Social media recruitment

Welcome to my “Social media recruitment”.

What is social recruitment?

Social recruitment refers to the recruitment of talent in social networks. With the rise of social networking sites, social recruitment has become a popular form of recruitment. Social Recruitment Realize the connection between talents and enterprises through interpersonal networks, the success rate is higher than the resume recruitment.https://www.blogger.com

The difference between social recruitment and online recruitment

There is a huge difference between social network recruitment and traditional online recruitment, these differences are reflected in the information dissemination mechanism, interactive and so on.

First of all, the traditional recruitment network is a typical "System of Record," which records the employer's job offer (job description) and the job applicant's personal information (resume), both of which are stored as data In the recruitment network. In principle, these two pieces of information rely on users, job seekers or corporate recruiters to search or retrieve behavior before they can be matched together.

Social networking is a typical "System of Engagement" where users of a system become "nodes" of the network, meaning that both the corporate recruiter and the job seeker are network "nodes" The timely disseminator of information is also the creator of information. This means that there is a human-to-human interaction in this network, not the relationship between "job advertisements" and "resumes."

Employers' recruiters can post hiring requirements through social networks that will be disseminated as feeds (sources) through the social network "chain of relationships," which are replaced by "followers" of corporate recruiters or " Fans "to forward, comment, from the next (fans) comments and forwarding, in accordance with the basic principles of social networking," six-degree division theory ", recruitment information issued by corporate recruiters in principle can be any one potential job search Those who receive, only need to pass through the middle of six people special node forwarded. Any one job seeker can have 6 intermediaries who can be linked to any corporate recruiter or Hiring Manager. Once linked, these people can communicate with each other through reviews or private messages.

Talent recruitment strategies for social recruitment.

First, build a social recruitment team.

To be a good recruiter. Cross-border development is an inevitable trend. Brand Incentives, Marketing Incentives, Appraisal Screening, and Cultural Importing, all four functions previously held by marketers, salespersons, recruiters, and senior management personnel. Now it is up to the recruiter to take on the social age. Recruiters must also be familiar with social media. Know how to use social media to recruit talent. The attraction of social recruiters. It is also an effective way for enterprises to obtain resources. Can bring great value to the enterprise. For example, if a hiring manager has ten thousand high-quality friends on LinkedIn. And accurate to the industry. Well for the business. It means that there are 10,000 valid resume resources.

Second, the relationship between the candidate's maintenance and management

Candidate relationship maintenance and management. Not only can reduce the resume loss rate. Maintain a well-established employer image. Candidates may also become business clients but most Chinese employers are not good at it. Lack of awareness of Candidate Target Relationship Management: Only 30% of Chinese employers have long-term relationships with their candidate's Social media can play a big role in maintaining the relationship with the target audience.

As a social recruiter. It is necessary to shoulder the task of maintaining and managing talent recruitment and target candidates: regularly publish recruitment information at the specific time and make timely interaction with target candidates: study the properties of social media and user groups and plan the implementation of company recruitment information Targeted; study the implementation of the social recruitment process. Optimize all aspects: Regularly learn the performance of outstanding enterprises in the utilization of social media information. Keep learning

Third, the difference of recruitment webpage.

Website traffic is a constant truth of the Internet. The higher the traffic web page. It means that you can get more effective resume. As a publisher. How to make enterprise recruitment information penetrate the vast "information ocean." More intuitive and clear delivery to the target candidate, to attract more users to browse. Corporate recruitment site is a major responsibility borne by the present. Hiring managers at many domestic companies are used to having no vacancies. Still, long-term job vacancies in the recruitment website hung up ads. To receive a backup resume. These "backup jobs" ads. It's not just an advertisement. It's not an easy task to get a candidate out of a crowded advertisement.

Either from the advertising version of the landing page. Or the company's job search page, businesses should break out from the homogenization of recruitment advertisements. Very much needed new and different: you have no I have. You have me fine, you refined me odd. Porter's differentiation strategy is particularly important in the competition for hiring pages. Attract candidates. Maybe just a creative job poster in general. Intuitive means such as graphics and video can make job advertisements clearer and more effective than stacked literature. In addition, the readability and readability of job advertisements are also the main points that employers need to pay attention to.

Fourth, take the initiative. Recruitment marketing

When the talent market changes. Candidates hold the right to speak. The main need to take the initiative to carry out recruitment marketing. For businesses. Recruiting difficulties are not those who have a strong intention to find a job. But the workplace "divers" - other companies outstanding talents in the post of these outstanding talents have some work experience, new jobs get started quickly. In the new environment adaptability. Is a candidate for the business outstanding person. Social recruitment marketing is more flexible and humane than other tools, making it more acceptable. Businesses can recruit and advertise targeted candidates in social networks in a timely manner to express their preference to recruiters. Expand digging angle action.

Five, word of mouth marketing

Employees have begun to become a gauge of a brand and a company. "It's such a great person. The company he/she chooses must be good." It might be this way: "There's such an employee. The company does not go anywhere." It may also be the case. 4P marketing theory on today, it should become 5P. That is staffing (Personnel). In social times. Private life is gradually being publicized. In the recruitment of talent. The impact of the staff will also be gradually enlarged

According to the relevant survey data show. 78% of respondents said. Posting information on a company that focuses on social media affects their buying decision: friends have more influence. 81% of respondents said they would be influenced by the information posted by their friends on social media Employees' images on social media are not only relevant to the company's image, but their impact will also extend to corporate hires. Even partner selection and customer choice.

