Cutting through the Noise-  Simplifying & Socializing Presented by: Alison Engelsman @alisonengelsman [email_address]
<ul><li>Social Networking 101, taking off the mask to discover what is it really? </li></ul><ul><li>Getting Connected: Who...
Deconstruction Plan <ul><li>What is Social Media? </li></ul><ul><li>Why is it important in Recruiting? </li></ul><ul><li>D...
Social Definitions <ul><li>Social Media:   </li></ul><ul><ul><li>Media designed to be disseminated through social interact...
Social Media Revolution
Why is it important in Recruitment? <ul><li>Keep up with the times </li></ul><ul><li>Recruitment function is evolving with...
Jobvite- 2009 Social Recruitment Survey Results
And Yet… <ul><li>85% do not have an effective strategy for finding candidates on blogs </li></ul><ul><li>51% do not have a...
Nielsen Top 10 Web Brands- December 2009
Social Networks vs. Job Boards www.compete.com
Facebook & Twitter Engagement www.comscore.com   <ul><li>Twitter Users had an average of  300 followers  in January 2010, ...
Building Your Social Recruiting Framework
Phase I <ul><li>Securing Buy-In </li></ul><ul><li>Developing a Policy </li></ul>
Securing Buy-In
<ul><li>Determine who you can partner with to educate and strategize- Marketing, Communications, Sales, Legal </li></ul><u...
Policy and Governance
Cross-Business Utilization
<ul><li>76% of companies are choosing to block social networking (ScanSafe) </li></ul><ul><li>45% of companies using socia...
Policy Attributes to Consider <ul><li>Define the purpose of social media in context to your company- be positive </li></ul...
<ul><li>Set time limitations:  “The use of social media during work hours must be work related”  aka  “don’t forget your d...
Resources: <ul><li>Social Media Policy Examples: http://123socialmedia.com/2009/01/23/social-media-policy-examples /   </l...
Phase II <ul><li>WHOA! </li></ul><ul><li>Strategy </li></ul><ul><ul><li>Tools </li></ul></ul><ul><ul><li>Integration </li>...
<ul><li>W atch </li></ul><ul><li>H ear </li></ul><ul><li>O bserve </li></ul><ul><li>A bsorb </li></ul>
Follow the Community Jobvite- 2009 Social Recruitment Survey Results
Beyond the Big “3” www.briansolis.com
Strategy <ul><li>What is your current recruitment strategy? </li></ul>Job Postings Website Social Networks Search Engines ...
<ul><li>How will this work with your other components? </li></ul><ul><li>What are you trying to accomplish? Can it be atta...
Tools & Resources <ul><li>Identify which social networks to utilize </li></ul><ul><li>Syndicate content across multiple ne...
Integration <ul><li>How are you going to implement? </li></ul><ul><li>How do you create the experience? </li></ul><ul><li>...
 
 
 
What’s my ROI?
Metrics <ul><li>Number of Fans, Followers, Connections </li></ul><ul><li>Volume of comments and discussions </li></ul><ul>...
Phase III <ul><li>Engagement </li></ul>
Engage and Communicate <ul><li>Not Advertising </li></ul><ul><li>Engage in conversations- 2 way dialogue </li></ul><ul><li...
Adding Your Voice <ul><li>Develop a publishing calendar </li></ul><ul><ul><li>Know who wants to participate and when </li>...
<ul><li>Authenticity and Transparency </li></ul><ul><ul><li>Bring value </li></ul></ul><ul><ul><li>Be true to you and your...
Twitter More HR Tweeps: #shrm, #ere, #HR, #recruiter
Facebook
Phase IV <ul><li>Evaluation and Adjustments </li></ul>
Metrics <ul><li>Number of Fans, Followers, Connections </li></ul><ul><li>Volume of comments and discussions </li></ul><ul>...
Repeat the Process <ul><li>Social Recruiting is a lot of trial and error </li></ul><ul><li>Need to determine what works an...
Q & A
Thank You! <ul><li>Twitter: @alisonengelsman </li></ul><ul><li>LinkedIn:  www.linkedin.com/in/alisonengelsman   </li></ul>...
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Cutting Through The Noise: Simplifying & Socializing (Updated 2/10)

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Cutting through the Noise- Simplifying & Socializing (Updated 2/10) is about taking a step back and revealing that underneath all the “noise” of social media there is a solid communication tool that, if used correctly, can have a positive impact on an organization's recruiting efforts. This is an encore presentation originally given at HR Tampa in September 2009, although this version includes updates within the industry and more current statistics. Presented at the SHRM Jacksonville monthly meeting, February 2010.

