Return on investment: that, my friends, is really what is on every senior leader’s mind when it comes to social recruiting, erecruiting, and using social media to recruit and source candidates. Often referred to as ROI, Return on investment is a measurement or metric used to measure the rates of dollar return upon a businesses’ time and money spent. For erecruiting this could include activities like blogging, promoting content, and developing a recruiting strategy that leverages Facebook ads.
In 2011, social media recruiting took giant leaps. Everyday more people find talent through social media. We live in a connected world. And tomorrow, the world will be more connected. The role of social media in the recruiting process process will continue to grow. Here are the ten best blog post of the past year on how to greatly improve your recruiting through the most dominant social media channels.
Here’s what you got to do: “Interview potential consulting partners and then hire the ‘right’ one for the organization.” Hiring the “wrong” consulting partner is costly and avoidable, so before you conduct your first interview, make sure you and your organization are prepared:
- Understand project goals and costs
- Craft well defined requirements or update existing ones
- Ensure accurate descriptions were sent to consulting candidates
- Reach consensus on required values and culture fit
Sometimes no matter how much we promote or post a job either online or through traditional media like the newspaper, the perfect candidate eludes us. And so begins the vicious cycle of reposting the position and beginning the job marketing process a second or even a third time. As an employment brand, reposting job openings multiple times can be telling of a company’s reputation. Don’t believe me? Visit Glassdoor to view job seeker’s biggest frustrations and complaints with the hiring process.
What a year 2011 has been! Since our launch at the end of August, SmartRecruiters has continued to release integrative and in demand sourcing functionality. In our quest to be easy, smart, social, open (and entirely free), here is:
The Countdown of the 5 Best Hiring Made Easy Features:
Applicant tracking systems: if you’ve tried them before, you probably don’t like them. Applicant tracking simply does not encapsulate the modern hiring process. Who is the applicant? A person. Say it with me, hire people. It is not about, when will my package of tools arrive? In recruiting, there are no packages to track. Recruiting is about attracting and interacting with talent. Be Social.
Driving and building a culture goes beyond hiring great talent. Retaining the talent that you have worked hard to recruit and train is paramount. Talent management and the employee retention process is more than annual performance reviews and quarterly leadership training. It’s a culture and message that is all around us. Here are 5 examples and ways to drive a talent management culture within your organization.
- Reverse Mentorship Programs. Since most effective culture change starts from the top down, try leveraging a reverse mentorship program. Companies like Ogilvy & Mather are using reverse mentorship programs to educate senior executives on the ways in which their younger workforce communicates and the tools they use to effectively engage one another, especially when it comes to new technologies as well as social media. You just may be surprised at the result.
- Just Ask. Imagine a workforce where you don’t have any say over who your company hires but you are responsible for managing, developing your team as well as, meeting organizational goals. Its not ideal, but it happens. Many managers like Navy Captain Michael Abrashoff and now best selling author, are faced with the challenge of leading and developing a team you didn’t select. Michael’s slogan is, “It’s Your Ship.” Start by getting to know them, take the time to learn what’s important to them, and immediately take action on their suggestions. Morale will increase and you can begin to build a great team focused on delivering results.
- Starting with the Job Descriptions. Companies like Apple make an impression with candidates even before they submit an application. Their job descriptions are consistent and start with the same sentence, “Changing the world is all in a day’s work at Apple.”
- Position Titles. Sometimes it takes more than a job description to make a cultural shift. Companies like Hulu have created Human Resource position titles to further describe their company focus on talent management and their people. HR professionals are called “Minister of the People.” What kind of message do your job titles send within your organization and beyond?
- Encourage Celebration. One of the best ways to drive innovation and change within an organization is to encourage fun with a purpose. Set up a gong outside your sales team’s office. If one of your team makes a sale, ring the gong, and let the celebration begin. And if you don’t have a gong, make up your own celebration. Just five minutes of celebration, recognition, and camaraderie can change an entire team’s perspective.
Recruiting doesn’t end when your new hire begins. Recruiting your candidates is a continuous process. Businesses and organizational leaders need to focus on retaining their top talent just as much if not more than the time they spent sourcing, interviewing, and hiring. Creating a strategy focused on employees throughout the time within an organization can help you drive a talent management culture while also serving as an opportunity to drive employee referrals. If you embed your culture into your employees, your current employees and employee alumni may provide referrals. Anyway you look at it, driving a better talent management culture will grow your talent pipeline.
Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.
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The tech industry is hiring, and SmartRecruiters has added all the top tech job boards to your software. If your company needs designers, programmers, business executives, data analysts, or any other information technology professional, SmartRecruiters has job sites for that. You can now post to some of the best software developer communities, such as StackOverflow and 37signals, some of the best designer communities, such as Coroflot and Authentic Jobs, as well as, some of the best tech publications, such as Mashable and Wired. Here are all the tech job boards:
We often get caught up in the details of selecting the job boards to post a job opening, the verbiage contained within the job description, and the whole process of candidate to employee. We hide behind the process missing an opportunity to engage all the candidates in a new and beneficial way.
Pick up the phone.