RECRUITING ON SOCIAL MEDIA

RECRUITING ON SOCIAL MEDIA

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  THE SPARKS FOUNDATION GRIP:Graduate Rotational Internship Program TASK 1 : RECRUITMENT ARTICLES AND POSTS
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  (A) DIFFERENT ANDEFFECTIVE WAYS OF RECRUITING • RECRUITING INTERNALLY • ADVERTISING INTERNALLY • SOCIAL MEDIA • TALENT SEARCH • INTERNSHIP AND APPRENTICESHIPS • WORD OF MOUTH
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  RECRUITING INTERNALLY There aremany great reasons to recruit internally. Firstly, it can work out cheaper than advertising externally or using agencies — you can just run an ad for free on your company intranet or message board. Internal recruiting is the process of filling vacancies within a business from its existing workforce. This is unlike external recruiting, when a business looks to fill vacancies from outside.
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  ADVERTISING INTERNALLY External advertisingis the biggie. There are lots of options, with new methods emerging often. And every company needs to advertise externally sometimes — especially when you’re growing. External advertising is the medium by which businesses make their target audiences aware of their products and services.
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  SOCIAL MEDIA Being activeon social media services like Twitter allows you to ‘meet’ potential candidates in lots of ways: through shared connections, through shared discussion topics, and because it’s easy for job seekers to contact you. Participate in the right conversations. The key to recruiting on social media is to cut through the noise and find the right people.
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  TALENT SEARCH The popularityof online recruitment has made talent search a feasible alternative to job advertising. Popular recruitment sites hold databases of thousands of CVs, which you can search using keywords to find potential candidates.
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  INTERNSHIP AND APPRENTICESHIPS Offeringinternships and apprenticeships is an excellent way to get to know the strengths of individuals and can be considered to be a working interview An internship is a short-term work experience offered by companies and other organizations for people—usually students, but not always—to get some entry-level exposure to a particular industry or field. An apprentice is a young person who works for someone in order to learn their skill. ... If a young person is apprenticed to someone, they go to work for them in order to learn their skill.
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  WORD OF MOUTH Theiremployer brand is established, and they’re recognized as an employer of choice. All they need to do is put the word out that they’re hiring and they will get a good response.
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  (B)HOW TO GETREFERRALS FROM PEOPLE ON LINKEDIN • Build a professional relationship with PhDs and non-PhDs in your network- Networking is all about building relationship. When connecting with someone new, or reconnecting with an acquaintance, it’s important to focus on building up the relationship. • Look at your “shared connection” network on LinkedIn- The majority of referrals come from what are called “soft connections”. So, a good strategy is to search for people at your target company who are your 2nd connections, and see who you both know.
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  HOW TO GETREFERRALS FROM PEOPLE ON LINKEDIN • Use a PhD-specific networking script to send quality messages- So, when you are reaching out to your connections to try and build professional relationships, you should use scripts and adjust them depending on how they perform. • One of the most wonderful things about LinkedIn is the great diversity of people who use the platform- Reach out to people who have a variety of roles in the companies you are targeting. • Stay in touch- Reaching out to 100 people once is less likely to result in you getting a referral than reaching out to 20 people and working toward building relationships with those 20 people
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  STEPS AND PLANFOR RECRUITING ON SOCIAL MEDIA A company is only as good as the employees who work for It.” Seems to be the slogan driving most employers in today’s marketplace. Your employees are a direct reflection of your company and in many industries, may actually be considered the product. Finding the right employee can be one of the most crucial and difficult decisions a business can face. Businesses must be prepared for this process and understand the steps involved in hiring a new employee. One of the most important things to keep in mind when hiring employees is that personality is important. Hiring people that others will enjoy working with is key Every company should develop its own unique social media recruiting strategy. Here are a few basic ideas your company can use to get started:
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  • Participate inthe right conversations. The key to recruiting on social media is to cut through the noise and find the right people. Being active in LinkedIn groups and using hashtags are great ways to get your job openings in front of candidates you want to apply. For example, #devjobs or #NYChiring can help you reach the right candidates on Twitter. • Take a soft approach and promote your culture. Social media recruiting goes beyond posting open roles from company accounts. You should also share content that shows your company is a great place to work so you can organically attract candidates. People love talking about companies with unique cultures so this type of content often gets a lot of shares. • Don’t overlook the niche networks. Sure, everyone and their parents are on Facebook, LinkedIn and Twitter these days. But you can find specific candidates by perusing niche networks and forums. For example, developers are sharing knowledge on GitHub and StackOverflow. Marketers are bouncing ideas off each other on Moz and Warrior Forum. And your next great leader may have just provided a thought-provoking answer on Quora. .
