group 3 hrm_finalppt

7/29/2019 Group 3 HRM_FinalPPT

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Leveraging Social MediaFor Talent Acquisition

Group 3Harshita||Mayank||Manmohan||Yatin||Swimmi||Ishan||Nilanjan


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The Recruitment Cycle

ContinuingSupport

Assess Capacityand Demand Plan

workforce

needs

AdvertisePostRobustRecruitment

Process


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Sources Of Recruitment

Employmentagencies

Print Media and

Agencies Job Fairs.

Internet

Organizationwebsite

Online JobPortals

Socialnetworkingwebsites

Dot-Jobsdomain

OutsideSources

InternalSources


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Internet Recruiting

Pros vs ConsText

Cost Effective

Quicker Response

Discriminatory

Overload of CVs


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The Changing Social Landscape

Passive recipients ofinformation

Constrained by naturalboundaries

Face to Face Living within our means Job for Life

Active knowledgesharers/drivers

Borderless Invisible Have It All Continuous Learning

From To


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Development of the Recruitment Market

Title

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Social Media : Facts and Figures

Social Adoption is

Undeniable:

As of June 2011,

47% of all websites

worldwide had a link to

Facebook

on the homepage

42% link to Twitter

17% to YouTube4% to LinkedIn


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Most Used Social Networks

By 2013, 62% ofweb users and48% of US

population willuse Facebook

750 million usersworldwide

Average userspends 55minutes per day

on the website 61% users are35 years +

180 million uniquevisitors per month

200 million tweetssent in a month

20.6 million adultusers who have 300followers and follow420 profiles on anaverage

37% users tweet

from their phone

156 million publicblogs in existence

52% of social

media users readblogs

89% ofcompanies updatetheir blogs >1times a day

130.4 million

unique visitorsaccess theseblogs in a month


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Why are firms interested in socialmedia recruiting?

Qualified candidates

Candidate diversity

Global candidates

Higher visibility

Find passive

candidates

Reasons and

Benefits of

Social Media

Recruiting

Wide reach

to target

audience

Better

Brand

awareness

Quick

resposive-

ness

Cost andvalue add of

recruitment

Business fans

College impact

Wider reach

Quick sharing

It is engaging

Increase ROI

Better credibility

High believability

Reduced cost per

hire

Better yield

Faster response

Personal appeal

Lower vacancy days Benchmarking

It goes viral


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Importance of social media for employer

30

51

34

36

44

37

43

42

17

6

8

10

6

2

5

5

2

4

11

7

SMALL

MEDIUM

LARGE

TOTAL

Importance of Social Media Business

Strategy to the future of their businessaccording to US executives, by size of

business, May 2011

Very important Somewhat important Not very important

Not at all important Dont know

Source: eMarketer.com

78% of executivesthink a socialbusiness strategyis somewhat or

very important tothe future successof their business.

Social media hasproven to be more

than a fleeting fad.


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Social is new standard

42%

58%

73%80%

88%

2008 2009 2010 2011 2012

US companies using social media

tools for marketing purposes,2008-12

Source: eMarketer.com

While marketing, customer

service, and PR have adoptedsocial media, talent acquisitionstill lags in adoption.

The key is helping HR understandthey have to sell jobs to talentjust like products and services

are sold to customers.

4 out of 5 Fortune 100 companies have asocial media presence, 38% use it to

recruit

Top 3 sites used by the Fortune 100:LinkedIn (73%), Twitter (73%), Facebook(68%).

79% 86%88%

50%

TOTAL US EUROPE ASIA PACIFIC

Global companies using at leastone social media platform


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Changing recruitment mix

Source: Jobvite,2011, social recruiting survey

Shift from traditional,broad-appeal tacticsto personal, 1:1 efforts

Employers investing in:

interactive upgrades to

their careers site adding video

connecting social sites

making jobs easier toapply to from mobiledevices

social referral programs

SEO for employer brand

enhancing socialnetworking profiles


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New talent acquisition stream

78.3%

20

40

60

80

100

1054.6% 44.8% 18.7% 13.7%

Social Networks used for Recruitment Among the Fortune 100, 50%use social media to recruit,38% of which have aseparate corporate andrecruitment presence

82% of HR professionals use

social media as their talentacquisition strategy

Less than 30% of HRprofessional have adedicated resource for socialmedia management

77% of HR professional needhelp measuring the ROI ofsocial media efforts

Source: Ochre HouseStudy, April 2011


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Focus of social media recruiting

Recruiters say a focus on passive candidates is their first priority. Messages will emphasizebenefits, compensation, flexible work hours, telecommuting, and a faster hiring process.

