Jobvite Webcast: 7 Ways to Measure Social Recruiting ROI
45
7 ways to measure social recruiting ROI with jessica lee { APCO Worldwide + Fistful of Talent }
-
date post
19-Oct-2014 -
Category
Business
-
view
4.086 -
download
2
description
Presentation by Jessica Lee for Jobvite
Transcript of Jobvite Webcast: 7 Ways to Measure Social Recruiting ROI
7 ways tomeasuresocialrecruitingROI
with jessica lee { APCO Worldwide + Fistful of Talent }
who am i? why me?• that’s me – cooking
dinner & finalizing these slides last night (pork chops + roasted brusselssprouts, in case you wondered)
• corporate recruiter in the biz for ten years
• started using facebook in march 2008, blogging in april 2008, twitter in june 2008
so why did i choose this topic to cover with you today?
before we dive in though…
i’m coming from…just so you know where
pieces of the social recruiting
puzzle
community
branding
sourcing
?
?
that being said…
• social media is not the be-all, end-all - it’s one tool
• social media is not going to work for everyone
• it’s too early to really say that social media is a/the magic bullet
establish goals
define success
determine measurements
map out strategy
value!but why metrics, you ask?
possible goals
• hire great people
• hire great people very quickly
• hire great people quickly while spending less
• have strong employment brand awareness
• provide great customer service to applicants
increased website traffic from social sources
increased job applications from social sources
increased candidate quality
decreased applicant to hire funnel
increased hires from social sources
decreased time to fill
increased quality of hire
increased brand awareness
increased brand loyalty
decreased cost per hire
increased recruiter satisfaction/FUN factor
increased thought leadership
the metrics – at a macro level
5. influence
6. engagement
7. IQ
qualitative
quantitative1. eyeballs/traffic
2. comments/mentions
3. fans/friends/followers
4. costs
eyeballs/traffic
eyeballs/traffic
comments/mentions
friends/fans/followers
costs• investment of time; staff resources to use
social media (monitor & engage)
• cost savings through lower media buys, job board spends, etc
qualitative metricsa quick word about
influence
omg. WTF?
why is influence an important metric?
TRUST
83% opinion of a friend or acquaintance
75% review in a newspaper, magazine or on TV
69% information on the company’s website
63% review by a known expert
60% consumer reviews – content site
52% consumer review – retail site
50% consumer opinion site review
49% online editor review
37% chat room/discussion board
30% blogger review
where consumers turn to for buying recommendations
the goal of influence?
turn small groups of enthusiasts, users, customers and consumers
into authors, producers, scouts, testers, collaborators and broadcasters
into community members, advocates, ambassadors and evangelists
track the level of influence your broadcasting efforts have:
• how far is the information getting?
– retweets, forwards, referrals
• how often does your content get repurposed?
• does it support your intended direction?
from eyeballs to
the engaged
intermittent contributors
the lurkers
engagement
engagement• how engaged are
your visitors?– how many people
join in on a discussion
– ratio of positive comments to negative ones
– likes, re-tweets, forwards
– length of time on site
IQ“i read online that you guys have this program that…”
back to the qualitativeengagement:
• what do your applicants think of the social media experience you are providing?
• what do they think of your participation?
IQ:
• did connecting via a social media channel provide candidates with added intel on the company?
• did researching the company via social media channels better prepare candidates for your interview?
• do candidates who engaged via social media seem better prepared than others?
• are candidates anecdotally mentioning learnings thorughsocial media?
measurementtools
google analytics
bit.ly or budurl
facebook page insights
twittercounter.com
twitalyzer.com
klout.com
retweetist.com
socialmention.com
zoomerang.com (qual)
measurement tools to try:
reviewing the metrics again:
5. influence
6. engagement
7. IQ
qualitative
quantitative1. eyeballs/traffic
2. comments/mentions
3. fans/friends/followers
4. costs
reach out and follow up -
@jessica_lee @APCOjobs @fistfuloftalent
www.fistfuloftalent.com
the recruiting platform for the social web
It’s Harder Than Ever to Tell What Works
Data integrity hampers
cost and quality
effective sourcing
5 out of 6 candidates
incorrectly identified
source in a study of
60,000 applications
Jobvite Platform Focused On Recruiting
finding candidates
managing the process
knowing what works
Jobvite Source social sourcing and CRM
Jobvite Hire applicant tracking and recruiting
social recruiting + employee referral
intuitive CRM to engage + manage prospect pipeline
recruiting intelligence
social recruiting + employee referral
recruiting intelligence
intuitive applicant tracking to
manage the hiring process
Start With Stuff You Can Track
automatictrackable
links
…Wherever You Are Recruiting
Jobvite Recruiting Intelligence Provides Insights to Drive Quality, Cost, Speed
• Personalized recruiting dashboard
• Source performance throughout the pipeline
• All candidate sources
• Social recruiting performance
• Career site benchmarkingnew!
Quantitative
• Traffic
• Referring Sites
• Views
• Forwards
• Applications
• Interviews
• Hires
by job
by source
by network
by category
by location
Platform Increases Engagement Throughout the Company
Employees
Recruiters
HR Executives
Hiring
Managers
InterviewersApprovers
Schedulers
Senior
Management
Hiring is
everyone’s job.
…Engaging Employees to Reach Their Networks and Drive Referrals
If one recruiter has
500 contacts…
and 1000 employees have
200 contacts each….
500 200,000
Increasing Referral Hires Reduces Cost of Quality Hires
Sample Savings: More Referral Hires
Replace direct hires:
Replace agency hires:
6 x
Savings per hire:
$7,000
15 x $4,000
Savings per hire:
Total savings on 21 hires: $100K
Encouraging the entire staff to recruit turns
everyone into brand ambassadors. As
employees spread the word in social networks
about our job opportunities, they create
positive buzz about the company.
“
”Ed Scanlan
CEO, Total Attorneys
www.jobvite.com
@jobvite
facebook.com/jobvite
http://bit.ly/jobvitetour
@jessica lee @APCOjobs @fistfuloftalent
www.fistfuloftalent.com