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  • Involve everyemployee. You likely have some social media power users in your workplace. Encourage your entire staff to share openings and, in general, be an evangelist for your brand on social media. Some companies have strict social media rules but allowing your employees to talk about their work experiences in a responsible manner can pique the curiosity of a potential candidate. The idea businesses can recruit and hire using social media is no longer a gimmick. It’s now a vital channel for sourcing candidates and promoting company culture. Here are some benefits of using social media in your recruiting efforts: • Reach the elusive passive candidate. Social media is the best way to find and connect with passive candidates. LinkedIn is essentially a directory of professionals organized by industry, company, job title and a number of other categories. • See talent and passion firsthand. Many people use social media to make it known they love their career. You can find passionate people and learn what amazing work they’ve done and creative ideas they have. • Get resumes details without a resume. On LinkedIn, and to some extent Facebook, you can view a person’s complete work and education history. You’ll know if a candidate has the experience the role calls for before you reach out to them. • Find a great culture fit. Social media allows you to learn what a person’s hobbies are and even conclude what sort of personality they have. You can find candidates who are skilled and will also be a good fit for your workplace. • Filter out bad candidates. Some people behave poorly on social media. You can determine if a potential candidate has a bad attitude by seeing what they share online. • Save money. Unless you promote job openings through paid campaigns, social media recruiting is completely free. What works for one company, doesn’t always work for the next. Create a social media recruiting strategy that makes sense for your company and the roles you’re hiring for. Make it an extension of your broader recruiting and social media strategies so your entire company continues to operate like a well-oiled machine.
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  CONCLUSION FOR SOCIALMEDIA HIRING Sourcing for candidates via social media platforms is very cost–effective compared to traditional methods of recruitment. ... Large pool of qualified candidates: Research shows that companies that recruit via social media have better and more productive employees than companies that use other recruiting programs. LINK FOR ARTICLE ON MEDIUM: https://maithil-sakshi1123.medium.com/how-to- recruit-using-social-m-47b4ba8d4a5b
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  RESPONSES ON MEDIUM
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  POST ON LINKEDINAND IT’S RESPONSES
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  POST ON FACEBOOKAND IT’S RESPONSES
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  THE SPARKS FOUNDATION OurVision Statement A world of enabled and connected little minds, building future. Our Mission Statement Statement To inspire students, help them innovate and let them integrate to build the next generation humankind. Inspire To inspire, motivate and encourage students to learn, create and help build a better society. Innovate To teach new ways of thinking, to innovate and solve the problems on their own. Integrate To let the students integrate, and help each other, learn from each other and do well together.
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  Graduate Rotational InternshipProgram Why? Workshops/guidance for personality insights, LinkedIn profile building, interviews skills, further education, etc. Paid Job Offer after 12 months. A unique global, multicultural & rare diverse working environment available for interns. We are located across the world and ensure successful projects. We are students and alumni from top colleges (IIT, IIM, NUS, Stanford, etc.) and experts from industry. How? An intern will start with a function he/she is most comfortable with. The function will remain unchanged for at least three months. At the end of three months, the intern can choose to move to any other function of his/her interest.