Today, social media is impacting all areas of business from marketing to customer service, and HR is not immune to this trend. Why spend $ marketing your job openings to people who are often not qualified to fill the positions? Rather than spending money on job posting sites, let us help you use social media to find qualified candidates at a fraction of the cost. We can help you analyze your recruitment tactics, and identify new strategies to increase your recruitment ROI.

One of the top reasons for HR departments to use social media is to establish an HR brand that attracts top talent. Any marketer will tell you that a brand helps an organization become memorable in the eyes of the consumers. A well positioned HR brand helps your company attract top candidates for the job. Forrester research shows that today’s job seekers are not just interested in a job title and a salary, but rather want to know what it is like to work for your company, learn more about your corporate culture and their potential future coworkers. Let people experience what it is like to work for your organization, and you will attract the candidates that will help your company become better and stronger.

Recruitment, however, is just one of the functions of HR that can benefit from the use of social media. Despite the benefits of social media, a lot of companies are legitimately concerned of the use of social media by their employees.  What happens when an employee starts to post negative information about the company? Is he/she using LinkedIn at work for business reasons or for personal reasons? According to the Communication Overtones survey, over 95% of the companies are concerned with negative comments, 80% are concerned with the message control, and close to 40% of the companies that participated in the survey are concerned with the Employee usage of social media.

When the primary notion of social media is that anyone can post, discuss and share whatever they want, it is no wonder that companies and HR departments in particular are not very optimistic about the usage of social media. We, however, want to demonstrate to you how the proper use of social technology can help your HR department with several pressing needs. Here, you can learn how we help organizations write and enforce a social media policy that empowers employees to become brand marketers.

In your recruitment practices, three components tend to matter the most:

  • Time to hire – The total time it takes to hire an individual from the time the position is posted.
  • Cost per hire – This metric relates to the total cost associated with any given position and hire.
  • Quality of hire – How satisfied an organization is with the individual they have hired and the satisfaction of the individual with the hiring company?

We offer numerous classes for Recruiters, HR Professionals and Executives on social recruiting that has proved to be one of the most effective recruiting strategies in the past several months.  Today, 80 percent of companies are planning to use social networks to find or attract candidates; LinkedIn use grew from 80 percent in 2008 to 95 percent in 2008; Facebook use grew from 36 percent in 2008 to 59 percent in 2009.

Let our staff help you utilize social media channels such as LinkedIn, Facebook, Twitter and YouTUBE to help you improve your recruitment ROI by decreasing the cost per hire and improving quality of hire.