What Is Social Recruiting?

Social recruitment is a way for recruiters to acquire talent by finding candidates on social media sites or by posting vacancies. Representative websites abroad include LinkedIn, Facebook, Twitter. According to data from JobVite, a social recruitment site in 2011, 80% of companies using social media recruiters use LinkedIn, and 50% and 45% use Facebook and Twitter, respectively.

Social recruitment

Right!

Social recruitment is a way for recruiters to acquire talent by finding candidates on social media sites or by posting vacancies. Representative websites abroad include LinkedIn, Facebook, Twitter. According to data from JobVite, a social recruitment site in 2011, 80% of companies using social media recruiters use LinkedIn, and 50% and 45% use Facebook and Twitter, respectively.

Chinese name

Social recruitment

Foreign name

social recruiting

Path

social media

Tool

Facebook, Twitter

Features

real

Social networks (SNS / Weibo) have become popular and trendy. The characteristics of sharing and communication make social networks a member of new media. 80% of employees are already using social networks, and companies have begun to build brand image through social networks. For marketing, many companies have also begun to use social networks to recruit. Ushi.com s job search channel and its application developed on Weibo to make fun of the workplace are social recruitment tools.

According to relevant statistics, 80% of employed people go to social networking sites every day. Sina Weibo and Renren are the most commonly used social networking sites for workplace professionals. 22.0% said they hang on almost all day and close at any time. ; 35.3% of people choose to go up and have a look if they are OK, they have to log in three or four times a day, 15.3% choose to log in once a day.

In the United States, 89% of companies use social networks to recruit new employees, and 64% of companies successfully find new employees through social networks. Social networks (SNS / Weibo) have become the new darlings of corporate recruitment.

Social networks are a channel for recruitment. Before we use social network recruitment, we need to analyze the characteristics of this channel in order to make use of this channel.

The first characteristic is true;

I heard a word in 2000. You do nt know if the person behind the network is talking to you alone or a dog. This shows the fiction of network communication at the time. The emergence of SNS websites effectively solved this problem. For example, although the United States does not use a real-name system, the mechanism of the SNS website determines that your initial contacts on the SNS website are mostly friends, classmates, or colleagues you already know in reality. One person may be fake, and it will never be the entire class. Or is the entire company fake?

The second characteristic is classification;

People gather in groups, social networks divide people into many small circles, and the isomorphism of the people in these small circles is very high. Not everyone is a "celebrity" or "famous enterprise". Most users In the circle are friends, classmates, or colleagues. Nearly 600,000 members of Ushi.com include the most famous venture capital companies, investment banks, law firms and accounting firms, but also advertising companies, luxury brands, well-known CEO of Internet companies, mobile, new energy, travel, hospitality, real estate and other industries. The active members of Ushi.com include 85% of the Chinese venture capital and private equity funds and a large number of senior managers.

The third feature is shared sharing;

In social networks, you can share things of interest, pictures, information, and social circles or fans, this feature creates the transmission of information, and not the goalless transmission, the information will be passed to people in the same social circle, and then Pass it layer by layer.

The fourth feature is information push;

On Weibo and SNS websites, after following someone or adding someone as a friend, the information sent by him will be pushed to your eyes, which causes the information to be actively transmitted selectively.

These four characteristics make social networks applicable to corporate recruitment, and no matter how social networks evolve, as long as they are social networks, these characteristics will not disappear.

In China, social networks are very hot, but companies that use or want to use social recruitment are not too successful. We have observed the current situation and problems of enterprises using social recruitment.

1. The official account of the company or the recruitment account of the company posts the recruitment information

The biggest problem faced by corporate accounts is the lack of attention and influence. If you want to speak on social networks, it is not useful to send a job vacancy message. The focus is that someone wants to see it, and someone is willing to forward it. It takes time to manually Build up social networks. Youshi.com is free for recruitment companies. There are a large number of HRDs and headhunters who personally register with Ushi files, post jobs, and restore real-world connections to the network. Networking gets candidate recommendations.

