Recruitment Strategies Using Web 2.0 Social Networking Technologies March 30, 2009 - Federated Press Council Conference By Howard Oliver CEO, What If What Next™

Public Relations Social Media Optimization Business Development

Agenda 1:35-2:30 - Using social networking tools and word of mouth to increase marketing and brand your organization 2:30-3:30 - Measuring the ROI of social media 3:30-4:00: Networking break 4:00-4:50 - Adopting social media to supplement traditional media 4:50-5:00: Wrap-up

1:35-2:30 - Using social networking tools and word of mouth to increase marketing and brand your organization

2:30-3:30 - Measuring the ROI of social media

3:30-4:00: Networking break

4:00-4:50 - Adopting social media to supplement traditional media

4:50-5:00: Wrap-up

Agenda 1:35-2:30 - Using social networking tools and word of mouth to increase marketing and brand your organization Using social networking tools and word of mouth to increase marketing and brand your organization Engaging in community development online, especially how online networks and physical space work together How to create a buzz online How to use tagging to connect your networks with others - - including how to use delicious, flickr and YouTube to link content and be traceable

1:35-2:30 - Using social networking tools and word of mouth

to increase marketing and brand your organization

Using social networking tools and word of mouth to increase marketing and brand your organization

Engaging in community development online, especially how online networks and physical space work together

How to create a buzz online

How to use tagging to connect your networks with others - - including how to use delicious, flickr and YouTube to link content and be traceable

Web2.0 Strategies 1. Build Web2.0 Culture as Core Competence 2. Trend Watching, Benchmarking, Prototype 3. Focus on the I Made in/for/by People (users): Give all control to People, automated self-service People Power: Open and Connect People. Collective Intelligence and Network Effect Watch your kids – they get it 4. Build Lightweight & Easy Campaigns 5. Get Everyone involved

1. Build Web2.0 Culture as Core Competence

2. Trend Watching, Benchmarking, Prototype

3. Focus on the I

Made in/for/by People (users): Give all control to People, automated self-service

People Power: Open and Connect People. Collective Intelligence and Network Effect

Watch your kids – they get it

4. Build Lightweight & Easy Campaigns

5. Get Everyone involved

Web2.0 Strategies 6. Enterprise2.0 – bring it inside 7. Share - Turn Applications into Open Platforms: Data is the Next Intel Inside 8. Join and setup Ecosystems 9. Connect & Development to Bridge the Gap 10. Leverage the Long Tail 11. Learning by Doing

6. Enterprise2.0 – bring it inside

7. Share - Turn Applications into Open Platforms: Data is the Next Intel Inside

8. Join and setup Ecosystems

9. Connect & Development to Bridge the Gap

10. Leverage the Long Tail

11. Learning by Doing

http://blog.jobzcafe.com/

Social Bookmarking Web Services Example: http://cbt20.org

Recruiters: Be More Like Amazon and Less Like Kmart Example: http://www.biojobblog.com/promo/about/ Example: http://www.biocrowd.com/

Conversations

Agenda 2:30-3:30 - Measuring the ROI of social media Setting a target for your recruitment campaign using social media Identifying metrics to measure social media What to measure in blogs, podcasts and other content-sharing sites How to track the effectiveness of your messages in the blogosphere

2:30-3:30 - Measuring the ROI of social media

Setting a target for your recruitment campaign using social media

Identifying metrics to measure social media

What to measure in blogs, podcasts and other content-sharing sites

How to track the effectiveness of your messages in the blogosphere

ROI for Conversations ROI for conversations Are we currently part of conversations about our product/industry? How are we currently talked about versus our competitors? Then to measure success, we ask whether we were able to: Build better relationships with our key audiences? Participate in conversations where we hadn’t previously had a voice? Move from a running monologue to a meaningful dialogue with customers?

ROI for conversations

Are we currently part of conversations about our product/industry?

How are we currently talked about versus our competitors?

Then to measure success, we ask whether we were able to:

Build better relationships with our key audiences?

Participate in conversations where we hadn’t previously had a voice?

Move from a running monologue to a meaningful dialogue with customers?

Quantitative AideRSS Digg reviews Feedburner Google Analytics Xinu

AideRSS

Digg reviews

Feedburner

Google Analytics

Xinu

Conversations

Agenda 4:00- 4:50 - Adopting social media to supplement traditional media Assessing how employment candidates perceive the credibility of social media versus traditional media Are social media becoming mainstream? How is recruitment through social media changing recruitment through traditional media? Are social media powerful enough in the recruitment process to use on their own?

4:00- 4:50 - Adopting social media to supplement traditional media

Assessing how employment candidates perceive the credibility of social media versus traditional media

Are social media becoming mainstream?

How is recruitment through social media changing recruitment through traditional media?

Are social media powerful enough in the recruitment process to use on their own?

Employer Brand Our Company Job Details Working with Us Human Element Talent Hub

Our Company

Job Details

Working with Us

Human Element

Talent Hub

Benefits Broader reach Change preoccupations Influence online conversations Reach passive candidates Differentiate

Broader reach

Change preoccupations

Influence online conversations

Reach passive candidates

Differentiate

Benefits Higher quality applications. Candidates in the pipeline come from a known and trusted source, rather than open channels such as general job boards, newspapers and commercial resume databases. Lower recruiting costs. Applications sourced through exclusive online communities cost less to process and have a higher yield than applications sourced through direct response advertising. Reduced time-to-hire. Recruiting from a talent pipeline results in reduced time-to-hire, the most frequently cited measure of the efficiency in recruiting. Candidates in the pipeline can be tapped as soon as specific requisitions are opened.

Higher quality applications. Candidates in the pipeline come from a known and trusted source, rather than open channels such as general job boards, newspapers and commercial resume databases.

Lower recruiting costs. Applications sourced through exclusive online communities cost less to process and have a higher yield than applications sourced through direct response advertising.

Reduced time-to-hire. Recruiting from a talent pipeline results in reduced time-to-hire, the most frequently cited measure of the efficiency in recruiting. Candidates in the pipeline can be tapped as soon as specific requisitions are opened.

References Why HR Should Care about Social Media Employer branding Employment Branding: the Only Long-Term Recruiting Strategy jobzcafe Forrester Declares Social Media as Mainstream References

Why HR Should Care about Social Media

Employer branding

Employment Branding: the Only Long-Term Recruiting Strategy

jobzcafe

Forrester Declares Social Media as Mainstream References

Suggested 3 Month Pilot Project Select key words, key phrases, and search phrases Scan and aggregate hits from blogs, social media, forums, boards and other media using iGoogle or similar Report to management bi-weekly for foster new thinking After 1-2 months start planning blog for specific recruitment requirements and to advance your overall employer brand What If What Next™ can help you implement this and other social media projects.

Select key words, key phrases, and search phrases

Scan and aggregate hits from blogs, social media, forums, boards and other media using iGoogle or similar

Report to management bi-weekly for foster new thinking

After 1-2 months start planning blog for specific recruitment requirements and to advance your overall employer brand

What If What Next™ can help you implement this and other social media projects.

Conversations

Thank You Howard Oliver CEO, What If What Next™ whatifwhatnext.com [email_address] 905-709-8582