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Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
Social Media for Recruiters
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Social Media for Recruiters

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  • 1. “Social Media; The Branding side”
    P.O.W.E.R. Collaborative Network (PCN)
    Presented by Sahar Consulting
  • 2. © 2010 Sahar Consulting -. All rights reserved.
  • 3. Little Story
    The following conversation is taking place in an executives’ meeting in 1996:
    “We can’t allow the employees to do this.”
    “We will loose control of our brand.”
    “Employees will take time away from their work.”
    “Legal implications of the FDIC regulating communications - legal liability.”
    What are they talking about?
    © 2010 Sahar Consulting -. All rights reserved.
  • 4. Is it ?
    Facebook?
    Blogging?
    Twitter?
    Linkedin?
    © 2010 Sahar Consulting -. All rights reserved.
  • 5. WRONG
  • 6. Answer
    It was a 1997 conversation about:
    “Using Emails”
    Nowadays we are totally dependent on emails
    Emails have made faxes and writing memos almost obsolete
    In 1997, emails were considered a fad, waste of time, only for college students – exactly the way social media is considered now
    © 2010 Sahar Consulting -. All rights reserved.
  • 7. What is Social Media
    Social Media is about engagement, a 2-way conversations to facilitate continuing dialogue and communication with intended audience. It is about building relationships.
    Social Media includes: Search engines, social networks, blogs, Vblogs, micro-blogs, message boards, instant messaging (IM), webcasts, email and podcasts
    © 2010 Sahar Consulting -. All rights reserved.
  • 8. Social Networks
    Are online meeting places allowing consumers and influencers to create, share, interact & build content
    Examples: Youtube, Facebook, Twitter, Linkedin, Amazon, Wikipedia, Flickr, Technorati, Digg, newsvine
    Social Networking is like a live cocktail party with no constraint of time or place
    © 2010 Sahar Consulting -. All rights reserved.
  • 9. Why are we afraid of social media
    We don’t understand it
    © 2010 Sahar Consulting -. All rights reserved.
  • 10. Why should you care?
    Conversations Groups Communities
    • Are taking place online right now
    • 11. Not getting involved is like burying our head in the sand
    • 12. Can cause irreparable damage to your brands
    10
    © 2010 Sahar Consulting -. All rights reserved.
  • 13.
  • 14. Social Media Landscape
    © 2010 Sahar Consulting -. All rights reserved.
  • 15. © 2010 Sahar Consulting -. All rights reserved.
  • 16. © 2010 Sahar Consulting -. All rights reserved.
  • 17. The 3 social networks mostly used
    Linkedin
    Facebook
    Twitter
    15
    © 2010 Sahar Consulting -. All rights reserved.
  • 18. LinkedIn
    LinkedIn is the only professional-based network
    Almost 65 millions members worldwide, 50% in the United States
    Average income on LinkedIn is $109,000/year
    Fortune 500 companies are on LinkedIn
    Executives, Talents& Entrepreneurs are on LinkedIn
    Connections are 1ry, 2ry and 3ry
    Recruiters, HR professionals & Job Seekers
    16
    © 2010 Sahar Consulting -. All rights reserved.
  • 19. Facebook
    Facebook is the 2nd most popular site among social networks
    400 million active users
    #1 photo-sharing site
    6 million active groups
    The highest ranking Fan pages are: Obama, Nutella, Dr. House and Twilight
    Business pages exist/ads
    17
    © 2010 Sahar Consulting -. All rights reserved.
  • 20. Twitter
    Micro-blogging site that allows up to 140 characters
    Provides updates about “What are you doing now” in real-time, biggest word googled in 2009
    Flexibility lies in the capability to update status from the web, IM or cell phones
    Traffic has increased 800% in one year, great SEO
    4 million active users/day, real-time search
    Used by news media during Earthquakes etc…
    The Obama Administration, WN, JetBlue use Twitter
    18
    © 2010 Sahar Consulting -. All rights reserved.
  • 21. © 2010 Sahar Consulting -. All rights reserved.