Source: Jobvite,2011, social recruiting survey


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Why is social media relevant forcandidates?

Active JobSeekers

90%

Use social media at least

once per week

Candidates

Passive JobSeekers

80%

Use social media at least

once per week

Source: 2011 CareerBuilder Social Media Survey 1 18-24 year olds 2 18-35 year olds


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More reasons

14% of job seekers devote all of theirtime searching on social media sites

31% use LinkedIn to search for jobs and

manage their professional networks

18% of jobseekers use Facebook to

search for jobs

An estimation of 50% of hires are

through referrals.

Sourced from: Simply Hired, 2010 & Networkmarketingjobs.com


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Why do people join careers pages?

58% want to work for a company

55% have an affinity for the brand

37% want questions answered

25% are current employees

58%

55%

37%

25%


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An inside view of

what its like to workat a company is mostimportant to talent

Expect to see jobs,staff experiences,and answers tofan questions

Essential: justificationfor why a company isa desirable workplace

Why do people join careers pages?

10 things Candidates want from aCareers Page


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The traits of a social Job Seeker

More than 64% people research a company before applyingfor a job

Interacting with a company in social media gives them astronger connection to the brand

Expect companies with a social media presence to beresponsive

Are more likely to apply to a job at a company with a socialmedia presence

Peer comments in social media impact their opinion of acompany


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Leveraging Social Media to connect

PeopleInterested

CompanyEmployees

Peoplewith Skills

Attract

Be present wheretalent can find you

Listen in on

communities relevant

to your business

Identify active

contributors to the

Community

Project your

company as a

thought leader


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Recruiting through social media

Recruitingapproaches

through socialmedia

EmploymentBranding

Use listening tools to

figure out what current

and prospective

employees are saying

about your culture,

nature and type ofwork, and other

competitors for your

talent

Identify, create and

participate in

conversations in

relevant online

communities

Build a process thatwould empower users

to respond and

participate in the

conversation

SocialAggregation

Showcase work culturethrough Employeeblogs

Provide Socialrecruitment platform forpotential employees

Showcaseorganizational cultureon own community andon social outposts

Advocacy program tobuild pipeline

Encourage youremployees toparticipate in such

forums Empower employees to

share their work toshowcase how excitingit is to work


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Social recruiting is ALL about Engagement

Social Media

Presence

Give them content that is valuable to THEM and the platform THEY are on


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Improvements on Existing Processes

ManagingPassive Talent

Using MobileApps

SearchEngine

Optimization

ExpandingMeasurement

Efforts

ImprovingTalent

Scouting

AddressingTime

Challenges

FacilitatingNew Hire

Orientation


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Key Improvement Tactics

Passive candidates make up of 70% of workforce

Improve brand and perception of job opportunities

Long term dynamic relationship with talent pipeline

Managing PassiveTalent

3/4th of mobile talent uses social network daily

Invest in mobile optimized website for job seekers

Key tactics: Apps, mobile sites, text alertsUsing Mobile Apps

226 million job searches on Google per month

Enable job seekers to filter jobs as per requirement

Job descriptions need to rank well in search results

Search EngineOptimization


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Key Improvement Tactics

Enhance business intelligence by social media

Use qualitative judgment by using chats

Involve non-recruitment stuff in the process

ExpandingMeasurement Efforts

Create private social network of talent brokers Manage specific talent poolsImproving TalentScouting

Quick responses with planning and preparing

Enhanced digital monitoring will reduce time

Collaborate internally through social media

Addressing TimeChallenges

Cultural orientation through social media

Training through wikis, forums, chats

Identify community of practice and SMEs

Facilitating New HireOrientation

group 3 hrm_finalppt

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