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Slides from Steve Barham\'s presentation on September 17, 2009 in Scottsdale, AZ

Slides from Steve Barham\'s presentation on September 17, 2009 in Scottsdale, AZ

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How Tos Of Social Recruiting   Linkedin How Tos Of Social Recruiting Linkedin Presentation Transcript

  • The “How-To’s” of Social Media for Recruiting September 17, 2009 LinkedIn Confidential – Do Not Distribute
  • Agenda g Steve Barham 1. Social Networking T d S i lN t ki Today Sr. Enterprise Account Executive San Francisco Bay Area | Internet 2. Using Social Media for Public Profile: http://www.linkedin.com/in/barham Talent A T l t Acquisition i iti Connections: 375 Recommendations: 7 Groups: 21 Applications: 5 3. Top Ten Ways to Use Email: sbarham@linkedin.com LinkedIn (free) for Recruiting ( ) g Phone: 650 810 2838 650-810-2838 4. Q&A LinkedIn Confidential – Do Not Distribute
  • LinkedIn Confidential – Do Not Distribute
  • LinkedIn - The largest g g global p professional network Network Membership & Reach Latin America Europe 3% 24% Over 47 million professionals ~2 million members join per month ~1 new sign-up per second sign up Asia 8% 200 countries English, Spanish, French and Africa 2% German versions 150 industries represented Middle East 1% Over 1,100 corporate clients Oceania 2% Other North America 0% 60% *As of January, 2009 LinkedIn Confidential – Do Not Distribute
  • Raise your hand if if… • You have a Facebook account • You post an update to Facebook at least once per week • You have a LinkedIn profile • You have 50+ LinkedIn connections • You h Y have a T itt account Twitter t • You read Tweets at least once per week • You post a Tweet at least once per week • Your company currently has a formal policy on employees use of social media in or related to the workplace? • Your compan Yo r company is considering creating one? LinkedIn Confidential – Do Not Distribute
  • Social Networking Today… LinkedIn Confidential – Do Not Distribute
  • Social Network’s Personality Profile Network s Profile… Friday & Saturday nights y y g Weekends Monday - Friday 24 x 7 x 365 LinkedIn Confidential – Do Not Distribute
  • Quantcast Demographics – Facebook LinkedIn Confidential – Do Not Distribute
  • Quantcast Demographics – Twitter LinkedIn Confidential – Do Not Distribute
  • Quantcast Demographics – LinkedIn LinkedIn Confidential – Do Not Distribute
  • Twitter: A Real Time “Stream of Consciousness Stream Consciousness” Building a brand is via tweets is possible @ pp @Zappos @VirginAmerica @CremeBrurleeCart But may lead to career ending Injuries? career-ending Keyinfluencer Cisco Fatty "Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work.” “Who is the hiring manager. I’m sure they would love to know that you will hate the work. We here at Cisco are versed in the web.” LinkedIn Confidential – Do Not Distribute
  • “World’s Most Engaged Brands” Fall Into Four Engagement Profiles (Charlene Li Altimeter Group) Li, Altimeter Group / Wetpaint Study - July 2009 www.engagementdb.com LinkedIn Confidential – Do Not Distribute
  • “World’s Most Engaged Brands” - Results g g 1. 1 Starbucks 2. Dell 3. eBay 4. Google 4 G l 5. Microsoft 6. Thomson Reuters 7. Nike 8. Amazon 9. SAP 10. Intel Altimeter Group / Wetpaint Study - July 2009 www.engagementdb.com LinkedIn Confidential – Do Not Distribute
  • Industry Engagement on Social Networks Altimeter Group / Wetpaint Study - July 2009 www.engagementdb.com LinkedIn Confidential – Do Not Distribute
  • Social Media Engagement Correlates to Financial Performance Performance… Altimeter Group / Wetpaint Study - July 2009 www.engagementdb.com LinkedIn Confidential – Do Not Distribute
