Facebook and Twitter Are Very Important For Hiring Hourly Workers

UPS uses facebook and twitter for hiring hourly workers and LinkedIn to hire professionals. Last year 2000-3000 hires out of the more than 50,000 people they hired cane from social media channels including Facebook and Twitter. The head of recruiting explained that these hourly workers tend to be young students who are working part time. Such students have a Facebook profile but not a LinkedIn Profile.  I came away wondering what happens when these students graduate and look for permanent jobs. They might still use Facebook to look for jobs.

Numbers Driven Recruitment Marketing Is Where We Are Heading Says Doug Berg

At the recruitment innovation summit today, Doug Berg of Jobs2Web said that companies have an opportunity to make small investments in recruitment marketing and track the results within hours and alter their marketing spending decisions. UPS, one of the customers of Jobs2Web agreed and told the audience that this approach worked well for them.

If employers target their candidates better, based on the knowledge about what is working, it not only reduces their cost of hiring but also improves the candidate experience. I think that makes a lot of sense.

More importantly, the Jobs2Web engine co-exists with a company's current applicant tracking system and a candidate relationship management system.

Here is Doug Berg talking about his product.

Here are his presentations on the concept.

Job Seeker 2.0

 

Text Messaging Candidates Is More Effective Than QR Codes

The UPS talent acquisition team, based on the experience of hiring ten of thousands of hourly workers every year, said that text messaging candidates produces more results than investing in QR Codes.

UPS Uses Facebook And Twitter For Hiring Hourly Workers And LinkedIn For Porfessionals

The talent acquisitions team from UPS hire more than 50,000 hourly workers  and about 1000 professionals every year. They said that Facebook and Twitter are a great source for hiring hourly and part-time workers. They invested as little as $7500 each on creating a presence on Facebook and Twitter with great payback.

Several Companies Are Eager To Use LinkedIn Talent Pipeline

LinkedIn Talent Pipeline enables recruiters to maintain their private pool of candidates in LinkedIn, even if those candidates do not have a LinkedIn profile. For example, the recruiter can upload the resume of a candidate who does not have a LinkedIn profile. LinkedIn's value proposition is that they will help keep the list fresh, assuming that most candidate in the talent pool will have a LinkedIn profile and will keep that profile up to date.

At the LinkedIn Talent Connect conference, I informally asked many talent acquisition folks what they think about LinkedIn Talent Pipeline tool and they said that they are all eager to start using it. It is seen as a great value add to the current systems they use. One thing though. No one talked about replacing their Applicant Tracking Systems. My guess is that applicant tracking systems won't die. They will fade away slowly.

Companies Recognize That Career Paths Are Not Confined To The Company Anymore

At the LinkedIn Talent Connect conference I listened to the talk by a Sr. Manager of Talent Acquisition from Pfizer. She spoke about career paths and I asked her about Pfizer's definition of career path. She confirmed that when Pfizer suggests a career path for an employee, it recognizes that the employee may not always work for Pfizer. I believe it is smart to recognize that and be honest about it with employees.

Technology Enabled Referral Programs Increase Referral Based Hires Significantly

At the LinkedIn Talent Connect conference I listened to the Chief People Officer and the Director of Talent Acquisition from Redhat talk about their referral program. The Director of talent Acquisition told me that the percentage of referrals went from 25% to 45% after they designed a referral program and implemented a referral management system. Industry average for referral based hires is 17-20%.

I also polled a few other Talent Directors at the conference to verify if using a referral management system, along with a good referral process, significantly improves referral based hires. They confirmed that the use of a referral process along with a referral management system increases their referral based hires significantly.