Future of Sourcing - Social Media https://futureofsourcing.com/tags/social-media en The Introduction of Social Media Recruiting https://futureofsourcing.com/the-introduction-of-social-media-recruiting <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="https://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg"><a href="https://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg" title="The Introduction of Social Media Recruiting" class="colorbox" rel="gallery-node-1418-KdZ5EcVOSEI"><img typeof="foaf:Image" src="https://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Social_Media_Recruitment.jpg?itok=WtIxHvUV" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>When social media came onto the scene, it was like manna from heaven for recruiters because it elevated the networking environment. &nbsp;We could &ldquo;friend&rdquo; prospective candidates and contact them directly. The recruitment process became faster, and it was much easier to get a more robust picture of a potential recruit.</div> <div>&nbsp;</div> <div>But along with the benefits came the drawbacks.&nbsp;</div> <div>&nbsp;</div> <div>Social networks have lowered the barriers to entry for ANY recruiter to zero. <a href="https://www.themuse.com/advice/94-of-recruiters-use-social-media-heres-how-to-make-the-most-of-it" target="_blank">Over 94% of recruiters use social media to recruit new employees</a>. Today anyone can create an account on a social network, publish a job posting, advertise to candidates based on detailed criteria and message them directly.</div> <div>&nbsp;</div> <div>But when you have zero barriers to entry, inevitably problems arise. &nbsp;Everyone has access to the same networks as you, and because of that, certain messaging can easily go viral, sometimes unintentionally.</div> <div>&nbsp;</div> <div>In my 15+ year career in <a href="https://futureofsourcing.com/how-digital-technology-will-transform-talent-acquisition" target="_blank">recruitment</a>, I&rsquo;ve seen the upside and the downside of social media and recruiting and unfortunately, the downside seems to be on a recent winning streak.</div> <div>&nbsp;</div> <div><strong>How Social Media Revolutionized Recruiting</strong></div> <div>&nbsp;</div> <div>When I first started using social media as a recruiting channel, there were mainly positives. I especially appreciated the ability to connect directly with candidates who were only passively looking for a new role. &nbsp;This allowed a casual acquaintance to form so I could observe candidates on a peripheral basis, but with the ability to interact as needed.</div> <div>&nbsp;</div> <div>You could also group candidates according to specific criteria. The targeting capabilities made it easy to launch campaigns to attract candidates with the exact set of skills and experience you were looking for.&nbsp;</div> <div>&nbsp;</div> <div>Posting jobs became very simple as well. &nbsp;You could post in groups based on particular interests or skills, post on your company&rsquo;s LinkedIn page, and share job specifications or tips on your own timeline.</div> <div>&nbsp;</div> <div><strong>The Dark Underbelly of Social Recruiting: Recruiter Shaming</strong></div> <div>&nbsp;</div> <div>However, there&rsquo;s a dark side to social recruiting that has emerged in recent years with increasing frequency. &nbsp;In this era of &ldquo;fake news&rdquo; and toxic tweet streams, the level of civility on social media has reached rock bottom, and unfortunately, the recruiting industry has become one of its victims.</div> <div>&nbsp;</div> <div>The lower barriers have made it really easy for thousands of recruiters to send mass, imersonal, unresearched communications to high-value, in-demand technical talent and some of the messages can come across as obtuse.&nbsp;</div> <div>&nbsp;</div> <div>The response by potential candidates (in our case, technology consultants) has been brutal. More and more candidates have resorted to a form of social media shaming.&nbsp;</div> <div>&nbsp;</div> <div>For example, I&rsquo;ve seen potential candidates on LinkedIn post screenshots of recruiting emails they&rsquo;ve received, with the names and email addresses of individual recruiters on full public display. The commentary accompanying these images is often shockingly rude, and the worst part is that the recruiter has no idea they have been publicly shamed.</div> <div>&nbsp;</div> <div>Admittedly, the recruiter may be lacking certain skills or abilities to properly connect with their target audience, but the majority of these cases are for lack of training and not deliberate .</div> <div>&nbsp;</div> <div>But seeing how these negative postings have been so severe, I have, at times, limited my own team&rsquo;s social media recruiting efforts in favor of other creative solutions. This has allowed them to be human and make mistakes. &nbsp;This deliberation is especially important since a large part of my team is based overseas, and U.S.-based candidates can sometimes be harder on their psyche. &nbsp;(For a very thoughtful response from a tech recruiter on this topic, please check out this <a href="https://www.linkedin.com/pulse/public-shaming-recruiters-tom-weinert/" target="_blank">LinkedIn article</a>).