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Presentation from Virginia Employment Commission's Employers Conference in Richmond, 10/15/12.

Presentation from Virginia Employment Commission's Employers Conference in Richmond, 10/15/12.

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  • 1. Social Media ManagerDirectEmployers Association
  • 2. To provide employers an employment network that is cost-effective, improves labormarket efficiency and reaches an ethnically diverse national and internationalworkforce.• Over 650 Member Companies  Majority from the Fortune 1500• 17 Board of Directors  All unpaid seats comprised of Member Companies (elected)• Member focused, non-profit organization 501(c)(6)• Pioneers of Internet Recruitment  1992 Built the 1st online job board called Online Career Center (OCC)  OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com)• Market Experts and Leaders• Advanced Technology / Automation• World-class products, services, deliverables…• Advocacy for OFCCP Compliance• Social Jobs Partnership – formed Q4 2011 – www.facebook.com/socialjobs  Facebook, DOL, NASWA, NACE & DirectEmployers Association
  • 3. DirectEmployers Members - Snapshot3 3
  • 4. A private non-profit Association founded in 1937 financed primarily by annual duesfrom member state agencies. Their members administer unemployment insurance,employment services, workforce training, labor market information programs and more.More information available at: http://www.naswa.org/• Serve as an advocate for state workforce programs and policies;• To be a liaison to federal workforce system partners; and,• A forum for the exchange of information and practices.• Began as a response to the USDOL’s discontinuation of AJB.• Partnership between NASWA and DirectEmployers• Today ALL state workforce agencies, including Puerto Rico, DC and Guam have signed NLX agreements.• Offered at no cost to State Workforce Agencies, job seekers and employers.• Meets Wagner-Peyser Act requirement of “a nationwide system of public labor exchange services.”• National hub at http://us.jobs
  • 5. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A#vaemploy@DirectEmployers
  • 6. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 7. What social network crossed the 10 millionmark faster than any other standalone site inhistory?What social network is considered the world’slargest professional network on the Internetwith 150 million+ members in over200 countries and territories?What social network has over 1 millionlinks shared in 20 minutes?What social network has over 1 billion postsevery 3 days?Sources:1) http://press.linkedin.com/about2) http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/3) http://newsroom.fb.com/content/default.aspx?NewsAreaId=22
  • 8. http://www.theconversationprism.com/But don’t try to do it all, pick what makes sense for your objectives
  • 9. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 10. 2012 JOBVITE SOCIALRECRUITING SURVEYRESULTS(Company or respondent using social to recruit)
  • 12. % of which social networks respondents successfully mad a hire from:2012 JOBVITE SOCIALRECRUITING SURVEYRESULTS
  • 13. Of those respondents using social media for recruiting: 91.7% using LinkedIn 66% using Facebook 53.3% using Twitter 26.7% using YouTube
  • 14.  50% of job seekers still spend most their time searching on traditional job boards 29% of job seekers use social media as their primary tool for job searching Sources: 1) http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/ 2) http://mashable.com/2011/07/10/digital-resume/ 3) http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2
  • 15.  Fill out LinkedIn profile 100%. Create a Twitter account for professional life. Overhaul Facebook profile to showcase strengths, experience. Make connections - then leverage them to get resume in front of a hiring manager. Sources: 1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
  • 16.  57% of job seekers expect a company to interact with fans & followers Both active & passive job seekers say they use a company’s social media page to apply to jobs posted, ask and get answers questions and get information – not the company’s website 59% of job seekers agree that what is said by others about a company is more important in how they form their opinion about a company than what a company says about itself 70% agree that positive posts from fans or followers on a company’s social media site would make them more likely to apply for a job at that company Sources: 1) http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations
  • 17. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 18. Key takeaways from comScore’s Top 10 Need-to-Knows About Social Networking andWhere It’s Headed Social networking is the most popular online activity worldwide Local social networks are making inroads globally It’s not just young people using social networking anymore – it’s everyone Mobile devices are fueling the social addiction http://www.comscore.com/Press_Events/Presentations_Whitepapers/2011/it_is_a_soc ial_world_top_10_need-to-knows_about_social_networking
  • 19.  Potentially larger pool of candidates Access to more information to better filter candidates More direct line of communication to the potential hires themselves High usage and short response time on some social networks may help fill positions faster, resulting in a decrease of vacancy days Access to hidden candidates Increase job visibility and easy sharing Enhance candidate experience Improve referrals Increase brand awareness and reach Sources: 1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
  • 20. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 21. Race• Capturing info impermissibleto consider such as protectedclasses: Marital Status - May “taint” an otherwise well-based hiring decision - Make decision on incorrect information - Evidence of search may be revealed in litigation Religion• Depending on technology,may not be sourcing fromdiverse pool (see next slide)• Tricky to fulfill data collectionand recordkeepingrequirements for OFCCP Familialpurposes Status/Responsibili ties
  • 22. RECRUITING WITH SOCIAL - RISKS Source:22 1) http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F%2Fwww.taleo.com%2Fsites%2Fdefault% 2Ffiles%2Fwhitepaper-social-recruiting-
  • 23. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 24. Google AlertsGoogle NewsYahoo! AlertsSocialMentionTechnoratiTwitter Search
