Jobvite Social Recruiting Playbook 2012

7/31/2019 Jobvite Social Recruiting Playbook 2012

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WINNING STRATEGIES

for 2012

WINNING STRATEGIES

for 2012


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Tabe Cntents2

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Introduction

Chapter 1: Scia Recruiting r 2012

Chapter 2:Appicant Tracing Stware

Chapter 3: Eective Hiring Cabratin

Chapter 4: Increase Empyee Reerras

Chapter 5:A Career Site that Ses

Chapter 6: Recruitment Mareting

Chapter 7: Faceb Recruiting AppsChapter 8: Recruiter Candidate Reatinship Management

Chapter 9: Fast Surcing with Candidate Search

Chapter 10: Benchmar Success with Recruiting Anaytics

Conclusion
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Intrductin

The beginning o each year marks an inux o hiring among companies as budgets are approved and company growth has been orecasted. Recruiters must plan

or the upcoming year to help ensure each team within the company has the necessary manpower to meet their objectives. This playbook provides you with tools

you need to build your 2012 recruiting strategy.

Instead o sourcing, hiring and moving on, make 2012 the year where you innovate and make your companys hiring even more eective. Whether its

streamlining processes, buying a new, integrated Applicant Tracking System (ATS) or taking your social recruiting eorts o the back burner, make this year

count.

1. Scia Recruiting r 2012

What is it?

Social recruiting is more than just a buzzword.

As recruiters, we are in the business o fnding the right people. Were matchmakers between job seeker and enterprise.

To recruit is to build relationships and connections; and social recruiting is about fnding those people and interacting with them. Social networks have made that

easier and more personal, i you do it right. Using the social web, we can now engage and communicate on a mass scale, while still developing a one-to-one

connection.

Benefts?

1. Broad capabilities connect to the largest pool o candidates

2. Easy to deputize employees or reerrals

3. Low-cost

4. Authentic and multimedia messaging


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Where to begin?

Finding the best way to recruit socially can

be like fnding a needle in a haystack. Start

by defning your voice and understanding

how the people in your company interact

with each other.

Make no mistake; social recruiting is not

about posting jobs.

Your messaging matters, whether its

broadcasted or targeted. Think about how

you want to structure your voice and engage

job seekers and candidates.

What to look or in an

application

There are many applications to automateand streamline your social recruiting eorts.

However, automation can be bland and

computerized, and oten will only publish

jobs to social networks which isnt a bad

thing, but it can be repetitive. Frequency

is important. Remember, you are talking to

people not other machines.Jbvite Scia Jb Seeer Survey 2011

Jb seeers are beginning t change

nine visibiity with wr in mind

Job seekers who modifed privacy settings in the last year with work in mind.

All JoBSEEkERS

SUPERSoCIAlS

19%9%

7%

32%26%

18%


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When looking at applications to help you recruit socially, think about ease o use and your return on investment. How will this tool beneft your long-term andshort-term recruiting eorts? What reporting does it oer?

I you do not have a social recruiting strategy in place that captures important data, then you are leaking revenue. Look or tools that help you understand and

measure how your top candidates fnd you, which channels they use and which posts or jobs that interested them most.

The most important question to ask:

Is it easy or employees to use?

Thats right. Social media is only second to employee reerrals, which we will discuss in more detail in Chapter 8. One o the best aspects about social recruiting

is that everyone can be involved.

A great social recruiting strategy includes every single employee. When planning your social recruiting strategy or 2012, consider your employees and whether

or not it is easy or them to publish to their networks about jobs, company culture and other points o interests or job seekers.

Whos doing it well?

Total Attorneys has expanded its social recruiting eorts and has dramatically grown

the number o reerral and social network hires, with a reerral rate o 50%1.

Social recruiting has enabled us to hire strong new employees who we would never

have connected with via traditional recruiting channels and we are now leveraging

social channels at a raction o the cost o traditional methods, said Sarah Widner,

talent manager at Total Attorneys.

At Kosmix, the majority o employees send open jobs through Facebook, LinkedIn,

Twitter and email. The new recruiting strategy has allowed the company to proactively

fnd talent.

1Tta Attrneys. 2009. Jbvite enabes innvative techngy-enabed aw services frm t everage scia

netwring and reerras t fnd new hires.


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Our employees unlock their proessional

and social networks to help Kosmix make

hires in a way that we havent been able to

do beore, James Hunt, managing director

o BINC Onsite.

