You have a great idea! now all you need are:ResourcesCorporate Buy-in Team

Really. . . It’s no problem!

Brigit Freedman aka Hawkgirl

In the beginning, there was . . .

Started my network building until one day..

IT & HR decided to cut off access!

A plan was formulated to get back online. . .

• I lobbied our VP of Human Resource to allow

recruiters to have access to this site.

• After a few presentations and a business case

to leverage our tight resources

• We had our access (back!)

2006 Time For Change

• With the future rushing at us head on it

was time to find a new home

• Great interview

– Brainstormed on ideas to revolutionize how we

would recruit!

– I knew we were going to be an amazing team!

• The sands were shifting

Dragons to Slay

• The Careers Page was in need of a facelift

• Working with Security, IT and Marketing we

researched our competitors and customer sites

for design and functionality.

– Theirs sites were good but ours was GOING TO BE

BETTER!

Obstacles (or hurdles)

Major hurdle wasn’t the C-Suite but IT & Security!IT & Security Concerns were:– Privacy– Control of Information– Negative information about the company– Hackers– Viruses & Phishing – Spamming

Solutions for the Objections Access– SN Sites would only be done outside of the company

Firewall

Span of Control– Limited personnel would have access and control

over data on sites

Policy & Guidelines– Educate employees participating in personal Social

Networks on how their blogs, pages and comments impact them as well as the company

You can’t do it alone!

• You need an executive sponsor• Write a compelling business case - $$$• Research your competition• Develop policy on what you are going to do

and who is allowed to do it

The Corporate “Buy-in”

• Global Reach:– Don’t limit yourself to one network

• Precision in Talent Sourcing: – Ability to laser target applicants

• Speed in Recruitment: – Real-time responses

• Cost Savings: – Most sites are FREE!

The Team

• President and Executive members of the company “Top Down”

• Human Resources– Recruiting

• Compliance• IT• Security• Marketing• Business Development

Poll Time for: Social Media

Doing ownWorking with a TeamDon’t know howDon’t want toNot allowedDoing it but are clueless as to what you are doing

Why Use Social Media for Recruiting?

Develop new, passive talent streams Strengthen employment branding– Engage talent in open, personal dialogue– Improve employee advocacy and

engagement– Create more meaningful relationships with talent– Proactively recruit talent who is passionate about

your brandTarget the ideal candidate

Drive traffic to the career site

Social Media Offerings

We leverage Social Media and use it as part of our recruitment branding strategy

• Facebook advertising

• LinkedIn Groups

• Twitter integration and cross-posting for jobs using Bit.ly

We proactively manage and protect the our brand on major social media sites

Social Media

Success

Ongoing relevant content generation

Employee participation

Open dialogueAsking for input

Seeking out fans

The Hub WebsiteReaching

the Masses

Quick Tidbits, Links, & Promotions

Our Approach: Building Connected Communities

Groups, Networking, &

Discussions

Photo and video hosting, niche audience

Twitter Timeline?

1st Month

2nd Month

YTD

• 43 followers• Beyond.com• Jobhits

• 17 more followers• MonsterHelp• GovCon

• 800+ Followers• CareerBuilder• JobFox• AIRS

TweetDeckTweetDeck organizes your sites for better time management

There are other applications but Tweetdeck is allowed thru our IT Security.

Find new ways to feed the funnelSocial media can unlock a multitude of inexpensive, or free channels

TraditionalSocial

Poll Time:What are you using for SN?

• Facebook• Twitter• LinkedIn• You Tube• Black Planet• Sixdegrees• My space• Box.net• Slideshare

• Blogster• Classmates• Flixster• Flickr• GoogleBuzz• HR.com• Govloop• Social Vibe• XING

• Yelp • Yammer• Hi5• Vimeo• Digg• Simply Hired• Etc. . .

Step 1 – Be interestingEffective social media begins and ends with

the content. If you don’t have something

interesting to say all the distribution in the

world won’t matter. It’s all about the

content.

Step 2 – Be Accessible

In social media distribution is cheap. Deploy

and test as many new channels as you can.

Doing so enables your customer to choose

the time and place of engagement.

Step 3 – Be Findable

You can boost your accessibility by making

sure your deployed assets are findable by

your customers. Ensure your content and

deployment strategy are as search friendly

as possible.

It’s a Popularity ContestBe Findable

Become a vocal member of your communityContribute to discussion

Post Comments

Answer / Ask Questions

Step 4 – Be Accountable

Ensure that what is posted is real and not misleading. If

you state you answer all inquiries you had better do so!

Your reputation in cyberspace is easily ruined by not

being accountable.

In Closing – Your Action Plan• Find Executive Sponsor is a MUST

• Have a professional IT person help you create it

• More Followers = More Visibility

• Be Responsive & Accountable

• Online social media is dynamic and complex but attempting to

have a presence on all these sites can be time consuming and

counterproductive.

• Define your strategy, determine your audience and decide

where you want to participate.