How social media reshapes the hunt for talent
This document discusses how social media is reshaping talent sourcing and recruitment. It notes that in 1970, companies primarily relied on print ads, paper applications, and referrals to find talent, whereas today social networks, online job boards, company websites, and candidates' public digital portfolios are increasingly important sources. The rise of these digital channels means companies can now consider vastly more candidates globally and tap into wider referral networks. Companies can also directly view examples of candidates' work without an application. However, an overreliance on digital tools and metrics may cause companies to overlook "soft" interpersonal skills that are still valuable. Overall, social media is most useful when it helps leverage existing networks more efficiently and provides ways to quickly evaluate
How social media reshapes the hunt for talent
- 1. How Social Media Reshapes The Hunt for Talent U-Mass Family Business Forum Nov. 2, 2012, Holyoke MA George Anders
- 2. Talent Sourcing: 1970 and Today Social Networks Your Web Site Internet Job Boards Referrals Agencies & Recruiters Print Ads Paper Applications 1970 1997 2006 2009 2012 Sources: Rees & Shultz (U of Chicago); BoozAllen; CareerXRoads
- 3. The Online Boom Affects Us in 3 Ways ? We can consider VASTL Y more candidates ? Zuckerberg¡¯s Law: We can tap into a much wider network of contacts, referrals and useful (?) acquaintances. ? We can enjoy a surprisingly detailed look at the work portfolios of many, many people that haven¡¯t even applied for jobs.
- 4. 1. The Numbers Game Does Doing More = Doing Better? Paper Credentials Character Traits for Success
- 5. There¡¯s Huge Value in ¡®Soft Skills¡¯ Desire to Learn Efficiency Judgment Resilience Compati- Self- bility Reliance Curiosity/ Acumen
- 6. Yet Overload Makes Us Fixate on ¡ ?Education ?Transcripts ?Paper Credentials ?Prior employers ?Resume claims ?Interview Poise
- 7. Blessing or Curse? So Many Candidates 219 1 Source: Jobs2Web Inc.
- 8. Applying to Harvard ¡ and Starbucks 6.2% 0.9% acceptance acceptance Source: The Wall Street Journal.
- 9. Yet We Still Struggle to Find ¡ Critical Hi-Po Top Skills Employees Performers 72% 60% 59% Source: Towers/Watson Talent Survey 2012
- 10. 2. Better Networking? Can We Take What¡¯s Great About Referrals and Make That Digital? ? ¡®I Will Vouch for Her¡¯ ? ¡®He Gets Our Values ? ¡®We Talked About What The Job Really Involves¡¯ ? ¡®We All Want to Get This One Right¡¯
- 11. Voila! Here Is Your Social Graph (Create yours at: inmaps.linkedinlabs.com) You!
- 12. Big Data Might Make Us Wiser Networkers
- 13. 3. Cutting to the Chase Instant Access to Specialists¡¯ Work
- 14. Let¡¯s Go Looking for Graphic Designers
- 15. Facebook¡¯s Ingenious Shortcut 70,000 puzzle Top 1% earn an 118 solvers win jobs solutions/year interview
- 16. How Public Portfolios Pay Off For Employers For Talent ? You Can Look Anywhere for ? You Can Live Anywhere and Talent at the Right Price Attract Global Clients ? You Can Identify Stars Who ? Your Work Markets Itself; Aren¡¯t Hunting for Jobs You Lose Less Time Hunting ? You Can See Relevant Work ? You¡¯re More Likely to Match Right Away; It¡¯s Efficient Jobs in Synch With You ? It¡¯s Easy, at Last, to Notice ? Your Credibility Builds Fast; ¡®Talent That Whispers¡¯ Less Time Paying Dues
- 17. Takeaway messages ? Social Media Is Least Valuable When It Jams More Names Into Clogged Pipelines ? Social Tools Look Better When They Help Us Use Existing Contacts More Efficiently ? Seeing Candidates¡¯ Portfolios Is Enticing ? We Will Always Need Face-to-Face Contact, At Both the Earliest and Final Stages
- 18. Follow Ups? Of Course! Twitter: @GeorgeAnders Facebook: TheRareFind ºÝºÝߣs will be on ºÝºÝߣShare Email: George.Anders@gmail.com