Talview provides a video interviewing platform that allows companies to conduct online interviews with candidates. The document discusses how companies can leverage social media, such as LinkedIn, Facebook, and Twitter, to find candidates and implement an effective social recruitment strategy. It also outlines Talview's benefits, such as reducing hiring costs and improving the candidate experience through a more convenient online interview process.

1. Supercharge Your Hiring Process
With Social Recruiting Techniques
www.talview.com | 1

2. Introducing Speakers
Moderator :
Mark Samuel
Solutions Expert, Talview
Host Speaker : Guest Speaker :
Sanjoe Tom Jose
CEO Co-Founder, Talview
Dishank Raj
Vice President - HR, Swiss Re
Dishank comes with over a decade experience in Strategic Resourcing
and Talent Acquisition. He is a commerce graduate and has done his
GeneralManagementfromIIMBangaloreandMBAinHRfromSCDL,Pune.
He is currently heading Talent Acquisition function at Swiss Re Shared
Services Bangalore and has worked with companies like ING Vysya Bank
and Aditya Birla Group in the past. He has extensive experience in setting
up social media recruiting practice at companies he has worked with.
Sanjoe founded Talview in 2012 and has been driving the vision and
strategy since inception. He is also responsible for new initiatives and
productstrategy.Heispassionateaboutbuildingtechnologiesespecially
leveraging smartphones which can impact the world. Previously, he has
worked with MNCs like National Instruments and L&T. He was part of
core teams building world class cloud based tech applications. He is an
Engineer from Cochin University and an MBA from IIT Bombay.
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3. Talview was founded four years ago in 2012. Talview works across industries with the likes of clients
falling under Fortune 500 companies. Talview has been optimizing their hiring process for the last
four years.
About Talview
Candidate
Engagement
Candidate Interaction
Platform
Video
Assessments
AnalyticsBeta
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4. Defining Social Recruitment
Social Media as a Recruiting Tool
Implementing Social Recruitment
Speak Brand Personality
Finding Candidates on LinkedIn, Facebook & Twitter
What After Sourcing?
Implementing Social Media Techniques - Use Case
Evolve & Offer Convenience
Using Technology to Scale Up Social Recruitment
Talview Benefits
About Talview
In Short
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5. Defining Social Recruitment
Advertising open positions in creative ways on social media networks or channels to
directly converse with and engage prospective candidates can be one definition to
social recruitment.
Social media is a trend not a process; it’s as versatile as it can be. What’s very important
to understand about this trend is that, social media shouldn’t be a replacement to the
current hiring techniques, it must be an add on.
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6. Social Media as a Recruiting Tool
Source
Candidates
Mobile
Recruiting
A
Research
Tool
Build
Network
Engage in
Conversation
with
Candidates
Showcase
Work
Culture
Referral
Hiring
Getting
in touch
with new
candidates
Enhancing
Employer
Brand
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7. Implementing Social Recruitment Effectively
Surveys suggests that almost 85% of the workforce wouldn’t mind talking to a
recruiter; meaning they are all your passive candidates. Targeting these employees
should be your agenda in social recruitment.
Despite the proliferation of social media, 82% of recruiters believe their social recruiting
skills to be proficient or less.
79%LinkedIn
26%Facebook
14%Twitter
07%Candidate Blog
Most used channels by recruiters to engage
candidates via social media
85%
PASSIVE
CANDIDATES
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8. Enhance Employer Brand
Communicate the employment
brand you want to have with them
proactively.
Speak Brand Personality
Leveraging Video
Candidates, both active and passive
are on mobile & watching videos; it is
important you showcase great product
videos or a word from the CEO to keep
them engaged and interested.
273M I N U T E S
WATCHING ONLINE VIDEO EVERY MONTH
P E O P L E S P E N D
“More unique the idea, better it is for your engagement.”
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9. Update Company Profile Share Interesting Stuff
Make the most of your company profile.
Don’t write for better brand, write so
you meet with better personalities.
It could be about your company, the
field your company deals with, new
product launch, or anything creative.
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10. One must identify, follow, share and contribute to grow
relationships, build rapport, and woo the top talent to your
organization.
Jessica MillerFounder, CEO, Blogging4Jobs
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11. LinkedIn
13%of millennials (15 - 34 yrs)
are on LinkedIn
Millennials
on LinkedIn
US
Number of LinkedIn
users in the World
ASIA
INDIA
UK
107 million
61 million
31 million
20 million
414M I L L I O N
Active Users
in Total
of LinkedIn members
connect with companies to
enhance their professional
decision-making.
80%
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12. Finding Candidates on LinkedIn
Be sure you post specifics in the first 100 words on LinkedIn for every opening so that
candidates don’t have to scroll too much.
It costs $195 to post a job for 30 days. You can also sign up for LinkedIn Talent Advantage.