Groupon has dedicated social network

channels specifcally or recruiting. You can

subscribe to Groupon Jobs on Facebook,

Twitter and LinkedIn. In 2011 Groupon builta candidate pipeline to more than double its

size with nearly 94,000 applicants that lead

to hundreds o new hires2.

2 Jessup, Dan. Grupn presentatin at HR Tech. oct. 2011. Raw data.


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2. Appicant Tracing StwareWhat is it?

An applicant tracking system (ATS) is a recruiters database that enables better management o resume and applicant inormation, helping to automate the

recruiting process and manage workow. A good ATS helps recruiters automate every stage o the hiring process rom posting to hire, tracking every requisition

along the way. It is also highly intuitive, easy to use and easily accessible online.

Benefts?

1. Streamline workow between recruiters and hiring managers

2. Increases collaboration eorts while reducing administrative time

3. Improves reporting time efciencies

4. Provides great candidate experiences with timely emails and organization

Where to begin?

Defning your workow is o utmost importance, especially when

dealing with busy hiring managers. The more granulated you can

get; the easier it will be or everyone involved. This will help you

visualize which parts o the workow can be automated and where

you can close any existing gaps. The goal is to start where it makes

the most sense, using a platorm that can scale to the needs o your

organization.

What to look or in an application

When dealing with a large number o candidates and requisitions,

automating your workow becomes o essence. The last thing you

want is or valuable candidates to slip through the cracks or to have

scheduling errors or lost eedback rom interviewers.


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A good ATS will help grease the wheels o your hiring eorts, making sure that everything runs smoothly with the level o proessionalism that you want your

company to convey. Look or systems that are scalable, increase collaborative eorts and organize all inormation and activity in one space.

Whos doing it well?

With our ATS, hiring managers can view all eedback without waiting and without superuous emails. We can also track source and pull metrics on almost

everything. The stats on active employees are amazing, and it really helps with rewards and motivation, said Andrew Cerda, recruiting specialist at Yelp.

We refned our whole stafng process and built a strong model that scales as we grow. We dont throw a lot o money at recruiting by having a large sta or bigagency expenditures. We have control over our process and our candidate pipeline. Im really proud o what we have accomplished, said Wendy Fitzlo, director

o human resources at Support.com.

Jobvite is an applicant tracking system designed rom a user standpoint and it mirrors the workow and the activity o a recruiter. Its so much easier or a

recruiter to use than any other system out there, said Paul Whitney, vice president o human resources at Infnera.


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3. Eective Hiring Cabratin

What is it?

Everyone in your company is involved in hiring in some way, whether an employee is interviewing, hiring, reerring or will be working with the new hire. Hiring

collaboration is a process where everyone works together on hiring the right candidates.

Benefts?

1. Employees eel a part o the hiring process or new team members

2. Inormation is easily distributed across all parties

3. Recruiters spend less time organizing and scheduling

Where to begin?

Hiring collaboration begins with a plan o action to get every employee

involved. Keeping employees engaged and productive in the hiring process

can certainly be a challenge. Start by looking at your workow process and

checking to see i you have any existing silos or points o contention. The

goal is to make it easy or everyone involved to respond or to access the

necessary inormation to make a decision on a candidate.


The best way to maintain productivity is to streamline your process and

fnd applications that are robust, scalable, secure and accessible rom

anywhere. With the inux o smartphones and mobile devices in the

workorce, the need or easily accessible inormation is key, especially with

busy hiring managers.


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Another eature to consider is how hiring managers and recruiters view candidate inormation and activity. Keeping all inormation in one view and in an intuitive

ormat can really make a dierence in how each participant in the hiring process reacts to the workow.

Whos doing it well?

Yelp has a unique workow process that helps keep their hiring eorts on the go. The companys recruiting strategy is orward-ocused in that everyone at the

company is always recruiting.


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4. Increase Empyee Reerras

What is it?

Employee reerrals are commonly noted to be the highest quality, lowest cost o hires at any company. Reerral candidates also are known to perorm better,

have shorter time-to-fll periods and have greater job satisaction. A strong employee reerral program is an absolute must-have or 2012.

Benefts?

1. Shorter time-to-fll periods and greater job satisaction2. Fit better with corporate culture

3. Require less resources to hire

4. Promote solidarity among employees

Where to begin?

Building an employee reerral process is not rocket science, but it does take time and eort. The frst step is to develop a reerral culture. Employees reer

because they are happy with their company and want to help it succeed. Also, a reerral bonus certainly helps move things along.

