McClure 2011 using social media in hr & recruiting

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Using social media in hr & recruiting

jennifer mcclure

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McClure 2011 using social media in hr & recruiting

  1. 1. why doessocial media matter?
  2. 2. evolution of communication
  3. 3. 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
  4. 4. 650 million profiles 490 million users 240 million blogs 130 million accounts who’s using120 million members social media?
  5. 5. why should you get involved?
  6. 6. 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
  7. 7. employment branding your employment brand is the way your organization’s prospective applicants, candidates and employees perceive you as an employer
  8. 8. ‘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
  9. 9. whereshouldyou start?
  10. 10. monitor & ‘listen’ http://www.tweetdeck.com http://www.google.com/alerts http://www.socialmention.com
  11. 11. 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
  12. 12. 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
  13. 13. 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
  14. 14. provide guidelines & training * free database of 177 Social Media Policies: socialmediagovernance.com/policies.php  
  15. 15. 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
  16. 16. reconsider blocking social media
  17. 17. chooseyour ‘tools’
  18. 18. select tools that meet your needs
  19. 19. this ain’t traditional recruiting recruiter potential candidate
  20. 20. company or careers page
  21. 21. employment branding
  22. 22. 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
  23. 23. share information
  24. 24. employment branding
  25. 25. recruiting
  26. 26. share information
  27. 27. professional development
  28. 28. employment branding * Companies that blog attract 55% more website traffic
  29. 29. employment branding http://www.daxkonation.com
  30. 30. create community http://www.emc.com/community
  31. 31. share information “Blogging is the new newsletter at Mayo Clinic.” Linda Donlin - Internal Communications Manager Mayo Clinic
  32. 32. 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.”
  33. 33. be ‘social’
  34. 34. find people/candidates to follow
  35. 35. recruiting
  36. 36. post jobs http://www.tweetmyjobs.com http://tweetajob.com
  37. 37. professional development
  38. 38. company profile
  39. 39. your profile
  40. 40. find candidates
  41. 41. post jobs
  42. 42. create community
  43. 43. tie it alltogether
  44. 44. Thank you!hPp://unbridledtalent.com  jennifer@unbridledtalent.com  hPp://www.facebook.com/UnbridledTalent  hPp://www.linkedin.com/in/jennifermcclure  hPp://twiPer.com/CincyRecruiter  

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