Virginia Employment Commission Presentation | Social Media

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Slides on behalf of DirectEmployers and NASWA presented at the Virginia Employment Commission's Employer Conference in Charlottesville, VA.

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Virginia Employment Commission Presentation | Social Media

  1. 1. Social  Media  Coordinator  DirectEmployers  Associa6on  
  2. 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 Ø  Majority from the Fortune 1500•  17 Board of Directors Ø  All unpaid seats comprised of Member Companies (elected)•  Member focused, non-profit organization 501(c)(6)•  Pioneers of Internet Recruitment Ø  1992 Built the 1st online job board called Online Career Center (OCC) Ø  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 Ø  Facebook, DOL, NASWA, NACE & DirectEmployers Association
  3. 3. DirectEmployers Members - Snapshot3 3
  4. 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 andmore. 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. 5. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  6. 6. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  7. 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. 8. http://www.theconversationprism.com/But don’t try to do it all, pick what makes sense for your objectives
  9. 9. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  10. 10. Companies using social media to recruit:  Sources:1)  http://www.mdgadvertising.com/blog/wp-content/uploads/2011/08/ the_roi_of_social_media_mdg_advertising_infographic.png
  11. 11. Of those respondents using social media for recruiting:  87% usingLinkedIn55% usingFacebook47% usingTwitter12% usingYouTube
  12. 12. Of those respondents using social media for recruiting:   94.5% successfully hired through LinkedIn 24.2% successfully hired through Facebook15.9% successfully hired through Twitter 3.1% successfully hired through company blog
  13. 13. Of those respondents using social media for recruiting:  91.7% usingLinkedIn66% usingFacebook53.3% usingTwitter26.7% usingYouTube
  14. 14. 50%  of  job  seekers  s6ll  spend  most  their  6me  searching  on  tradi1onal  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. 15. •  Fill  out  LinkedIn  profile  100%    •  Create  a  TwiGer  account  for   professional  life.    •  Overhaul  Facebook  profile  to   showcase  strengths,   experience.    •  Make  connec6ons    -­‐  then   leverage  them  to  get  resume  in   front  of  a  hiring  manager    •  Go  to  industry  events   Sources: 1)  http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
  16. 16. 57% of job seekers expect a company to interact with fans & followersBoth active & passive job seekers say they use a company’s social mediapage to apply to jobs posted, ask and get answers questions and getinformation –not the company’s website59% of job seekers agree that what is said by others about a company ismore important in how they form their opinion about a company than what acompany says about itself70% agree that positive posts from fans or followers on a company’s socialmedia 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. 17. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  18. 18. • 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 helpfill 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
  19. 19. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  20. 20. Race  • Capturing info impermissibleto consider such as protected  classes: Marital   - May “taint” an otherwise Status   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 OFCCPpurposes   Familial  Status/ Responsibili6es    
  21. 21. Source: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-guide.pdf&ei=mh2MT9SKGImE8QTdnJz2CQ&usg=AFQjCNGF6gSuP4f27SzA1wa9MZsm4NVpqg&sig2=B36pamRUXzsReOUZ9cWtnw
  22. 22. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  23. 23. Google AlertsGoogle NewsYahoo! AlertsSocialMentionTechnoratiTwitter Search
  24. 24. 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 yourbrand?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
  25. 25. 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 reqhttp://www.todaysfacilitymanager.com/facilityblog/2010/08/new-ansi-approved-retail-measurement-standard.html
  26. 26. 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? 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
  27. 27. 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 percent of surveyed employers plan to increase their social media efforts in the next year. 40 percent of organizations have a formal social media policy. 56 percent 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 percent), • a code of conduct for employee use of social networking for personal purposes (66 percent), or • guidelines for social media communications (55 percent). Sources: 1)  http://socialmediagovernance.com/policies.php 2)  2) http://www.shrm.org/about/pressroom/PressReleases/Pages/ SHRMSurveyincreaseSocialMedia2012.aspx
  28. 28. 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
  29. 29. “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
  30. 30. “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.html? mod=WSJ_Tech_LEFTTopNews http://www.slideshare.net/jobvite/jobvite- webcast-7approachesrecruitfbwithjennifermcclure031511
  31. 31. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  32. 32. Twitter - SearchHashtags:#jobadvice,#jobhuntchat,#hirefridayOr relevantconferencehashtags yourprospectivecandidates mightbe attendingAdvanced Twittersearch
  33. 33. Twitter - SearchDon’t overlook thesimilar to you section!
  34. 34. Twitter – Posting jobs Post jobs through RSS to Twitter account
  35. 35. Twitter – Engaging and informing candidates Have an account to engage candidates, share your stories and interact with current employees
  36. 36. Google+ – Searchhttp://findpeopleonplus.com/
  37. 37. Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
  38. 38. Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
  39. 39. Facebook - Pages
  40. 40. Bonus slide (not inFacebook – Pages 8/14 presentation) 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.
  41. 41. Facebook – Pages and engaging candidates
  42. 42. Facebook – Integration with career site
  43. 43. New and creative approachesTHE  RARE  FIND:  REINVENTING  RECRUITING    Companies  like  Google  and  Facebook  are  downplaying  résumés  and  iden6fying  talent  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
  44. 44. New and creative approaches Facebook Apps Mobile Apps BeKnown (networking tool) Jobs by Careerbuilder (search) BranchOut (networking tool) Indeed.com (search) Inside Job (networking tool, add jobs Jibber Jobber (management tool) to page) SnapDat (digital biz card exchange) LinkUp (add jobs to your page) LinkedIn Mobile (mobile version of site) Work With Us by Jobvite (add jobs to In The Door (networking tool) your page) SnagAJob.com (for hourly employers and job seekers) CareerAMP- now Who Do You Know (networking tool)Sources:   LinkUp (search)1)  hGp://jobsearch.about.com/od/jobsearchtools/a/facebookapps.htm  2)  hGp://moneywatch.bnet.com/career-­‐advice/blog/on-­‐job/9-­‐best-­‐mobile-­‐apps-­‐for-­‐finding-­‐a-­‐job/504/  
  45. 45. YouTube career channel Share culture Employee network groups Promoting intern initiatives Day in the life How to videosSources:  1)  hGp://www.youtube.com/adver6se/watching.html  
  46. 46. YouTube - Search
  47. 47. LinkedIn – ProfileConsider using all three fields inthe websites section. Link tocareer site, blog about careers orhiring process or fact sheet aboutyour company.Use a vanity title for the links andleverage URL tracking tools to seehow often the link is clicked.Utilize keywords in your profile.Use apps like Google, WordPress,Slideshare and Box.net to sharepresentations, videos and blogs.LinkedIn cardmunch app (iPhone) Note: updated screen shot from 8/14 presentation to be more specific example of page from recruiter.
  48. 48. LinkedIn – Search
  49. 49. LinkedIn – Company pages, groups, career tabs
  50. 50. LinkedIn – Group and company statistics
  51. 51. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  52. 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. 53. 1.  http://www.directemployers.org/blogs2.  @DirectEmployers3.  http://www.naswa.org/resources/index.cfm? action=research4.  http://www.naceweb.org/KnowledgeCenter.aspx? fid=1144&menuID=163&ispub=False&nodetype=3&n avurl=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/directemployersA copy of this presentation will be posted soon!
  54. 54. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
  55. 55. KATIE  PFLEDDERER   Ka6e@DirectEmployers.org   (317)  874-­‐9070  ©  2011  DirectEmployers  Associa6on,  a  nonprofit   consor6um  of  leading  global  employers  

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