Once you understand why your employees reer, you can reach out to them through employee marketing campaigns that inorm them about open jobs and ways

to reer. For more inormation on how to increase your companys employee reerral rate, download Jobvites ree eBook: Increase Employee Reerrals in 5 Easy

Steps.


When looking at applications to assist your employee reerral program or to create one rom scratch, you must frst think about ease o use. The easier it is or an

employee to reer, the higher adoption rate and more chances you have o engaging them in a reerral program.

With Jobvites automatic publishing tool, Chiquita employees and website visitors can post jobs to Facebook, Twitter and LinkedIn or send an email.
http://recruiting.jobvite.com/resources/increase-employee-referrals-in-5-easy-steps.php?utm_source=M-D-SRPlybk-EmpRef&utm_medium=srplybk&utm_campaign=srplybkhttp://recruiting.jobvite.com/resources/increase-employee-referrals-in-5-easy-steps.php?utm_source=M-D-SRPlybk-EmpRef&utm_medium=srplybk&utm_campaign=srplybkhttp://recruiting.jobvite.com/resources/increase-employee-referrals-in-5-easy-steps.php?utm_source=M-D-SRPlybk-EmpRef&utm_medium=srplybk&utm_campaign=srplybkhttp://recruiting.jobvite.com/resources/increase-employee-referrals-in-5-easy-steps.php?utm_source=M-D-SRPlybk-EmpRef&utm_medium=srplybk&utm_campaign=srplybkhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.com


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Social networks are key or reerrals. According to Facebook, the average user has 130 contacts. Assuming all your employees are on Facebook, the widespread

reach o a companys network, including employees, is exponential. Look or sotware that allows employees to post to their networks and tracks reerrals so that

you can reward accordingly.

Whos doing it well?

Yelp has a un tool on their career site that allows visitors to see which o their LinkedIn connections are Yelp employees so that job seekers can proactively ask

or a reerral. Over 50% o Yelp hires are rom reerrals.


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Total Attorneys increased its reerral

rate to 67% in six months.

When you give people tools to be

transparent about the company,

they can contribute to the

conversation about your brand. Its

great when your employees think

highly enough o the company that

they want to talk about it and wantto invite people to work here, says

Ed Scanlan, CEO o Total Attorneys

Coupons.com has an employee

reerral rate o 52%.

Its really wise to use the entire

company and its network so that

you can spread the word and get

the net out that much arther. It is

the most eective way to recruit,

and as a result, Coupons.com has

had better quality candidates in the

pipeline sooner, leading to more

qualifed hires, said Ken Perluss,

director o stafng at Coupons.com.


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5. A Career Site That SesWhat is it?

Career page is one o the most highly trafcked pages on a corporate website. Visitors arrive due to interest in the company or via job advertising, Internet

searches, word o mouth, reerrals, recruiters and any other recruiting channels. Some arrive with a purposeul goal (applying or a new job), while others are just

window-shopping or a better opportunity.

Benefts?

1. Displays company culture

2. Provides job seekers with sought ater inormation

3. A space or people to fnd and apply to open jobs or learn more

Where to begin?

Your companys career site should have a roadmap or conversions (when a visitor turns into an applicant). Once youve decided on the type o candidates you

want, plan on how to attract them to apply with your career site. The number one rule is to make it easy or candidates to fnd what they need and to apply.

For a closer look on how to build a winning career site, download our ree eBook: 21 Career Sites that Sell.

What to look or in an application?

There are plenty o applications that can help you design a career site, but the most important aspect o this avenue is the behind-the-scenes data. Your career

site should be in close communication with your ATS. Ideally, you can have a custom career site associated with your ATS or all applicant tracking and career

site needs.

A good goal to have in mind when looking at sotware platorms is to make sure the entire process or both applicant and recruiter is seamless and simple. I your

current system is not up to par, perhaps 2012 is the year to revamp your career site.
http://recruiting.jobvite.com/resources/21-career-sites-that-sell.php.php?utm_source=M-D-SRPlybk-CarSite&utm_medium=srplybk&utm_campaign=srplybkhttp://recruiting.jobvite.com/resources/21-career-sites-that-sell.php.php?utm_source=M-D-SRPlybk-CarSite&utm_medium=srplybk&utm_campaign=srplybkhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.com


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Whos doing it well?Zyngas career site perectly

transitions its corporate brand

with its talent brand, showcasing

the playul atmosphere o the

company as well as the hard work

and creativity o employees. The

structure and theme o the website

is consistent and easy to use.


