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Liz is HR Technology and Services Research Director at NelsonHall, with global responsibility for key HR research projects including Cloud-Based HR Transformation, Cloud-Based Benefits Services, HCM Technology, EoR, Global Payroll and The Future of HR, as part of NelsonHall's wider HR Technology & Services practice.
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posted on Oct 31, 2014 by Gary Bragar
As reported in NelsonHall’s 2014 RPO market analysis, with a global shortage of talent predicted for the foreseeable future, RPO buyers will continue to seek specialists to attract candidates through the use of social networks and to create a pipeline of passive candidates (i.e. talent communities) to improve speed, quality of hire and retention of talent.
Nine out of 10 companies in the U.S. already utilize some form of social media in their recruiting while two-thirds of job seekers are using social media to search for jobs. According to JobVite in 2013, 92% of recruiters made a hire through LinkedIn. LinkedIn is the top platform used, followed by Facebook, then closely followed by Twitter, which is growing in usage at the fastest rate.
An example of an RPO vendor using social recruiting is Seven Step RPO. A well-known American motorcycle manufacturer came to Seven Step RPO for help filling 500 open positions, of which ~85% were hard to fill. There weren’t many qualified local candidates and the company had no established talent community, nor a formal social recruiting program. Seven Step RPO needed to develop a sourcing approach that protected and leveraged the client’s strong employment brand. The result was Seven Step RPO growing the company’s new talent community to ~80,000 engaged candidates. Over half became repeat visitors and applied for multiple jobs. Overall, ~10% of all hires came from the talent community, more than any sourced by the major job boards, search engines, or industry networks/affiliations.
Other examples of vendors using social media include:
Use of social media is also being specifically stated in RPO contracts, for example:
Due to its low cost and wide candidate reach, I believe we will soon see social recruiting used by all clients. However, depending on type of company and job – and this is one of ManpowerGroup Solutions’ top branding tips – it is important to understand the candidate to know what technology and social media networks they use. Then deliver on it!