THE SOCIAL RECRUITING POCKET GUIDE

A cheat sheet to best practices in social recruiting. 

Social recruiting gives recruiting a human face, letting you engage candidates with direct conversation and attract talent that is well matched to your business.

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WHY GO SOCIAL ?

The turnover rate for referred employees is only 12.8% vs.

19.3% for traditionally hired staff ,

Social recruiting gives recruiters a human face, letting you engage candidates with direct conversation and attract talent that is well-matched to your business. And as more human resources professional embrace social recruiting, it’s becoming increasingly popular.

LinkedIn, Facebook, Twitter, Google and even Pinterest have all become go-to resources for recruiters who are trying to vet every candidate and uncover top talent. As the prevalence of social media has grown, hiring managers have become more open to the idea that they can discover important details about applicants and potential hires by checking out their social media profiles.

In the light of the above, Herd Wisdom recently released an infographic titled “The Social Recruiting Pocket Guide” which is a cheat sheet to best practices in social recruiting.

Takeaways:

  • 20% of recruiters say social recruitment takes less time than more traditional methods.
  • 55% of applicants say they were influenced by employee testimonials on social networks.
  • 10,200 applicants found their job on LinkedIn, the world’s largest professional network.
  • Read the rest of the statistics in the infographic below :)

The Social Recruiting Pocket Guide

THE SOCIAL RECRUITING POCKET GUIDE

A cheat sheet to best practices in social recruiting. 

Social recruiting gives recruiting a human face, letting you engage candidates with direct conversation and attract talent that is well matched to your business.

_ _ _ _ _ _ _ _ _  _ _ _ _ _ _ _ _ _ _ __ _ __ _ _

WHY GO SOCIAL ?

Over 60% of employees who personal connection to get hired report being extremely satisfied to get hired report being extremely satisfied with their jobs.

57% of job seekers expect a company to interact with fans and followers .

20% of recruiters report that social recruiting takes less time than traditional hiring methods .

59% of applicants believes what others say about a company  say about a company , rather than what that company say about itself .

 55% of applicants say they were influenced by employee testimonials on social networks .

70% agree that they would be more likely to apply at a company if they saw positive  posts on social media from the company’s fans and followers. 

A healthy social presence improves SEO, and that’s important because 30% of Google searches  are related to employment .

 HOW?

Facebook is about trusted relationships .

  • use  your company facebook page to cultivate a relationship with fan , follower , and potential candidates .
  • Encouirage employees to share your job postings with facebook friends and reach out to them for referrals.

26% of recruiters have hired someone through facebook.

184,00,000  applicants found their job on facebook .

Linkedin is the most popular professional network .   

  • Built with recruiting in mind, linkedin is all about professional experience and skills – great information for recruiters, especially when you’re looking for a specific skill set . 
  • Make sure your posting has plenty of specifics so your candidates can quickly assess whether the position is a good fit .

89% of recruiters have hired someone through linkedin  .

10,200,000 applicants found their jobs on linkedin .

Twitter is the social network built around concise, relevant messages.

  • people  usually like to follow other people more than brands . recruiting tweets from a relevant person like “HR” or “IT” may get more traction . 
  • use  hiring specific hashtags like #ITjobs so that people searching for specific jobs can find your tweet,

@pathjobs  #salesjobs patch is actively #hiring #salessreps nationwide!

15% of recruiters have hired someone through twitter. 

8,000,000 applicants found their job on twitter.

Youtube is the biggest video community online.  Use it to find great synergy by communicating more about the company and position than the written word can .

  • Post videos showing a day in the life of your company . sharing your corporate culture this way will  help you find applicants who will appreciate your company atmosphere. 
  • take  advantage of video to show and describe exactly what a position entails and how the team gets things done.

Google plus is the social network of the most powerful search company on the internet. On top of its fast growth, using it can help you make sure that google can find your company online.      

  • Make good use of Recommended links to increase exposure to your jobs listings along with your blog, videos, etc .., be sure to link to your website’s career section .
  • Google plus lets you host hangouts – live video conference with other members, invite candidates to hangouts to discuss current job opportunities.
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