Using Social Media as a Recruitment Tool | Webinar Presentation Slides

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It’s no surprise that social media is infiltrating every industry within the business world.

We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?

In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.

In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:

- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting

Published in: Recruiting & HR
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Using Social Media as a Recruitment Tool | Webinar Presentation Slides

  1. 1. Adecco Staffing, USA — HRCI Webinar Series | 01.28.15 Using Social Media as a Recruitment Tool
  2. 2. Click to edit Master title style • Transition slide title Meet the Presenters
  3. 3. Slide title sentence case 3 Matilda Anderson Director of Marketing, Social Media and Digital Strategy, Adecco Group North America @MatildaEmily linkedin.com/in/matildaanderson Matilda serves as Director of Digital Marketing with Adecco Group North America, an industry leading global Fortune 500 staffing company. Matilda has over 5 years of delivering significant results by leveraging social media, blog strategy, digital and web content production, and email campaigns. She specializes in social media strategy and has designed and implemented a dynamic training curriculum focused on using social media for recruiting purposes. These trainings have been used by Adecco’s recruiters throughout 450+ U.S. locations. Meet the Presenters: Matilda Anderson
  4. 4. Slide title sentence case 4 Ted Coiné CMO, Meddle.it | Co-Author of “A World Gone Social” https://meddle.it @tedcoine linkedin.com/in/tedcoine Ted Coiné is Chief Marketing Officer of Meddle.it, the next generation content marketing tool for organizations and individuals. He is a Forbes Top 10 Social Media Power Influencer and an Inc. Top 100 Leadership Expert. This stance at the crossroads of social and leadership gave Ted a unique perspective to identify the demise of Industrial Age management and the birth of the Social Age. The result, after five years of trend watching, interviewing and intensive research, is his latest co-authored book, A World Gone Social: How Companies Must Adapt to Survive. An Inc. Top 100 Speaker, Ted is also a serial business founder and three-time CEO. He lives in Naples, Florida, with his wife and two daughters.   Meet the Presenters: Ted Coiné
  5. 5. Slide title sentence case 5 Mark Babbitt CEO, YouTern | President Switch & Shift, LLC | Co-Author of “A World Gone Social” http://www.aworldgonesocial.com @MarkSBabbitt linkedin.com/in/marksbabbitt Mark is an in-demand speaker and mentor, who has been named as a Top 100 leadership speaker by Inc. and one of the “15 Twitter Accounts Every Entrepreneur Should Follow" by Business News Daily. He is the co- author of A World Gone Social: How Business Must Adapt to Survive. Mark serves as CEO of YouTern and President of Switch and Shift. In addition, he is a founder of ForwardHeroes which launches in 2015 to help our military veterans transition successfully into civilian careers. Meet the Presenters: Mark Babbitt
  6. 6. 6 “A World Gone Social: How Companies Must Adapt to Survive.” http://aworldgonesocial.com/
  7. 7. Click to edit Master title style • Transition slide title At Adecco Staffing, USA we offer flexible staffing solutions, expert leadership and a commitment to diversity and inclusion to help companies realize new possibilities in the workplace. Who is Adecco Staffing, USA?
  8. 8. Slide title sentence case 8 Who is Adecco Staffing, USA? •  Accounting & Finance •  Call Center & Customer Service •  Creative & Marketing •  Engineering & Technology •  Hospitality •  Industrial & Manufacturing •  Medical & Science •  Office, Clerical & Administrative •  Transportation As the world’s leading provider of HR solutions, we inspire individuals and organizations to work more effectively and efficiently. We partner with small and mid-sized businesses, as well as Fortune 500 companies across major industries, such as:
  9. 9. Click to edit Master title style • Transition slide title Adecco’s Social Media Presence
  10. 10. 10 At Adecco, we utilize the most effective and up- to-date social media recruiting techniques to assist in placing over 650,000+ associates per day in jobs for over 100,000 clients in over 60 countries. Our social media channels boast over 107,000 followers, that our recruiters leverage to share relevant thought leadership to job seekers and prospective clients alike. Adecco’s social media presence. facebook.com/AdeccoUSA twitter.com/AdeccoUSA linkedin.com/company/Adecco-Staffing-USA plus.google.com/+AdeccoUSA youtube.com/user/AdeccoUSA pinterest.com/AdeccoUSA slideshare.net/AdeccoUSA
  11. 11. Click to edit Master title style • Transition slide title •  Current Employment Landscape •  The Job Seeker Journey •  The Effectiveness of Using Social Media to Recruit •  Your Personal Brand •  Develop Your Social Media for Recruitment Strategy •  ROI of Social Recruiting •  Q&A Webinar Overview
  12. 12. Click to edit Master title style • Transition slide title Current Employment Landscape