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Yammer does a antastic job o displaying company

culture, including pictures o employees, and the

opportunities oered. Candidates oten want to

know how they would ft in the bigger picture o the

company and how they can urther develop their

career path.
http://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.com


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6. Recruitment MaretingWhat is it?

Whether you attract applicants through job boards, reerrals, social media, advertising or any other orm o recruiting outreach, you are marketing your company

and what it can oer job seekers. Recruitment marketing is unique in that a company has the opportunity to develop a sub-brand that encompasses employee

liestyle what we call a talent brand.

With recruitment marketing, recruiters can build a talent network and market to candidates and interested subscribers. Promoting jobs, corporate culture and

career opportunities.

Benefts?

1. Organically attract more applicants using a variety o channels

2. Build a subscriber base o interested job seekers

3. Track and measure recruiting eorts

Where to begin?

Recruitment marketing, like any other marketing program, begins with a clear understanding o your talent brand and what type o candidates you would like to

attract. Especially since, not everyone who is qualifed or a position would be a good ft or your company

Once you know whom you want to attract, you can start building out email campaigns, social job promotions and a well-rounded career site that is geared

toward the type o applicants desired.


There are several elements to considering when managing your recruitment marketing. The key points are how do you build your talent network and how do

measure the results o your eorts.


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Whos doing it well?

TiVo sends a separate

recruiting email twice a

month to all employees,

providing hiring updates,

interesting articles and reerral

incentives. Each email includes

a specifc, personalized

message, usually a story oranecdote about a reerral. The

company understands that

recruitment marketing is more

than attracting candidates;

its involving everyone in the

company to fnd the best talent

or the available jobs.


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7. Faceb Recruiting AppsWhat is it?

LinkedIn has been a huge resource or recruiters and will continue to be a great source. However, employers and job seekers are commonly on dierent social

networks. According to Job Seeker Nation 20103, 64 percent o companies use two or more social networks to recruit. As a result, job seekers and social job

sharing has emerged on Facebook and maintains a steady growth.

Benefts

1. Reach job seekers where they network

2. Target individual candidates or broadcast jobs

3. Easy or employees to share jobs on Facebook

Where to begin?

Recruiting on Facebook should be a section in your overall social recruiting strategy. Think about what type o candidates are on Facebook and how to target

them.

Remember, you must treat Facebook and LinkedIn dierently. Users on LinkedIn may be more accepting o recruiting requests, whereas Facebook users might

not be. Develop a plan o action, benchmark goals and message voice, then execute accordingly.

You may want to consider Facebook as more o a reerral network and LinkedIn as a sourcing network. Still, this is dependent on your overarching social

recruiting strategy.


There are several Facebook applications that you can use in order to rev up your recruiting eorts. Look or applications that attune to your strategy and goals.

For example, i your goal were to capture more applicants through your corporate Facebook page, perhaps youd want to consider an app that allows visitors to

apply directly rom your an page.

3Job Seeker Nation 2010. Buringame: Jbvite, 2010. PDF.


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Or i you want to encourage

employee reerrals, consider

a Facebook app that allows

employees to easily share

jobs with their riends and

connections.

Whos doing it well?

Whole Foods Market Austin

has integrated the Jobvite Work

With Us Facebook app that

allows visitors to browse jobs,

sign up or job alerts or visit the

career site or share the position

with a riend.


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8. Recruiter Candidate Reatinship Management

What is it?

Recruiter Candidate Relationship Management (CRM) platorms provide recruiters with an easy and efcient way to communicate with their talent pool,

applicants and existing candidates. They ideally organize prospects and sourcing results so that every promotion and activity is categorized and logged or all

members involved to view and track accordingly.

Benefts?

1. Build and communicate with your talent pool easily.

2. Organize and streamline job promotions

3. Host better candidate experiences

Where to begin?

In lieu o your recruitment marketing program, a recruiter CRM should be an accent to the plans that you have designed or your talent acquisition campaigns.

When beginning with a CRM, you can determine which types o email threads, or tracks, you want to send to prospects, candidates, hires and others. Then your

CRM should help you organize and market to your candidate pool.


Once youve spent the time and energy to build your talent pool through sourcing or other marketing eorts, you will need to communicate with them in an

efcient and organized manner, making sure to track all responses and organize your database along the way.

