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Online recruitment seminar 2011 seo social media herwin wevers

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Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about publishing vacancies on your corporate websites, in social media and/or in job boards. The challenge is to increase your traffic to and to improve conversions at the central hub (corporate recruitment site).The real strength and power of online recruitment lie in harnessing internet technology to not just attract candidates but to deal with them too. In this sense it is also about streamlining the recruitment processThis presentation addresses the genertion of traffic through the means on SEO and Social Media.In the Pan-European Online Recruitment Seminar IBB organized in-depth interactive sessions and workshops of companies like L’Oréal, SEAT, CERN, Sonru, Recruit2, WebBoomm and more.

Text of Online recruitment seminar 2011 seo social media herwin wevers

Slide 1

Herwin WeversFacebook.com/WebBoomm

Twitter.com/HerwinWevers

Linkedin.com/in/WebBoommWebBoomm.com/nl

Social Media Marketing

Seminar European Online RecruitmentBarcelona 23-24 Nov 2011

SEO OR SOCIAL

Organizations should use social media because...2/3 of the world population visits social networks

Organizations should use social media because...time spent on social networks is growing 3x the overall internet rate, accounting for 10% of all internet time

Organizations should use social media because...online (+social media) has become the most influential source in "helping" customers make purchase decisions

Organizations should use social media because...millions of people create content for the social web

Organizations should use social media because...By 2015 mobile payments for physical goods to exceed $170bn globally

Organizations should use social media because.....in the future (says Zuckerberg), every application would be "social" and entangled to Facebook's platform.

Organizations should use social media because.....Twitter says it will have 1 billions users by 2012

62%

16%

12%

96%

80%

19%

West

North

East

South

58%

14%

12%

95%

82%

36%

69%

18%

10%

97%

38%

80%

57%

39%

12%

94%

55%

72%

72%

24%

15%

98%

85%

41%

N Europe = 7446 / F = None

Membership Awareness

Top 3 networks by membership

Source: Social Media around the World 2011, Insides Consulting

MySpace

Facebook

LinkedIn

Hyves

Hi5

Orkut

Ning Xing

Netlog

Twitter

QZone

Bebo

Vkontakte

Tagged

Friendster

Badoo

0%

5%

10%

15%

20%

25%

30%

35%

40%

0% 10% 20% 30% 40% 50% 60%

EUROPE

Low High

Low

Hig

hIn

cre

ase

Penetration

Future usage versus network penetration

N Europe = Min 43 Max 4968 / F = If member of social network

Big networks will get bigger and small networks will get smaller.

Source: Social Media around the World 2011, Insides Consulting

LinkedIn Facebook Twitter Blog

Oh, maar wij doen al aan Social Media Media

Onze CEO verveeltiedereen met saaieYouTube filmpjes. Dusonze social media video strategie zit wel snor.

Onze blog heeft 10 super interessante posts die onze klanten wel even tevreden zullenhouden. Onze website wordt maar kortbezocht. Jammer voor ze want de content is echt goed.

Social media gaat toch over communicatieen engagement, toch? Maar we tweetenal, das dan toch OK?

Onze Twitter account heeft al 1032 volgers, waarvan de helft spam is, maarhet gaat toch om het totale aantal.

Tien mensen vonden onze Facebookpost leuk. Ja klopt, dat warenallemaal medewerkers. Maar ach, de teamleider merkt dat toch niet. Hijsnapt niets van Facebook. Hij heefttoch geen account.

SEO

in Online Recruitment

2011 SEO AND SOCIAL

http://www.seomoz.org/blog/the-responsibilities-of-seo-have-been-upgraded

2 Practical Cases

CH2M HILL

Deloitte

Recruiting using

Social Media

Raz ChorevMARKETING IN THE NEW MILLENIUM | SOCIAL MEDIA STRATEGY | LINKEDIN TRAINING

Cas

e S

tud

y

Social Media Objectives

Attracting quality employees Targeting quality employees Creating a talent pool to allow

future global expansion

Effective Landing Page

Descriptive images Job search functionality Social Media connectivity

Effective Landing Page

Employee recommendation Video

Culture statement Social Media

connectivity Happy people Job search (Call-to

action)

Effective Landing Page

Powerful search capability

RSS to job feeds Sharing jobs

What didnt work

Tweeting since 29.3.2008 General corporate twitter account No interaction Follower/Following ratio shows

broadcasting tool.

What didnt work

Specific recruiting focused twitter account Follower/Following ratio shows interaction, yet The stream shows broadcasting tool.

What didnt work

Community building will take time

What DID work?

12,000 tuned-in professional community

Targeted advertising

Reason to choose @ CH2M Hill as an employer

Why DID it work?

Customised header

Comfort in numbers

Call to action

Employee video testimonial

Employee benefits

Company overview

Careers snapshot

Projects overview

ATTRACTING EMPLOYEES

Why DID it work?ATTRACTING EMPLOYEES

100% complete personal profile

Free job posting! Using LinkedIn apps

Company advertising on every employees profile page

Why DID it work?ATTRACTING EMPLOYEES

Using LinkedIn groups for employee retention AND acquisition.

Why DID it work?TARGETING EMPLOYEES

Ever evolving 100,000,000 CVs database

50 direct emails to best matching potential employees

Elimination process, before the candidates are aware of the position

Posting jobs to targeted individuals (not post & Pray strategy)

The Bottom line

98% of all US recruits where directly approached and sourced.

95% of all global recruitment were also a result of direct recruitment activities

As a result, significant saving on recruitment agency fees

Awarded the only Construction company in the 100 top companies to work for (Fortune magazine)

ObjectivesCase Deloitte

1) target of 1.000 new hires in 2010/2011

2) Develop a strong employer brand for right candidates

3) Drive traffic to their career website to create a funnel of candidates and supports the employer brand

http://www.slideshare.net/enroc/social-recruiting-deloitte

Solid Online Recruiting Strategy Starts With A Great Career Website

Categorization Students, Young professional and Professional

Dynamicmany pictures and videos Design is NOT leading (actually distractive) Lots of testimonials from current employees. Sense of human feeling: in touch with the recruiters! (profile, chat, email, direct phone) Content and contact are king

The content is either produced by the team or by employees from Deloitte Always recruiter contact icon Geolocation map Good for SEO, comments and Social Interaction

Interaction Blogs with content on what employees work on and how they feel about this. Commenting and reacting Twitter flow of Deloitte employees on career website Foto contest with the employees, most funny Deloitte branded fotos

Traffic generation through Linkedin, Facebook, Twitter.

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

User Generated Content

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

http://www.slideshare.net/enroc/social-recruiting-deloitte

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