</div> <div>&nbsp;</div> <div><strong>It&rsquo;s a Tough Job but We Love It!</strong></div> <div>&nbsp;</div> <div>In a world where there seems to be so much negativity, we believe the focus should be put back on positivity. &nbsp;</div> <div>&nbsp;</div> <div>Most people have no idea how difficult recruiting can be and how much time and effort we put into our work. &nbsp;It is easy for people to think that matching key words and sending offer letters is mindless. Many people don&rsquo;t understand why we can&rsquo;t cut corners in the hiring process to make the process go faster. &nbsp;It&rsquo;s truly rare when someone says, &ldquo;&hellip;Wow, you guys did an outstanding job, you guys are amazing!&rdquo;&nbsp;</div> <div>&nbsp;</div> <div>But with the <a href="https://futureofsourcing.com/stand-out-in-supply-chain-staffing" target="_blank">technology talent shortage these days</a>, a recruiter&rsquo;s job is as critical to an organization as sales and operations and top-tier recruiters are in high demand. &nbsp;So be kind to recruiters and remember that an encouraged recruiter is a company&rsquo;s secret weapon and a future employee&rsquo;s best friend.</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/process" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Process</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/innovation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Innovation</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="The Introduction of Social Media Recruiting - Future of Sourcing" addthis:url="https://futureofsourcing.com/the-introduction-of-social-media-recruiting"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Sat, 06 Apr 2019 02:03:18 +0000 Helen Castor 1418 at https://futureofsourcing.com https://futureofsourcing.com/the-introduction-of-social-media-recruiting#comments Come see us again: why customer service matters in healthcare https://futureofsourcing.com/node/690 <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="https://futureofsourcing.com/sites/default/files/articles/xJay-Manahan-July-2015-2-420x215.jpg.pagespeed.ic_.PWgLawX01b.jpg"><a href="https://futureofsourcing.com/sites/default/files/articles/xJay-Manahan-July-2015-2-420x215.jpg.pagespeed.ic_.PWgLawX01b.jpg" title="Come see us again: why customer service matters in healthcare" class="colorbox" rel="gallery-node-690-KdZ5EcVOSEI"><img typeof="foaf:Image" src="https://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/xJay-Manahan-July-2015-2-420x215.jpg.pagespeed.ic_.PWgLawX01b.jpg?itok=C9GPj-O_" width="420" height="215" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>The notion of healthcare quality being measured only based on the level of medical care given to patients is on its way to a complete disappearance. From our position in the healthcare contact centre space, we have been witnessing more and more organisations focusing on the patient experience to gain and maintain a competitive advantage. This evolution toward value-based service benefits the patient, the healthcare provider and the payer. Value-based models encourage healthcare providers to deliver the best care at the lowest cost. In turn, patients receive a higher quality of care at a better value.</p> <p><strong>The patient experience does matter</strong></p> <p>Patient experience is much broader than the care itself. It refers to the quality and value of all of interactions - direct and indirect, clinical and nonclinical - spanning the entire duration of the patient/provider relationship, which represents a continuum of interactions. Understanding patient experience is a key step in moving toward patient-centred care. By looking at various aspects of patient experience, one can assess the extent to which patients are receiving care that is respectful of and responsive to individual patient preferences, needs and values. Evaluating patient experience along with other components such as effectiveness and safety of care is essential to providing a complete picture of health care quality.</p> <p><strong>Measuring patient satisfaction: how to do it and why bother</strong></p> <p>You can’t know what patients are thinking unless you ask them. Physicians and practices often believe that they know everything about their patients and their needed care, but they are simply incapable of accurately assessing their patients’ perceptions of their received level of care: what is important to them or how well they are delivering the care experience.</p> <p>It is no longer a surprise being approached by big medical groups and hospitals asking us to implement a 360-degree view of their patients’ base. Since patient satisfaction is driven by positive encounters across all touch points with the organisation, it is becoming imperative to proactively measure the satisfaction level throughout the entire patient experience using two methods:</p> <ul> <li> Surveys</li> <li> Social media monitoring</li> </ul> <p>Surveys are sent to every patient’s mobile phone in the form of a friendly message right after every hospital visit. Also, patients are being directed after every phone call with the hospital call centre to an IVR simplified survey. Moreover, to increase the scope of the feedback, surveys are regularly sent via email to measure specific performance aspects of the hospital, the expectation of the patient being the recipient of the service and foremost, their satisfaction level.