Original post: Developing a Social Media Strategy, By Ryan Leary, Kenexa
As the saying goes, the more things change, the more they stay the same. For corporate recruiters, the need to attract qualified talent in an effort to build a talent pipeline is the same. But how recruiters build talent communities and connect with both passive and active candidates is changing. There’s no denying that recruiting is experiencing a powerful paradigm shift powered by Web 2.0 technology. Web 2.0 is a new category of Internet tools and technologies that includes blogs; social networking sites such as Facebook, LinkedIn and Twitter; and content communities such as YouTube and Flickr that encourage collaboration and communication. According to a recent McKinsey & Company survey on Internet technologies, two-thirds of respondents view Web 2.0 as an important part of maintaining their company’s market position, either to provide a competitive edge, match the competition or address customer demand.
Tagged as:
kenexa,
recruiters,
recruiting,
social networks,
social recruiting,
talent communities
Social recruiting gets a kick in the pants with JIBE, a platform that uses the power of your friends to get hired.
I got my invite today to try out the newest platform for job seekers and recruiters alike. Currently in private beta, JIBE is the epitome of leveraging social graphing for finding candidates as well as positions — job listings are ranked by how often they are viewed and employers can “unlock” applicant profiles and then see who that applicant is connected to. The whole premise builds on how we’ve seen social media used for recruiting thus far and takes it to the next level. And it’s pretty freaking exciting if you ask me.
First off, I created my profile and immediately connected it to my Facebook and LinkedIn accounts. JIBE is supposed to integrate with your Twitter account as well; however, I haven’t been prompted or seen how this is done yet. Completing your profile builds your bank of credits, which you will need to apply for positions (additional credits can be purchased as well).
Tagged as:
jibe,
localbacon,
social recruiting
Research commissioned by Microsoft in December 2009 found that 79 percent of United States hiring managers and job recruiters surveyed reviewed online information about job applicants.
Most of those surveyed consider what they find online to impact their selection criteria. In fact, 70 percent of United States hiring managers in the study say they have rejected candidates based on what they found.
Review the results of the survey to see how online reputations impact people’s lives. The research comes from interviews with over 1,200 hiring and recruitment managers and 1,200 consumers in the United States, the U.K., Germany and France.
The results of the research reveal what you post on the Internet and what people post about you can affect your professional life.
Monitor your online reputation
First, find out what information is already on the Internet and assess the impression it leaves on people.
Tagged as:
data privacy,
hr,
microsoft,
online reputation,
Recruiting,
recruiting,
social media
Original Post: The Many Benefits of Social Network Recruiting: Making a Compelling Business Case
How do you convince cynical executives to fund a social network recruiting effort?
It’s hard to argue against the statement that social networking (i.e., Facebook, Twitter, YouTube) is an extremely hot topic in business. But I have yet to find a single CFO or senior executive willing to fully fund a comprehensive social network recruiting strategy based merely on the fact that it’s a hot concept.
Even when budget is made available, most organizations need to develop measures to help direct spending into the right efforts that will provide them with the highest recruiting impact and ROI. There is no escaping it: making a compelling business case must become a priority for social network recruiting champions.
In this article, I’ll provide an outline of the four basic business case steps covering how to secure funding during these tight economic times.
Tagged as:
Recruiting,
recruiting,
social networking
I’m currently in the process of working with our Talent Acquisition team to improve my company’s external Careers site, the front end “static” pages as well as the applicant tracking system (ATS) itself. Some of the challenges that I am currently facing are:
- Effectively communicating what we do as a business in a fun and interactive manner.
- Streamlining the user experience so that it is easy for applicants to find and apply for positions.
- Conveying the company as a great place to work with excellent benefits and programs (and it is!).
- Aligning the recruiting brand to the corporate enterprise, while also maintaining one that is unique to our business.
Tagged as:
corporate blogging,
Recruiting,
recruiting
