Solving Recruiting Challenges With Social Media Solutions That Work

Social recruiting may be the hottest new method of sourcing potential job candidates, but it won’t be effective without a deliberate social recruiting strategy.

With so many social media tools in the recruiter’s toolbox, and new ones emerging almost every day, it can be easy to try everything in a haphazard way.

It can be easy to dive into every new social opportunity that comes along without a clear understanding of what will work for your company, what won’t work and why.

Before you jump into social recruiting just for the sake of social recruiting, it’s important to understand the strategies that have worked for other companies.Before undertaking a social recruiting strategy, determine your goals and the problem you want to solve.

Then consider various strategies that could help solve that problem. For instance, here are some common recruiting challenges and how social recruiting can provide solutions that work:

Challenge: Creating an Authentic Brand. Reading employee feedback is a great way to get a sense of the pros and cons of working at your company, and help you make things better. But that feedback is also contributing to how others view your brand. To make sure this is in accordance with the employer message you’re trying to send, respond to employee feedback publicly so job seekers and your workforce understand how much you appreciate that feedback and want to make your company an even better place to work.

Challenge: Reaching a mobile audience. As workers become increasingly mobile, it is more and more important to be able to reach potential job candidates through their mobile devices. In fact, close to 30 percent of all web traffic comes through mobile devices, according to a Walker Sands Mobile Traffic Report. Companies that don’t have a mobile-friendly web presence and don’t make it easy to search and apply for jobs on a mobile device will lose out on quality candidates. Social recruiting can be used to attract talent through mobile targeting.

Challenge: Increasing candidate quality. Most likely, your current employees know the types of people you want to hire. By utilizing employee networks on social media sites like Facebook, LinkedIn and Twitter, you can automatically broadcast position openings to your employees’ friends and acquaintances. Turning every employee into a recruiter can quickly and dramatically increase candidate flow and quality, and it utilizes the power you already have in your social networks.

Challenge: Building relationships with potential candidates. Today’s recruiters need to do more than simply broadcast open positions. They need to cultivate personal relationships and communicate their employer brand to reap the results they want. Social media is made for relationship building, so social recruiting, when carefully planned and initiated, can solve this issue. Recruiters can use their company career blogs, as well as Twitter, LinkedIn, Facebook and other social media to participate in ongoing conversations with job searchers and potential job candidates. Through these relationships, recruiters can learn who the candidates really are, and the candidates learn what their companies are really all about.

Challenge: Streamlining the career application process. Every new recruiting tool needs to seamlessly integrate with existing systems to avoid duplicating data or processes. Social recruiting can offer opportunities to streamline the entire process to make it easier for both recruiter and job applicant. For instance, mobile recruiting can allow candidates to discover and apply for open positions on their phones or other mobile devices. Social recruiting solutions such as prerecorded interviews, available through sites like InterviewStream and Async Interview, allow multiple job candidates to record video responses to a set of questions for a certain job, so recruiters can assess candidates quickly and efficiently and get a more personal candidate experience than a phone interview.

This post originally appeared on the Glassdoor Talent Solutions Blog.

Glassdoor is the world’s most transparent career community that is changing the way people find jobs, and companies recruit top talent. Glassdoor holds a growing database of 6 million company reviews, CEO approval ratings, salary reports, interview reviews and questions, office photos and more. Unlike other jobs sites, all of this information is entirely shared by those who know a company best — the employees.

For employers, Glassdoor offers effective recruiting and employer branding solutions via Glassdoor Talent Solutions. We help more than 1,500 employers promote their employer brand to candidates researching them and advertise their jobs to ideal candidates who may not be aware of them. What differentiates Glassdoor from other recruiting channels is the quality of job candidates we deliver and our influence on candidates’ decisions as they research jobs and companies.

via Solving Recruiting Challenges With Social Media Solutions That Work – Recruiting Daily : Recruiting Daily.

Solving Recruiting Challenges With Social Media Solutions That Work

Press Release: John Ancelet & tech360 reach social media milestone: surpass 75,000 followers on twitter and flipboard, within 1 year.

DALLAS, TEXAS – Nov 25, 2013 – Over 75,000 followers for John Ancelet & tech360 on twitter and flipboard within 1 year.   tech360 is an I.T. staffing firm using Data and Analytical Based Hiring Decisions to help companies gain a competitive advantage through Hiring.