  13. 13. 13 According to the Bureau of Labor Statistics*: •  Total nonfarm payroll employment increased by 2.95 million in 2014. •  Unemployment rate 5.6%, the lowest since June 2008. •  Unemployment rate fell 1.1% in 2014. According to Kiplinger’s December 2014 Economic Outlook**: •  3 million new jobs forecasted to be added in 2015 •  Averaging 250,000 per month •  Unemployment forecasted drop from 5.6% to 5.3% •  Employment gains will keep incomes and consumption fueling healthy economic growth Areas for Improvement: •  Labor Participation Rate at 62.7% •  Recent graduates, veteran and mature worker unemployment higher Current employment landscape. * - U.S. Bureau of Labor Statistics report, January 2014 release: http://www.bls.gov/news.release/pdf/empsit.pdf ** - http://www.kiplinger.com/tool/business/T019-S000-kiplinger-s-economic-outlooks/
  14. 14. 14 A shifting workforce. •  57.2 million new hires started jobs in the U.S. from October 2013 to October 2014 •  Increase of 4.5% from the previous year •  With an improving economy, companies are feeling comfortable adding headcount to their workforce •  Headcount will not necessarily be in the form of traditional W-2 jobs •  Job seekers will soon be able to afford to be choosier where they decide to apply Current employment landscape.
  15. 15. Click to edit Master title style • Transition slide title Job Seeker Journey
  16. 16. 16 Job Seekers are now treating a job search like they would when making a substantial purchase for a consumer product. This includes: •  Doing extensive research on a company or organization’s reputation •  Studying up on a company’s brand and to research what the work experience might be like •  Turning to a personal social network Job seeker journey.
  17. 17. 17 What does this shift mean for companies? •  Recruiting & HR departments have lost control of the narrative •  Many candidates choosing to work for great companies, rather than first job that comes their way •  The best recruits might not be looking for work, rather already working •  Smart job-seekers are circumventing the front door •  Job seekers are more educated and aware than ever before •  Many understand income opportunities come in all shapes and sizes •  Trends will continue as more sectors adjust to realities of new economy Job seeker journey.
  18. 18. 18 What can companies do to combat the shift? •  Assess current culture •  Where are we now? Where do we want to be? •  Present an authentic brand; avoid spin and corporate-speak •  Embrace the change. Embrace social media •  "More Social. Less Media.” •  Become a brand known for thought leadership •  Build a community around the brand's products and services •  Turn to passionate employees and executives as champions of your brand Job seeker journey.
  19. 19. Click to edit Master title style • Transition slide title In Social Age, companies that lead with purpose — that genuinely care about their employees, customer and community — will attract the best talent. Job Seeker Journey: Bottom line.
  20. 20. Click to edit Master title style • Transition slide title Why Social Media for Recruiting?
  21. 21. 21 Adecco’s #SocialRecruiting 2014 Global Study shows social media is, and will continue to become, the new job marketplace: •  53% of all recruiting involved internet activity •  Expected to increase to 61% in the next year •  7 out of 10 recruiters use social media for their daily HR professional activities •  5 out of 10 job seekers use social media for job search purposes •  29% of job seekers were contacted through social media by a recruiter •  9% of those respondents received a job offer Why social media for recruiting?
  22. 22. 22 For profile scouting and verification of resumes, social media is used more often than traditional search engines. Resumes & Applicant Tracking Systems •  Vestiges of the Industrial Age •  HR Executives adjusting strategy to include social But even with these shifts… •  Resumes and ATS remain tools of the trade •  Savvy job-seekers adding social media to their search strategies Why social media for recruiting?
  23. 23. 23 Why social media for recruiting? Channel breakdown. Facebook •  Primarily used to keep closer ties with friends and family •  Most “personal” of all the social networks •  Great for sharing links and content •  Limited by your connections Twitter •  Open forum-style •  Venue to make a personal (and public) connection, share content and links •  Hashtags are used commonly •  #socialrecruiting •  #aworldgonesocial LinkedIn •  Used for professional use only. Profile consists of: •  Relevant employment information •  Endorsements and recommendations •  Highlights previous work/ accomplishments •  Great place to network •  Robust job search feature
  24. 24. Click to edit Master title style • Transition slide title Developing a Personal Brand
  25. 25. 25 A personal brand… •  Shows you’re more than just a mouthpiece •  HR and recruiters need a personal brand, too •  Helps you establish expertise •  Builds trust (we people trust people, not corporations) •  Establish yourself as a mentor, community member and relentless giver •  Is something that you can take with you, no matter your place of employment OPEN (Ordinary Person | Extraordinary Network) •  Recruiters and HR began counting on networking and sourcing to build talent pools •  Stopped relying solely job postings, job boards and transactional leads Developing a Personal Brand: Great Place to Begin.
  26. 26. 26 To establish your personal brand… •  Blog •  Meddle.It •  Twitter, chats, LinkedIn groups, etc. •  Speak to groups •  Podcasting •  Video Blogs (Vlogs) Developing a Personal Brand: Great Place to Begin.
