Zartis, are part of the Cork, Ireland based web development business,Assembly Point, backed by Enterprise Ireland. The Zartis business have busy developing recruiting products that integrate with the social channels. Their recent launch integrates automated job posting to your career site, Facebook fan page, WordPress blog or site and twitter account. On the back-end they offer a full ATS, with a clever dashboard that is very easy for recruiters to use. The features include an automated workflow, candidate communication and process visibility and an indexed talent pool.
Zartis is offered at $29 per user, per month for up to 20 jobs.Whilst it’s not free, (like SMART Recruiters), it has to be worth consideration for S.M.E.’s because it is so easy to use.
To mark the launch of Zartis, the company have published 5 case studies outlining succesful on-line recruiting case studies, that is free to download. The headlines of these case studies are:
1: Hard Rock Firenze.
Not a new one to readers of this blog. The results of this 4 week campaign, centred on a Facebook Fan Page, are:
10,222 fans. (4 weeks). 4000 job applications. (2 weeks.) 600 Interviews (3 days). 120 Hires.
This was achieved end to end in Facebook, probably the most successful hiring project of its kind.
The Google stats are phenomenal, with up to 75,000 applications in 1 week. These are sourced from Twitter, with @GoogleJobs account followed by over 100,000 people. It’s worth noting that this account is manned by recruiters and is not an automated account. Theres plenty of engagement.The youTube channel has over 2 million views, with some presence on Facebook.
The key for Google, as you’d expect is plenty of keywords, and a very simple application process.
3: Brightcove – An on-line video start-up.
Brightcove took the ambitious step of hiring through external referral, offering a reward of $1,500 bonus to anyone, not just employees. This has resulted in 65% of new hires coming from referral, with the program promoted through the career site, shared out by employees.
4: Hipster – A San Francisco start-up.
Hipster offered a very different type of referral program that grabbed the headlines, by offering rewards from $10,000 cash, free beer for a year, “stache grooming”, a bike, skinny jeans and even worn boots. The list makes great reading, and the unusual nature of the referrals tapped in to the viral nature of social media and they achieved their ambitious hiring objectives.
The U.K. based games company hire via a creative careers site. (winner of the NORAS awards), and an active Facebook community. The emphasis is on employer branding through the employees, who feature in all their social places.
In addition, 40%of the direct hires come via LinkedIn. I would be interested in knowing the split between sourced candidates, and those who apply to jobs or groups, although this is inconclusive in the report.
These 5 case studies vary in size, and give a good range of ideas for on-line recruiting. I recommend downloading the full version of the paper.