Hr and social media euic[1]
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HR and Social Media
©2013 LinkedIn Corporation. All Rights Reserved.
AGENDA
§ Important Recruitment Trends
§ LinkedIn a brief introduction
§ Five things you should do tomorrow
Newspapers & Job boards Professional Networks
Limited audience / Not targeted / No metrics
THEN NOW
Unlimited audience* / Targeted / Measurable
FROM ADS TO PROFESSIONAL NETWORKS
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Professional networks are increasingly impacting quality of hire
Employer branding is both a competitive threat and advantage
Data is used to make better hiring and branding decisions
Companies are investing in hiring internally
Companies are figuring out the mobile recruiting terrain
FIVE IMPORTANT TRENDS YOU SHOULD KNOW
Global recruiters agree: Social professional networks are the fastest-growing source of quality hires…
Top 10 most important places to find quality hires
“Think about the key quality hires that your organization made in 2012. Which of the following were the most important sources for those key positions?”
2011 2012 2013
Internet job boards 36% 39% 38% -1% Professional networks 20% 26% 37% +11% Recruitment agencies 41% 36% 35% -1% Employee referral programs 35% 31% 35% +4% Internal hires 32% 32% 34% +2% Company career website 28% 31% 30% -1% Internet resume databases 14% 13% 16% +3% Company ATS/internal candidate database 12% 12% 13% +1% College recruiting programs 12% 10% 11% +1% General career fairs 4% 4% 5% +1%
Increase (+) Decrease (-)
Recruiters are relying more and more on professional social networks to engage top talent. Stay ahead of the competition by training your team and employees how to be effective.
Sources of Quality Hires
The employer branding war is in full swing
Competitive Threat Competitive Advantage
Believe employer brand has a significant impact on ability to hire great talent
83% Top 3 Threats 1. Invest in their employer
brand 2. Improve employee
retention 3. Learn to use social
networking and social media more effectively
“What are the things that your competitors have done or may plan on doing that would make you most nervous?”
LINKEDIN A BRIEF INTRODUCTION
A GLOBAL NETWORK. EVER GROWING The value increases with every new member
Europe, Middle East and Africa
74M+
US & Canada 91M+
Asia Pacific 42M+
Brazil 13M+
259M+ Members worldwide
143 M Monthly unique visitors
+2 new Members per second
Monthly uniques source:Comscore
Nordics 4M+
Developing
Foundational
Strategic
Traditional
Brand
Jobs M
etrics Sourcing
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Post-and-pray Targeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Defined employer brand strategy
Established metrics and benchmarks
Influential talent brand engaging employees and
candidates
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Understanding of employee
value proposition
Data driven decision making
THE HIGH LEVEL BUSINESS CASE Quality. Speed. Cost.
Proactivity: Increases Quality Increases Speed
Lower Cost
WORK WITH THESE THREE COMPONENTS
STRUCTURE Company Page
CONTENT Jobs & Status updates
ACTIVITY ”Recruiter”
ESTABLISH A STRUCTURE FOR COMMUNICATION
§ Build a clear structure § Make it clear how to subscribe § Collect a dynamic pipeline
PUBLISH CONTENT TO DRIVE ENGAGEMENT
• Publish jobs and reach the right candidates • Increase awareness through status updates • Reach people that didn’t know they were looking for a new job
REACH THE MOST ATTRACTIVE CANDIDATES DIRECTLY THROUGH PERSONAL ACTIVITY
• Access +259 million profiles • Go from recruitment to talent scouting • Collaborate internally
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1. It starts with yourself understanding the value of LinkedIn. Do you have a great profile? Do you follow industry news and interesting companies?
2. Prioritize the quick wins and expand. Take control of your company page. Share updates to prove immediate results
3. Evaluate your priorities being aligned with the recruitment trends and the framework ”from traditional to strategic recruitment”
4. Build strategic alliances internally. The use of LinkedIn is often shared over departments
5. Establish cooperation with your LinkedIn representative, explain your challenges, near- and long-term objectives and prioritizations
FIVE THINGS YOU SHOULD DO TOMORROW