  • 25.  What is your audience doing in social media spaces you’re interested in? What motivates this behavior? What social communities already are active in your space, or even around your brand? Where are the conversations taking place? Who is talking? Are the speakers influential? How are they referencing my brand and in what context?Sources:1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
  • 26. Measure your results & refine Increase in database of candidates Savings in advertising costs (referrals from social, online video) Increase in career site traffic Increase of candidates per req
  • 27. What will the process flow be?  What are the set-up /maintenance costs or fees associated with this project?(programming, coding, creative, time)  Which types of platforms will be leveraged for this project, and how many total? (automation, platforms such as Hootsuite, Bullhorn)  Will the different platforms (e.g. mobile, social) require multiple formats and content types?  If managed internally, who will be the point person, or team dedicated to this project? Contingency plan for team member is he/she leaves? – PhoneDogSource:1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
  • 28. The Social Media Governance page has hundreds of policiesand useful templates to help! SHRM Survey: An Examination of How Social Media Is Embedded in Business Strategy and Operations  55% of surveyed employers plan to increase their social media efforts in the next year.  40% of organizations have a formal social media policy.  56% of social media policies include a statement regarding the organization’s right to monitor social media usage.  Other common policy components include: • a code of conduct for employee use of social networking for professional purposes (68%), • a code of conduct for employee use of social networking for personal purposes (66%), or • guidelines for social media communications (55%).Sources:1) http://socialmediagovernance.com/policies.php2) 2) http://www.shrm.org/about/pressroom/PressReleases/Pages/SHRMSurveyincreas
  • 29. NLRB NLRB has issued a third report in May this year, “on social media cases brought to the agency, this time focusing exclusively on policies governing the use of social media by employees.” http://www.nlrb.gov/news/acting-general- counsel-releases-report-employer-social- media-policies
  • 30. “A company’s employees doubleas PR representatives for yourbusiness, whether you (or they)like it or not.” http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf “Every good PR opp is a good recruiting opp” – Shama Kabani
  • 31. “Facebook users are very waryof spam. Recruiters run the riskof being blocked by users if theypost every job opening so that itconstantly shows up inside ausers news feed..” http://online.wsj.com/article/SB10001424052970204524604576611120154304788.h l?mod=WSJ_Tech_LEFTTopNews http://www.slideshare.net/jobvite/jobvite-webcast- 7approachesrecruitfbwithjennifermcclure031511
  • 32. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 33. Twitter - SearchHashtags:#jobadvice,#jobhuntchat,#hirefridayOr relevantconferencehashtags yourprospectivecandidates mightbe attendingAdvanced Twittersearch
  • 34. Twitter - SearchDon’t overlook thesimilar to you section!
  • 35. Twitter – Posting jobs Post jobs through RSS to Twitter account
  • 36. Twitter – Engaging and informing candidates Have an account to engage candidates, share your stories and interact with current employees
  • 37. Google+ – Searchhttp://findpeopleonplus.com/
  • 38. Facebook - AdvertisingSource:1) http://www.facebook.com/advertising
  • 39. Facebook - AdvertisingSource:1) http://www.facebook.com/advertising
  • 40. Facebook - Pages
  • 41. Facebook – Pages Use the banner to showcase your company’s initiatives. For example, above is one of Home Depot’s Facebook page banners displayed during Military Appreciation Month.
  • 42. Facebook – Pages and engaging candidates
  • 43. Facebook – Integration with career site
  • 44. New and creative approachesTHE RARE FIND: REINVENTINGRECRUITINGCompanies like Google and Facebook aredownplaying résumés and identifyingtalent in unusual ways.An excerpt from George Anders’s book The Rare Find Sources: 1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html
  • 45. YouTube career channel  Share culture  Employee network groups  Promoting intern initiatives  Day in the life  How to videosSources:1) http://www.youtube.com/advertise/watching.html
  • 46. YouTube - Search
  • 47. LinkedIn – Profile Consider using all three fields in the websites section. Link to career site, blog about careers or hiring process or fact sheet about your company. Use a vanity title for the links and leverage URL tracking tools to see how often the link is clicked. Utilize keywords in your profile. Use apps like Google, WordPress, Slideshare and Box.net to share presentations, videos and blogs. LinkedIn cardmunch app (iPhone).
  • 48. LinkedIn – Search
  • 49. LinkedIn – Company pages, groups, career tabs, ads  Talent Brand Index  New Company Pages
  • 50. LinkedIn – Group and company statistics
  • 51. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 52. Social Jobs PartnershipFacebook, the U.S.Department of Labor, theNational Association ofColleges and Employers(NACE), DirectEmployersAssociation (DE), and theNational Association ofState WorkforceAgencies (NASWA)created the ‘Social JobsPartnership.’The partnership’s goalwill be to facilitateemployment forAmerica’s joblessthrough the use of socialnetworks.Stay tuned for FacebookFrames, research andmore!
  • 53. 1. http://www.directemployers.org/blogs2. @DirectEmployers3. http://www.naswa.org/resources/index.cfm?action=re search4. http://www.naceweb.org/KnowledgeCenter.aspx?fid= 1144&menuID=163&ispub=False&nodetype=3&navu rl=5. https://www.smartbrief.com/socialmedia/index.jsp6. http://www.dol.gov/7. http://blogging4jobs.com/toolbox-hr/8. http://www.tweetmyjobs.com/employers/resource- center9. http://mashable.com10. http://unbridledtalent.com/blog/ http://www.slideshare.net/directemployers A copy of this presentation will be posted soon!
  • 54. 1 Platforms2 Trends3 Benefits4 Risks5 Strategize/Measure6 Examples7 Resources8 Q &A
  • 55. KATIE PFLEDDERER Katie@DirectEmployers.org (317) 874-9070© 2011 DirectEmployers Association, a nonprofit consortium of leading global employers