It is an exclusive suite of tools for recruiters. But if you don’t have the budget to pay you can
still tap into the free resources LinkedIn offers.
Join Groups and interact with like minded people, more conversation will lead to more
visibility, that’s the place you start.
As a recruiter, share what gets posted on the company page, more viewers, more
connections.
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13. Facebook
1.55B I L L I O N
Active
Users
in Total
1.31B I L L I O N
Mobile Active
Users
Average time spent per
Facebookvisit is
20 minutes
At 1.49 billion, Facebook has more
monthly active users than WhatsApp
(500 million), Twitter (284 million) and
Instagram (200 million)—combined.
On Thursdays & Fridays,
engagement is
18% higher.
mid-weekb e t w e e n 1 t o 3 p m
Highest traffic occurs
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14. Finding Candidates on Facebook
First utilize the Facebook Directory to search for users, pages, groups and applications. You
can start a Facebook page for free. Highlight your culture and employees, you will see the
page shares going higher.
You can post a job for free in the Facebook Marketplace. The ad requires basic
informationsuchaslocation,jobcategory,subcategory,title,whyyouneedtofillthisposition,and
description.
If nothing works out there’s Facebook Ad. The advantage of the ad platform on Facebook
over its rivals Google Adwords and Yahoo! Advertising is that Facebook has laser targeting
ability.
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15. Twitter
320M I L L I O N
Active
Users
in Total
Mobile users are more active on Twitter than desktop users. People with Twitter on
their smartphone are 79% more likely to access Twitter several times a day. They’re also
twice as likely to use Twitter the moment they wake up.
US
Number of Twitter
users in the World
UK
65 million
13.1 million
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16. Finding Candidates on Twitter
The easiest way to recruit is to tweet jobs you have available. “Looking for a Sales Rep in NYC,
Very competitive salary, apply at (include a shortened url).” Share events and news about
your company.
If your company does not have a lot of followers, run a quick search on Twitter. You can
search for people you know, by location, by industry or interest, by hashtag, by popularity,
by time and more.
Consider using these hashtags: #job, #jobpost, #employment, #recruiting, #hiring,
#career, #staffing, #salesjob, #NAJ (that is Twitter lingo for ‘Need A Job?’)
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17. Social Media is the new Word of Mouth at the Speed of Light .
Anonymous
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18. Implementing Social Media Techniques - Use Case
We don’t have a choice on whether we do Social Media, the question is how well you do it!
Erik Qualman
How we at Swiss Re leveraged Social Medial for Engaging & Attracting talent for niche roles:
Get to the
basics first
Have a futuristic
approach
Be soft on your
interviewing
approach
Ensure you earn a brand
ambassador in each candidate
you interview
Onboard your
partners in the
journey
Be active and visible,
make it a learning
platform
Share your leadership value
proposition, just employer value
proposition is not good enough
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19. What after finding
candidates on
Social Media?
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20. Evolve
Making the Interview Process Memorable
If you have indulged in passive hiring, you
might know that candidates are usually not
ready with the resume.
Inthiscaseoranyelse,youneedtoevolvewith
the technology. The HR department is the first
point of contact for the candidate. Making the
experience memorable, can do great wonders
for your employer brand.
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21. Offer Convenience
The Key to Good Interview Experience
Passive hiring means they are already on another job and they cannot take time out to
attend interview at your office premise.
Implement online video interview.
Eliminate Scheduling Conflicts
Eliminate Location Constraints
Evaluate at your Convenience
Skip to Important Question
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22. Using Technology to Scale Up Social Recruitment
Selection processes need to be unbiased and at the same time should not drain resources
& venue. Video interview help you reduce this problem & improve interview experience for
candidates.
Query Management
Campaign Management
To ensure
queries
across
platforms
are tracked,
responded
to and
have good
engagement
and insights
To
automate
posts across
tools,
promote
posts which
worked,
analytics
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23. Talview Benefits
Digital interview solution serves as an efficient plug and play solution for high volume
recruitment.
Reduction of man hours by
Interviewers during initial
screening
Positive Feedback from Line
Managers & Candidates
Reduction in interview
scheduling efforts
Increase in conversion ratio
through robust screening
Reduction in per candidate
overall interview time
Time reduced in travelling &
screning for candidates & hiring
managers resulted in cost
reduction.
66%
More than
90%
75%
2X
25%
Hiring cost
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24. It was the first time I experienced an online video based
recruitment process. It was Extremely Convenient and an
Enriching Experience as I live far away from office.
Bryan JCandidate for Written Assessment
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25. Follow us on
Contact
Mark Samuel
Solutions Expert | mark.samuel@talview.com
Sanjoe Jose
CEO, Co-Founder | sanjoe@talview.com
Dishank Raj
Vice President - HR, Swiss Re | dishank_raj@swissre.com
Intelligent Hiring
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