2.Recruitment information posted by personal account

The problem of personal accounts is the same as that of corporate accounts. Except for "celebrities" and "famous enterprises", the dissemination of information is confined to a small circle, which cannot play the role of "Guangfa". The above two models need to be successful for enterprises to spend. Manpower and time to operate, and currently there are not many companies with this recognition, causing many HR to try it, and if it feels ineffective, it will not be used.

3. Job posting information public account or micro group

Some accounts that help companies publish or repost vacancy information have tens of thousands of fans. The attention is enough, but they face the same problems as traditional recruitment sites-the lack of high-end talent, job seekers in traditional recruitment sites, Most of them are graduates or active job seekers who are still looking for work just a year or two after graduation. The recruitment of mid-to-high-end talent is mainly for passive job seekers. These people will not actively seek jobs, submit resumes, but wait for jobs. On-site. For accounts or microgroups where these recruitment information are publicly posted, fans are mainly active job seekers. For companies, the effect is the same as advertising on traditional recruitment sites, and the only benefit is lower cost.

4.Recruitment website and social network

Some traditional recruitment sites in China have been integrated with social networks, and job vacancy information posted to recruitment sites will also be posted on social networks at the same time. The problems that arise are the same as the above. Cannot solve the problem of high-end talent channels

5.SNS website for the purpose of recruitment

Linkedin in the United States has become the new favorite for recruitment, and there are also some domestic SNS websites that are specifically designed to recruit jobs. This type of SNS website is mainly aimed at professionals. Through the mechanism of SNS, it attracts professionals to join, establish workplace connections, and build The place where professionals gather, so that it can be used for corporate recruitment. The problem with this type of domestic SNS website is that the national conditions are different. Americans are used to showing themselves. Linkedin is more about Americans to show their side in the workplace. So American users will join Linkedin and improve their resumes, and interact with them, while the Chinese are more implicit, if there is no need for a job, it is not easy to join such sites and improve their information. To become Linkedin, it takes time Go for promotion and change. We think that this type of SNS website will have one or two successes in the end, but it seems that it will take several years to achieve the effect of Linkedin.

1. The advantage of social recruitment is that on social networking sites with high levels of member activity, the company's understanding of a certain talent is no longer limited to "

According to a survey conducted by a foreign third-party organization, in the United States, 90% of company recruiters will use LinkedIn to find suitable candidates. LinkedIn's success in this area has put unprecedented pressure on traditional recruitment sites. Even the American Monsters Inc., the world's earliest start-up and largest-scale recruitment website, has been dodging, its business volume has been hit hard, and its market share has fallen sharply.

It is reported that, as early as the successful listing, the American professional social recruitment website LinkedIn attracted much attention. Not only did the day of listing create the largest Internet IPO after Google at the time, the closing price rose 109% over the issue price. LinkedIn already has more than 100 million corporate users in more than 200 countries around the world, including all Fortune 500 companies.

The success of LinkedIn has made the outside world optimistic about the prospects of social recruitment sites. Even Facebook, another major social networking site in the United States, has also launched a job bulletin board on its platform and regarded online recruitment services as the company's future revenue The main source.

The social recruitment road that foreign online recruitment industry has taken has also been successfully used in China. On the one hand, it is because of the lack of skills in recruiting mid-to-high-end talents under the single mode of traditional recruitment websites; on the other hand, it is the promotion of the development of social recruitment websites by the Internet popular media trend. Recruitment is widely favored by companies.

According to a third-party data platform, the gap between the number of visits to the fast-growing emerging recruitment platform and traditional recruitment websites is narrowing. With the increasingly clear service model and profit model of professional social networking sites and headhunting recruitment sites, the recruitment market is targeted at low-end (traditional recruitment), low-end (traditional recruitment + professional social networking sites), high-end (professional social networking sites) and high-end (The trend of the four major areas of professional social networking sites + headhunting sites is becoming increasingly clear.