Social Recruiting, what is happening?

Ever since I started recruiting via Social networks, I was able to measure my ROI on my online activities.

No need to tell again I was working at Nedstat when social recruiting became a new way of finding candidates via web. It was 2005 and Linkedin, Open BC (now Xing), Viadeo and other social networks just started to create a huge pond with names, jobtitles and “resumes”.

At my role back 5 years ago, I was asked to recruit people with various technical backgrounds, like C++ developers, Unix System Admins and Software testers, to work in our office in Amsterdam. Besides the techies I was also in the lead of recruiting Consultants and Salesmen for our offices abroad in Europe, like France, Spain, Germany, UK and Belgium.

Instead of calling lots of agencies in these countries I started finding them myself via all what was to be found online. Regarding the business of Nedstat: Web Analytics Software, we wanted our new hires to be online savy, so if you were not to be found via web… What is your interest in internet?

Back then, it became a sport to report to the manager, who was found via which network or other types of databases.
Which gave me the opportunity to discover even SecondLife in my office workspace.
“Was I still working” the system administrator asked me once, you only seem to play around on the web when I come in.

Social Recruiting, what is happening?

Nowadays Social Recruiting has become on of the “Shouldn’t try that too” channels for recruitment.
And yes I still think you should, but start tracking your results from the minute you start!

At ERE Expo, several cases on “social recruiting” were highlighted, which were fantastic to see, but none of them gave a clear insight in how they keep track of their ROI, which for recruiters in the end should be HIRES.

Where there is a lot data you might want to keep track on, since you as a recruiter try to get the best from everywhere on and offline, here is an overview which Michele Porfilio, Director of Strategic Sourcing at Crowe Horwath LL, currently created and currently uses.

This overview might be very helpful for recruiters who are still struggling getting the right management input. Well I think too, this is what you would like to present your managers to start with:


To get the whole picture follow this link:
sourcing metrics form by Michele Porfilio

To get an overview of your employer brand status in Online Media, will be the next phase to implement in your management report, will be to much to show Michele’s great overview on that topic for now.
Though if you like more on where to start on that one too, you can always contact me or for more info.

Michele thank you for sharing!

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Web Analytics and how Recruiters can benefit

What are you doing?
If you want quality improvement in your online recruitment.

Of course this topic is about Recruitment, I will just be highlighting some marketing aspects of this profession, discussing Web Analytics and how Recruiters can benefit.

Web Analytics is the study of online behavior in order to improve it.
(More here http://en.wikipedia.org/wiki/Web_analytics)

Using Web Analytics we create awareness for ourselves on how candidates surf our site.

Web Analytics software is able to tell us where candidates come from, how they navigate through out site before applying for the job. Also Web Analytics software is telling us where candidates exit our site… that of course we don’t like.

How can we apply this Web Analytics knowledge to our Recruitment strategy?

Check this: Accountability and Create checkpoints
E.g. What money did I spend on traffic generation? And what is the ROI in: number of visitors, most valuable channel, conversion in applications.

If you already use an Applicant track and trace system, integrate your Web Analytics software with your ATS, this way you’ll get the best picture of your efforts out there. Note, be sure you use same Web Analytics software on your career site as you use on your company site.

Since we get a clearer picture of what we do and what they, the candidates, are doing with our online presence, we are able to move forward.

Now that we know what we spend, what quality and in what quantity each channel is able to bring us. We can build a roadmap for each and every job.

We are able to improve quality of our online recruitment.

Want to learn more on this topic?

February 27th 2009, online recruitment and analytics

To get insight in what you are doing online in these days, there is a lot of metrics you’re able to get. The question is what info is important for which level in the organization.

The master class I organized together with Nedstat, PeopleXS and Webster University and will offer an out-of-the-box view on how to plan your strategy and get an in-depth insight into your online activities. The master class will provide you with a clear view of what online channels are most effective for your organization.

More info you’ll find here: online recruitment and analytics

recruitment-and-web-analytics

You like this masterclass but want it to be presented in company?
Let me know +31 6 421 21 451