The first of the afternoon sessions at Social Media in Recruiment Conference

How CH2M Hill successfully used LInkedIn and Social Media to Recruit
Laurent Brouat – Founder – Link Humans
Link Humans helps companies with LinkedIn strategy and training, using social media for recruitment, building online communities, employer and personal branding.

Laurent is trying to wake us up with a live PowerVote survey

Which channel do you use more to recruit?
135 answers

Job boards        39%
Rec agencies    20%
Social media     13%
Referras/personal contacts 16%
Corporate Website 13%

Client study of CH2M HILL
20,000 Employess worldwide
Team of direct recruiters

How to recruit more directly?
1  Rebuild Careers Page and make it easy to find from the home page

2  Build the Facebook Fan Page
Wanted to push jobs there, but not getting the right kind of traffic
So, focus more on building a community for employees, alumni

3  Set up Twitter for jobs
@CHWMHILLJOBS
Drove traffic, but not really efficient or the right type of messaging

4   Build the LinkedIn Presence
A  Purchased the Corporate Recruitment Solution - but you can do a lot without it
Works well for very specific roles internationally
Example: a civil engineer in South Korea
Couldn't get candidate via job board, agencies and usual channels.

Went to LinkedIn
Found 100 candidates
Shortlisted 10
Hired 1
Plus, are still in touch with the key people as a talent pool

B   Build a Careers Page on LinkedIn
Delivers a different look for different job categories, based on the jobs that relate to the candidate LinkedIn profile

C   Run ads on each of the employee (9,000 are on LinkedIn) profiles - a banner ad for a career at CH2M Hill
Drives qualified traffic of individuals who are linked via your employees

D  Set up Groups on LinkedIn
Works OK, but not as ‘social’ as FB. So, not as much interaction as you might hope for in the groups.
Good to build the employer brand and deliver information

RESULTS

• 98% of direct hires in US
• 95% of direct hires outside US
• Cost of HIre reduced to £3,300
• Number of referrals up
• Time to fill down from 90 days to 40 days

Traffic from LI to career site:
425% more page views on Career site than before the LinkedIn project
Bounce rate: down to 11%

Summarise the strategy
Career site sits at the hub of all recruitment activity - this is where the candidates are captured and engaged

Facebook
Driving traffic
Community building
Employer branding

LinkedIn
Drive recruitment
Referrals
Employer Brand

Twitter
Drive some traffic
Some employer brand


Why did they succeed?
They tried it!
Candidate experience and careers page was good, friendly
Employee experience was good

Vote Again
Which channel do you plan to use more to recruit?
142 answers

Job boards      10%
Rec agencies   7%
Social media    67%
Referras/personal contacts   8%
Corporate Website   11%