels, like content, in all sorts of variations: blogs, video, employee-generated, podcasting, employee profiles, reasons why someone should work for you, etc. But you also know you need to stay in social media. Facebook, while 12 years old, is still “the place” to reach people. And LinkedIn is still the primary watering hole for people looking for jobs, so you have to be there.

But when push comes to shove, you have limited budget resources. You can’t buy everything you want, so you have to prioritize. So, if you are down to your last proverbial budget dollar, where do you spend it? Social media, or content?

Let’s start by looking at social media. These days, Facebook is a pay-for-play network. You only reach 1-3 percent of your organic audience, and Facebook just announced that posts that are purely promotional (“Buy this!” “Download this!” “Apply here!”) will be downgraded even more. So if you want your job posting to be seen by more than the tiniest fraction of potential fans, you need to pony up the cash. Remember when social media was cheap? That seems like a very long time ago.

While Twitter isn’t as bad as Facebook, it us already talking about filtering content as well, not pushing your job posts to all your fans. Again, bring your checkbook.

And LinkedIn? It also filters all traffic you see in your news feed. So all the time and energy you spent getting 100,000 fans wasn’t that productive, as you can’t really reach them all without spending money.

Let’s not forget that the big pitch social media gave us was “Sure, we have low click rates, but it’s all so cheap, who cares?” Now that it isn’t so cheap, low click rates aren’t so enticing.

Content is labor intensive. Even if you can magically grind out a short press release or blog post in an hour, the time to proof, edit, review, and approve it makes it expensive. And if you want something grander than just a blog post (said the guy who writes a lot of blog posts all day), the price tag goes way way up.

But content has a few things going for it that lower the price tag. keep reading…

Getting the Big Picture: Visual Content Is Critical to Building Engagement

by Nov 20, 2014, 5:33 am ET

Screen Shot 2014-11-16 at 8.32.44 PMLately the fastest-growing social networks are those that emphasize visual content. Instagram is the fastest-growing social network, followed by Tumblr and Pinterest. Data from Statista shows that people spend more time on Pinterest (1 hour 17 minutes per month) than on Twitter, LinkedIn, MySpace, and Google+ combined. On Facebook pictures and photos make up 75 percent of the content and produce an 87 percent engagement rate(as measured by likes and comments). Adding a video or photo URL to a tweet increases retweeting by 28-35 percent.

It seems a picture really is worth a thousand words. Recognizing this fact and taking advantage of it in recruitment marketing can be a big help to recruiters who are sourcing on social networks. keep reading…

Do Companies Make the Most of Their Employer Brands?

by Nov 18, 2014, 6:44 am ET

Campaign marketing managerBranding goes beyond messaging and includes a company’s products and services as well. The same goes for employer branding. Can Yelp employees rate their jobs on Yelp? Do Glassdoor Employees rate their experiences on Glassdoor? Can you drop your resumé into a Dropbox to apply for their jobs?

Can You Apply for a Job at Twitter With a Tweet? keep reading…

FB@Work, Facebook’s New Business Service, Being Tested

by Nov 17, 2014, 7:23 pm ET

facebookFacebook is testing a new professional service specifically intended to be used in the workplace.

The company has so far been mum about “Facebook at Work.” However, the Financial Times, which disclosed the secret project, said it is designed as a collaboration tool, allowing users to share documents, communicate with colleagues, and build networks of professional contacts. Because it will enable users to keep their social network completely separate from their professional one, the new service is being considered a competitor to LinkedIn and to services from Google and Microsoft. keep reading…

The Intersection of HR & Marketing: Employee Advocacy

by Oct 28, 2014, 5:26 am ET

dot.govAlthough it may not seem like it at first blush, HR is no stranger to marketing.

At its core, that’s what recruiting is: marketing and direct sales. Those in the recruitment profession market professional opportunity through sharing openings, culture, and brand association. On the sales side, its quite possibly one of the hardest sales jobs; much like real estate, both sides are buying, so both sides can say no. It’s not like a car is going to refuse to be sold to a buyer.

