Using Social Media in HR & Recruiting�Attract | Recruit | Retain�

2.75 years – President of Unbridled Talent �

4 years – Executive Recruiter �

8 years – Social Media Anthropologist �

18 years – Human Resources Leader �

WHO am I?

WHO are YOU?

955 million profiles �

175 million members �

500 million accounts�

240 million blogs�

490 million users �

WHO is using SOCIAL MEDIA?

WHY use SOCIAL MEDIA?

COMMUNICATION evolution

recruiting

SOURCE: TalentMinded - http://youtu.be/17C6A-J9jhc�

WHAT are we afraid of?

1� WHO, WHAT & WHY �2� DEVELOPING A STRATEGY �3� CHOOSE YOUR TOOLS�4� TIME, CONTENT & TRAINING �5� ‘SOCIAL’ RECRUITING �

our FOCUS today

DEVELOPING A STRATEGY �

1�

business strategy�

talent strategy�social media strategy�

objectives �metrics�tactics �

support the BUSINESS

have a PLAN

MONITOR and LISTEN

GOOGLE ALERTS

SOCIAL MENTION

DASHBOARDS

DASHBOARDS

keyword/phrase SEARCH

‘GRIPE’ sites

   free database of 217 � social media policies:�socialmediagovernance.com/policies.php�

provide GUIDELINES

•  Communicate social media guidelines�

•  Consider the benefits of allowing all employees access�

•  Provide training even if blocking social media sites�

•  Share examples of appropriate & inappropriate use�

TRAIN employees

* Before you need it �SOURCE: http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html �

PREPARE your response*

63% of job seekers have a better impression of a company that responds to negative posts /comments on their social media site than those who do not.  

expect GOOD things

CHOOSING YOUR TOOLS�

2�

understand DIFFERENCES

SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf �

linkedin  

facebook  

twi/er  

youtube  

blog  

none  

86.6%  

55.3%  

46.6%  

11.6%  

16.0%  

9.4%  

Which social media tools are used for recruiting?�

64% use 2 or more social networks for recruiting�

40% use 3 or more social networks for recruiting�

where to START?

•  Ensure your Company Profile is accurate/complete�

•  Build a Personal Profile that:�

– represents your company well �

– makes candidates want to connect with you �

•  Build your network & search for candidates�

•  Join relevant & appropriate groups�

LINKEDIN essentials

COMPANY profile

1)    Add a profile photo �

2)    List current position + at least 2 prior jobs�

3)    5 or more skills on your profile�

4)    Write a summary about yourself �

FRESHNESS counts�

100% COMPLETION

5)    Fill out your industry and zip code�

6)    Add where you went to school �

7)    Have 50 or more connections�

100% COMPLETION

what’s YOUR STORY

LINKEDIN profile

stand OUT

http://inmaps.linkedinlabs.com �

BUILD your netwok

size  ma2ers

...  

sorta  

1� 2�

search within your network �

advanced SEARCH

saved SEARCHES

*for now

*For Now �

message for FREE*

 site:www.linkedin.com  in8tle:linkedin  -­‐in8tle:answers  -­‐in8tle:updated  -­‐in8tle:blog  -­‐in8tle:directory  -­‐inurl:megite.com  Sales  “Cincinna8  area"  -­‐"Company  Profile“  -­‐profiles  -­‐jobs  

search outside�your network �

site X-Ray

SEARCH companies

SEARCH groups

join TARGETED groups

post JOBS

•  Showcase your culture & employment brand!�

•  Fans = database of interested users�

•  Engage with fans & create a community�

•  Link back to your corporate website/company page�

FACEBOOK essentials

recruiter�

possible candidate�

FACEBOOK recruiting?