A good CRM allows you to import, store, organize and score prospect data, making sure all profles are updated. You can also fnd programs that will allow you

to view only the candidate inormation that is most useul to you, meaning that hiring managers dont have to flter through emails and other notes that are meant

or recruiters only.


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Whos doing it well?

I didnt want job seekers to look at

us like any other major brand. Our

goal is to leave the candidate with

a better appreciation o TiVo, said

William Uranga, Senior Director o

Stafng at TiVo. The dierentiation

o our candidate experience is

very important to us in the waror talent. With Jobvite, we can

create a candidate experience that

incorporates our corporate identity

and provides a positive experience

or the jobseeker.

22


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9. Fast Surcing with Candidate SearchWhat is it?

Sourcing candidates is the bulk o a recruiters job. There are many ways that recruiters source and compare candidates. Many search their existing databases,

LinkedIn, resume sites or social networks. Others use Boolean search or use a variety o sourcing sotware platorms.

Benefts?

1. Find candidates that match requisitions and keywords

2. Scans the open web or candidates

Where to begin?

With hundreds o resume databases, social networks and existing contacts, fnding the right ft can be a long and tedious process. In any case, sourcing

candidates is all about the keywords that you use.

When looking at your job descriptions try to think o the bigger picture o the role. Which skills are essential and which ones are nice-to-haves? Then refne your

searches based on the specifc criteria o your requisitions. I the right candidates arent showing up, then you may want to rework your job descriptions.


As hiring kicks up in the beginning o each year, fltering through candidates and reaching the right ones at the right time is o utmost importance. Consider tools

that have aggregation platorms that can be scheduled or automatic searches so that you dont have to redo searches every day or week.

Put together a plan o action or duplicate resumes and searches, as job seekers post their profles on multiple job boards. Look or tools that can combine

results o several databases so that you can save time fltering through duplicates more easily.

You may want to develop a ranking system so that you can easily score prospects and add the best ones directly into your candidate relationship management

system (CRM, discussed in Chapter 8).


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10. Benchmaring Success with Recruiting Anaytics

What is it?

Analytics is a term or measuring data captured rom marketing campaigns, websites or recruiting eorts. Tracking and measuring the results o your recruiting

eorts, job promotions or employee marketing greatly helps recruiters understand what is working and what isnt so you can hire smarter (top talent at a lower

cost). Knowing why job seekers apply and rom where they ound the job, is also vital in preparing or any recruiting strategy.

Benefts?

1. See which tactics are working and where to allocate spend

2. Develop goals or continual improvement

3. Get results rom dierent campaigns and test theories

Where to begin?

The frst step when planning your 2012 recruitment analytics strategy is to decide on which metrics are best or you and or your team members. Not every

metric matters to everyone. Some key metrics to start with are how are your most qualifed candidates fnding your jobs and whats your career site visitor to

conversion rate.

For more inormation about metrics and recruiting benchmarks, download our ree eBook: Recruiting Analytics: 5 Ways to Benchmark Success.


For your career site, you can always use Google Analytics to flter the trafc and understand points o entry and which visitors apply or which jobs. However, the

granular data required to ully understand the metrics that are most important to recruiters will not be easily ound through Google Analytics.

Ideally, your ATS will have captured all the necessary data rom applications to email opens to social job shares. Then it should also have an organized layout

that will easily allow you to build out reports that attune to specifc company hiring needs. For example, i you are spending money on your social recruiting

campaign, you will want to know how well it is working or what you can do to optimize it.

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http://recruiting.jobvite.com/resources/5-ways-to-benchmark-success.php?utm_source=M-D-SRPlybk-RecAna&utm_medium=srplybk&utm_campaign=srplybkhttp://recruiting.jobvite.com/resources/5-ways-to-benchmark-success.php?utm_source=M-D-SRPlybk-RecAna&utm_medium=srplybk&utm_campaign=srplybkhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.com


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Whos doing it well?

Companies who are actively working to increase their reerral rates and the number o applicants captured rom social media and the career site are guaranteed

to be using an analytics platorm. It is essential to have a rame o reerence as to what works best or what needs to be fxed.

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We have hiring visibility and knowledge o where

candidates were coming rom without a whole lot

o eort and anxiety. It was really hard or us to

understand that, unless we did some meticulous

excel spreadsheet tracking, sorting and

managing, which nobody really likes to do. That

is the biggest value that Jobvite has provided us,

and it helps drive a whole lot o decisions, making

the hiring process run as efcient as possible,

said Steve Leech, Vice President o Human

Resources at Shuttery.

