Recruiting through the employee network
Posted: Tue Feb 18, 2025 5:47 am
Facebook: it's not a job board!
Andy Headworth is the first keynote of the day. To set the tone, he opens with the message: 'Facebook is not a job board'. So if you want to use Facebook as a channel for your recruitment activities, do not do this by 'spamming' your vacancies to your followers every day. To use Facebook correctly, it is first necessary to think from the perspective of the Facebook user: why do people come to Facebook? In terms of communication, focus on 'binding' your potential applicants using stories, photos, videos, chat and humor. Be consistent in this and make sure that you keep communicating. Furthermore: people do not do what you want them to do. Therefore, make it easy for them by giving them something worth sharing.
Of course, using Facebook as a recruitment channel also costs a lot of time, money and effort. But why is Facebook such an ideal channel to use for your recruitment?
55% of job seekers say that what third parties say about an organization is more important information than the information the company itself disseminates;
positive 'posts' from fans or followers of a company on a social media platform increase the chance that people will apply to that company by as much as 70%;
57% of job seekers expect interaction from an organization.
It is clear that you can respond very nicely to the above points via Facebook. Andy gives a number of tips such as measuring via Google Analytics, advertising via Facebook advertising and showing other content for people who have not yet 'liked' a nice example by telling about the 'Hard Rock Café' case. Because this case has already been summarized by Marco Hendrikse and Bill Boorman themselves, here are the links:
EN: @BillBoorman: Recruitingunblog
EN: @MarcoHendrikse: Interim intelligence
Not entirely unjustly, Andy concludes with an appeal that will hopefully lead to similar netherlands phone number list great cases in the Dutch market: 'What are you waiting for?!'
Second keynote is Nicole Bueters. Nicole is director Talent Acquistion at Philips and has set up a social referral program with her team.
Nicole starts explaining why Philips invests a lot of time and money in setting up a referral program: after measuring processes it turns out that W&S agencies are relatively expensive, even screamingly expensive, and also deliver the worst candidates in terms of quality. In addition, only 15% of the target group is active on job boards while Philips would like to reach them all.
In summary, the social referral program was introduced for 3 reasons:
high quality
high speed
low cost
Through this program, Philips can reach a large group of latent job seekers by deploying its own employees. Nicole explicitly states that 'managing disappointments' is a major pitfall of social referral. Because how does an employee deal with the message that his or her 'referral' is not good enough? In order to solve this properly, Philips pays extra attention to the rejection of internally nominated candidates.
Nicole concludes with the message that Philips will get 20% of its hires from their social referral program next year. From asking around, it turns out that 20% is not even that high compared to percentages at other companies.
Andy Headworth is the first keynote of the day. To set the tone, he opens with the message: 'Facebook is not a job board'. So if you want to use Facebook as a channel for your recruitment activities, do not do this by 'spamming' your vacancies to your followers every day. To use Facebook correctly, it is first necessary to think from the perspective of the Facebook user: why do people come to Facebook? In terms of communication, focus on 'binding' your potential applicants using stories, photos, videos, chat and humor. Be consistent in this and make sure that you keep communicating. Furthermore: people do not do what you want them to do. Therefore, make it easy for them by giving them something worth sharing.
Of course, using Facebook as a recruitment channel also costs a lot of time, money and effort. But why is Facebook such an ideal channel to use for your recruitment?
55% of job seekers say that what third parties say about an organization is more important information than the information the company itself disseminates;
positive 'posts' from fans or followers of a company on a social media platform increase the chance that people will apply to that company by as much as 70%;
57% of job seekers expect interaction from an organization.
It is clear that you can respond very nicely to the above points via Facebook. Andy gives a number of tips such as measuring via Google Analytics, advertising via Facebook advertising and showing other content for people who have not yet 'liked' a nice example by telling about the 'Hard Rock Café' case. Because this case has already been summarized by Marco Hendrikse and Bill Boorman themselves, here are the links:
EN: @BillBoorman: Recruitingunblog
EN: @MarcoHendrikse: Interim intelligence
Not entirely unjustly, Andy concludes with an appeal that will hopefully lead to similar netherlands phone number list great cases in the Dutch market: 'What are you waiting for?!'
Second keynote is Nicole Bueters. Nicole is director Talent Acquistion at Philips and has set up a social referral program with her team.
Nicole starts explaining why Philips invests a lot of time and money in setting up a referral program: after measuring processes it turns out that W&S agencies are relatively expensive, even screamingly expensive, and also deliver the worst candidates in terms of quality. In addition, only 15% of the target group is active on job boards while Philips would like to reach them all.
In summary, the social referral program was introduced for 3 reasons:
high quality
high speed
low cost
Through this program, Philips can reach a large group of latent job seekers by deploying its own employees. Nicole explicitly states that 'managing disappointments' is a major pitfall of social referral. Because how does an employee deal with the message that his or her 'referral' is not good enough? In order to solve this properly, Philips pays extra attention to the rejection of internally nominated candidates.
Nicole concludes with the message that Philips will get 20% of its hires from their social referral program next year. From asking around, it turns out that 20% is not even that high compared to percentages at other companies.