How Ernst & Young Use Social Media to Recruit Professionals [CASE STUDY]

We’re sure you’ve heard of Ernst & Young, it is of course one of the largest professional service firms in the world, headquartered out of London. Ernst & Young is one of the “Big Four” accounting firms, along with Deloitte, KPMG and PricewaterhouseCoopers.

What you may not know is that they are very good at recruiting talent via social media and in particular Facebook. We have decided to take a look at what makes their social recruiting strategy special and to see what we can learn along the way. Let’s start with the biggest network of them all, Facebook.

Career website:

The E&Y career website is welcoming and well-designed to help people find exactly what they’re looking for. Instead of having a career page talking only about the company, several categories are clearly available, giving E&Y the opportunity to communicate in the most personalised way depending on who they are targeting.

Whether you’re a student / recent graduate, an experienced worker or an executive, E&Y choose to talk to you directly in order to answer your specific questions/needs. This strategy gives a lot of clarity and also shows the diversity of the company in terms of employees.

Before going into social media, one of the most important thing is to define how you will choose to communicate and then make it coherent everywhere. One company, one message. That’s what E&Y did by following the clear targeting of its career page.

Facebook:

Ernst & Young is mainly focusing on Facebook to reach students and graduates; it’s the best place to target the young professional demographic. The Facebook Career page was created as early as 2006. Its strategy was immediately oriented towards students and graduates, the goal was to build a relationship early on with them, to get them to learn more about the company and its career opportunities. The page currently has 86,839 “likes” and is growing by the day.

People can directly engage on the Facebook wall with the E&Y team, discovering the company’s values in a fun way through photos and videos at the same time.

Here again, the strategy is to answer every target’s question. Each tab gives more information about E&Y, whether you’re experienced or a student. For example, under the student tab, Q&As are available to answer every question a student/graduate may have, along with tests and videos. Through a direct approach, the company puts a face to their unique job experience, explaining more about the “Intern Experience” for example.

The page is a real open window of how it feels like to work at E&Y and therefore what the company is looking for in their candidates. It’s both about attracting potential recruits and making sure the right people apply. Ideally the best people in the marketplace will have a look here and recognising themselves in the company spirit.

To keep things fresh, the company organises competitions on Facebook. A good example of that was the Prize-Tagging competition run on the Careers page. Not only do the winners won great prizes for themselves, but the university with the most entries won £10,000 for their student unions and expert advice from E&Y on how to invest it (keg parties are not allowed by all accounts). Here’s how it looked like on the UK Careers page:

 This is a great example of how to attract students and get them interested in the company, its activity and its job opportunities.

Twitter:

On Twitter as well, Ernst & Young’s goal is to be relevant to its audience. Several accounts have therefore been set up depending on what content is shared. General news are shared on the @EYnews Twitter account. People who are following  @EY_CareersUS, or @EY_CareersUK can stay connected to career opportunities. Twitter is the perfect way to get people interested in seeing more of E&Y on Facebook, Youtube or their website and therefore drive more traffic to those other platforms.

If we look at the students/graduates strategy, other accounts are set up: @EY_StudentsUK and @EY_Students. This is of course strictly for internships and graduate jobs.

This distinction is again a unique and targeted way to reach the right audience. Finally, in the US, a campus hire is tweeting about is job at E&Y through another account, @EYStaff, promoting the real daily job experience there.

Conclusions:

  • Target your audience to reach them effectively: clearly identify the profiles you are looking for.
  • Don’t be boring on social media: stay fresh and try to get people involved in a creative way (Facebook contests are a good example).
  • Be coherent in everything you do: from your career page to your Twitter account(s), show consistent conversation so that people are not confused and your message is clear.

Hope you enjoyed and please share your thoughts on this in the comment section below!

RELATED: How Deloitte Use Social Media to Recruit [CASE STUDY].

  • Myrto Kalle

    Great to see a blog about the work we do!! Just a small correction – the link to the facebook page takes you to the Americas one – we also have a UK page http://www.facebook.com/EYUKcareers. the Americas one is really good too!

    • http://twitter.com/LinkHumans Link Humans

      Hi Myrto, 

      Thank you for your input, I corrected the mistake in the article now!

  • http://twitter.com/AllenDublinJobs Stephen Harrington

    Very interesting, I am about to create a Facebook page in the coming weeks so there are a number of items of consideration here.
    I have just gone about creating our blog http://allenrecruitmentjobs.ie so the Facebook page will be an extension of this.

    • http://linkhumans.com/ Jorgen Sundberg

      Hi Stephen, is this for a recruitment agency? It’s tougher for agencies on Facebook, as candidates don’t necessarily buy into the brand they way they would for E&Y for instance.

      • http://twitter.com/AllenDublinJobs Stephen Harrington

        It is, and yes I have no doubt it will be more difficult. It does require a different approach as you need to create something that people want to spend their time viewing and engaging with….

        • http://linkhumans.com/ Jorgen Sundberg

          Good luck with it and send us the link when it’s up for a review :-)