This document discusses the rise of social recruiting and its benefits. It notes that recruiters are now faced with managing too much data to find candidates. The best talent also hides online rather than applying openly. Further, it is harder for employers to get noticed by candidates with increased competition. Social recruiting promises to help address these challenges by allowing recruiters to proactively search for candidates on platforms like LinkedIn, Facebook, and Twitter. It emphasizes building an online presence to be more searchable, engaging candidates through likes and shares, and soliciting referrals through employees' social networks.

1. SOCIAL RECRUITING
The Future of Talent Sourcing and Hiring

2. About me
Julien Arnaud (@juarnaud)
Social Prospecting Enthusiast & Entrepreneur
Founder of Social Recruiting Software Aqayo
(acquired by HRBoss). Father of two.

3. The New Recruiting
Challenges
Too Much Data
to Manage
The Best Talent
is Hiding
It is Harder to
Get Heard
“In the past, the
work of Recruiters
was a gentleman’s
game – and now it’s
a Blood Sport.
”
Thomas J. DeLong
Professor, Harvard Business School

4. Challenge #1
Too Much Data to Manage
Recruiters can get
buried under an endless
flow of applications
Difficult to sift through
the noise to identify
precious candidates

5. Challenge #2
The Best Talent is
Hiding
Talent is scarce
Needs to be proactively
looked for
…and fought for

6. Challenge #3
It is Harder to get heard
With competition for the top talent
intensifying, employers find it harder
to not only woo candidates but to get
themselves heard to candidates at all

7. Out with the Old!
Recruiters must now be
their candidate search
proactive in
and differentiate themselves from
the competition in order to reach the top
talent.
But how?

8. The Promise of
Social Recruiting

9. An average person spends
40 minutes a day
on

10. as compared to
9 minutes a day
on
Source: Gary Wagnon

11. Your Next Employee is on
…. and so on

12. What does it mean to work
with… the Future of Hiring?

13. Your ideal candidate might
be a search away
Your social media presence
needs grooming

14. Sourcing on LinkedIn may
already be quite familiar…

15. … but watch out for
Facebook sourcing!

17. Facebook Graph Search is
Powerful!

18. You can even get creative
in your search!

19. Twitter sourcing anyone?

20. Win the Fight for Talent
Groom your Social Profile(s)

21. Social Networks Drive Traffic
(& Talents) to your Sites
• Social media profiles improve your Google
search rank
• Social sharing capacity (e.g. installation of
sharing buttons on your site) is the new SEO
• Social media expected to surpass search
engines in driving traffic to sites in 2013
(Source: eMarketer)

22. Example: Search “Ann Johnson”
WHY SOCIAL RECRUITING IS THE NEW NORM
22

23. Be Searchable
Be Like-able
Be Shareable

24. Be Searchable: categories,
keywords, topics, etc

25. Be Like-able: incentivize
“liking”

26. Be Like-able: Bring your
contacts with you

27. Be Shareable: create
engaging posts

28. Use social media as your traffic driver &
redirect candidates to your career site

29. Build a powerful, engaging (& mobile)
career site

30. Social Referrals
The Holy Grail of Recruitment

31. Employee Referrals are
7X
more likely to be hired than
a candidate coming from a
job board
Source: Oracle

32. Employee referrals are:
The #1 source in hiring
volume and hire quality
The #1 fastest time to fill a
position
The #1 in employee retention

33. Solicit Referrals in 1 Click –
Expand your reach…

34. … & Save Money
Conventional Recruitment Program
Automated Referral Program
Candidate
Source
Cost per
hire
% of
hires
Referrals
$2,500
10%
$375,000
$2,500
15%
$562,000
Internal
Recruiters
$8,000
65%
$7,800,000
$8,000
63%
$7,560,000
External
Recruiters
$25,000
25%
$9,375,000
$25,000
22%
$8,250,000
Total cost
to recruit
Total cost of Cost per
hires
hire
$17,550,000
Savings
* Based on a recruitment volume of 1,500 employee per year
$1,177,500
% of
hires
Total cost of
hires
$16,372,500

35. Not to forget Outside
Referrals…

36. A window
into the
future?
In the last 4-5 years, recruiting has changed tremendously.
The global connectivity and social networks have made the
traditional recruiting models virtually obsolete.
So far, recruitment has struggled to
keep up.
By combining technology with an underlying process that is
designed to engage, educate and convert potential recruits
on their terms, recruiters now have the tools they need to
succeed in the new age. Time to turn the tables?