For link of all tech360 social media outlets:

tech360 & Betterhiring webpage

Twitter Links:

BetterHiring Twitter Link John Ancelet Twitter Link

Flipboard Links:

for CIOs & IT Executives for Healthcare & ITLeadership & Management GuideRecruiting Tips, Articles & SuggestionsHR Innovation, Knowledge & Insights

Better Hiring using Predictive Analytics

Who We Are

It all started with the simple fact that hiring good people is hard.

Most managers and companies think they are good at Hiring; research shows they are FAILING. The common practice of hiring for aptitude (skills, experience and knowledge) is no better than the “flip of a coin”. While aptitude is very important, IT IS NOT a good predictor of job success.

Why is it so hard to hire good people? The short answer is that most managers rely on gut instincts instead of using data and analytical based hiring decisions. Better Hiring using Predictive Analytics is not just a tagline, but our framework for improving companies and having a meaningful impact on lives.

tech360 is headquartered in Dallas, Texas with a second location in Chicago, Illinois.

Thought Leadership for Talent Acquisition

Finding, acquiring and retaining the right talent continues to remain top challenges identified by C-suite leaders at companies of all sizes. 

tech360 is delivering innovative ideas and concepts that are backed by our extensive collection of research studies and experience-based white papers.  

We are intriguing, challenging and inspiring managers and companies to reexamine their current methodology for hiring.

Our purpose is simple: become an authority and leader on talent acquisition by delivering answers to the biggest questions on the minds of our clients and the industry.  

What We Do

We Staff I.T. We do Contract, Contract-for-Hire and Direct Hires. tech360 has developed a Data and Analytically Based Predictive Model that significantly improves the Hiring Process.

We’re a diverse group with a mission and purpose to significantly improve the Hiring Process by helping companies Hire more Top Performers and Decrease their Failed Hires.

Contact

John W. Ancelet, Jr.

tech360
972-360-8131 ext. 310

info@betterhiring.com

betterhiring.com

Press Release: John Ancelet & tech360 reach social media milestone: surpass 75,000 followers on twitter and flipboard, within 1 year.

How Social Media is Changing Human Resources Jobs

Social media is still a hot topic in human resources. Using social media and networking sites is becoming widely adopted in the recruiting space. However, we are seeing more job ads in other aspects of HR also requiring this experience – like compensation and benefits, training and development, and labor relations. During September, there were more than 4,800 available human resources jobs that required social media skills. This is a 43% year-over-year growth in demand and a new high in the number of job ads. Social media skills are represented in 4% of all HR job ads in the US. One year ago, only 2.6% of HR job ads mentioned anything about social media during the same one-month period last year. Would you expect this percentage to be higher?

Source: WANTED Analytics

Of some of the occupations within HR, compensation, benefits, and job analysis specialists increased the most compared to last year, with more than twice as many job ads as were seen during last September. Training and development specialists also increased about 58% versus last year. We looked at some of these job ads to see what types of duties potential candidates would have to perform on social media. Below are just a few excerpts from job ads:

Integrate online learning and instructional materials through social media for employees

Find top talent on social networking platforms

Develop strategies and policies to communicate with employees through social media sites

Produce and disseminate external benefits information through print and online channels, including social media

With increasing hiring demand for social media skills, you would probably expect that the difficulty to fill these jobs is high. Our Hiring Scale scores jobs from 1 to 99 based on their projected difficulty-to-recruit and social media HR jobs score a 65 on average across the US. This means most employers that are hiring for HR professionals with a social media expertise are likely to experience difficulty finding qualified candidates and take longer to fill these jobs. Some metropolitan areas that score among the highest on the Hiring Scale (meaning they are the hardest places to recruit this talent) are San Francisco (CA), New Orleans (LA), and Denver CO). Companies in these locations that are recruiting for human resource professionals with social media skills are likely to experience even more competition from other employers and a smaller pool of qualified candidates from which to source.

Hiring Scale for Social Media Skilled HR Professionals

Source: WANTED Analytics

In comparison, the Hiring Scale also shows that the best places to find human resource talent with social media skills are Tampa (FL), Virginia Beach (VA), and Springfield (MA). In these areas, the number of potential candidates currently in the workforce outnumbers the number of jobs available for this talent pool. As hiring demand and talent supply changes, the difficulty to recruit may also vary.

via How Social Media is Changing Human Resources Jobs – Jobs. Trends. Insight..

How Social Media is Changing Human Resources Jobs