Learn how to develop a comprehensive recruitment and social media marketing strategy from the comfort of your own desk. Take time to develop a plan to make sure that you are attracting great talent to your firm and keep them engaged. This presentation should help.

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Using Social Media & Mobile access to
your firm before and after the hire
1. Use Social Media to share jobs and engage
potential candidates.
74% of all internet users have at least one
active Social Media account.
-Export your firm’s culture via Social
Media
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

3. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
Strategies for seeking Mobile-First Job Seekers -
More than 30 million U.S. citizens now
access the internet exclusively from
mobile. And yet, 40% of companies
still do not offer the option to apply to a
job on a mobile device.

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LinkedIn is the most popular recruiting site, with 71% of
respondents reporting they use it.
- 2016 Zweig Group Recruitment & Retention Survey

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Indeed, Craigslist.org, Facebook, and Twitter were
other online outlets used by firms.
- 2016 Zweig Group Recruitment & Retention Survey

6. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
2. Make it easy to apply for jobs using a
mobile device.
did a study on
candidate behavior that says 65 percent
of job seekers said they will leave a
website if it’s not mobile optimized.
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

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A recent survey
59 percent of candidates are using
mobile phones to search for job
openings and 52 percent are using
these digital devices to apply.

8. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
3. Develop a database to connect with
candidates, even when openings do not
exist.
You shouldn’t wait for an open job requisition
before your start sourcing for candidates.
Engage early and often.
“Not ready to apply? Connect with us!”
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

9. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
4. Create a channel for information for
employees.
Videos on Firm Culture, Interesting Projects,
Marketing/BD efforts, and Featured Jobs.
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

10. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
YouTube has over a billion users!
Everyday almost 1/3 of all people
on the internet watch hundreds of millions
of hours of YouTube videos.
-
YouTube.com press report

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Leverage Social Media & Mobile access
to your firm before and after the hire
5. Create just-in-time (JIT) resource guides for employees.
Microlearning gives new hires resources to refer to during
and after the onboarding process. These JIT resources
can include FAQ’s, Industry Glossary, employee benefits,
etc. Resources can be either video, or written.
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

12. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
6. Schedule interview sessions with senior leadership and
subject matter experts.
Examples of this can be found in the Lifehacker series
“How I Work.” and Reddit’s “Ask Me Anything (AMA)”
These interviews create residual materials that can be
used with new employees to share insight on the firms
culture.
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

13. © Zweig Group 2016
Leverage Social Media & Mobile access
to your firm before and after the hire
7. Recently hired people can learn your company
history through a scavenger hunt or other type of
game that extends the company brand and
corporate culture.
A scavenger hunt can be digital or in-person.
“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

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Things to do back at the office…
Social Media and Mobile Recruiting
1. Make sure you have a consistent recruitment message across all of your firm’s
social media platforms, Facebook, Instagram, LinkedIn, Twitter, Blog Post,
Snapchat
2. Create residual marketing materials that complement your recruiting process.
Physical and virtual brochure, video of employees talking about experiences
working at your firm, create cool swag to share with recruits, etc.
3. Develop a clear story (narrative) to share with everyone that creates a
consistent message about your firm and why working there is so great.

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Things to do back at the office…
Social Media and Mobile Recruiting (cont)
4. Develop a story around the prototypical perfect employees
(avatar). Why do they succeed in your environment, what do they
do, where are they going (promotion opportunities, etc.)?
5. Find someone on staff who can manage the social media process,
develop an editorial calendar, and really push for the development
of new material to push out to the market via social media.
6. Develop mobile optimized landing pages for all of your open
positions. Make sure they can be shared.

16. THANKYOU!
Randy Wilburn
Director of Executive Search
Email: RWilburn@ZweigGroup.com
Phone: 617-828-9093
Twitter: @RandyWilburn
Snapchat: Randy Wilburn

17. PRESENTED AT ZWEIG GROUP
HOTFIRM 2016
IN
PHOENIX,AZ
For More Info Visit: HotFirm.com
See you in Seattle, September 21-22, 2017