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Social Media for Recruitment

Social Media for Recruitment

Social media and blogs are now the 4th most popular online activity ahead of personal e-mail and are growing at a rapid pace. Nine of the top 15 websites visited in Canada are social media related including sites such as chat rooms, social networks such as Facebook and Twitter, and social media tools like YouTube and Blogger. These are staggering results considering 3 years ago many experts thought Facebook was a fad, Twitter was unknown, and social networks like Bing and LinkedIn had yet to catch on.

These results should make it clear that incorporating social networking into your recruitment strategy for 2010 and years to come is the way to go... something I would definitely encourage you to do. Companies like Deloitte, and Motorola are creating internal social networks where they are able to communicate with thousands of customers, and using them for internal collaboration. Recruiting on external social media, such as using corporate blogs, YouTube, Facebook, Careerify, and Twitter allows you to target particular demographics, which would be vital with the impending labour shortage. Expect the talent shortage to only increase as we rebound for this recession.

Now I will be highlighting how specific companies use social media to recruit the tech savvy generations of today. When talking to clients, one of the more frequent questions I get asked is how to recruit on these networks? With Twitter, Facebook and YouTube, HR must think outside the box to create a viral campaign. Users on these social mediums visit these sites mostly on a social basis. Creating a fan page on Facebook and posting job opportunities will not work effectively. Your employees will not invite their peers to join, nor would the common user land on your corporate page. Let's focus on Ernst & Young, a company who has used these social media effectively. They have been able to utilize social mediums to cultivate over 40,000 users who frequently communicate with a few recruiters with questions. Since Ernst & Young have corporate recruiters creating an interactive environment with two-way communication, a user's experience is much more pleasurable compared to the common FAQ sections most corporations provide.

In order to create a viral campaign, it must involve not only your marketing department, but also your employees. Employees are the most effective recruiting tool when incorporating social media. An average user has 120 friends on Facebook, and adding other social networks such as Twitter, LinkedIn, and MySpace, a user has an average over 160 people. Multiply this by the number of employees that use any of these networks within your corporation, and you have the average potential of how many people you can reach out immediately. Taking Careerify as an example, amongst the three co-founders we have 2,284 people on LinkedIn and Facebook alone, which is one of the main reasons Careerify is growing, how we recruit employees, and brand ourselves. So how can you get your employees actively involved in a recruitment strategy? One way to spur employee involvement would be incentives through a contest. For example, having employees create a video that combines their personal and company life. Deloitte is the best example of this, where they created a Deloitte Film Fest, much like a film festival for their employees. Employees were asked to create a short-film that expressed Deloitte's culture and values. They had over 370 submissions and had employees vote on the best films. Once these were uploaded, they had several thousands of views simply because employees pushed traffic to these videos. Viral marketing, if done properly, can create hundreds of applications without spending the head-hunting money.

Next Topic: How specific companies are recruiting on Facebook





Social Media for Recruitment - To learn more about this author, visit Harpaul Sambhi's Website.

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David Acheson
David Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns.  David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website


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Harpaul Sambhi
(Visit Harpaul's Website) Just 22 years old, Harpaul Sambhi is the founder and CEO of Careerify Corp. Harpaul's main responsibility includes business development, identifying and implementing short and long term vision, and establishing strategic partnerships. Prior to Careerify, Harpaul was the CEO of Harpaul Sambhi Talent Management Inc. (HSTM), a company which helped employers find the brightest Generation Y candidates. Harpaul founded HSTM at the young age of 19. While running HSTM, Harpaul managed over 26 corporate accounts across North America. Harpaul has been a speaker at many student-run events and professional organizations across Canada such as Youth-in-Motion, Shad Valley, and Impact Entrepreneurial Group. Harpaul graduated with a Bachelor of Honours of Applied Science in Electrical Engineering from the University of Waterloo in 2009. Away from work, Harpaul is training for his black belt in mixed martial arts, aspires to run in the Boston marathon and scours the Internet for the latest and greatest in technology.

Careerify is a leading edge Internet company leveraging today's technologies to help employers connect with the right candidates, both active and passive. Using social networking, an incentive based program, and an innovative matching system, Careerify is able to reduce the amount of time it takes an employer to find a well qualified candidate, as well as the amount of time a candidate spends searching for that ideal career.

To find the best career using algorithms, earn rewards and social networking, please visit: www.careerify.ca


Harpaul Sambhi is a Bronze author on EvanCarmichael.com
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