It only takes three minutes to run a Jobvite

report, and we can see which social sites are

working without having to check the individual

channel. Its so cost eective, considering the

amount o work we get out o it. We can track

source, evaluate time-to-fll and track recruiterswork, spending less time on administrative

tasks and more with talent. Weve seen such a

great return on investment, said Andrew Cerda

recruiting specialist at Yelp.

27SHARE THIS EBOOK!


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11. Cncusin

Combining a series o well organized recruiting tactics and the necessary tools can really make or break your recruiting strategy. Still the single most important

takeaway rom this playbook should be strategy. Tools and technology can only go so ar, whereas a well-defned recruiting strategy can really set in motion a

ull-swing hiring eort that can maximize every inch o your platorms capabilities.

I youre in the market to upgrade your recruiting sotware, think about your hiring process and what tools can help easily and quickly acilitate your recruitingworkow and engage all employees.

About Jobvite

Jobvite is the only recruiting platorm that that delivers real-time recruiting intelligence with innovative technology or the evolving social web. Leading, ast-growing companies today use Jobvites social

recruiting, sourcing and talent acquisition solutions to target the right talent and build the best teams.

Jobvite is a complete, modular Sotware-as-a-Service (SaaS) platorm which can optimize the speed, cost-eectiveness and ease o recruiting or any company. To fnd out more, take aproduct tour.

Jobvite Hireis a practical, intuitive web-based platorm that helps you eectively manage every stage o hiring. Its the only social recruiting and

applicant tracking solution that makes it easy or everyone to work together on hiring. With Jobvite Hire, you can improve the speed and quality o talent acquisition, create a great candidate experience,

increase reerral and social network hires all while using ewer resources.

Jobvite Source, is an easy-to-use web-based application that can help you achieve your recruitment sourcing goals today. Its the only social sourcing and candidate relationship management application that

helps you target relevant talent through employee reerrals, social networks and the web then build and engage your talent pool. Jobvite Source is one intuitive platorm to manage all sourcing programs

and see the results.

Ready to learn more? Check out our ree product tours >
http://web.jobvite.com/product-tour-request.html?utm_source=M-D-Product-Tour-Both-srplbk&utm_medium=ebook&utm_campaign=PT-Bothhttp://web.jobvite.com/product-tour-request.html?utm_source=M-D-Product-Tour-Both-srplbk&utm_medium=ebook&utm_campaign=PT-Bothhttp://web.jobvite.com/hire-tour-request.html?utm_source=M-D-Product-Tour-Hire-srplbk&utm_medium=ebook&utm_campaign=PT-Hirehttp://web.jobvite.com/source-tour-request.html?utm_source=M-D-Product-Tour-Source-srplbk&utm_medium=ebook&utm_campaign=PT-Sourcehttp://web.jobvite.com/product-tour-request.html?utm_source=M-D-Product-Tour-Both-srplbk&utm_medium=ebook&utm_campaign=PT-Bothhttp://web.jobvite.com/product-tour-request.html?utm_source=M-D-Product-Tour-Both-srplbk&utm_medium=ebook&utm_campaign=PT-Bothhttp://web.jobvite.com/source-tour-request.html?utm_source=M-D-Product-Tour-Source-srplbk&utm_medium=ebook&utm_campaign=PT-Sourcehttp://web.jobvite.com/hire-tour-request.html?utm_source=M-D-Product-Tour-Hire-srplbk&utm_medium=ebook&utm_campaign=PT-Hirehttp://web.jobvite.com/product-tour-request.html?utm_source=M-D-Product-Tour-Both-srplbk&utm_medium=ebook&utm_campaign=PT-Bothhttp://www.linkedin.com/shareArticle?mini=true&url=%20http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-li&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://www.facebook.com/share.php?u=http://web.jobvite.com/socialrecruitingplaybook-2012.html?utm_source=M-D-socialrecplaybook-fb&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.comhttp://twitter.com/share?text=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&url=http://bit.ly/ypmjCn&title=New%202012%20Social%20Recruiting%20Playbook&summary=Check%20out%20the%20new%202012%20Social%20Recruiting%20Playbook%20from%20Jobvite&source=Jobvite.com

Jobvite Social Recruiting Playbook 2012

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