Talent is Social: Sourcing & Vetting Candidates via Social Media

TALENT IS SOCIAL Using social media to match your company with the best employees. A presentweetion for the time-starved. ERIC WEAVER, TRIBAL DDB Social Media 101 Conference September 25, 2009

Excess hype, overshare, pokes, "how well do you know me" quizzes, stalkers. Who’d use this for ﬁnding “talent”? #GottaBeKidding 1:51 PM Sep 25 from PowerPoint 2

BOOMERS = propriety. Trained in formalities, don’t o end, guarded means safe, not so great with “random.” Suit & tie = trust. 1:52 PM Sep 25 from PowerPoint GENS X&Y = a nity. Formalities ignored, sharing means ﬁnding, tech is easy, random is life. Consider your lens. Suit & tie = distrust. 1:52 PM Sep 25 from PowerPoint 3

My last 3 jobs came thru social media. Like online dating, SocMed provides more info than ever before. Geography unimportant. 1:53 PM Sep 25 from PowerPoint SocMed also introduces new risks for all parties. Let's talk abt tools, approaches & how employers/employees can beneﬁt by going social. 1:54 PM Sep 25 from PowerPoint 4

TRADITIONAL SPRAY-AND-PRAY JOB SEARCH: org opens job req, publicizes, resumes ﬂood in, recruiters sift, candidates validated, o er made. 1:54 PM Sep 25 from PowerPoint REALITIES: recruiters overwhelmed, no incentive/ no way to vet all applicants. They resort to employee referrals & online search. 1:55 PM Sep 25 from PowerPoint REALITIES: As a door-knocker, you are making the ask for time, attention from time-starved recruiters acting as gauntlets. Most rejected. 1:55 PM Sep 25 from PowerPoint REALITIES: Less data = more risk. Everyone’s hopes piled up on questionable opportunities, questionable candidates. #WhyAgain? 1:55 PM Sep 25 from PowerPoint 5

RISK FOR RECRUITERS: dysfunctional/ﬂaky/bad hires=wasted $$, reputation loss, damaged teams. How trustworthy is this candidate? 1:56 PM Sep 25 from PowerPoint RISK FOR CANDIDATES: sharky envirnmts, employer loyalty gone, salary not assured. What will boss be like? How trustworthy is this employer? 1:56 PM Sep 25 from PowerPoint 6

TRUST IS ALREADY BEING DETERMINED ONLINE. Your company is already being talked about. Best to engage rather than avoid. 1:57 PM Sep 25 from PowerPoint 7

Candidates, don’t get too smarmy. What happens when LinkedIn adopts Yelp- or eBay-like performance ratings? 1:57 PM Sep 25 from PowerPoint “Jim flaked on a key project during our rebranding efforts. He never delivered agreed-upon assets and we were forced to terminate our relationship. Beware: bad hire!” July 27, 2009 Jon Connolly, President/CEO, Iris Media, Inc. was with another company when working with Jim at ItCouldHappen LLC 8

REALITY: both employers and candidates need to be found and build trust through social channels. less than a minute ago - Comment - Like 9

BIG REASON #1: the more u put out there about your company or yourself, the more likely u are to be found by the ppl who would dig u most. 1:59 PM Sep 25 from PowerPoint 10

BIG REASON #2: the more you put yourself out there, the more likely people will TRUST you know what the hell ur talking abt. #werd 2:00 PM Sep 25 from PowerPoint 11

Employers: let’s look at sourcing & vetting talent. less than a minute ago - Comment - Like 12

WHY SOCIAL MEDIA FOR SOURCING? Resumes never tell the full picture. Passions? Quirks? Work habits? 2:02 PM Sep 25 from PowerPoint 13

2MM people signing up for LinkedIn EVERY MONTH. 80% of companies using it to ﬁnd employees. Vs. 50000 job boards. One place to look! 2:03 PM Sep 25 from PowerPoint 14

RT @ElaineVarelas: “Job bds used less & less by emplyrs as a source for new candidates.” 2:04 PM Sep 25 from PowerPoint RT @LinkedIn: “Easier to source hard-to-ﬁnd professionals using social networks.” 2:04 PM Sep 25 from PowerPoint Work & personal lives rarely separated anymore. When we boomers separate the two, GenX assumes we’re concealing stu . Trust key to hiring! 2:04 PM Sep 25 from PowerPoint 15

