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ERE Recruiting Innovation Summit
 

ERE Recruiting Innovation Summit

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  • \n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
  • - Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I’d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
  • - Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I’d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
  • - Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I’d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
  • - Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I’d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
  • - Small team so finding ways to broaden our reach was vital\n-Didn’t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
  • - Small team so finding ways to broaden our reach was vital\n-Didn’t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
  • - Small team so finding ways to broaden our reach was vital\n-Didn’t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
  • - Small team so finding ways to broaden our reach was vital\n-Didn’t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
  • \n
  • - What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
  • - What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
  • - What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
  • - What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Just b/c some of these initiatives worked for us (or anyone) doesn’t mean they’ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with ‘what if’, you’ll never be 100% sure it’s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
  • - For employment branding to be successful, it MUST be authentic\n- Not for everyone, requires trust in employees and a tolerance for mixed feedback\n- Drives employee engagement, fan engagement\n
  • - Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
  • - Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
  • - Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
  • - Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
  • - Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
  • - Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
  • - Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
  • - Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
  • - Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
  • - Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
  • - Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
  • - Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
  • - Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
  • - Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - We’ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • - MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don’t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
  • \n

ERE Recruiting Innovation Summit ERE Recruiting Innovation Summit Presentation Transcript

  • THIS IS NPR:Recruiting For A Big Brand Without The Big BudgetLars Schmidt | NPR Director Talent Acquisition | @ThisIsLars | @NPRjobs | #NPRRIS
  • The News @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight. @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce. @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce.• Social Media has forced recruiting to evolve. Much confusion remains on how/where to leverage. @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce.• Social Media has forced recruiting to evolve. Much confusion remains on how/where to leverage.• Less distinction between ‘Active‘ & ‘Passive‘ job seekers @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce.• Social Media has forced recruiting to evolve. Much confusion remains on how/where to leverage.• Less distinction between ‘Active‘ & ‘Passive‘ job seekers• Buzzwords dominate, substance can be elusive. @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce.• Social Media has forced recruiting to evolve. Much confusion remains on how/where to leverage.• Less distinction between ‘Active‘ & ‘Passive‘ job seekers• Buzzwords dominate, substance can be elusive. (9/10 recruiting ninjas will agree) @ThisIsLars / #NPRRIS
  • The News• Recruiting budgets & resources are tight.• Competition for ‘top’ talent remains fierce.• Social Media has forced recruiting to evolve. Much confusion remains on how/where to leverage.• Less distinction between ‘Active‘ & ‘Passive‘ job seekers• Buzzwords dominate, substance can be elusive. (9/10 recruiting ninjas will agree) @ThisIsLars / #NPRRIS
  • Background @ThisIsLars / #NPRRIS
  • Background• NPR had a long legacy of reactive transactional recruiting in most areas of the organization. @ThisIsLars / #NPRRIS
  • Background• NPR had a long legacy of reactive transactional recruiting in most areas of the organization.• I was hired in February 2011 to re- imagine and rebuild the talent function at NPR. @ThisIsLars / #NPRRIS
