recruitment strategies using web 2.0 social networking technologies
DESCRIPTION
Interactive Workshop on Recruitment Strategies Using Web 2.0 Social Networking Technologies - March 30, 2009 - Federated Press Council Conference. Topics: Using social networking tools and word of mouth to increase marketing and brand your organization Measuring the ROI of social media Adopting social media to supplement traditional media Suggested pilot project for HR professionals Reference links supplied. For more info email: [email protected]TRANSCRIPT
Recruitment Strategies Using Web 2.0 Social Networking Technologies
March 30, 2009 - Federated Press Council Conference
By Howard OliverCEO, What If What Next™
Public Relations
Social Media
Optimization
Business Development
Agenda
1:35-2:30 - Using social networking tools and word of mouth to increase marketing and brand your organization
2:30-3:30 - Measuring the ROI of social media
3:30-4:00: Networking break
4:00-4:50 - Adopting social media to supplement traditional media
4:50-5:00: Wrap-up
Agenda
1:35-2:30 - Using social networking tools and word of mouthto increase marketing and brand your organization
Using social networking tools and word of mouth to increase marketing and brand your organization
Engaging in community development online, especially how online networks and physical space work together
How to create a buzz online How to use tagging to connect your networks with others
- - including how to use delicious, flickr and YouTube to link content and be traceable
Web2.0 Strategies
1. Build Web2.0 Culture as Core Competence
2. Trend Watching, Benchmarking, Prototype
3. Focus on the I
Made in/for/by People (users): Give all control to People, automated self-service
People Power: Open and Connect People. Collective Intelligence and Network
Effect
Watch your kids – they get it
4. Build Lightweight & Easy Campaigns
5. Get Everyone involved
Web2.0 Strategies
6. Enterprise2.0 – bring it inside
7. Share - Turn Applications into Open Platforms: Data is the Next Intel Inside
8. Join and setup Ecosystems
9. Connect & Development to Bridge the Gap
10. Leverage the Long Tail
11. Learning by Doing
http://blog.jobzcafe.com/
Social Bookmarking Web Services
Example: http://cbt20.org
Recruiters: Be More Like Amazon and Less Like Kmart
Example: http://www.biojobblog.com/promo/about/Example: http://www.biocrowd.com/
Conversations
Agenda
2:30-3:30 - Measuring the ROI of social media Setting a target for your recruitment campaign
using social media Identifying metrics to measure social media What to measure in blogs, podcasts and other
content-sharing sites How to track the effectiveness of your messages
in the blogosphere
ROI for Conversations
ROI for conversations Are we currently part of conversations about our
product/industry? How are we currently talked about versus our competitors?
Then to measure success, we ask whether we were able to: Build better relationships with our key audiences? Participate in conversations where we hadn’t previously had a
voice? Move from a running monologue to a meaningful dialogue with
customers?
Quantitative
AideRSS Digg reviews Feedburner Google Analytics Xinu
Conversations
Agenda
4:00- 4:50 - Adopting social media to supplement traditional media
Assessing how employment candidates perceive the credibility of social media versus traditional media
Are social media becoming mainstream? How is recruitment through social media
changing recruitment through traditional media? Are social media powerful enough in the
recruitment process to use on their own?
Employer Brand
Our Company Job Details Working with Us Human Element Talent Hub
Benefits
Broader reach Change preoccupations Influence online conversations Reach passive candidates Differentiate
Benefits
Higher quality applications. Candidates in the pipeline come from a known and trusted source, rather than open channels such as general job boards, newspapers and commercial resume databases.
Lower recruiting costs. Applications sourced through exclusive online communities cost less to process and have a higher yield than applications sourced through direct response advertising.
Reduced time-to-hire. Recruiting from a talent pipeline results in reduced time-to-hire, the most frequently cited measure of the efficiency in recruiting. Candidates in the pipeline can be tapped as soon as specific requisitions are opened.
References
Why HR Should Care about Social Media Employer branding Employment Branding: the Only Long-Term
Recruiting Strategy jobzcafe Forrester Declares Social Media as
Mainstream References
Suggested 3 Month Pilot Project
Select key words, key phrases, and search phrases Scan and aggregate hits from blogs, social media,
forums, boards and other media using iGoogle or similar
Report to management bi-weekly for foster new thinking
After 1-2 months start planning blog for specific recruitment requirements and to advance your overall employer brand
What If What Next™ can help you implement this and other social media projects.
Conversations
