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]