So over the years, recruitment has focused on refining its “spoken sales pitch.” While an important part of the process, it is fairly limited in its reach. The move to digital marketing came about and our ability to broadcast news, share glimpses into our company culture, and build different level of “relationships” with ‘brand-fans’ widened. The online space got very, very noisy.

Amidst that noise emerged evidence of fissures in the brand façade; the carefully crafted messaging by the brand didn’t actually match conversations about the workplace realities of the employees. “A company that cares? Sure … about profit! Let me tell you how… [insert employee vent session here].” Well-intentioned employees trying to help disgruntled customers or potential buyers by giving product/service information that proved to be inaccurate. Less-than-flattering posts from the “personal” side of life conflicting with stated goals, ethics, and morality embraced by the organization.

All of these disparate voices, fragmented messages — they have traditionally freaked out marketing, human resources, and the C-Suite … with fair reason: the disharmony can create confusion in candidates and consumers, which is clearly bad for the brand.

The reality is that employers cannot “silence” the voices. They never really could. Those fissures always existed; however, the adoption of digital ecosystems vastly extended individual reach and amplified their individual stories “on brand” or not. And here’s the real kicker: employees have more credibility, individually, than executives, according to the Edelman Trust Barometer. So if we’re unable to “control” these powerful voices, what are HR marketers and brand managers to do? The need behind this question drove the creation of a new category that sits at the intersection of marketing and human resources: employee advocacy.

An employee advocacy program is about more than marketing controlling how the brand message is shared. keep reading…

LinkedIn Terms Update: Your Content Is Yours (and Please Don’t Spam)

by Oct 22, 2014, 6:55 am ET

LinkedinLogoTransparentFor most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.

The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later. keep reading…

How This New Zealand Technology Company Has Been Able to Double Headcount Each Year

by Oct 16, 2014, 12:58 am ET

office photoEROAD is an Auckland, New Zealand-based startup that was established to modernize road user charges in New Zealand. In 2007 the business began to commercialize its research and development and seven years on, it has just launched in both Australia and the United States.

Having seen several articles about EROAD’s recent IPO, growth into Australia and North America and its comparatively huge demand for highly skilled engineers, I met with EROAD’s HR Manager Rebecca McKaskell to gain an insight into how with a relatively unknown brand she has been able to support the highly technical resourcing demands of this business. keep reading…

Recruit Top Prospects During Their ‘Angry Hours’ — Because Timing Is Everything

by Oct 6, 2014, 12:03 am ET

An in-depth analysis on how the right timing can dramatically improve recruiting

In my experience, the hardest-to-recruit exceptional targets are those who I label as “no, and stop calling me” passive top prospects who simply won’t accept a recruiter’s call. Even though most recruiters will tell you that their lack of interest in changing jobs is unwavering, my research has found that there are exceptions that may occur once or twice during each year, and I call them “their angry hours.”

During this brief time period the prospect is open to a recruiting discussion because something has recently occurred that makes them angry about their job, their manager, or their company. And for at least a few hours … that anger makes them suddenly receptive to recruiter calls and to new job opportunities.

Timing Is Everything in Sales and Recruiting keep reading…

Your High School Kid Has a New Career Site

by Sep 4, 2014, 4:05 pm ET

Screen Shot 2014-09-04 at 1.00.56 PMYou can now recruit people young enough to wear braces, with the launch of a website for high schoolers to showcase their achievements and for helicopter parents to brag about their kids if they get tired of doing so on Facebook. keep reading…

Social Network Just for Military Is Helping Vets Get Jobs

by Sep 4, 2014, 12:27 pm ET

rallypoint homepageWhen active military are ready for a new assignment, seniority allows them to request certain postings. Military procedure is that they discuss the options with a human resources officer. Even the best of the HR officers, though, can only hope to know of some of the potentially thousands of openings and locations worldwide.

Recently discharged veterans and those not long from returning to civilian life have a different problem. Finding a job for them is complicated by the different languages military HR and civilian recruiters speak. Often, in the translation, too much is lost, leaving highly trained specialists struggling for any entry-level positions. keep reading…

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…