Original source:
Inside Out Recruiting, Recruiter.com
The job of the recruiting department today has become somewhat of a business generalist role. They are measured in terms of typical recruiting metrics, but they really have to be astute in every facet of the business. Marketing is one of those skill sets that a progressive recruiting department must add to their list of skill sets. You’re no longer just recruiting for the marketing department, but you are literally doing marketing for your company in order to attract and retain top talent.
Marketing you ask? Yes, you must become kings and queens of messaging as it relates to conveying your “employer brand”. This starts on the inside of your organization. It doesn’t do much good if your recruiters know that your company is an employer of choice but nobody on the inside of the organization knows that. Once you “market” your key messages inside of your organization, your employees begin speaking with that same vernacular and hopefully recruiting great candidates along the way.
Utilize tools such as an Intranet or Employee Benefit Portal to communicate these key messages about your company. That’s a start, but from there you should brand some of these key messages on things like trade-show giveaways, posters within your physical building, on your email tags, and certainly on the pages of your career site on your company’s external website. The important thing here is to make it a whole-company effort: every touch point between your company and the outside world is a potential recruiting opportunity.
Tagged as:
brand ambassadors,
employee ambassadors,
employer branding,
recruiting
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.
Web 2.0 encompasses social and professional networking platforms. For recruiters, social networking provides an opportunity to connect with a new generation of people and candidates. You may be asking yourself, “Do I really need to incorporate social networking into my recruiting strategy?” Once you realize that it was only 10 years ago when organizations shifted from sourcing candidates through newspaper classifieds to online job boards, you’ll know the answer is an emphatic “yes.’ Building online talent communities through social and professional networking platforms provides more opportunities to communicate with active and passive candidates, build meaningful relationships, strengthen your employment brand and fill open positions quickly.
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).
Once you have created your profile, you can search for jobs and leverage your social network connections by seeing who you know that is at that company and send a private message those connections for advice or recommendations.
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.
Follow these tips to monitor and evaluate your online reputation:
- Search your name. Begin by typing your first and last name into several popular search engines to see where you are mentioned and in what context.
- Focus your search. To get more precise results, put quotation marks around your name, so that the search engine reads your name as a phrase and not as two or more unrelated words that just happen to appear in the text. If you find other people who share your name, you can eliminate many false hits by using keywords. You can add keywords that apply only to you, such as your city, your employer, or a hobby.
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.
Business Case Step #1: Identify the Potential Benefits of Social Network Recruiting
Provide targeted executives with a list of potential benefits and then simply have them select the ones that (if proven) would be compelling enough to positively influence their decision. Have them eliminate benefits that, whether true or not, wouldn’t influence their decision.
With that guidance in hand, design a process that focuses on proving only those benefits that were selected as highly compelling.
Tagged as:
Recruiting,
recruiting,
social networking