  • LinkedIn Network Data – Phoenix LinkedIn Confidential – Do Not Distribute
  • LinkedIn Members residing in Phoenix – By Employees 5,000 1. 1 Intel 4,500 4 500 2. ASU 4,000 3. Honeywell 3,500 4. 4 Apollo Group 3,000 5. Amex 2,500 6. Wells Fargo 7. 7 US Air 2,000 2 000 8. Banner Health 1,500 9. B of A 1,000 500 0 LinkedIn Confidential – Do Not Distribute
  • LinkedIn Members residing in Phoenix – By Industry 25,000 1. 1 Real Estate 2. IT / IS 3. Financial Services 20,000 4. 4 Computer Software 5. Construction 15,000 6. Healthcare 7. 7 Education Mgmt 10,000 10 000 8. Marketing & Adv 9. Health & Wellness 5,000 10. 10 Banking 0 LinkedIn Confidential – Do Not Distribute
  • LinkedIn Members residing in Phoenix – By University 40,000 1. 1 ASU 35,000 2. U. of Phoenix 3. U of A 30,000 4. 4 W.P. W P Carey 25,000 5. NAU 6. Mesa CC 20,000 7. 7 BYU 15,000 8. Glendale CC 9. Thunderbird 10,000 10. 10 ASU - West 5,000 0 LinkedIn Confidential – Do Not Distribute
  • LinkedIn Members residing in Phoenix – By Degree / Certification 1. 1 MBA (4%) 2. PhD (0.8%) 3. JD (0.8%) 4. 4 CPA (0 5%) (0.5%) 5. MD (0.6%) 6. CFA (0.04%) 7. 7 PHR (0 1%) (0.1%) 8. SPHR (0.07%) LinkedIn Confidential – Do Not Distribute
  • Current Trends in Talent Acquisition LinkedIn Confidential – Do Not Distribute
  • Evolution of Online Recruiting Circa 1995: Growth of the Internet. Companies create websites and begin listing employment opportunities online Circa 2000: Job Posting Sites Grow. Monster.com and HotJobs advertise during the SuperBowl Circa 2005: Online Networking gains traction. MySpace, Facebook, LinkedIn become destinations Circa 2009: Passive recruiting in Web 2.0 becomes the new standard Two-Thirds Two Thirds of all Web users visit social networks at least once per month month. 1995 2000 2005 2008 LinkedIn Confidential – Do Not Distribute
  • Top 5 Recruiting Industry Plans for 2009 #1 - Improve Direct Sourcing, Social Network Connections and SEM “We need to greatly increase our focus on Social Networking.” We Networking. “Developing a dedicated internal sourcing function.” “More movement towards utilizing social networks.” #2 - Reduce Agency, Job Board and Print g y “ Looking at moving away from [Job Board] postings.” “Bringing Executive Search in-house” or “Restrict use of third party agencies.” “No more print- highest cost, fewest hires.” #3 - I Increase Referrals R f l “Develop a micro employee referral strategy.” “Develop new avenues that strengthen referrals from employees, alumni and more.” #4 - T k and Train Track d T i “Track quality of hire to build quality of source.” #5 - Improve Company Career-site Pages “Increasingly important…but arguably not a first source.” CareerXroads – Source of Hire Study (Feb ’09) LinkedIn Confidential – Do Not Distribute
  • Recruiting Today or… The or “The War Against Non-Talent Non Talent” • Over 40,000 job boards online1 • Large companies receive over 25k resumes/week2 • 1,200 to 1,300 resumes per job posted3 • 28% resume misrepresentation4 i t ti • Recruiting teams are asked to do more with less: Fewer resources Less budget More job applicants SOURCES: 1. International Association of Employment Websites p y 2. iLogos Research (a division of Taleo) 3. PeopleBonus founder Jason Krumweide 4. Christian & Timbers LinkedIn Confidential – Do Not Distribute
  • How do you build relationships with passive talent? Sources used to build relationships 37% 37% 24% 23% 11% 2% Connecting on  C i Manually  M ll Company CRM  C CRM Online groups O li Connecting on  C i Twitter T i LinkedIn gathering contact  tool Facebook information Q16. How do you build relationships with passive talent? Q ? LinkedIn Confidential – Do Not Distribute
