Opportunities in Online sourcing and advertising

Let’s talk:

Recruitment 3.X?

Paper Jeff Winter

Limited content, visibility, and reach

Electronic Jeff Winter

Increased risk…

Increased reward

Higher visibility…

Recruiting evolution:

A quick recap

Seeker

Job Ad

Transmission

Resume

Conversation

The Meeting

The past

The good: • More personal • Less candidate confusion

The bad: • Paper based • Manual record keeping • Anecdotal metrics • Little knowledge sharing

between recruiters

Seeker

Online Job Ad

Transmission

Resume

Conversation

The Meeting

The present

The good: • Huge visibility options • Robust metrics • Knowledge sharing • Availability of information

The bad: • Huge visibility options • Less personal • Increased candidate confusion

Enormous reach

The future

Good or bad? 1. Everyone is known – sourcing is

easier. Renewed focus on relationship recruiting

2. Tools and site integration 3. Cut through the clutter 4. Mobile is the new PC

Any Guesses?

Now what?

We have a job.

Develop your strategy

Advertising Sourcing vs.

Different tactics… Different skill sets…

“The greatest risk in online advertising is to be a part of the crowd instead of standing out from it”.

Are you getting noticed?

…Positively?

Online job advertising

Who are we looking for?

The who determines the how.

Is what we are saying...

of interest to anyone?

Content is still king

Why will a candidate choose to click on my job?

Do your jobs stand out?

Ask:

Job ad or job description

Which is this?

Does this get you excited to apply?

Tools

Let’s talk…

• Start with the end in mind. What are you trying to accomplish?

• Most effective candidate

sourcing (Exempt level positions).

• LinkedIn Groups for Internal

and external initiatives. • Everyone should have a robust

and open LinkedIn profile. • Maximize groups, maximize

connections.

Social recruiting opportunities

It’s not just your connections..

It’s your connections connections!

Link to Twitter – save time!

Be active. Participate through status updates and contributing to group discussions. Peddle industry knowledge, not jobs.

Social recruiting opportunities

• Great forum for gathering candidate intelligence.

• Guide, don’t control content and conversation.

• Represent your company accurately. • Content first; Invitations follow.

• Your community will tell you what they want. Just listen!

• The wall is for conversation, not for job advertisement.

• Promote your fans!

• Take advantage of video and picture capability.

Different brands…

Different strategies.

• Link for efficiency (LinkedIn). • Be aware of your messages

reach. • Focus on content that is

interesting to your intended audience.

• Be an industry expert, not just a job peddler.

• Use proper twitter etiquette

(@, #, etc..).

Social recruiting opportunities

Job Boards dead?

Changed but not dead: • No longer “The source” • Supplement candidate pool • Monitor competitors • Timeliness – active candidates for

“need it now” fills

Online = Stats. Stats. Stats!

1. Global visibility to all online sources 2. Source of hire 3. Cost per hire per source

Benefits:

Thorough marketing spend analysis

What’s next?

Keep testing!

Start with your end goal and work backward.

Considerations

Tools have changed. Good recruiting methodology hasn’t.

Talent community: Starting is easy.

Sustaining takes planning and diligence

Keep playing!

As soon as you got it down; it’s changed.

Questions?

www.linkedin.com/in/jeffreyjwinter/

For best practices, case studies, what’s new: