Digital recruiting - Manu Melwin Joy
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Transcript of Digital recruiting - Manu Melwin Joy
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Digital Recruiting
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Prepared By Manu Melwin Joy
Assistant ProfessorSCMS School of Technology and Management
Kerala, India.Phone – 9744551114
Mail – [email protected]
Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations.
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Digital Recruiting• Recruiting and retaining talent remain
the top challenges faced by organizations in this decade.
• Smart companies know that they're only as good as their best workers, and will prioritize seeking out the best of the best for their organizations.
• As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process.
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It's all about digital
• When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview.
• Today, the world of recruiting has gone nearly 100-percent digital.
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Candidates expect a fast, easy application process
• Today's job seekers know their worth and are aware of the competitive landscape.
• They see opportunities everywhere, and if one employer takes too long to respond or makes it difficult to apply, they'll quickly pass it up for another job opening.
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Your "employment brand" is a key selling point
• Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping.
• So it's imperative [to have] a well-designed career site to deliver a cohesive brand image that reflects the company mission, vision and values.
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Employers need to focus on passive candidates
• Passive candidate are individuals who aren't necessarily seeking a job, but are open to new opportunities.
• Today's professionals expect employers to search for them and take their online branding and positioning very seriously.
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Data analytics are getting more sophisticated
• High-quality analytics programs already have been applied to customer data to help businesses make better strategic decisions.
• Candidate information will increasingly get the "big data treatment" so recruiters can quickly and easily locate the best people for the job.
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Mobile Recruiting• According to Kelton Research, 86%
of active candidates were using their smartphone to begin a job search in 2015. 70% of those wanted to apply via mobile, and 55% wanted to upload a resume onto a career site.
• On the flip side, 80% of decision makers did not have optimized career sites, and 82% did not have job posts mobilized.
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UPS Recruitment Strategy
• In 2005, UPS decided to change their recruitment strategy and move aggressively to online recruiting.
• They wanted to be able to address their high volume, seasonal, and part-time hiring needs at a reduced cost, and align their strategy with the technological image of UPS.
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UPS Recruitment Strategy
• The first step was to create a Careers page with images showing the benefits of working at UPS.
• Videos also depict a “day in the life” to give the candidate some perspective.
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UPS Recruitment Strategy• Facebook and Twitter proved to be
successful for driving candidates to the website, as did LinkedIn to a lesser extent.
• However, from the very beginning, a mobile app to text candidates has been used from the very beginning.
• Text message seemed to be “personable, engaging and efficient.”
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UPS Recruitment Strategy
• The results: UPS is hiring more on Facebook with the quality of hires from Facebook and Twitter higher than all other online media. Interview/hire ratio is 2:1, and the cost of hire went from $600/700 to $60/70 per hire.
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