Recruitment Using Social Media
PD-HR – B4
Number of Contact Hours
1 Credit Hour
Duration and Frequency
Mode of Delivery
Professional Development –
B – Human Resources
Your people are your most valuable asset and finding the best people to join your organisation, or for your client’s, is vital. This means that your Recruitment team need to have the essential skills to compete for talent in a socially connected world. We train recruiters how to source and attract candidates by enabling them to sift through the vast amounts of data available on the Internet, zoom in on potential employees and pre-qualify candidate data.
It’s traditional recruiting but for the modern age, utilising online tools and clever methods of headhunting and sourcing
Today, recruiters are relying on just a few social media sites such as LinkedIn; and Facebook; to find passive candidates. In today’s online world there are endless sites that can easily be sourced to find top talent from all industries, and with all skill levels. Multimedia sites can provide savvy recruiters with a whole new frontier for locating talented individuals that may not be found anywhere else on the web. Currently, multimedia sites have some of the highest traffic ratings which should make them the most appealing sites for recruiters to leverage. In this brand new AIRS certification class; attendees will learn the latest concepts for targeting alternate sites to quickly identify candidates from a wide variety of industries. The course will provide a step-by-step plan for choosing the best keywords to use in searches as well as the most current techniques for sourcing highly sought after talent. The course will look at a variety strategies focusing on uncovering candidates through highly trafficked media websites that most
On completion of this course, participants are expected to:
Module 1: Personal Branding
Google Plus Profile
Key Benefit: Improve the quality of every candidate interaction that you have by investing the time establishing your online brand and reputation across the major social and professional networks.
Whether you do all of your recruiting online or off-line, smart candidates know how to Google and are strongly influenced by what they find and see on-line. Are you putting your best foot forward in all of the social sites that potential candidates are going to discover you in? We show you what best-practice looks like for recruiters and explain the best tips and tricks to ensure that you are maximising your digital footprint to gain trust, credibility and authority.
Module 2: Understanding Social Networks for Recruitment
Overview of Google Plus
Overview of Twitter
Key Benefit: Understand how to use the main social networks to market your jobs, build better relationships and develop your reputation amongst the sector(s) that you hire within.
So you’re on LinkedIn, Twitter and Google Plus; what next? We will introduce the basics of each of the main social networks, take you through the lingo and highlight the key features that recruiters should be aware of and how to use them. Then we will show you how and why you should use content (jobs, tips, insights, blogs, etc) to engage your network, enhance your perceived expertise and most importantly, maintain awareness of you and the employer you represent within your target market.
Module 3: Employer Branding
LinkedIn Company Pages
Google+ Company Pages
Twitter Career Accounts
Key Benefit: Use Facebook, LinkedIn, Google+ and Twitter to develop your employer brand and build talent tribes that support and feed into your ongoing recruiting efforts.
Followers or Fans of your Company Brand Pages are nearly twice as likely to respond to your messages and be your brand ambassador. We show you how to build a following of loyal and engaged employer-brand ambassadors that you can leverage as a talent tribe to fill ongoing and volume positions and help you recruit more members for your tribe. These modules show recruiters and marketers what best-practice looks like when setting up your Careers Pages on the core social networks and also outlines simple strategies to build and engage your fan base. Although suitable for all recruiters who are passionate about your employer brand, it is most important for those who have administrator rights to your social profile pages on Facebook, LinkedIn, Google+ and Twitter.
Module 4: Job Advertising
Converting your Applicants
Key Benefit: Attract more, higher quality candidates from your job advertising efforts.
Over 54% of all external hires come from someone applying to an ad, whether that be on a corporate careers site, a paid job board or a free job aggregator. Attracting high quality candidates to apply to your vacancies is faster and less labour intensive than having to source/ hunt them but you are still faced with two challenges:
Module 5: Social Sourcing
Sourcing on LinkedIn
Sourcing on Twitter
Sourcing on Google Plus
Sourcing on Facebook
Key Benefit: Gain a serious competitive advantage from sourcing candidates from the main social networks
LinkedIn is the world’s largest professional networking platform but it is still just a drop in the ocean compared to the billions of unique profiles on the likes of Facebook, Google+ and Twitter. The real competitive battle to find and engage with hard to find talent is going to be fought on these social sites. We teach recruiters how to turn these social networking sites into massive candidate databases and provide them with unique insights into why and how they should engage candidates found in different social places.
Managing Human Resources, 8th Edition
Luis R. Gomez-Mejia, University of Notre Dame
David B. Balkin, University of Colorado at Boulder
Robert L. Cardy, The University of Texas at San Antonio
Feedback Given to Participants in Response to Assessed Work
Developmental Feedback Generated Through Teaching Activities
The course grade will be based on a final project presented by the participant and graded by the instructor. Participants much achieve a passing grade of 70% or more to be awarded a certificate of completion of the course.