  27. 27. 27 Your Personal Brand and Your Company’s Brand •  Read and abide by social media policy for your company •  For independent recruiters, follow the guidelines set by the company you’re recruiting for •  Make sure there are subtle differences between you and your company’s profile •  No robots or company mouthpieces! Developing a Personal Brand: Great Place to Begin.
  28. 28. 28 Write a Dynamic Profile & Optimize Your Profiles •  Biography to be featured throughout all social media channels •  Copy and message should differ greatly by social network •  Your personal statement is not just your job! •  Optimizing Your Profiles •  Should be optimized and professionalized for recruiting Developing a Personal Brand: Great Place to Begin.
  29. 29. 29 Professional Bio and Profile Optimization Resources •  Professional Biography Tips: http://petersterlacci.com/2012/06/30/branded-bio-sentence/ •  LinkedIn Profile Optimization: https://www.linkedin.com/pulse/20140708162049-7239647-16-tips-to-optimize-your-linkedin- profile-and-enhance-your-personal-brand •  Facebook Profile Optimization: http://www.makeuseof.com/tag/manage-facebook-profile-like-professional-weekly-facebook-tips/ •  Twitter Profile Optimization: http://atlantablog.foundationcenter.org/2012/07/creating-a-professional-twitter-tips-on-expanding- your-professional-network-impressing-employers-.html •  Google+ Profile Optimization: http://jobsearch.about.com/od/Google/a/google-plus-professional-presence.htm •  Pinterest Profile Optimization: http://www.business2community.com/pinterest/tips-staying-professional-pinterest-0652751 Developing a Personal Brand: Great Place to Begin.
  30. 30. 30 Make Connections! Connect & follow the industry you’re recruiting for, including but not limited to: •  Industry influencers & innovators on social media •  Online organizations & networking groups •  Industry news & reports •  Revelent blogs & online publications Developing a Personal Brand: Great Place to Begin.
  31. 31. Click to edit Master title style • Transition slide title Developing a Personal Brand: Bottom line. Last things to remember about personal branding •  Be yourself! •  Job-seekers want a trusted recruiter •  Don’t just post job ads! •  Go where your talent is •  Connect with other recruiters •  Share knowledge and connections •  Attend “offline” meet-ups and events •  Your know-how is your brand!
  32. 32. Click to edit Master title style • Transition slide title Sourcing Through Social
  33. 33. 33 Set Your Recruiting Goals for the Year: •  Set 3 social recruiting goals for yourself this year •  Feeling ambitious? Set more! •  Keep goals actionable, but challenge yourself •  Set benchmarks and set quantifiable goals •  Schedule self assessments Some goals might include: •  Measurable increases in follows and engagements (brand awareness) •  Candidate lead generation/job applies •  Expansion of professional network and contacts •  Reinvigorate/reinforce existing or past contacts Sourcing Through Social: Set Your Goals.
  34. 34. 34 Put your personal brand into action. •  Promote your company’s official content •  Share and engage blog posts relevant to your industry •  Offer resume or interview tips and other career advice •  Share and engage with influencer’s social posts •  Meddle.It Make personal 1-on-1 connections by: •  Engaging in network discussion •  Offer free resume review •  Replying promptly to questions and feedback •  Following up with placed candidates and check-in with past contacts Sourcing Through Social: Strategies to Achieve Your Goals.
  35. 35. 35 Posting Job Ads When posting job ads, remember to: •  Keep it brief •  Utilize images and video •  Include exciting job benefits or perks in post •  Target your audience, otherwise it could appear spammy •  Utilize geographic and demographic targeting •  Use keywords and hashtags (when applicable) Do not: •  Only post job ads. •  Overpost – This will be appear spammy •  Post jobs to an unrelated audience Sourcing Through Social: Strategies to Achieve Your Goals.
  36. 36. Click to edit Master title style • Transition slide title Sourcing Through Social: Strategies to Achieve Your Goals. Be a ‘Relentless Giver’ to: •  Build trust •  Build credibility •  Relationships by serving others and helping to achieve their goals
  37. 37. Click to edit Master title style • Transition slide title ROI of Social Recruiting Answer the No. 1 question asked by recruiters that have not yet embraced social – their managers and leaders.
  38. 38. 38 Some frequently asked questions about ROI •  How do we measure ROI of Social Recruiting? •  How do we articulate ROI to managers, leaders and those in the C-Suite? •  How do we build a socially-enabled team of recruiters? •  How do we become part of the “social recruiting” community? •  How do we know if we’re doing social right? •  What are the signs that we’re doing social wrong? ROI of Social Recruiting
  39. 39. 39 Why is social recruiting the recruiting norm these days? •  Generation Y and Generation Z will accept nothing less •  We must choose to be part of this change •  We need to put the “Human” back into “Human Resources” ROI of Social Recruiting
  40. 40. Click to edit Master title style • Transition slide title Q&A
  41. 41. 41 Connect with us. Thank You for Attending. Matilda Anderson @MatildaEmily linkedin.com/in/matildaanderson Ted Coiné @tedcoine linkedin.com/in/tedcoine Mark Babbitt @MarkSBabbit linkedin.com/in/marksbabbitt

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