Use Social Media to Transform Recruiting and Screening
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Transcript of Use Social Media to Transform Recruiting and Screening
CandidateFlow™Use Social Media to Transform Recruiting and Hiring for
Sales, Marketing, and Services Jobs
Jeff ErnstCo-founder
2© 2009 TalentReef. All rights reserved.
Frustrations with recruiting
“I’m not getting enough candidates who match my
requirements.”“I waste too much time reviewing resumes of
people who are not a fit.”
“It’s taking too long to fill my open positions.”
3© 2009 TalentReef. All rights reserved.
Requisitions,Descriptions,
Job boards
Hundreds ofresumes
Dozens of phone screens
Rounds ofinterviews
Paradigm shift in recruiting The paper-based, linear process is broken
4© 2009 TalentReef. All rights reserved.
Paradigm shift in recruiting
• Social networking sites have made it easy to source candidates with the right background
• Audio/video let you quickly evaluate more dimensions of a candidate than a resume
• Can be applied to talent acquisition the way they’re applied to customer acquisition
Social Media & Web 2.0 technologies
5© 2009 TalentReef. All rights reserved.
The new paradigm: CandidateFlow
Recruiters
Promotional Page
Video/Audio Responses
Live Interviews
Referrals
6© 2009 TalentReef. All rights reserved.
The new paradigm: CandidateFlow
Create a promotional Web page that will entice the RIGHT candidates to pursue your position
Top candidates care about:
• Can I make money here?• Is there strong leadership?• Is there market demand?
Step 1
You know best what you’re looking for:•Baseline requirements•Key selection criteria
7© 2009 TalentReef. All rights reserved.
Go from this…
8© 2009 TalentReef. All rights reserved.
…to this
9© 2009 TalentReef. All rights reserved.
The new paradigm: CandidateFlow
Use social networks to find people who fit your profile and attract them to promotional page
Step 2
Inbound: Get employees and fans to share with friends, post on blogs, post on Facebook profile, Tweet it, etc.
Outbound: Search LinkedIn for baseline requirements, use direct marketing techniques to reach them
10© 2009 TalentReef. All rights reserved.
Baseline Requirements:• Employer names• Domain expertise• Functional titles• Geography
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The new paradigm: CandidateFlow
Have interested candidates create video or audio responses to your key selection criteria
Step 3
- CSO Insights 2009 Sales Performance Optimization Report
Focus on the 3 or 4 things that really matter:• Characteristics and competencies of best reps – higher
quota attainment and lower involuntary turnover• Cultural fit – employees stay longer
12© 2009 TalentReef. All rights reserved.
The new paradigm: CandidateFlow
Candidates will self-qualify:• Only those confident of their fit will submit responses• Far fewer non-qualified candidates in your pipeline
13© 2009 TalentReef. All rights reserved.
The new paradigm: CandidateFlow
Review the video responses and decide on a short list of candidates to interview live
Step 4
Video gives you better and quicker insight into:• confidence• poise• presentation skills• energy-level• cultural fit
14© 2009 TalentReef. All rights reserved.
How TalentReef can helpTalentReef has developed the CandidateFlow
methodology and a Web application to support itOptions:1.We do it all for you, for half the cost of a traditional recruiter2.Use your own recruiters, use TalentReef to screen3.Do it yourself, using TalentReef.com
20 Minute Strategy Session
Review your staffing plans and recruiting challenges, and strategize on how CandidateFlow can work in your organization.
Email: [email protected]