  • Utilizing social networks seen as the most essential recruiting trend g Most essential and long-lasting trends in recruiting 68% 52% 34% 31% Utilizing social and Upgrading Reducing spend on Boosting referral professional employment staffing firms programs networks branding Q30. Q30 What do you consider to be the 3 most essential and long lasting trends in recruiting? long-lasting LinkedIn Confidential – Do Not Distribute
  • Changing the Talent Acquisition Playing Field
  • 826 Friends Friends… LinkedIn Confidential – Do Not Distribute
  • I need a team of of… • International Finance Experts • That know Merger Arbitrage • 10+ years experience • Speak Cantonese • Hit the ground running on Monday LinkedIn Confidential – Do Not Distribute
  • HBS Survey of LinkedIn corporate clients - Source of Hire After less than 1 year using Source of Hires Overall Recruiter, 10% of hi R it f hires were already sourced via LinkedIn Q: In the last year, how many candidates did you hire at each level from each of the following tools? Harvard Business School - Field Study 2009 LinkedIn Confidential – Do Not Distribute
  • HBS Survey of LinkedIn corporate clients - Net Positive Response by Source p y Only LinkedIn Recruiter and Employee Referrals received a net positive response t iti Net Positive Response* by Source “Net Positive Response” = People who are really happy with source (+7) – people who are neutral or negative (+1, 2, 3, 4) LinkedIn Confidential – Do Not Distribute
  • Top 10 LinkedIn Tips for Recruiters
  • Top 10 LinkedIn Tips for Recruiters #1 C t and Create d Administer your Employee and Corporate Alumni Group
  • Top 10 LinkedIn Tips for Recruiters #2 I Improve your Company Profile page
  • Top 10 LinkedIn Tips for Recruiters #3 J i relevant Join l t industry and recruiting groups
  • Top 10 LinkedIn Tips for Recruiters #4 U S Use Savedd Searches
  • Top 10 LinkedIn Tips for Recruiters #5 U R f Use Reference Search functionality
  • Top 10 LinkedIn Tips for Recruiters #6 B d Broadcast Job tJ b Openings via your Status bar
  • Top 10 LinkedIn Tips for Recruiters #7 A k & Answer Ask A Questions
  • Top 10 LinkedIn Tips for Recruiters #8 C t Polls Create P ll
  • Top 10 LinkedIn Tips for Recruiters #9 U Li k dI Use LinkedIn Applications
  • Top 10 LinkedIn Tips for Recruiters #10 C t Events Create E t
  • Future / Predictions LinkedIn Confidential – Do Not Distribute
  • Social Media Predictions Jeremy Owyang, Forrester “Social networks will become next-generation CRM systems” Will become the “intermediary between brands and consumers ” intermediary consumers. Pete Blackshaw, Nielsen Online Timeless truths will reemerge – “friendship must be earned, fame is fleeting, excess begets backlash, it always pays to listen, and credibility is our most enduring…asset” Joseph Jaffe, Crayon Social Search – “Just when you thought search was saturating or mainstreaming, we think there’s going to be explosive new functionality which will make search even more valuable” g g p y Charlene Li, Author of Groundswell Exclusivity trumps accessibility. “Having thousands of friends becomes ‘so 2008’ and defriending becomes the hot new trend…The movement is rooted in a desire to have quality, not quantity…” Scott Monty, Ford Motor Co. The future is about the “human element – the opportunity to build a relationship that isn’t necessarily centered around a single t il t d d i l transaction. These will b cumulative events and ti Th ill be l ti t d interactions that will build brand loyalty for the companies that pay attention to them.” LinkedIn Confidential – Do Not Distribute
  • Thank you!