</p> <p>Social media is mainly used as it provides patients with a low-effort and positive emotion channel experience. As it is vastly used for bold expression, monitoring social media in the search of “negative” as well as “positive” comments are the main task of a software that is specifically designed to send crawlers, as they are technically called, to spot where the name of the hospital was mentioned. It then classifies the comment, based on the verbiage, measuring the overall positive sentiments versus the negative ones, and give scores accordingly. In many cases, the call centre would instantly rescue the patient, by immediately intervening to solve the problem that just been expressed via the social media engine.</p> <p>The fruit of all the efforts comes in the form of the dashboard access offered to the leadership of the hospital where it gives them a full view with a simplistic scoring to how they are perceived by their customer patients. A deeper layer of the reporting could reveal the satisfaction level of patients towards hospital departments, functions and even to the level of specific activities.</p> <p>Such analytics are priceless in terms of identifying the DNA – so to speak - of every customer patient, with a highlight on their loyalty, value and potential. Those are all measurements that you may only hear about in a typical commercially aggressive business. Had it been appropriate, you would hear after every health visit a friendly and caring voice saying: "Come see us again!"</p> <p><strong>We’re not robots, we’re human</strong></p> <p>Healthcare providers are striving to enhance their patient experience by understanding patients’ expectations, listening to their preferences, measuring service quality, and providing feedback and tools for improvement, while maintain their cost structure. It is a terrible pain that we often hear from our clients, and outsourcing the whole function is rising as the panacea. A functional call centre is the health system’s most valuable point of contact for retaining patients and for acquiring new ones. In today’s economy, outsourcing the entire function allows providers to focus on patient care, which is core purpose of their mission.</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/survey" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Survey</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/data-analytics" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Data Analytics</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/customer-service" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Customer Service</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/business-management" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Business Management</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Come see us again: why customer service matters in healthcare - Future of Sourcing" addthis:url="https://futureofsourcing.com/node/690"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div> Tue, 02 May 2017 16:09:43 +0000 Ossama Hanna 690 at https://futureofsourcing.com Go digital to build customer trust https://futureofsourcing.com/node/771 <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">Consumers are becoming both more loyal and trusting of their banks and insurers according to a survey of 3,000 consumers in Germany, Spain and the UK. The research, titled&nbsp;<em>Youbiquity Finance 3</em>, is the latest in the BT- and Avaya-supported series begun in 2012. It finds that the increasing use of technology is coinciding with improved relations between consumers and banks and insurance companies. Some 35% of UK consumers say that they have a &quot;strong relationship&quot; with their bank, versus 29% in 2014, and 33% say that their bank puts customers at the heart of their business, up from 19% in 2014. The role played by outsourcers has been, naturally, essential to this warming in relations and the research suggests that their continued development of digital technologies will not only increase customer satisfaction, but also allow outsourcers to cut customer contact costs in SLAs further.</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">The increasing usage of technology by consumers has been widely documented, and is supported by this research; 46% of UK consumers now use a PC or Mac once a week or more to check financial balances (Germany 51% and Spain 54%), while 27% of those surveyed use a smartphone banking app (17% Germany and Spain 35%); 29% of all respondents say that they have applied for mortgages online, versus 17% in 2014. And in the same period, the number of UK consumers applying online for current accounts rose to 31% from 25% (Spain rose to 22% from 19%). This uptake of technology when carrying out more complex transactions reflects the growing confidence consumers have in technology, and perhaps highlights that outsourcers can have confidence in expanding their digital services.