McClure 2011 using social media in hr & recruiting
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McClure 2011 using social media in hr & recruiting

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Using social media in hr & recruiting

Using social media in hr & recruiting

jennifer mcclure

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McClure 2011 using social media in hr & recruiting McClure 2011 using social media in hr & recruiting Presentation Transcript

  • why doessocial media matter?
  • evolution of communication
  • recruiting has changed 1997 sources of hire 2010 sources of hireNewspaper ads 28.7% referrals 27.5%Employee referrals 19.7% job boards 24.9%agency (contingent) 10.4% career site 18.8%contract recruiters 8.7% college 7.2%job fairs 8.3% direct sourcing 5.0%other advertising 5.0% re-hires 2.8%image advertising 4.6% temp/contract-hire 2.4%trade journals 4.2% 3rd party 2.3%college 2.9% print 2.0%resume services 2.9% career fairs 1.8%agency (retained) 2.1% walk-ins 0.7%internet 2.1% other 4.7%radio 1.5% http://www.careerxroads.com/news/SourcesOfHire11.pdf
  • 650 million profiles 490 million users 240 million blogs 130 million accounts who’s using120 million members social media?
  • why should you get involved?
  • professional development “using my social networks makes my job easier. idont need to google info, i just ask my friends.” trish mcfarlane – hr business partner, st. louis children’s hospital
  • employment branding your employment brand is the way your organization’s prospective applicants, candidates and employees perceive you as an employer
  • ‘social’ recruiting “social media allows recruiters to network, build and maintainrelationships with candidates in new ways and provides a forumto engage a much broader audience. it doesn’t replacetraditional relational recruiting, it enhances it by allowingrecruiters to extend their reach in a very cost effective way. “ lars schmidt – director of talent acquisition, npr web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf
  • whereshouldyou start?
  • monitor & ‘listen’ http://www.tweetdeck.com http://www.google.com/alerts http://www.socialmention.com
  • define your goals sample initial goals branding/marketing •  improve brand presence to build awareness •  increase positive mentions/sentiment about our brand website •  increase traffic to careers site recruiting •  attract qualified candidates to our career opportunities •  develop a source for active & passive candidates
  • prepare a response strategy* * before you need it  http://www.johnhaydon.com/2010/08/org-facebook-page-decision-flowchart http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html
  • plan your activities •  create a content calendar Monday   Tuesday   Wednesday   Thursday   Friday   Saturday   Sunday   • Recognize  a   • Post  “day-­‐ • Ask  a   • Share   • Chat  with  a   • Link  to   • Poll   Fan  or   in-­‐the  life”   Ques:on   Company   Recruiter   Career   Ques:on   Employee   photo(s)   news   informa:on   • Schedule   • Ask  a   an  Event   • Post  a   Ques:on   Video  •  schedule time •  use scheduling tools for some content
  • provide guidelines & training * free database of 177 Social Media Policies: socialmediagovernance.com/policies.php  
  • expect more good than bad 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
  • reconsider blocking social media
  • chooseyour ‘tools’
  • select tools that meet your needs
  • this ain’t traditional recruiting recruiter potential candidate
  • company or careers page
  • employment branding
  • employment branding  “we have found that current employees are the mostwidely used and are by far the most trusted sourceof information about organizations for candidates.” corporate leadership council
  • share information
  • employment branding
  • recruiting
  • share information
  • professional development
  • employment branding * Companies that blog attract 55% more website traffic
  • employment branding http://www.daxkonation.com
  • create community http://www.emc.com/community
  • share information “Blogging is the new newsletter at Mayo Clinic.” Linda Donlin - Internal Communications Manager Mayo Clinic
  • professional development “Twitter has helped me to know my customers, solve customer problems and to create relationships to do that. There is a fabulous community of HR professionals engaging with each other via social media. My professional visibility because of my interactions on social media is much greater than it was a year ago and it is helping me to make new contacts and explore opportunities.”
  • be ‘social’
  • find people/candidates to follow
  • recruiting
  • post jobs http://www.tweetmyjobs.com http://tweetajob.com
  • professional development
  • company profile
  • your profile
  • find candidates
  • post jobs
  • create community
  • tie it alltogether
  • Thank you!hPp://unbridledtalent.com  jennifer@unbridledtalent.com  hPp://www.facebook.com/UnbridledTalent  hPp://www.linkedin.com/in/jennifermcclure  hPp://twiPer.com/CincyRecruiter