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Why Social Recruiting
Needs to Be on Your
Radar in 2017
A survey of 500+ recruiters and talent
acquisition leaders across Asia Pacific
reveals the importance of building a
social recruiting strategy.
If I didn’t use social recruiting…
Successful recruiters shared
2.5 more job posts in the last
6 months
strongly communicate their
company’s employer brand
through social media
of successful recruiters reach
out to talent via social media
of successful recruiters have
built a community of followers
stay in touch with candidates
on social throughout the
hiring cycle
have advertised on social
media to create awareness
about jobs
conduct reference checks via
social media before making
an offer
Top recruiters share
twice as many company
updates on LinkedIn than
unsuccessful recruiters
Social recruiting should be a
required strategy
Candidates respond better
when reached out to via
social media
My talent pipeline
would thin out
Recruiters say
A social recruitment strategy ensures candidates are engaged
with the hiring process from beginning to end.
Recruiters who evaluate themselves as successful do the following:
The quality of
candidates would drop
Cost per hire would
increase
52% 46% 43%
2.5x
36%
46%
45%
58%
51%
69%
33%
54%
45%
34%
2x
Recruiters across Asia Pacific prioritise
hiring quality candidates
This infographic is based on LinkedIn’s survey of 526 recruiting professionals in the Asia Pacific region, who
spend more than 25% of the time either directly recruiting or managing a team who conducts the recruiting.
Increase your hiring success with LinkedIn’s Practical Guide to Social Recruiting
Australia & New Zealand values candidate and
hiring manager satisfaction above all else
Having a robust pipeline matters most
to India
Reducing time-to-fill is a priority for talent
leaders in SEA & Hong Kong
Being “social” is second nature for successful talent leaders.
57% 42%

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Why Social Recruiting Needs to Be on Your Radar in 2017

  • 1. Why Social Recruiting Needs to Be on Your Radar in 2017 A survey of 500+ recruiters and talent acquisition leaders across Asia Pacific reveals the importance of building a social recruiting strategy. If I didn’t use social recruiting… Successful recruiters shared 2.5 more job posts in the last 6 months strongly communicate their company’s employer brand through social media of successful recruiters reach out to talent via social media of successful recruiters have built a community of followers stay in touch with candidates on social throughout the hiring cycle have advertised on social media to create awareness about jobs conduct reference checks via social media before making an offer Top recruiters share twice as many company updates on LinkedIn than unsuccessful recruiters Social recruiting should be a required strategy Candidates respond better when reached out to via social media My talent pipeline would thin out Recruiters say A social recruitment strategy ensures candidates are engaged with the hiring process from beginning to end. Recruiters who evaluate themselves as successful do the following: The quality of candidates would drop Cost per hire would increase 52% 46% 43% 2.5x 36% 46% 45% 58% 51% 69% 33% 54% 45% 34% 2x Recruiters across Asia Pacific prioritise hiring quality candidates This infographic is based on LinkedIn’s survey of 526 recruiting professionals in the Asia Pacific region, who spend more than 25% of the time either directly recruiting or managing a team who conducts the recruiting. Increase your hiring success with LinkedIn’s Practical Guide to Social Recruiting Australia & New Zealand values candidate and hiring manager satisfaction above all else Having a robust pipeline matters most to India Reducing time-to-fill is a priority for talent leaders in SEA & Hong Kong Being “social” is second nature for successful talent leaders. 57% 42%