</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">Similar trends have also been observed in dealings with insurance companies, with 37% of people saying that they&rsquo;ve tried to make an insurance policy change online. Twenty eight per cent of those making a car or a home insurance claim now turn to online channels first and 42% of those reviewing their personal pension start online too. These figures are significant enough to suggest that outsourcers must be aware of the trend of consumers using technology more expansively, and act to ensure they respond by supporting favoured channels.</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">However, while outsourcers may harbour fears over older age groups struggling to grapple with modern technology, they also must be mindful of a lack of confidence of the youth (only 47% of 16-24-year-olds say that they are confident in making their own financial decisions, versus 66% of people aged 55 years or more). Video chat is a popular and efficient channel which can provide support for all ages: 55% of all consumers surveyed agree that having conversations with advisors by video conference would help them better understand the information being given (Germany 45%, Spain 66% and UK 52%). This rises to 63% of 16-24-year-olds. Overall, 62% of people said that video chat could help improve trust compared with 70% of 16-24-year-olds.</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">More traditional digital channels have also increased in popularity, suggesting a universal growth in the usage of technology - the proportion of consumers who would choose email to get help from their financial service provider rose between 2014 and 2016. Web chat has become significantly more popular too, with demand from consumers up by more than 100% across Germany, Spain and the UK since 2012 (24% in 2012 to 62% in 2016).</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">It is clear, then, that consumers are embracing modern technology, but they demand better service standards too. Two in three people surveyed expect web chat conversations to start right away and three in four people want their phone calls answered within 30 seconds. For email, people want a response within three hours. And 57% of people say that they expect a full response within three hours to a tweet or Facebook post.</p> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;">The implications for outsources of services to financial services providers are clear:</p> <ul style="margin-top: 0px; margin-bottom: 1.714285714rem; margin-left: 0px; line-height: 1.714285714; list-style-position: outside; list-style-image: initial; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;"> <li style="margin-left: 1.714285714rem;">Outsourcers, by accessing the latest channel technology, can enable financial services providers to &lsquo;leap-frog&rsquo; their legacy equipment and deliver better, easier interactions for consumers.</li> <li style="margin-left: 1.714285714rem;">Offering a range of channel options remains a critical differentiator for financial providers and outsourcers can help them deliver this breath of services.</li> <li style="margin-left: 1.714285714rem;">Digital channel expertise within outsourcers will be more and more valued as trends in consumer behaviour accelerate.</li> </ul> <p style="line-height: 1.714285714; margin-top: 0px; margin-bottom: 1.714285714rem; color: rgb(68, 68, 68); font-family: 'Open Sans', Helvetica, Arial, sans-serif; font-size: 14px;"><em>To download the full report,&nbsp;<a data-mce-="" href="http://www.globalservices.bt.com/uk/en/point-of-view/youbiquity-finance" style="color: rgb(33, 117, 155); outline: none;" target="_blank">click here</a>.</em></p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/digital-transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Digital Transformation</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/finance" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Finance</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/technology" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Technology</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/customer-service" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Customer Service</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Go digital to build customer trust - Future of Sourcing" addthis:url="https://futureofsourcing.com/node/771"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div> Fri, 19 Aug 2016 13:11:30 +0000 Jo Davies 771 at https://futureofsourcing.com #LifeAfterCollege: why social and digital media are essential to graduate recruitment success https://futureofsourcing.com/node/887 <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="https://futureofsourcing.com/sites/default/files/articles/xHoward-Bird-Nov-2014-2-420x215.jpg.pagespeed.ic_.LH8yt3B8Wc.jpg"><a href="https://futureofsourcing.com/sites/default/files/articles/xHoward-Bird-Nov-2014-2-420x215.jpg.pagespeed.ic_.LH8yt3B8Wc.jpg" title="#LifeAfterCollege: why social and digital media are essential to graduate recruitment success" class="colorbox" rel="gallery-node-887-KdZ5EcVOSEI"><img typeof="foaf:Image" src="https://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/xHoward-Bird-Nov-2014-2-420x215.jpg.pagespeed.ic_.LH8yt3B8Wc.jpg?itok=pad6dBVh" width="420" height="215" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>It&rsquo;s the first thing millennials see in the morning, the last thing they look at before going to bed, and their constant companion throughout the day. It&rsquo;s their phone. The younger generation&rsquo;s dependency on mobile is driven by the considerable role technology plays in our everyday lives. With the touch of a button, these young men and women can do anything from ordering a car or depositing a check to sharing photos, videos and stories with friends and the public at large.