PERSONAL profile

COMPANY profile

meet EXPECTATIONS

ask QUESTIONS

go behind the SCENES

share PICTURES & VIDEO

•  Make your employees the stars�

•  Keep videos to 3 minutes or less�

•  Share your videos on other social sites�

•  Use video for learning & development activities�

YOUTUBE essentials

YOUTUBE channel

SHARE job previews

tell your STORY

EMPLOYEES as STARS

SOURCE: http://vimeo.com/16003797 �

•  establish expertise and credibility�

•  foster relationships with candidates (& employees) �

•  post information about cool job opportunities�

•  share industry news/link to media coverage�

•  link to your other social media efforts�

•  address concerns or common questions�

BLOGGING essentials

CORPORATE blog

PROVIDE information

“a survey of new hires at sodexo revealed that internal hires utilized one or more sodexo careers properties to help find a job or prepare for an interview with us at virtually the same rate (46-47%) as external hires. the careers blog was the most frequently cited property, read by 32% of internal hires and 17% of external hires.” �

arie ball – vp of talent acquisition, sodexo �

BLOGGING benefits

•  balance promotional, personal & conversational tweets�

•  be a “real person” – use your real voice/be authentic �

•  be interesting, informative and entertaining�

•  share links to interesting & informative stuff �

•  post photos from “a day in your life” (twitpics, etc.) �

TWITTER essentials

TWITTER profile

TWITTER profile

SOURCE: https://followerwonk.com/�

SEARCH bios

SEARCH tweets

‘x-ray’ twitter SEARCH lists

‘x-ray’ twitter site X-Ray

get CREATIVE

EMPLOYMENT BRANDING �

3�

what’s your BRAND? employer brand�how a business builds and packages its identity, origins and values, and what it promises to deliver to emotionally connect employees.�

libby sartain – author, brand for talent  

talent brand�to brand for talent is to market an organization as a place to work to create demand – as a magnet – to recruit, retain and engage the right people to do the right work at the right time for the right results. �

“list 3 words to describe why you enjoy working here” �

ASK employees

www.wordle.net  

CONSISTENT messaging

People who visited Racker Talent before applying for a job were 65% more likely to be successful than those whose 1st port of call was the career site or ATS �

“We should always keep in mind that the most engaged and longest lasting

contributors to our organizations are the ones who fit within our cultures. Our goal should be to accurately depict ourselves knowing good and well that for the right person, we will absolutely be their best

place to work.” �Michael Long – Head of Culture Branding, Rackspace �

share your CULTURE

Corporate Leadership Council �

“We have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates.”  

ENABLE employees

RECOGNIZE employees

employee AMBASSADORS

‘SOCIAL’ RECRUITING �

4�

‘one of the reasons we’re active in social media channels is that our candidates expect us to be in those channels.’�

stephanie lilak – chief staffing officer, general mills�

GO where THEY are

1997 Sources of Hire�newspaper ads � 28.7%�employee referrals� 19.7%�agency (contingent) � 10.4%�contract recruiters� 8.7%�job fairs � 8.3%�other advertising� 5.0%�image advertising � 4.6%�trade journals � 4.2%�college� 2.9%�resume services� 2.9%�agency (retained) � 2.1%�internet � 2.1%�radio� 1.5%�

2011 Sources of Hire�referrals � 28.0%�job boards � 20.1%�career site� 9.8%�recruiter initiated� 9.1%�college� 6.6%�re-hires� 4.3%�social media� 3.5%�3rd party� 2.8%�print � 2.2%�temp/contract-to-hire� 2.1%�career fairs� 1.9%�walk-ins � 0.8%�other � 8.8%�

SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence�

recruiting EVOLUTION

TIME, CONTENT & TRAINING �

5�

Monday  

• Recognize  a  Fan  or  Employee  

• Ask  a  Ques8on  

Tuesday  

• Post  “day-­‐in-­‐the  life”  photo(s)  

Wednesday  

• Ask  a  Ques8on  

• Schedule  an  Event  

Thursday  

• Share  Company  news  

• Post  a  Video  

Friday  

• Chat  with  a  Recruiter  

Saturday  

• Link  to  Career  informa8on  

Sunday  

• Poll  Ques8on  

Content Calendar �

Time Blocks�

Use Tools�

PLAN & SCHEDULE

wrapping UP

•  compete for talent at the moment of search (seo/sem) �

•  link to information about careers prominently on website�

•  showcase actual employees (not stock photos) �

CAREERS SITE the ‘hub’

why it’s IMPORTANT

“’Build it, and they will come’ only works in the movies. social media is a ‘build it, nurture it, engage them - and they may come and stay.’” �

seth godin – author & marketer �

jennifer@unbridledtalent.com�

http://unbridledtalent.com�

http://www.facebook.com/UnbridledTalent �

http://www.linkedin.com/in/jennifermcclure�

http://twitter.com/JenniferMcClure�

thank you!