  • Background• NPR had a long legacy of reactive transactional recruiting in most areas of the organization.• I was hired in February 2011 to re- imagine and rebuild the talent function at NPR.• Our team is small and resources very limited so it was vital we were very smart with our spend. @ThisIsLars / #NPRRIS
  • Background• NPR had a long legacy of reactive transactional recruiting in most areas of the organization.• I was hired in February 2011 to re- imagine and rebuild the talent function at NPR.• Our team is small and resources very limited so it was vital we were very smart with our spend.• Which led us to.... @ThisIsLars / #NPRRIS
  • NPR Talent Strategy @ThisIsLars / #NPRRIS
  • NPR Talent Strategy• ....Build a talent strategy that leveraged social media & employment branding to minimize spend and maximize reach & impact. @ThisIsLars / #NPRRIS
  • NPR Talent Strategy• ....Build a talent strategy that leveraged social media & employment branding to minimize spend and maximize reach & impact.• Cancel most of our major job boards. @ThisIsLars / #NPRRIS
  • NPR Talent Strategy• ....Build a talent strategy that leveraged social media & employment branding to minimize spend and maximize reach & impact.• Cancel most of our major job boards.• Focus our efforts around engaging our employees, promoting their involvement in employment branding, promoting jobs to their networks, etc. @ThisIsLars / #NPRRIS
  • NPR Talent Strategy• ....Build a talent strategy that leveraged social media & employment branding to minimize spend and maximize reach & impact.• Cancel most of our major job boards.• Focus our efforts around engaging our employees, promoting their involvement in employment branding, promoting jobs to their networks, etc.• Results: NPR.org, referrals, LinkedIn, Twitter, Facebook all became leading source channels. @ThisIsLars / #NPRRIS
  • So, how did we do it? @ThisIsLars / #NPRRIS
  • Step 1: Know Your Objective @ThisIsLars / #NPRRIS
  • Step 1: Know Your Objective @ThisIsLars / #NPRRIS
  • Step 1: Know Your Objective• What are your recruiting goals? @ThisIsLars / #NPRRIS
  • Step 1: Know Your Objective• What are your recruiting goals?• What are your resources? @ThisIsLars / #NPRRIS
  • Step 1: Know Your Objective• What are your recruiting goals?• What are your resources?• What are your priorities? @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all. @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all.• Know your social media policy. @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all.• Know your social media policy.• Define your intent, build support, evangelize internally. @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all.• Know your social media policy.• Define your intent, build support, evangelize internally.• Who are the internal stakeholders that need to support your efforts for them to succeed? @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all.• Know your social media policy.• Define your intent, build support, evangelize internally.• Who are the internal stakeholders that need to support your efforts for them to succeed?• Find your internal influencers, invest in those relationships. Step outside of HR. @ThisIsLars / #NPRRIS
  • Step 2: Know Your Organization• One size does NOT fit all.• Know your social media policy. Office Intercom Bingo• Define your intent, build support, evangelize internally.• Who are the internal stakeholders that need to support your efforts for them to succeed?• Find your internal influencers, invest in those relationships. Step outside of HR. @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform• Who are you trying to reach? @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform• Who are you trying to reach?• What platforms can you use to reach them? @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform• Who are you trying to reach?• What platforms can you use to reach them?• Where are your employees? What platforms does your organization use? @ThisIsLars / #NPRRIS
  • Step 3: Know Your Platform• Who are you trying to reach?• What platforms can you use to reach them?• Where are your employees? What platforms does your organization use?• Prioritize - better to be highly effective in small number of platforms. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally.• Piloting is your friend: track metrics, monitor, adjust. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally.• Piloting is your friend: track metrics, monitor, adjust.• Remember: Social Media is NOT an extension of your job board. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally.• Piloting is your friend: track metrics, monitor, adjust.• Remember: Social Media is NOT an extension of your job board.• Try to engage with your fans when you can. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally.• Piloting is your friend: track metrics, monitor, adjust.• Remember: Social Media is NOT an extension of your job board.• Try to engage with your fans when you can.• Everyone is a brand ambassador, everyone is a recruiter. @ThisIsLars / #NPRRIS
