CSRIThe Carve Social Recruiting Index

Emma Mirrington, The FIRM

“It is encouraging to see that most organisations have now adopted the use of social recruiting yet interestingly it is only a

minority that have a pro-active social recruiting or candidate CRM strategy in place. There appears to be a tendency for

organisations to be tactical rather than strategic in their approach. It will be interesting to see how this changes over the

coming years.”

The Survey

The Sample 79% respondents based in the UK

87% respondents in the private sector

60%

25%

15%

UK-based employees in current company

Under 1,000

1,000 to 10,000

More than 10,000

12%

30%

18%

8%

32%

Primary job function

Recruiter (in-house)

Talent / Resourcing manager (in-house)

Employer brand specialist

Recruiter (agency)

Other (please specify)

The Index

What is social recruiting best practice?

The Index

Strategy:

• Has a social recruiting strategy in place

• Has a social content marketing strategy in place

• Has a candidate CRM strategy in place

The Index

Investment:

• Has budget allocated specifically for social recruiting

• Measures return on investment of all social recruiting efforts

• Provides social media training to• Employees

• in-house recruiters

• hiring managers

• leaders

The Index

People:

• Has leaders and hiring managers acting as ‘talent magnets’

• Empowers all of its employees to advocate the talent brand on social platforms

The Index

471

Insights

Strategy

52%

39%

9%

Does your organisation have a social recruiting strategy in place?

Yes

No

I don'tknow

Despite high platform adoption rates, advanced social recruiting strategies remain the exception, not the rule

39% of organisations don’t have a social recruiting strategy in place

Most don’t encourage senior executives (60%) or employees (55%) to become advocates.

60% don’t have a candidate CRM strategy

Strategy

Social recruiting ownership

remains an issue

In organisations that do have a

social recruiting strategy, strategy is

owned by the talent acquisition or

resourcing team in 50% of cases.

Strategies are frequently owned by a

team with different strategic priorities

16%

51%

10%

2%

21%

Who in your organisation owns the social recruiting strategy?

HR

Talent Acquisition / Resourcing

Marketing

Corporate Affairs / CorporateCommunications

No single function owns the strategy

Strategy

0%

10%

20%

30%

40%

50%

60%

70%

80%

has a content strategy inplace for social recruiting

actively encouragesemployees to engage on

social networks forrecruitment purposes

ensures our seniorexecutives lead by

example and use socialplatforms to advocate our

talent brand

empowers our employeesto advocate our talent

brand on social platforms

has a candidate CRMstrategy / system in place

needs to invest more insocial recruiting

My company...

Investment

How do you measure your investment in Social Recruiting?

Investment

Levels of investment will increase but tracking ROI is limited

56% don’t have a budget allocated specifically for social recruiting

46% do not track ROI for social recruiting

70% expect an increase in investment in the coming year

35%

56%

9%

Is there a budget allocated specifically for social recruiting?

Yes No I don't know

Do you provide training in social recruitment?

People

There is still a significant social

media skills gap

55% of in-house recruiters receive

social media training, the majority of

employees, including hiring managers

and leadership teams, don’t

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Your in-house recruiters Hiring managers Leadership teams All employees

Do you provide social media training for:

Yes

Platforms – organisational use

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

LinkedIn Facebook Twitter Google+ YouTube Instagram Snapchat Whatsapp Pinterest Glassdoor Tumblr Viadeo Xing

Which of the following social platforms does your organisation use...

For Recruitment For Employer branding

Platforms

Which social platforms do

YOU use?

Platforms

Strategic buy-in is an issueGenerating buy-in

“lack of understanding from senior management” / “convincing senior

management” / “lack of awareness and education” / “buy-in from

certain managers” / “seeing a viable ROI” / “Time and engagement

from senior leaders” / “need for change management” / “Convincing

everyone that this should be invested in and a priority for the

business” / “skepticism from execs on effectiveness to attract the

right level of people”…

Getting budget

“so many options, not enough budget” / “limited budget” / “securing

investment” / “financial resources” / “budget availability” / “Budget”

(x7)…

The two most recurring

challenges faced by

organisations in social

recruiting are intrinsically

linked:

a lack of of buy-in at senior

management level means

organisations are unable to

unlock the budget and

resources necessary to

deploy successful social

recruiting strategies

Key Takeaways

It’s still early days for social recruiting

The need to move beyond tactical

An acknowledged need to build capacity

Increase personal use of social platforms

Recommendations

Social recruiting is a company wide strategy

The Connected Company

Increase YOUR use of social tools

Think beyond LinkedIn & throughout the candidate journey

Build a strategy around CRM

Measure, measure, measure

Thank you