JCSI Social Staffing Webinar

The Impact of Social Media on Staffing

JCSI is a recruiting consulting firm specializing in passive candidate research and social media networking to help companies shorten their time to hire, reduce costs and build a pipeline of passive candidates “ • Founded by Jim Sullivan in 1999 We’re looking for those passive • Consulting approach based on hourly pricing applicants who didn’t know they were • Pioneered this consulting approach in 2002 looking for another opportunity, JCSI is • Grown to over 50 full-time staffing specialists able to ferret those folks out and bring a ” • Dedicated research team utilizing social media better quality applicant. • Servicing emerging companies and Fortune 1000 organizations for positions globally • Headquartered in Westborough, MA Boston Scientific VP Global Staffing

Measuring HR: Developing Your Recruitment Metrics • Free online workshop on incorporating metrics into all aspects of your recruiting June 17, 1PM EDT • Explore tools and best practices for: Presenter: – measuring recruiter performance, Dan Kilgore, Principal – assessing hiring manager and applicant Riviera Advisors satisfaction, www.RivieraAdvisors.com – metrics as a dashboard s – measurements for the CEO and CFO. Register at: http://tinyurl.com/RecruitmentMetrics • Learn a proven model customizable for your own business environment

Social media has revolutionized marketing – now, it is changing the future of recruiting Never before has the talent deep in a competitor’s organization been so accessible Ads and agencies are losing effectiveness social media can attract higher quality hires at a lower cost

• Web 2.0 technologies turn websites from one-way Your communication to market conversations Company • Bypassing traditional communications methods to Job reach audiences directly Agencies Ads • Individuals are connecting online and sharing ideas, experiences and opinions with millions of others • Companies can reach many candidates directly

• Social networking has become more Facebook Has the Highest Reach and the popular than email Largest Growth Rate • Time spent growing 3 times faster than overall rate of Internet growth • Audience is becoming older and globally diverse Source: Nielsen • Users are 3 times more likely to trust a In 2009, the number of Facebook members age 35+ has doubled peer over advertising when making a purchase decision Biggest age group on Facebook is now 35 to 44 Source: Jupiter Research

• Influence of “traditional content sources” wanes in favor of digital consumer-generated information available on-demand Source: http://www.baekdal.com/articles/Management/market-of-information/ 8

• Talented people are demonstrating expertise on blogs, forums and review sites all across the web • Influencers are connecting with other influential people • Openly discussing company cultures, salaries, interviews and working conditions • Candidates are finding others online to discuss career decisions, stresses the importance of your employment brand • People expect to be able to engage with companies in social communities

Identify Talent • These are passive candidates not actively looking for you Connect in their Environment • Requires a proactive approach to reach them and the quality content to appeal to them Build Community • Emphasizes the importance of your first impression Cultivate Relationships

“A” Level Candidates Currently CULTIVATION Working for Competitors

Companies need a mind-set shift from 'telling and selling' to building relationships “ It's about bringing a relationship mind-set to everything we do. Marketers need to forge bonds with consumers by opening two- “ way dialogues. Marketers can no longer control the relationship P&G CMO James Stengel

• Social media has dramatically changed PR and marketing • We are applying these proven practices specifically for staffing and recruitment conversations Forrester Research Consumer Communications Brands Future of Communications Firms Firm “Deep understanding of consumer communities, helping brands create and nurture connections, deliver targeted, on-demand messages, and network for talent and insights.” Source: Forrester Research

• Proactive outreach to participate in communities to build relationships as part of a long-term employment strategy 1. Develop strong understanding of the audience and where they live online 2. Join communities where relevant conversations are occurring 3. Identify talent based on demonstrated expertise 4. Connect with them by following/friending, etc 5. Build credibility by contributing to the discussion 6. Offer value by sharing relevant content/resources 7. Gain referrals through personal networks 8. Help shape your employment brand

Listening Engaging Sharing

Listening • Seek First to Understand, Then to Be Understood – Find the communities, blogs and discussion forums that attract your targeted candidates – Apply monitoring tools to pick-up relevant brand mentions – Participate in the conversation to understand the discussions, topics, personalities and tone – Identify the individuals that demonstrate expertise and influence

Engaging • Advocate Don’t Advertise – Comment on their contributions so the pitch isn’t the first time they’ve heard of you – Read several posts to understand the individual’s personality and areas of expertise – Make every communication personalized and relevant – Post links to jobs and content in a way that is relevant to the discussion and adds value to the community – Invite feedback, comments and referrals and make it easy for them to contact you privately

Sharing • The Right Message for the Right Person at the Right Time – There are many ways to develop tools and content that will attract and engage candidates Social network pages Widgets Twitter Topic communities Company videos Blogs Job posting videos Web events / Webinars Podcasts

LinkedIn Answers Ning Communities

Glassdoor Salary Reviews Indeed Forums

Video Job Postings You Tube Channel

Hiring Manager Podcasts Online Open House iTunes Channel

Slideshare Mobile Widgets

• This is about relationship building, not direct response • There are many performance indicators that can evaluate success Reach Engagement Candidates Output Metrics Outtake Metrics Outcome Metrics Views, visits, followers, fans, posts Conversations, interactions, forward Candidates screened, sources and s, sentiment, referrals interviewed

1. Upgrading employment branding 2. Reinvigorating referral programs 3. Renewing the focus on quality of hire 4. Reinforcing the business case for recruiting 5. Utilizing social networks “Nothing is hotter around the globe in 6. Utilizing video recruiting than employment branding.” 7. Upgrading succession planning “Key focus areas include increasing 8. Using employee blogs for recruiting media coverage, increasing visibility 9. Revitalizing corporate jobs page online, building your “green” brand, and 10. Using a CRM model for hiring countering “negative” perceptions.” 11. Hiring innovators 12. Recruiting globally

Enter Your Questions in the Box on the Right

Next Steps: Listening • Educating Your Team Engaging • Personalized Needs Analysis Sharing • Preparing a Strategy Measurement

Measuring HR: Developing Your Recruitment Metrics • Free online workshop on incorporating metrics into all aspects of your recruiting Presenter: Dan Kilgore, Principal • Explore tools and best practices for: Riviera Advisors – measuring recruiter performance, www.RivieraAdvisors.com – assessing hiring manager and applicant satisfaction, – metrics as a dashboard s – measurements for the CEO and CFO. June 17, 1PM EDT • Proven model customizable for your own Register at: business environment http://tinyurl.com/RecruitmentMetrics

Contact Information: Marketing@JCSI.net Brian Cavoli 888-JCSI INC bcavoli@jcsi.net www.twitter.com/bcavoli

JCSI Social Staffing Webinar

by JCSI on Jun 11, 2009

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