Companies using social recruiting know that it is rapidly becoming the most effective way to reach the broadest base of both active and passive job seekers. Our own research, reported in November 2011, resulted in this infographic that clearly demonstrates how much more effective social media was than job boards in our clients' recruiting efforts.
Some key takeaways from the research included:
While the majority of visitors found job postings on the corporate website, social media followed closely behind.
Social Media allowed candidates to be more active and receive alerts on new vacancies. Not surprisingly, 61% of social media visits and 95% of social media applications were in the first 7 days of a job being advertised.
58% of applications received by recruiters were from Social Media links.
These recruiting avenues were by far the most cost effective.
What's more important is that these results are very dated. In the two years since we conducted this research, social recruiting has exploded and mobile has entered the scene in a big way. It’s now clear that social recruiting is not a passing craze., with 94 percent of 1,500 companies surveyed responding that they are already using social recruiting and plan to increase their investment in candidate recruitment in these channels by 73 percent.
How Do Your Social Recruiting Efforts Measure Up?
Not only are companies embracing social recruiting, their level of commitment to these new recruiting channels can be monitored and compared by job seekers using new online tools such as Maximum’s Social Recruitment Monitor. The Social Recruitment Monitor bills itself as:
Maximum's Social Recruiting Monitor
“…the world’s first online tool to accurately measure and rank your social media recruitment activities as an employer using social media channels. It uses advanced digital technologies to track data for the major social networks, and refreshes it weekly to keep figures up to date…[it] uses a combination of carefully weighted variables that are proven indicators of popularity, activity and interaction – not just the “fan base”. The Index shift shows how employers are moving up or down the rankings. The other columns rank performance through numbers of fans, growth of fans, numbers of posts, numbers of ‘likes’, numbers of comments, numbers of shares, Engagement Ratios (E.R.) and Community Interaction (C.I.).”
In other words, everything you and your potential hires want to know about how your company stacks up in the social recruiting universe.
Why Social Recruiting?
Companies are embracing social recruiting because it provides a better ROI than many traditional recruiting methods and because “it’s where the fish are”.
Candidates respond to social recruiting because it reflects their preferred method of finding and responding to information. In fact, the biggest frustration for online job seekers has more to do with the “same-old, same-old” issues that have always plagued them in the hiring process: namely lack of response to applications and no compensation information.
When you put these two factors together, it's clear that employers who get social recruiting right will reap the benefits of attracting the best, most well-informed and technologically savvy talent in the labor market today.
Posted on September 18, 2013 by Erin Klassen, HR Manager at VidyardLeave a Comment
Companies are marketing their products and services with video, but have you considered the impact video can have on promoting your workplace to potential candidates and employees? From the initial recruitment process all the way through to onboarding and training, video can help you attract candidates, vet their comprehension, and train employees once they’re hired.
Hack the Recruitment Process
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A career with an international company is an attractive prospect for many potential employees. The chance to work in locations around the world, collaborate with colleagues from different cultures, and feel part of a bigger picture are often opportunities that only international companies can provide. So, how can global businesses harness their unique selling points and bring in the best candidates?
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