  • 22. What is Branding
    A brand is how people around us perceive
    us, what we transmit as a message to
    others, without even talking.
    Personal branding, is the process by which we market ourselves to others, it is about “Self packaging” It’s identifying the unique qualities, marketable skills, and institutional knowledge that someone possesses and building a reputation that captures the attention of others (clients, managers, prospects or future candidates& employers).
    © 2010 Sahar Consulting -. All rights reserved.
  • 23. © 2010 Sahar Consulting -. All rights reserved.
  • 24. Social Media is presence, it is attraction and relationship, it is brand.
    Branding tells a story:
    • What is unique about your company?
    • 25. What is relevant to your audience? What is real?
    • 26. Must be consistent across all touch points
    • 27. Transparency is key…the network may know more about your company than you do
    © 2010 Sahar Consulting -. All rights reserved.
  • 28. Social Media tools have leveled the playing ground and have enabled us to reach amazing altitudes, at the cost of our time, but the ROI is justified.
    The best way to enhance a personal brand online is having a greater Web presence using the different social media networks available and leveraging them.
    © 2010 Sahar Consulting -. All rights reserved.
  • 29. Employees are Brand Ambassadors
    “We have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates.”
    Corporate Leadership Council
    © 2010 Sahar Consulting -. All rights reserved.
  • 30. The Next Evolution in Recruiting
    55% of HR professionals rate word of mouth the best source for candidates “HR Next”
    Success in social networking is the defining element of the best-practice recruitment marketing portfolio in 2010 “Arbita|6 Must-Fund Recruitment Marketing initiatives for 2010
    I will be stunned if 50% of candidate referrals aren’t coming through online communities in the next 5 years “Taleo”
    © 2010 Sahar Consulting -. All rights reserved.
  • 31. Facts about Social Networks
    • In March of 2009, a Nielsen study on top five sectors Worldwide ranked by active Reach reported that users favored social networking and blogs (68%) more than Emails (65%)
    • 32. Social networking and blogs are now the 4th most popular online activity ahead of personal Email
    • 33. 2/3 of the Internet population visits social networks.
    • 34. 5 hrs/week = average time Job seekers use social media.
    • 35. 30% of Google searches are job related – 226 million per month
    © 2010 Sahar Consulting -. All rights reserved.
  • 36. Advertising Sales on:
    • FaceBook: increased by 70%
    • 37. Google by 7%
    • 38. MySpace: Decreased in 16%
    • 39. Monster: Decreased by 35%
    • 40. Career builder: Decreased by 27%
    On Facebook more than 60,000 users created groups about careers and networking with over 2 Million members
    © 2010 Sahar Consulting -. All rights reserved.
  • 41. Message power and how to harness it
    Social media platforms present a completely new opportunity to instantly deliver the message to millions of people. The impact of Public Relations is simply ground shaking
    The mode of job searching is changing: candidates use Google, LinkedIn, jobing websites like jobing.com
    © 2010 Sahar Consulting -. All rights reserved.
  • 42. Attract Talent That Fits Your Culture using Social Media
    “Using social media for employment branding allows you to meet potential candidates on their territory and engage in richer, more meaningful dialogue with them – and because social media is a conversation, people are a lot more likely to find you.
    Why? Because they're actually looking for you. They want to talk to you – so if you follow the rules of good conversation, your labor market will actually seek you out.”
    Source: Brand For Talent
  • 43. © 2010 Sahar Consulting -. All rights reserved.
  • 44. For recruiters, social media is Reach
    © 2010 Sahar Consulting -. All rights reserved.
  • 45. Social Media network Usage example: Facebook IBM Page
    © 2010 Sahar Consulting -. All rights reserved.
  • 46. Social Media networking for jobs: Twitter
    © 2010 Sahar Consulting -. All rights reserved.
  • 47. Social Media networking for jobs: LinkedIn
    © 2010 Sahar Consulting -. All rights reserved.
  • 48.
  • 49. Observe and Listen
    © 2010 Sahar Consulting -. All rights reserved.