Eric Weaver WATCHOUTS: Don’t shotgun JDs onto any soc netwk you ﬁnd. Bad form. Also, check ur soc netwk emails daily. September 25 at 2:05pm - Comment - Like - See Wall-to-Wall 16

VETTING CANDIDATES: proof of work experience, thought leadership, relationships, tenure, public blowups, fraud. Even cheesecake pix. 2:06 PM Sep 25 from PowerPoint LinkedIn testimonials can be reciprocal. Chk pipl.com, zoominfo.com, youtube, flickr. Chk sales figure claims, online "fights." A big deal? 2:07 PM Sep 25 from PowerPoint Do they badmouth former (worse: existing) employers online? Realize: it’s often in a venting-to-peers context. 2:07 PM Sep 25 from PowerPoint 17

MANAGING EMPLOYEES: Twitter, Facebook mean that info, photos can & are often shared w/world. RT @emarketer: 29MM smartphones in US! 2:07 PM Sep 25 from PowerPoint Some employers banning any social sites to force getting wk done. Problem: this turns a deaf ear to important external conversation. 2:07 PM Sep 25 from PowerPoint Most emplyees not out to damage brand. RT @sharlyn_lauby: blogging guidelines crucial. Focus on what they CAN do, rather than don'ts. 2:08 PM Sep 25 from PowerPoint 18

TIP: Measure what employees get done, not social time. Good old-fashioned performance measurement, done through hands-on management, works. 2:09 PM Sep 25 from PowerPoint 19

PR crises can happen in the blink of an eye. Set up listening tools to monitor blogosphere & avoid getting blindsided. Ex: @dominos 2:10 PM Sep 25 from PowerPoint 20

LEVERAGE UR EMPLOYEES: their content extends mktg e orts, shows “real” side of biz. Ex: @Deloitte held empl ﬁlm festival telling comp story. 2:11 PM Sep 25 from PowerPoint When employees are engaged, they often produce more work—and on their own time. Foster creativity and esprit d’corps. 2:11 PM Sep 25 from PowerPoint UPDATE EMPLOYEE HANDBOOK! Acknldge right to persnl time, expression; claim the right to the brand; connect their activities to the brand. 2:12 PM Sep 25 from PowerPoint 21

Employees: be found. Demonstrate others’ trust. less than a minute ago - Comment - Like 22

The new job search is about BEING FOUND, not knocking on unmarked doors—or worse, busting them down. Don’t be a stalker on a mission. 2:12 PM Sep 25 from PowerPoint The bigger ur online intellectual footprint, the more likely u will be found by the rt people. But also, be interesting, personable, real. 2:12 PM Sep 25 from PowerPoint This way, you’re in the driver’s seat. Less likely to be blocked/deleted. They’ll vet u, & when they call, you’ll know they’re interested. 2:13 PM Sep 25 from PowerPoint 23

The same mktg tactics u hate (spam, bombardment, interruption) annoy recruiters, companies. Let ur value speak for itself. Let 'em ﬁnd u. 2:13 PM Sep 25 from PowerPoint 24

Spray and Pray dressed up as social media. This is monologue, not discussion. Chk out # of comments. DON’T BE THIS GUY. 2:14 PM Sep 25 from PowerPoint 25

RULES OF ENGAGEMENT: honesty (lies are outed). O er proof everywhere. Be relatable. Flu /glitz not req'd; clarity/brevity/audibility are! 2:15 PM Sep 25 from PowerPoint 26

MORAL OF THE STORY: this is all about TRUST. That you are (Employer, Employee) who you say you are. That you will not injure the other. 2:16 PM Sep 25 from PowerPoint 27

THANK YOU slides: slideshare.net/weave presentweetion: @presentweetion me: @weave company: tribalddb.ca

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Talent is Social: Sourcing & Vetting Candidates via Social Media

by Eric Weaver on Sep 25, 2009

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Talent is Social: Sourcing & Vetting Candidates via Social Media — Presentation Transcript