Social Media Plus Presentation

The Future of Staffing is Social
Brian Cavoli

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

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

No More Hype
There are many ways this can be applied for recruiting
Here is one approach to get you started

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

Passive Candidates
“You can’t use Wal-Mart advertising techniques to attract Tiffany customers”
Source: Lou Adler on ERE

What is Unique About Them?
At Work Helping a Competitor Succeed
Well Connected – Trust Their Networks
In Demand
Motivated by Culture and Colleagues

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)

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

Followers are Advocates
Source: Chadwick Martin Bailey and iModerate Research Technologies

Empower Employee Advocates
Scale referrals by provide something unique and interesting to distribute
OR

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

Experienced Audience

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%

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%

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

What It Does Best
Finding and Connecting
Identify talent based on demonstrated expertise
Find people not active on the job boards
Connect with candidates on their own terms
Building Your Brand
Amplify your messages and participate in the discussion
Be found in search engines
Generate word of mouth and employee referrals
Meaningful Communication
Convey the meaning of a career at your company
Sell your company and your position
Respond to questions and start a discussion

What It Is Not Good At
Just Making Friends
Network with no content will fade quickly
Not everyone will want to friend or be a follower
Authenticity and transparency are critical
Just Pushing Jobs
This is not just another medium
Requires a different approach
Spamming techniques will damage your brand
All Your Sourcing
This will not replace all traditional methods
Use it first to network and tap your pipeline
Dive in deep when job boards are ineffective

Social Media Universe
Source: fredcavazza.net

Developing a Strategy
Source: Forrester Research

Getting Started

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

Looking Beyond LinkedIn

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

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

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

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)

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

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,

Measurement

What’s Next
Niche Communities Mobile
Highly relevant content within specific industries, functions and skills
A better platform for socializing

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
Leading edge of using new tools to improve the recruitment process

Leave Your Card
I’ll email you the following…
This Presentation
Social Staffing eBook
Recruitment Survey eBook
Nielsen Social Media Report
JCSI Case Studies
bcavoli@jcsi.net www.twitter.com/bcavoli

Thank You
Brian Cavoli
bcavoli@jcsi.net
774-760-0250
www.twitter.com/bcavoli
www.linkedin.com/briancavoli

Social Media Plus Presentation

by JCSI on May 25, 2010

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Social Media Plus Presentation — Presentation Transcript