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Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
Nadine Hogan
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Nadine Hogan


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  • 1. Our Social Media Journey: Changing How We Recruit Nadine Hogan – Director Global Recruiting Operations Jim Kerr – VP Public Relations and Communications
  • 2. 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
  • 3. 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
  • 4. 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
  • 5. Not Just about Recruiting: Partners In Strategy
  • 6. The Social Media Strategy: A Never Ending Journey
  • 7. 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
  • 8. 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
  • 9. Engage Legal
  • 10. 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
  • 11. The Social Media Strategy: A Never Ending Journey
  • 12. 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
  • 13. 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
  • 14. 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
  • 15.
  • 16.
  • 17. 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)
  • 18. 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
  • 19. Questions?
    • Nadine Hogan
    • Unisys
    • Director, Global Recruitment Operations
    • [email_address]
    • Jim Kerr
    • Unisys
    • VP, Public Relations and Communications
    • [email_address]