Professional Documents
Culture Documents
!"#$%&
!"#$%&
Table of Contents
Part 1
3
3 4
Welcome
What is social recruiting? Bringing in the new
Where to begin?
Why are you doing this? Setting goals 6 5
7
8 9
10
11 12
13
14
Review
16
About Jobvite
17
Page 2
!"#$%&
Welcome
This is the rst part of a three-part series on building a comprehensive and cohesive social
Social recruiting is a word we often hear, but what does it actually mean? And, more importantly,
Instead of weed-whacking through the countless blogs, surveys, whitepapers and eBooks to nd
the answers, this workbook is specically designed to help you hunker-down and focus on the
One that can truly help you to develop a comprehensive and cohesive social plan of action that
Strategy is dened as a plan of action or policy designed to achieve a major goal. In order to
take strategy into consideration for social recruiting, we must go back a bit and dene what your
goals are as well as what social recruiting means to you and your company.
Page 3
!"#$%&
BIGGER.
BETTER.
HIRED.
Page 4
!"#$%&
Where to begin?
100
The hardest part about beginning something new is making the decision to do it.
Congratulations! Youve already made the decision to move forward. The rest is simple
organization.
80
You will need a framework to begin your planning. The best place to start is not how, but why.
60
Understanding the business objective, or goal, of why you want to use social is key. Everyone is
What does social media and social recruiting mean for your company? And why is it important to
your target audience (i.e.: quality candidates that would t in your company culture)?
20
Narrow down your why to one or two sentences or a list of a few objectives for social. For
example: Social recruiting will spread employment brand awareness and target like-minded
64%
Page 5
!"#$%&
Setting goals
Now that you have dened your objectives, or goals, think about what you would like to have accomplished within the next month, quarter, year and beyond. Where do
Page 6
!"#$%&
Dening your companys voice is essential. Chances are, your marketing department already
has this very clearly dened. Ask whoever is in charge of the marketing message of your
company, and then review how the company brand message circles back to your corporate, or
This is, in essence, your brand promise; also know as a unique selling proposition a statement
that your company makes to customers. This statement sets the bar for expectations. When
translating this promise into an employment brand, consider your job seekers and what you want
them to expect from the hiring experience and from working at your company.
Page 7
!"#$%&
Next on this list, is to see if your companys brand promise and employment brand promise match up with how your current employees interact with each other.
One of the most important aspects of recruiting is determining whether or not a candidate would be a good t based on both skill and culture.
Social recruiting can be tailored to help you nd candidates with the required skills and who t into your company culture, especially as job seekers grow more curious
about the people behind the machine. Open the curtain a little, and give them a sneak peak as to who are the employees. (Tip: Engaging with employees is also great
fodder for a socialized career site one in which job seekers can interact with and share jobs.) In order to do this, you must get to know your employees.
To progress with this strategy, youll need to ask yourself a hard question. What are the values, vision and mission every employee embodies? Start by asking your
employees what they think is great about the work environment at your company.
What do your employees love about the work environment at your company? 6. 7. 8. 9. 10.
1.
2.
3.
4.
5.
Referencing the list about, what is the one value/vision/mission every employee embodies?
Page 8
!"#$%&
Employees can dene a corporate culture. The dynamic of the ofce environment and how your
employees interact with each other will dene your culture not your products or services.
Sometimes, dening a culture takes a little more time than merely jotting down a few notes on
it. First start with the culture you have, if any. Then, decipher where you would like it to be and
how you can encourage the right culture. You may want to add this to your overall recruiting and
hiring strategy, apart from its importance within your social recruiting strategy.
Page 9
!"#$%&
people whose interest you are trying to attract. You can even
Page 10
!"#$%&
Recruiters are supposed to connect with and attract a variety of personalities that generally come
with job roles: engineers, product managers, marketing professionals, sales representatives, etc.
The kicker is that you are looking for these people who also have a common personality thread in
how they work and interact with each other as well as the company as a whole. Men, women, college
grads, demographics, etc. are all things to consider when developing personas.
1. Deer-in-Headlights Job Seeker just graduated college, has a BA/BS, hunting for a rst job,
early 20s, mid-level social media user, prefers Facebook to email, unsure of career path.
2. Lewis and Clark Job Seeker early career, 2-4 years of experience, 1-3 jobs within those
years, BA/BS or more degrees, a little lost on career direction, looking for mentors/guides,
1.
2.
3.
Page 11
!"#$%&
Of workers who said social networks led to their most recent job, Facebook was the leading source.
Now that weve established who your job seekers are, lets talk about where they are. In the olden
days, recruiters may have looked at meet-ups, bars, restaurants or pink slip get-togethers to nd
Which networks are your ideal job seekers? Check all that apply. Twitter
78%
Facebook
Source: Social Job Seeker 2011
42% 49%
female male
58%
male
51%
female
43%
female
57%
male
LinkedIn LinkedIn
Facebook Facebook
Twitter Twitter
Page 12
!"#$%&
boards, which is good, but not enough. And it can get very repetitive.
for you, hiring managers and all employees. Yes, ALL employees.
Page 13
!"#$%&
The following questions will help you assess your current technology and review what changes need to be made in your existing plan so that you can adjust for social
recruiting.
What applications, if any, are you currently using for social recruiting?
Page 14
!"#$%&
What three things would you change about your applicant tracking system?
1.
2.
3.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
Page 15
!"#$%&
Review
When including a new structure into your existing system, it helps to re-evaluate each step so that you can seal any gaps and capitalize on any opportunities that you
hadnt initially foreseen. Bare in mind that the basic core of any social recruiting strategy should always be your company and what its employment brand promise
Social recruiting shouldnt fall too far from the spectrum of recruiting in itself, which is to connect people to jobs. Now that youve laid out the foundation of your strategy,
you can begin to look deeper into the execution, or plan of action, and how you can use social media to make it easier to connect a wider pool of qualied people to
your jobs. We will discuss all this and more in Part II of this workbook.
Page 16
!"#$%&
About Jobvite
Jobvite is the only recruiting platform that that delivers real-time recruiting intelligence with innovative technology for the evolving social web. Leading, fast 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 Software-as-a-Service (SaaS) platform, which can optimize the speed, cost-effectiveness and ease of recruiting for any company. To nd
Jobvite Hire is a practical, intuitive web-based platform that helps you effectively manage every stage of hiring. Its the only social recruiting and applicant tracking
solution that makes it easy for everyone to work together on hiring. With Jobvite Hire, you can improve the speed and quality of talent acquisition, create a great
candidate experience, and increase referral and social network hires all while using fewer 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 referrals, social networks and the web then build and engage your talent
pool. Jobvite Source is one intuitive platform to manage all sourcing programs and see the results.
Page 17