The principle of social recruitment

There is a huge difference between social network recruitment and traditional online recruitment, these differences are reflected in the information dissemination mechanism, interactive and so on.

First of all, the traditional recruitment network is a typical "System of Record," which records the employer's job offer (job description) and the job applicant's personal information (resume), both of which are stored as data In the recruitment network. In principle, these two pieces of information rely on users, job seekers or corporate recruiters to search or retrieve behavior before they can be matched together.

Social networking is a typical "System of Engagement" where users of a system become "nodes" of the network, meaning that both the corporate recruiter and the job seeker are network "nodes" The timely disseminator of information is also the creator of information. This means that there is a human-to-human interaction in this network, not the relationship between "job advertisements" and "resumes."

Employers' recruiters can post hiring requirements through social networks that will be disseminated as feeds (sources) through the social network "chain of relationships," which are replaced by "followers" of corporate recruiters or " Fans "to forward, comment, from the next (fans) comments and forwarding, in accordance with the basic principles of social networking," six-degree division theory ", recruitment information issued by corporate recruiters in principle can be any one potential job search Those who receive, only need to pass through the middle of six people special node forwarded. Any one job seeker can have 6 intermediaries who can be linked to any corporate recruiter or Hiring Manager. Once linked, these people can communicate with each other through reviews or private messages.

Social recruitment form

Several major domestic professional social networks currently have different quality, the quantity of membership, but also continue to optimize and launch to meet the recruit recruitment work to carry out the properties and functions.

The current social recruitment zoom to:

First, in a broad sense, it is a strategic action in the management of enterprise talent, reflected in the changes in the pattern of talent acquisition and retention.

Second, the narrow sense of the species will be the employer brand of enterprises in the social network of publicity, such behavior to the long-term employer image in a wide range of social networks to attract talent to take the initiative to apply for the main purpose;

Subdivided into specific sub-categories can be divided into the following two categories:

1, to search for screening and solicitation candidates interview, a full range of background candidates for direct recruitment behavior;

2. To employ the long-term construction of talent pool, to do the relationship management and other candidates to manage the employer brand, indirectly enhance the employment efficiency for the purpose of employer marketing.

Advantages of social recruitment

The advantage of social recruitment is that social networking sites with high activity on the members of the enterprise to understand a person no longer confined to the "resume" level of its "circle of contacts" is also a demonstration of professional experience and ability of a good evidence. Surveys abroad show that 45% of employers and headhunters find employers and headhunters impacted by the job seeker's information revealed through the social networking site. These impressions have a direct impact on job search results. Compared with the traditional resume recruitments through interpersonal networks to achieve the success rate of docking their ratio is about 2:8 or even higher. The latest release of the 2011/2012 World Work Report also shows that 85% of Chinese employers surveyed believe that in the future social media will become an important means of recruiting talent, especially when hiring very active professionals such as accountants, businesses, and IT online effect.

Social recruitment carried out

Decided to hiring (or bigger employers brand) in the social network to continue to assess the results, optimize the process based on bigger and stronger, the most critical need to combine the needs of the human resources department, not every business There is a need to increase or invest in social recruiting from now on, with reference to the following points: structure of the hiring team in the corporate HR department, recruitment requirements (quarterly, annual), vacant job level, recruitment Channel, recruitment budget.

In other words, we are hiring socially. Social recruitment solutions should be based on a social networking platform that integrates the basic functions of job posting and resumes search of regular job sites and focuses more on precise job placement. The value lies in accelerating the recruitment of recruiters and candidates to establish contact, improve the matching degree of employees and positions at the same time, reduce the high-end corporate customer recruitment costs.

The future of social recruitment

According to a survey conducted by a foreign third-party agency, in the United States, 90% of company recruiters use LinkedIn to find candidates, and LinkedIn's success in this area has put unprecedented pressure on the traditional recruitment website Even the U.S. behemoth company, the world's earliest and fastest-growing recruitment website, dived less than expected. Its business volume hit hard and its market share plummeted. It is reported that as early as May last year when the successful listing, the United States occupation social recruitment site LinkedIn has drawn much attention. Not only did it create the biggest Internet IPO than Google, which was 109% higher than its IPO price at the close of the market. LinkedIn has more than 100 million business users in more than 200 countries around the world, including all of the Fortune 500 companies.

LinkedIn's success, so that the outside world is optimistic about the prospect of social recruitment website, and even the United States, another major social networking site Facebook, also launched on its platform post bulletin board, and the online recruitment services as the company's future revenue The main source. The recruitment of foreign network recruitment industry out of the road of social recruitment in the country has also been the successful reference. On the one hand, the lack of recruitment of middle and high-end talents under the single mode of the traditional recruitment website; on the other hand, the promotion of social recruitment website by the universal media-based internet trend, the social networking represented by Weibo recruitment and professional social networking sites Recruitment by the company's wide range of flavors.

According to a third-party data, platform shows that the rapid development of China's emerging recruitment platform Shangban family, Street Network if the network and hiring network site visits have been with the former Cheng-careless headed by the three traditional recruitment website The gap is narrowing. With the service patterns of professional social networking websites and executive search and recruitment websites, the profit model is becoming clearer and clearer. The recruitment market targets low-end (traditional hiring), middle-low end (traditional hiring + professional social networking sites), mid-to-high end (professional social networking sites) (Professional social networking site + headhunting site segment trend of the four major areas are also increasingly clear.