MAGGIE HENNESSY DIRECTOR PUBLIC SECTOR EXECUTIVE SEARCH AND SOCIAL - - PowerPoint PPT Presentation

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MAGGIE HENNESSY DIRECTOR PUBLIC SECTOR EXECUTIVE SEARCH AND SOCIAL - - PowerPoint PPT Presentation

ENCOURAGING YOUNG PEOPLE INTO THE SECTOR MAGGIE HENNESSY DIRECTOR PUBLIC SECTOR EXECUTIVE SEARCH AND SOCIAL CARE LEAD PENNA PLC Social media Primary Secondary Social Media stats Social media recruitment has grown 54% in the past 5


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MAGGIE HENNESSY DIRECTOR – PUBLIC SECTOR EXECUTIVE SEARCH AND SOCIAL CARE LEAD PENNA PLC

ENCOURAGING YOUNG PEOPLE INTO THE SECTOR

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Social media

Primary Secondary

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  • Social media recruitment has grown 54% in the past 5 years
  • 25% of jobseekers use social media as their primary tool
  • 1 in 5 candidates applied for a job they learned about on social media
  • 73% of companies successfully hired a candidate with social media
  • Social media offers a 49% improvement in candidate quality over traditional media
  • 73% of 18-34 year olds found their last job through a social network
  • 80% of social media access is via mobile
  • 67% of people who found their most recent job on social media used Facebook to

do so

Social Media stats

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  • You can target the right candidate
  • Promotes your brand as an employer of choice
  • Builds an audience
  • Showcases company culture
  • Encourages employees to share posts
  • Attracts active and passive jobseekers
  • Offers an opportunity for interaction – ask questions, go live
  • Connects with the right people and organisations
  • (Almost) free!

Why Social Media?

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CASE STUDY

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EMPLOYER BRAND

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PENNA PROGRAMMATIC

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What is programmatic

“It just means media trading is becoming a computer-aided

  • activity. There’s nothing

special or confusing about that.”

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32 years old Holds an MBA Lives in Oxford 4 years experience in education Has previously visited the careers site Oxford Brookes Alumni Uses an iPhone Reads The Guardian

  • nline
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  • Increasingly popular for use in assessment
  • Giving candidates opportunity for realistic job profiles
  • Allowing you to see how candidates will react in a real life

situation

  • Assessing competencies and behaviours rather than skills and

experience

Virtual reality

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  • Ability for 24/7 contact with organisation
  • Can be used to engage and keep candidates warm
  • Used across social media to answer questions that candidates

may have

  • Keep the community that has been built engaged in the

employer

Artificial Intelligence