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Social Media Plus Presentation Presentation Transcript

  • 1. The Future of Staffing is Social
    Brian Cavoli
  • 2. Recruitment is Changing
    “In 2010, the pace of literally everything will continue to increase, leading to 12 months of insane competition, endless labor churn, and boundless opportunity”
    Source: Dr John Sullivan, ERE.net
  • 3. Recruitment is Changing
    “ Each of these trends to come presents unbelievable opportunity to those recruiting leaders brave enough to break rank and step forward to challenge the status quo.”
    Churn
    Contingent labor
    Show Me the Money
    Return of the Talent War
    Direct Sourcing
    Jugaad is Required
    Employment Branding
    Tool Obsolescence
    Obsolete Talent
    Retention
    Source: Dr John Sullivan, ERE.net
  • 4.
  • 5. No More Hype
    There are many ways this can be applied for recruiting
    Here is one approach to get you started
  • 6. Why This Is Important
    Never before has talent been so accessible
    Access to personal and more persuasive communication tools
    Build a pipeline of followers
    Make it easy for candidates to reach you
    Your Company
    Job
    Ads
    Agencies
  • 7. Passive Candidates
    “You can’t use Wal-Mart advertising techniques to attract Tiffany customers”
    Source: Lou Adler on ERE
  • 8. What is Unique About Them?
    At Work Helping a Competitor Succeed
    Well Connected – Trust Their Networks
    In Demand
    Motivated by Culture and Colleagues
  • 9. Build a Pipeline
    Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs
    90% of employed executives will take a recruiters phone call (ExecuNet)
    70% ofIT workers expect mass turnover when job market recovers
    (Dice.com)
    Employee turnover will increase by 50% in 2010 (ERE.net)
    1 in 5 workers plan to leave their current job in 2010 (Careerbuilder)
  • 10. Your Employment Brand
    Convey the meaning of a career at your company
    Amplify the real voices in your company
    Connect with people directly
    Authentic communications
    People expect you to be there
  • 11. Followers are Advocates
    Source: Chadwick Martin Bailey and iModerate Research Technologies
  • 12. Empower Employee Advocates
    Scale referrals by provide something unique and interesting to distribute
    OR
  • 13. Making the Case
    More popular than email
    Time spent jumped from 2 hrs a month to 5 ½ hrs today
    Facebook just topped Google as the most visited website
    Drives more traffic to news, entertainment sites than Google
    1, Nielsen 2 Hitwise 3, 4 Compete
    Source: Nielsen
  • 14. Experienced Audience
  • 15. A Priority for Recruiters
    How are you planning to use the following sourcing methods in 2010?
    Ads, Online
    Online videos
    Career Fairs
    Social Media
    Open Houses
    Agency – Retained
    Agency – Contingency
    Ads, Broadcast
    Resume Databases
    LinkedIn
    Employee Referrals
    Ads, Print
    Networking Events
    Online Job Boards
    Corporate Website
    Internal databases
    Source: 2010 JCSI Survey of Recruitment Professionals
    0% 20% 40% 60% 80% 100%
  • 16. A Priority for Recruiters
    Top Methods to Increase in 2010
    1. LinkedIn
    2. Social Media
    3. Employee Referrals
    Ads, Online
    Online videos
    Career Fairs
    Social Media
    Open Houses
    Agency – Retained
    Agency – Contingency
    Ads, Broadcast
    Resume Databases
    LinkedIn
    Employee Referrals
    Ads, Print
    Networking Events
    Online Job Boards
    Corporate Website
    Internal databases
    Source: 2010 JCSI Survey of Recruitment Professionals
    0% 20% 40% 60% 80% 100%
  • 17. Engagement = Business Success
    “ companies that are both deeply and widely engaged in social media surpass their peers in terms of both revenue and profit performance by a significant difference”
    17
    http://www.engagementdb.com
  • 18. What It Does Best
    Finding and Connecting
    • Identify talent based on demonstrated expertise
    • 19. Find people not active on the job boards
    • 20. Connect with candidates on their own terms
    Building Your Brand
    • Amplify your messages and participate in the discussion
    • 21. Be found in search engines
    • 22. Generate word of mouth and employee referrals
    Meaningful Communication
    • Convey the meaning of a career at your company
    • 23. Sell your company and your position
    • 24. Respond to questions and start a discussion
  • What It Is Not Good At
    Just Making Friends
    • Network with no content will fade quickly
    • 25. Not everyone will want to friend or be a follower
    • 26. Authenticity and transparency are critical
    Just Pushing Jobs
    • This is not just another medium
    • 27. Requires a different approach
    • 28. Spamming techniques will damage your brand
    All Your Sourcing
    • This will not replace all traditional methods
    • 29. Use it first to network and tap your pipeline
    • 30. Dive in deep when job boards are ineffective
  • Social Media Universe
    Source: fredcavazza.net
  • 31. Developing a Strategy
    Source: Forrester Research
  • 32. Getting Started
  • 33. LinkedIn
    Build your connections!
    Company customization options are limited
    Make your profile strong
    Frequent status updates (connect to Twitter)
    Share company presentations (Slideshare plug-in)
    Start a Group for your company careers
    Review and participate in Answers
  • 34. Looking Beyond LinkedIn
  • 35. Facebook
    Start a Careers page for your company
    Customize tabs for your employment branding
    Share/discuss career events, news, etc
    Respond to questions
    Be careful about personal friend invites
    Watch your community page
  • 36. Targeted Ads
    Target specific groups of people
    schools
    interests
    companies
    Pay only by the click
    Leverage the personal advantage of the network
    Sample FB recruitment ad featuring the hiring manager
    Source: Techcrunch
  • 37. Zuckerman’s Law
    “Next year, Facebook users will share twice as much information as they share this year, and next year, they will be sharing twice as much as they did the year before.”
    Once a network is in place with active and engaged users, participants are motivated to share information more regularly, which in turn solicits more engagements from friends, creating a vicious circle of user interactions
    Source: NY Times
  • 38. Twitter
    Start a company careers account
    Customize your background with messages/URLs
    Many tools help manage multiple users
    Follow the influential and interesting
    Discuss, don’t just post openings
    Link to your other communities (track with bit.ly)
  • 39. YouTube
    Start a careers channel
    If you have videos, unlock them from your site!
    Flip camera or put slides to a podcasts
    Interview with hiring managers about a opening
    Much more interesting than a job description
    Personalize your company, thought leaders
    Brief “why work here” videos
  • 40. Google Reader
    Your monitoring command center (free)
    Collect RSS feeds for real-time updates
    Mentions of your company in:
    Google blog
    Twitter (industry events)
    YouTube
    Employer Review Sites (Glassdoor)
    Monitor industry blogs, competitors, employees,
  • 41. Measurement
  • 42. What’s Next
    Niche Communities Mobile
    Highly relevant content within specific industries, functions and skills
    A better platform for socializing
  • 43. A Little About JCSI
    JCSI is a recruiting services firm specializing in passive candidate research and social media strategies to help companies hire the best candidates faster at a lower cost.
    • 12 years of experience with emerging companies and Fortune 1000
    • 44. Leading edge of using new tools to improve the recruitment process
  • Leave Your Card
    I’ll email you the following…
    • This Presentation
    • 45. Social Staffing eBook
    • 46. Recruitment Survey eBook
    • 47. Nielsen Social Media Report
    • 48. JCSI Case Studies
    bcavoli@jcsi.net www.twitter.com/bcavoli
  • 49. Thank You
    Brian Cavoli
    bcavoli@jcsi.net
    774-760-0250
    www.twitter.com/bcavoli
    www.linkedin.com/briancavoli