Social Media in recruiting
One new tool is giving organizations the ability to search for quality candidates for free! Social Networking is taking over and if your organization is not already on board it’s time to jump on. Social Networking gives an organization a glimpse into a potential candidates work and school history, likes, dislikes, and personality. No other resource gives an organization the ability to essentially know a candidate before ever making contact with them.
Not only can organizations benefit from using Social Networking but candidates can benefit as well. Candidates are gaining access to the hiring managers, CEO, and CFO of all types of organizations including fortune 500 companies. It can allow candidates to get their foot in the door and gain knowledge about that organization and their staff. If a candidate utilizes the resource they may discover some information about the hiring manager and the organization that can be beneficial during an interview.
Before an organization starts using Social Networking there is pertinent information to know to make Social Networking successful for your organization.
Make the commitment- Social Networking is not just a trend; it is becoming a main resource for recruiting. Once an organization starts there is no turning back. Your organization needs to stay committed to it. Make sure there is consistency in the tone and activity. It is also important to comment on other organization’s blogs and posts; this is free advertisement for your organization. When your comment is posted, it is now publicly seen on your organization’s site, which can attract viewers to your site.
Use resources within your organization- Become “social friends” with your organization’s current and past employees. Being social friends expands a company’s potential candidate pool by providing unlimited access to this network of “social friends”. “Social friends” may share similar interests and work ethics as them and lead to potential recruiting opportunities. Also use employees to promote the organization’s site and potential open positions.
Measure the success- Organizations depend on certain metrics to determine the success of a resource. Social Networking gives your organization the ability to measure the success and customize how your organization chooses to measure the information. An organization needs to set quantitative goals and then track the contacts, candidates, and referrals that result from their social media efforts.
Recruiting Analytics
A survey conducted by The Adler Group asked recruiters and recruiting managers to choose their top key metrics to determine a recruiting team’s success. It is important to know the rate of success of an RPO; many organizations lack the knowledge to understand. Using certain key metrics gives the organization values that can be compared.
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Also organizations should have obtainable expectations from an RPO. Many organizations make the mistake of having unrealistic goals, and are often left disappointed in the outcome. Best in class RPO’s have typical results that include:
Higher offer acceptance rate- Overall 90% acceptance rate
Higher new hire retention rate- 55% improvement in new hire
Time-to-fill- 60% reduction in time to fill
Higher staffing efficiency ratio- Significantly increases
Lower cost per hire- Reduce it by 48%
Quality of candidate- 97% improvement
Hiring manager satisfaction- 67% increase in hiring manager satisfaction
*Aberdeen Group report “RPO in 2009”
It is important for an organization to know what key metrics to use to follow the success of the RPO. Knowing how to measure can lead your organization to increased ROI as well as time saving.
Do RPO’s really work?
The Department of Labor Statistics estimate that 24 million people will leave the work force and 19% of all executives, managerial & administrative personnel will retire within five years. So there is a need for fast, efficient, time saving ways of hiring. RPO’s can be the solution for that problem. NelsonHall, a Boston-based research firm specializing in business process outsourcing, has projected a 37% annual growth in the RPO industry. They forecast that the RPO industry will become a $7 billion industry globally in 2010. RPO’s are becoming the new way to solve an organization’s hiring needs, so it’s essential for an organization to understand what an RPO can do.
The first thing an organization considers when making a change from the status quo is the cost. An organization can increase their ROI with efficient employees and services that can save their organization large amounts of money. Most RPO’s offer customized packages that can fit an organization’s hiring process needs.
Most importantly, a company wants to see results; an organization will be able to see an expanded candidate pipeline, increased candidate quality, shortened cycle times, reduced cost-per-hire, and improved measurement of recruitment metrics. Hire Velocity was approached by an organization looking for diverse candidates. In less than a month, more than 500 candidates were screened with over 90% of those screened being selected to move to the next stage. This is the type of results that an RPO can deliver as an extension of your team.
HR departments are limited in their resources, while RPO’s typically have unlimited access to a multitude of paid and free job boards. RPO’s also use alternative ways to capture potential candidates and have recently been taking advantage of Social Media, which is a fairly new aspect in recruiting services. Having these resources available presents your hiring manager with more choices for selecting top performing candidates.
Hiring managers utilize RPO’s because it provides the best fit candidates. It is a cost effective approach to an organization’s hiring needs. RPO’s are essential to acquiring top notch candidates while freeing up internal HR resources/recruiters and their hiring managers to perform other important tasks.
Candidates find the RPO process less stressful and more convenient. As a candidate, you are receiving more specialized attention, and the process is smoother. Some organizations are lacking the appropriate screening process which can leave candidates feeling like a small fish in a big pond.
Recruiters are able to use RPO’s as alternative resources giving them more access to sourcing resources than they would normally have. Because RPO’s cast a wider net and handle all the screening and admin work, recruiters can focus on qualified, available and interested candidates versus weeding through piles of unqualified candidates.
RPO’s can save your organization time, money, and energy in your quest for quality talent. It will free up your staff to stay focused on their goals of increasing profits to your company’s bottom line. It is clear that RPO’s really do work and the results are tangible.
Top 10 blogs that relate to recruiting
These are the top 10 blogs that relate to recruiting. They give information about new tips and tricks to the industry as well as advice.
1). HR Marketer Blog
(http://hrmarketer.blogspot.com/)
This blog aims to speak to the HR marketplace and touches on topics like PR, social media, recruiting and more.
2). I’m So Corporate
This blogger shares ideas on how to use technology to facilitate hiring, recruiting and other HR practices.
3). Rehaul
Lance Haun has years of experience in HR recruiting and social media, making him a great resource for information on how business and people interact.
(http://www.therecruiterslounge.com/)
Visit this blog to learn more about the recruiting process and how you can make it more successful.
5). The Talent Buzz
Learn more about hiring forecasts, technology, recruiting and more from this blog.
(http://sixdegreesfromdave.com/)
Check out this blog from social media marketing, talent development and recruiting expert Dave Mendoza. (http://sixdegreesfromdave.com/)
(http://www.drjohnsullivan.com/)
This blog is a great place to learn about talent management, leadership, marketing and recruitment.
8). HR Tests
(http://hrtests.blogspot.com/)
This blog focuses on HR testing so you can find employees that are truly right for the job.
9). Renegade HR
From tips on creating HR TV to ideas on being a better leader, this site is a good source of HR information.
10). Michael Specht
(http://specht.com.au/michael/)
This blog covers topics like technology, human resources, enterprise 2.0, recruitment and more.