  • Step 4: Launch & Engage• Get your employees engaged, ideally organically.• Evangelize internally & externally.• Piloting is your friend: track metrics, monitor, adjust.• Remember: Social Media is NOT an extension of your job board.• Try to engage with your fans when you can.• Everyone is a brand ambassador, everyone is a recruiter. @ThisIsLars / #NPRRIS
  • Employment Branding [keep?]• Culture comes first.• Know what works for your org.• Engage your employees.• Be authentic.• Build internal & external brand advocates.• Case study: #NPRlife (Twitter,YouTube, Instagram). @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobs @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobsLaunched in July 2011 - Focused in 4 areas: @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobsLaunched in July 2011 - Focused in 4 areas: • Share NPR job opportunities @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobsLaunched in July 2011 - Focused in 4 areas: • Share NPR job opportunities • Build our employment brand by showcasing our employees and providing behind the scenes looks at life at NPR (#NPRlife) @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobsLaunched in July 2011 - Focused in 4 areas: • Share NPR job opportunities • Build our employment brand by showcasing our employees and providing behind the scenes looks at life at NPR (#NPRlife) • Give back to followers by providing career advice and resources @ThisIsLars / #NPRRIS
  • Anatomy Of An Account: @NPRjobsLaunched in July 2011 - Focused in 4 areas: • Share NPR job opportunities • Build our employment brand by showcasing our employees and providing behind the scenes looks at life at NPR (#NPRlife) • Give back to followers by providing career advice and resources • Promote career opportunities across public media (#PubJobs) @ThisIsLars / #NPRRIS
  • @NPRjobs Growth @ThisIsLars / #NPRRIS
  • @NPRjobs Growth @ThisIsLars / #NPRRIS
  • @NPRjobs Growth 8,400+ followers in <1 year @ThisIsLars / #NPRRIS
  • @NPRjobs Growth 8,400+ followers in <1 year @ThisIsLars / #NPRRIS
  • @NPRjobs Growth 8,400+ followers in <1 yearTop Tweet: #Pubjobs Launch199 RTs, 787,863 impressions @ThisIsLars / #NPRRIS
  • Case Study - The Power of a Tweet @ThisIsLars / #NPRRIS
  • Case Study - The Power of a TweetSituation:Applicant volume for our Fall 2011 internships was below targetlevels as the deadline approached. @ThisIsLars / #NPRRIS
  • Case Study - The Power of a TweetSituation:Applicant volume for our Fall 2011 internships was below targetlevels as the deadline approached.Solution:We extended the application deadline one week and announcedwith a single tweet (below) @ThisIsLars / #NPRRIS
  • Case Study - The Power of a TweetSituation:Applicant volume for our Fall 2011 internships was below targetlevels as the deadline approached.Solution:We extended the application deadline one week and announcedwith a single tweet (below) @ThisIsLars / #NPRRIS
  • Case Study - The Power of a TweetSituation:Applicant volume for our Fall 2011 internships was below targetlevels as the deadline approached.Solution:We extended the application deadline one week and announcedwith a single tweet (below)Results:114 RTs, 742,976 impressions, 140 new applicants, 15 hires @ThisIsLars / #NPRRIS
  • Engagement - @NPRjobs / #NPRlife @ThisIsLars / #NPRRIS
  • Engagement - @NPRjobs / #NPRlifeExternal Engagement @ThisIsLars / #NPRRIS
  • Engagement - @NPRjobs / #NPRlifeExternal Engagement Internal Engagement @ThisIsLars / #NPRRIS
  • What’s Next @ThisIsLars / #NPRRIS
  • What’s NextVideo/YouTube @ThisIsLars / #NPRRIS
  • What’s NextVideo/YouTube Facebook @ThisIsLars / #NPRRIS
  • What’s NextVideo/YouTube Pinterest Facebook @ThisIsLars / #NPRRIS
  • What I’ve Learned @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships• Identify and engage internal champions & influencers @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships• Identify and engage internal champions & influencers• Engage your employees @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships• Identify and engage internal champions & influencers• Engage your employees• Listen to your fans, interact with them, be generous @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships• Identify and engage internal champions & influencers• Engage your employees• Listen to your fans, interact with them, be generous• Schedule and be disciplined with your time @ThisIsLars / #NPRRIS
  • What I’ve Learned• Don’t be paralyzed by what can go wrong, focus on what can go right• Find your internal stakeholders and work hard to build relationships• Identify and engage internal champions & influencers• Engage your employees• Listen to your fans, interact with them, be generous• Schedule and be disciplined with your time• Be patient, be thoughtful @ThisIsLars / #NPRRIS
  • Questions? @ThisIsLars / #NPRRIS