</p> <p>Combine this with research, like that from marketing firm Crowdtap which found millennials average 5.4 hours a day on social media, and it becomes obvious that to engage early-career professionals, organisations need a social presence and digital media capabilities.</p> <p>It&rsquo;s not enough to just have a presence on social media though. Remember, as these are networking sites, college kids are primarily focused on content published by their friends and it&rsquo;s unlikely they will apply for a job after seeing a single tweet or reading one lone post. Employers don&rsquo;t have much time to capture their attention so the objective shouldn&rsquo;t be to encourage their candidacy in a particular role, but to raise their awareness and interest in the business with consistent content that&rsquo;s speaks to their interests. Taking a long-term approach to social media ensures that the organisation is top of mind when the student does decide what he or she wants to pursue after graduation.</p> <p>Think about those aspects of a business that would appeal to millennials. Does your organisation offer development or rotational programs? The younger generation is looking for a fast track to promotion so initiatives that offer extra training and exposure to different facets of the business &ndash; and to top-level leaders &ndash; are an attractive selling point. Does your company award additional time off to early-career professionals who don&rsquo;t yet have the tenure or negotiating power to ask for it themselves? Are flexible schedules an option? Can employees work virtually? Does your organisation offer paid hours and resources to technical employees so they may pursue their own ideas and projects? Finding ways to encourage the entrepreneurial streak in many of today&rsquo;s young professionals is a competitive advantage, and one that could even drive greater innovation within the business. Assuming the picture you&rsquo;ve painted fairly represents your organisation, using social media to showcase Employer Value Proposition is an effective way to attract recent and soon-to-be graduates.</p> <p>Once you&rsquo;ve piqued their interest or provided them with incentives to further consider employment within your organisation, facilitate them on their continued path of discovery. Make film and web-hosted presentations available. Share videos of employee testimonials. Meet them where they are &ndash; online &ndash; at virtual events. Some companies have even gone so far as to launch virtual recruitment centers. If a student decides to apply for a job, make sure they can do it from any device and consider how an app-based Applicant Tracking System would facilitate the recruitment process. Candidates need only to submit their information once and each point of contact within the organisation, from recruiter to Hiring Manager, would have easy access to their file and updates on their progress. Other companies are investing further in engagement tools that are personalised and intended to drive a positive candidate experience. Consider the impression an app that offers GPS guidance to the exact location of an interview and provides information on the interviewer would make on a candidate.</p> <p>With so many employers clamouring for the attention of early-career professionals, effectively leveraging social and digital media can be a real competitive advantage. Social media can support employer branding efforts, attracting graduates to an organisation, while digital media can make candidates feel at home as they learn more about the company and, should they decide to, apply for a position. Together, they are the underpinning of any successful graduate recruitment program.</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/education" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Education</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/millennials" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Millennials</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/technology" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Technology</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="#LifeAfterCollege: why social and digital media are essential to graduate recruitment success - Future of Sourcing" addthis:url="https://futureofsourcing.com/node/887"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Thu, 10 Mar 2016 21:38:17 +0000 Vivienne Dykstra 887 at https://futureofsourcing.com https://futureofsourcing.com/node/887#comments