![]() ![]() Twitter is balanced with an equal percentage of female to male users.įacebook wins the war for women, with 58% female users. LinkedIn is primarily used by men, their user base is 67% male. If you need to reach more women, LinkedIn is not for you. To reach millennials Twitter is your best bet: 45% of Twitter’s users are between the ages of 18 – 29. To reach users over the age of 45 both Facebook and LinkedIn top Twitter What about reaching different types of talent? ![]() If reaching a large quantity of job seekers is a priority, then it’s best to use all three networks! Only 36% of job seekers are actually active on LinkedIn.ĭon’t drop LinkedIn from your strategy though, as LinkedIn still drives more actual job views than any other social network. Why employers need to build diverse, multi-network social recruiting strategies if they want to win the war for today’s talent!ġ4.4 Million Job Seekers Have Used Social Networks to Find a Jobħ3% of companies successfully hired a candidate with social mediaĤ2 percent say candidate quality has improved and 31 percent saw an increase in employee referrals.ĩ3% of companies use LinkedIn for recruiting, 66% use Facebook, and 54% use Twitter. To drive applicants to your jobs, target the right talent with your content, and build a strong employer brand, using multiple networks collaboratively is the most effective strategy. Only 14% of LinkedIn users even check their account on a regular basis! – Click to Tweet This version of social recruiting is outdated, and ineffective. They focus on just one network: LinkedIn, and just one form of content: The job ad… ![]() Let us help you with your staffing and recruiting needs! Learn about our job opportunities on Facebook, Twitter and LinkedIn.If social recruiting is the future, then the future is now!ĩ4% of companies are using social to recruit, but as often happens with the introduction of new technology, many of these companies are applying outdated strategies to these new mediums for hiring. What are you currently learning and want to learn in the future? What do you look forward to coming to work for everyday? Stay interview– One of the most powerful things we can do is conduct a “stay interview” with our employees.There are six pillars of company culture to be aware of (Vision, Values, Practices, People, Narrative and Place). Culture– Candidates join cultures and not companies.Compliance and Legal Issues of the Hiring Process.Companies are starting to create job videos for high level positions and are getting interaction through multiple social media channels. Social Media and Recruiting-There were statistics that showed candidates are seeking jobs more on Facebook than LinkedIn now, and to make sure to have updated and creative job descriptions.Talent Acquisition-Having a great applicant tracking system was the topic of conversation at the conference, and we were informed more innovative systems are on their way to assist with talent acquisition! Using your data from your applicant tracking system is the key in effective recruiting by researching: employee referrals, boomerangs, branding, candidates you met at certain events and community based interviewing.We also learned about some great search engine tools to help streamline our recruiting processes: Prophet, Sell Hack, Source Hub and Capture were a few great tools we saw for the first time. We need to have a written and distributed strategic recruiting plan in place, and hire for future skills by developing a pipeline before an open job exists. Recruiting– We should be hiring self-motivators, forward thinkers and rapid learners, and also be asking the candidates for people they know are good referrals.The valuable lessons and experience that we gained during our conference allows Extra Help to continue to be a leader in the areas of: We had the opportunity to share best practices of recruiting and talent acquisition with some of the best organizations from USA, Canada and Saudi Arabia. Recently we attended a Recruiting Trends Conference 2014 in Las Vegas, NV, with the goal to become even more valuable to meeting our clients’ employment staffing needs. In today’s world of recruiting, Extra Help is continuously learning and discovering innovative ways to keep building our talent pipeline with quality applicants. focuses on recruiting for our clients, so they can turn their focus on what matters to them, running their business. The time that it takes to search and sift through applications and resumes, then adding the time to contact and interview applicants can be a burdensome process.Įxtra Help, Inc. Recruiting can be a costly measure for any size company. ![]()
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