Successful social media recruitment case studies

Also, while social media can be helpful, it should not replace personal contact, interviews, and other established recruitment practices that employers use to assess candidates. Excessive reliance on social media could lead to overlooking or deterring potential job seekers, leading to the overall detriment of the business. It remains to be seen how UPS will tackle the challenges that could come its way along with meeting its objective to scale up social media hiring.

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Great case studies of O2O, engaging Metro Advertising Campaign in China

The case is structured to achieve the following teaching objectives:. Understand social recruiting and its importance for an organization like UPS. Understand the difference between traditional and social media recruitment.

#1: Focus on Employee Experiences and Job Opportunities

Examine the key challenges facing social recruiters like UPS. Explore ways by which UPS can meet the challenges of social recruitment and retention.

Our recruiting process encompasses all facets of sourcing activity and avenues to attract and engage top talent. Examples include social networks, talent communities, job advertising distribution, social marketing and leads databases. This proprietary process is designed to extend sourcing reach and intelligence beyond the capabilities of traditional approaches.

Key elements in our TTSM approach include trained and certified sourcing experts, a focused human capital data mining and analysis process and intelligent engagement methodologies for converting passive talent into active, qualified candidates.

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Social Recruiting Case Studies

At the heart of our TTSM sourcing process is the understanding that a competitive advantage in sourcing is not simply determined by access to tools and technologies, but instead, it is driven by how those tools and technologies are applied. With that in mind, our talent sourcing specialists are a critical part of the TTSM process.

Because truly passive candidates are not actively taking any effort to explore opportunities beyond their current employment, they are highly unlikely to respond to most recruiter outreach efforts. Through our TTSM approach, our sourcers and recruiters apply key predictive variables to identify people who are highly likely to be qualified and interested in the opportunity for which they are being sourced. As a result, our sourcing experts identify and engage potential candidates with greater success through predictive insight into their career conditions, as well as their likely wants and needs with regard to the next step in their careers.

Employer brand impact turns into long-term measurable business impact through stronger employee engagement and increased productivity. Build insight and foresight into your talent acquisition strategies to make better business decisions and communicate tangible results. Related: Kelly Services realized over the years that the rules of how we market, recruit, and hire candidates have greatly evolved.

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Below are some interesting social recruiting statistics as it relates to employees getting social. It also can save your company a ton of money presently and in the future. Where do the hiring costs come in?

17 Social Recruiting Statistics and the Impact On Hiring Top Talent

Think things like having to pay for competitive job listing advertising, job boards, events, turnover costs, replacing or hiring an external consultant. Much of these costs can be avoided, by using social recruiting and allowing employees to share with their social networks.

The quality of hires, costs, and engagement is much higher. Related: Atkins Global identified a need to enable its recruiters to be social and attract new talent by sharing branded and industry content.

Quickly, they adopted an employee advocacy platform. Hopefully the above gave you some good insight into why social recruiting is so valued today and will be in the future. These were only a snippet of social recruiting statistics, but the ones that should really resonate with you and your company. Several years ago she was facing a challenge: how could the company mobilize their more than 9, employees on social media, and increase their marketing reach exponentially?

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