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TALENT IS SOCIAL
Using social media to match your company with the best employees.
A presentweetion for the time-starved.
...
Excess hype, overshare,
pokes, "how well do you know
me" quizzes, stalkers. Who’d
use this for finding “talent”?
#GottaBeKi...
BOOMERS = propriety. Trained in formalities, don’t
o end, guarded means safe, not so great with “random.”
Suit & tie = tru...
My last 3 jobs came thru social media. Like online
dating, SocMed provides more info than ever before.
Geography unimporta...
TRADITIONAL SPRAY-AND-PRAY JOB SEARCH: org
opens job req, publicizes, resumes flood in,
recruiters sift, candidates validat...
RISK FOR RECRUITERS: dysfunctional/flaky/bad
hires=wasted $$, reputation loss, damaged teams.
How trustworthy is this candi...
TRUST IS ALREADY BEING DETERMINED
ONLINE. Your company is already being talked
about. Best to engage rather than avoid.
1:...
Candidates, don’t get too smarmy. What
                    happens when LinkedIn adopts Yelp- or
                         ...
REALITY: both employers and candidates need to
be found and build trust through social channels.
less than a minute ago - ...
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 w...
BIG REASON #2: the more you put yourself
out there, the more likely people will TRUST
you know what the hell ur talking ab...
Employers: let’s look at sourcing & vetting talent.
less than a minute ago - Comment - Like




                          ...
WHY SOCIAL MEDIA
FOR SOURCING?
Resumes never tell the
full picture. Passions?
Quirks? Work habits?
2:02 PM Sep 25 from Pow...
2MM people signing up for LinkedIn EVERY MONTH. 80% of
companies using it to find employees. Vs. 50000 job boards.
One plac...
RT @ElaineVarelas: “Job bds used
less & less by emplyrs as a source
for new candidates.”
2:04 PM Sep 25 from PowerPoint


...
Eric Weaver WATCHOUTS: Don’t shotgun
JDs onto any soc netwk you find. Bad form.
Also, check ur soc netwk emails daily.
Sept...
VETTING CANDIDATES: proof of work
experience, thought leadership, relationships,
          tenure, public blowups, fraud. ...
MANAGING EMPLOYEES: Twitter, Facebook
mean that info, photos can & are often shared
w/world. RT @emarketer: 29MM smartphon...
TIP: Measure what employees get done, not
social time. Good old-fashioned performance
measurement, done through hands-on
m...
PR crises can happen in the
blink of an eye. Set up
listening tools to monitor
blogosphere & avoid getting
blindsided. Ex:...
LEVERAGE UR EMPLOYEES: their content
extends mktg e orts, shows “real” side of biz.
Ex: @Deloitte held empl film festival t...
Employees: be found. Demonstrate others’ trust.
less than a minute ago - Comment - Like




                              ...
The new job search is about BEING FOUND, not
knocking on unmarked doors—or worse,
busting them down. Don’t be a stalker on...
The same mktg
tactics u hate (spam,
bombardment,
interruption) annoy
recruiters,
companies. Let ur
value speak for itself....
Spray and Pray
dressed up as social
media. This is
monologue, not
discussion. Chk out #
of comments. DON’T
BE THIS GUY.
2:...
RULES OF ENGAGEMENT: honesty (lies
are outed). O er proof everywhere.
Be relatable. Flu /glitz not req'd;
clarity/brevity/...
MORAL OF THE STORY: this is all about TRUST. That
you are (Employer, Employee) who you say you are.
That you will not inju...
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

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"Talent is Social" is a presentweetion (PPT delivered in 140-character chunks) aimed at organizations looking to use social media to source and vet candidates. It includes watchouts for companies once candidates have been hired and are using social media, and a few tips for jobseekers at the end.

This presentweetion was created for the Social Media 101 Conference held on 9/25/09 at Microsoft Campus in Bellevue, Washington.

While I have managed many teams over the years and have run my own agency, I am neither a lawyer nor an HR professional and consequently welcome all commentary and dialogue.

Published in: Career, Business, Technology

Transcript of "Talent is Social: Sourcing & Vetting Candidates via Social Media"

  1. 1. 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
  2. 2. 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
  3. 3. 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
  4. 4. 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
  5. 5. 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
  6. 6. 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
  7. 7. 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
  8. 8. 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
  9. 9. REALITY: both employers and candidates need to be found and build trust through social channels. less than a minute ago - Comment - Like 9
  10. 10. 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
  11. 11. 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
  12. 12. Employers: let’s look at sourcing & vetting talent. less than a minute ago - Comment - Like 12
  13. 13. WHY SOCIAL MEDIA FOR SOURCING? Resumes never tell the full picture. Passions? Quirks? Work habits? 2:02 PM Sep 25 from PowerPoint 13
  14. 14. 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
  15. 15. 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
  16. 16. 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
  17. 17. 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
  18. 18. 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
  19. 19. 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
  20. 20. 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
  21. 21. 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
  22. 22. Employees: be found. Demonstrate others’ trust. less than a minute ago - Comment - Like 22
  23. 23. 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
  24. 24. 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
  25. 25. 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
  26. 26. 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
  27. 27. 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
  28. 28. THANK YOU slides: slideshare.net/weave presentweetion: @presentweetion me: @weave company: tribalddb.ca
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