Nadine Hogan
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Nadine Hogan






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    Nadine Hogan Nadine Hogan Presentation Transcript

    • Our Social Media Journey: Changing How We Recruit Nadine Hogan – Director Global Recruiting Operations Jim Kerr – VP Public Relations and Communications
    • Unisys – Who are we?
      • Worldwide information technology company providing a portfolio of IT services, software, and technology that solves critical problems for clients
          • Secure their operations
          • Increase the efficiency and utilization of their data centers
          • Enhance support to their end users and constituents
          • Modernize their enterprise applications
      • Approximately 24,000 employees
      • Serves commercial organizations and government agencies throughout the world
      • Headquarters located in Blue Bell, PA
    • Race for Talent through Social Media Where are you?
      • Stuck looking for best practices.
      • Legal says “NO”.
      • We don’t need to be in the social media space.
      • Now what do we do?
      • How do we find our target group?
      • LinkedIn is awesome!
      • Great conversations!
      • I am influencing my brand!
      In the Race, you just don’t know it In the Race, trying to catch up Winning the Race
    • Recruiting Situation: Our Beginning – Up To Q2 2009
      • Not sure the amount of our employment marketing spend
      • Not sure exactly what we should do about social media
      • Recruiting had limited interaction with Corporate Marketing
      • We had a good handle on our Job Boards
      • We had to reduce our search firm spend
    • Not Just about Recruiting: Partners In Strategy
    • The Social Media Strategy: A Never Ending Journey
    • Foundational Steps to Getting Started
      • Create a sense of urgency / reputational risk
      • Formalize the need for a social media strategy as a strategic business initiative
      • Engage executive advocates
      • Find a shared vision throughout the business
      • Collaborate with early adopters and evangelists within the company
      • Have an integrated social media strategy
    • Unisys Integrated Social Media Strategy Corporate Brand Presence Program Presence Recruiting Presence
      • Brand Unisys
      • Overall Market Message Clarity
      • Reputation Management
      • Evangelism
      • Go-To-Market Initiatives
      • Demand Generation
      • Targeted Market Engagement
      • Employment Brand Unisys
      • Reputation Management
      • Evangelism
      • Talent Communities
      Monitor  Engage  Manage Governance & Measurement Walk before you run
    • Engage Legal
    • Creation of Social Media Governance
      • Social Media Policy
        • Communicate the risks and rewards of social media
        • Cover both external and internal forms of social media
        • List of Do’s and Don’ts
        • Company sponsored versus personal usage
        • Encourage participation while setting expectations
        • Link to other key company policies
      • Widespread Communication
      • Employee Training
    • The Social Media Strategy: A Never Ending Journey
    • Develop Recruitment Social Media Strategy
      • Key Questions
      • Who do you want to reach?
      • How do you want to engage them?
      • What messaging do you want to provide?
      • Where do they “hang out” within the social media world?
      • Helpful Hints
      • Look at your competitors’ sites
      • Collect Social Media Statistics
      • Grab your name, if it is still available
    • Recruitment Social Media Strategy
      • Attract high quality candidates and hire great people
      Promote Jobs and Build Employment Brand
      • Convey the Unisys culture
      • Use a coordinated multi prong approach (Facebook, Twitter, LinkedIn, YouTube, Careers Website)
      • Everything points back to
      • Better promote countries and business units as places to work
      • Get job openings found through SEO
      • Use videos of hiring managers to create “Unisys Careers Channel” and convey more dimensions of the job
      Grow referrals
      • Make your referral program and process more visible to employees
      • Get more employees and hiring managers communicating openings within their social networks
      • Increase participation by external stakeholders
      • Put metrics in place to measure impact of social media on recruiting
    • Communicate and Implement
      • Communicate
      • Educate Global HR on what social media is all about
      • Find the Early Adopters
      • Identify SME(s) across the globe to be your social media communicators
      • Address skill gaps
      • Implement
      • Build branded pages
      • Get the word out to potential fans/followers
        • (Facebook – vanity url at 100!)
      • Update information
    • Assess Progress/Celebrate Successes
      • Share your successes with Business Leadership Teams and HR
      • Track hires – LinkedIn, Facebook, Twitter, Candidate Blog
      • Grow fan base on a continuous basis
      • Put it in terms the business understands - $$ savings
        • Eliminate majority of search firm fees
        • Reduce job board fees
        • Improve time to fill metrics (still monitoring)
    • Refine and Grow the Strategy
      • Keep conversations current
      • Know your business, partner with them
      • Identify niche sites aligned with your business or global business locations
      • Give time for experimentation
      • Get out if it is not working
      • Listen to your candidates
    • Questions?
      • Nadine Hogan
      • Unisys
      • Director, Global Recruitment Operations
      • [email_address]
      • Jim Kerr
      • Unisys
      • VP, Public Relations and Communications
      • [email_address]