  • 50. Benefits of effective use of social media
    • Easier to locate talents
    • 51. More honest data as profiles are essentially peers reviewed
    • 52. Easier to leverage your network to locate and reach talent
    • 53. Relationship context helps build a trusted communication environment
    • 54. Can do better reference checks
    © 2010 Sahar Consulting -. All rights reserved.
  • 55. What do you want to achieve
    • Use social media to listen
    • 56. Use social media to ask questions
    • 57. Use social media toextend your contacts
    • 58. Use social media to drive your extended contacts
    • 59. Use social media to sell your services
    © 2010 Sahar Consulting -. All rights reserved.
  • 60. Define your requirement: Set the position requirements
    Be specific:
    • Choose which kind of employee you need
    • 61. What is your organization’s culture and what characteristics will match it?
    Make your ad stick
    • How would you factor “fit” into a job posting?
    • 62. What key terms might aid the applicant’s search?
    • 63. Where would you look for candidates on the web?
    Your ads and posting need to be:
    • Be found first on page 1 or 2 on a Google search
    • 64. Connect to the seekers’ criteria
    • 65. Sell the job differently
    © 2010 Sahar Consulting -. All rights reserved.
  • 66. How is your brand perceived
    © 2010 Sahar Consulting -. All rights reserved.
  • 67. Presenting your brand
    Set and execute your strategy: Choose your channels:
    • Candidates want choices
    • 68. Audience is used to interacting with content wherever they want
    • 69. Transaction vs. harvest
    • 70. Segment the audience and channels
    • 71. Review your process: Focus on ease to use
    © 2010 Sahar Consulting -. All rights reserved.
  • 72. Job Aggregators
    © 2010 Sahar Consulting -. All rights reserved.
  • 73. © 2010 Sahar Consulting -. All rights reserved.
  • 74. Credit to J Skipper
    © 2010 Sahar Consulting -. All rights reserved.
  • 75. Examples of Corporate Career micro-sites
    © 2010 Sahar Consulting -. All rights reserved.
  • 76. © 2010 Sahar Consulting -. All rights reserved.
  • 77. © 2010 Sahar Consulting -. All rights reserved.
  • 78. You have a solid applicant…
    • What methods would you use today to determine if the candidate will be a good job match?
    • 79. How would you use social media to assist the evaluation?
    • 80. How are they different?
    © 2010 Sahar Consulting -. All rights reserved.
  • 81. Pros & Cons
    Study done by an SHRM poll with 500 hiring managers found:
    • Including a photo on a resume is a deal breaker for 20% of managers
    • 82. 25% use the internet to research job candidates before an interview
    • 83. There are ethical issues about previewing candidates profiles online but can give a feeling about a match to the job
    • 84. A hiring manager turned down an applicant after they bad mouthed a previous employer on their Facebook profile
    • 85. Firms need to be aware of security risks issues what data are legal to use or not use during a screening process
    • 86. Use a personal profile to check potential; candidates profiles is questionable
    • 87. Guidelines need to be set so not to go too far
    © 2010 Sahar Consulting -. All rights reserved.
  • 88. Create Guidelines / Train
    Sample Twitter Policy (gruntledemployees.com):
    Be professional, kind, discreet, authentic. Represent us well. Remember you can’t control it once you hit “update”.
    Sample Blogging Policy (gruntledemployees.com):
    Be professional.
    Sample Social Media Policy (hrcapitalist.com):
    Encourages team members to be active in social media as an ambassador of their company. Only three rules – be real, add value and don’t say anything that would embarrass your mom. If your mom has low standards, then don’t say anything you wouldn’t want to see on the front page of USA Today. Simple enough.
  • 89. In Conclusion:
    Remember: It is about engagement, & engagement is a 2 way street:
    © 2010 Sahar Consulting -. All rights reserved.
  • 95. Brought to you by: Sahar Andrade
    Sahar Consulting
    www.saharconsulting.com
    www.linkedin.com/in/saharandrade
    www.facebook.com/saharconsulting
    www.twitter.com/saharconsulting
    THANK YOU
    © 2010 Sahar Consulting -. All rights reserved.

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