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Cutting Through The Noise: Simplifying & Socializing (Updated 2/10)

  1. 1. Cutting through the Noise- Simplifying & Socializing Presented by: Alison Engelsman @alisonengelsman [email_address]
  2. 2. <ul><li>Social Networking 101, taking off the mask to discover what is it really? </li></ul><ul><li>Getting Connected: Who, What, Where, Why and How? </li></ul><ul><li>How do you make a difference? Adding your voice to the conversation to impact your company/employer brand, recruitment strategy, employee retention and referrals, training program/company updates and overall, lead your organization </li></ul><ul><li>Risk Management and Policy: What are the opportunities and where are the liabilities? How do you protect your organization and avert danger? </li></ul><ul><li>Getting Ahead: Time management skills and maximizing your efforts to enhance your networking activities in converting candidates to hires as well as building a pipeline </li></ul><ul><li>Beyond the Bandwagon- emerging trends and where this is all heading </li></ul>
  3. 3. Deconstruction Plan <ul><li>What is Social Media? </li></ul><ul><li>Why is it important in Recruiting? </li></ul><ul><li>Developing the Framework </li></ul><ul><li>Q+A </li></ul>
  4. 4. Social Definitions <ul><li>Social Media: </li></ul><ul><ul><li>Media designed to be disseminated through social interaction (Wikipedia) </li></ul></ul><ul><ul><li>User generated </li></ul></ul><ul><ul><li>Conversation can be initiated by either party (IAB) </li></ul></ul><ul><ul><li>Encourages participation and collaboration with the goal of re-using content (Naaman- The Ayman and Naaman Show) </li></ul></ul><ul><li>Social Recruiting: </li></ul><ul><ul><li>Using social media to Engage, Attract and Recruit Talent …plus Retain Talent! </li></ul></ul>
  5. 5. Social Media Revolution
  6. 6. Why is it important in Recruitment? <ul><li>Keep up with the times </li></ul><ul><li>Recruitment function is evolving within organizations </li></ul><ul><ul><li>Driving business objectives and financial goals </li></ul></ul><ul><ul><li>Mentor executive leadership in organization development and workforce planning </li></ul></ul><ul><li>Find top talent </li></ul><ul><ul><li>Shift to dynamic interaction using collaboration within communities </li></ul></ul><ul><ul><li>Broaden sourcing reach and depth of talent pool </li></ul></ul><ul><ul><li>Nurture relationships- external and internal </li></ul></ul>
  7. 7. Jobvite- 2009 Social Recruitment Survey Results
  8. 8. And Yet… <ul><li>85% do not have an effective strategy for finding candidates on blogs </li></ul><ul><li>51% do not have an effective strategy for finding candidates on social networks such as Facebook and LinkedIn </li></ul><ul><li>53% do not have an effective strategy for finding candidates using major search engines such as Google or Live.com </li></ul><ul><li>82% percent do not have an effective strategy for Search Engine Marketing (SEM) </li></ul><ul><li>74% do not have an effective strategy for Search Engine Optimization (SEO) </li></ul>Arbita- Recruitment Genome Project 2009
  9. 9. Nielsen Top 10 Web Brands- December 2009
  10. 10. Social Networks vs. Job Boards www.compete.com
  11. 11. Facebook & Twitter Engagement www.comscore.com <ul><li>Twitter Users had an average of 300 followers in January 2010, versus about 70 in July 2009. (328% increase) </li></ul><ul><li>In January 2010, the average Twitter user had made 420 updates , compared with 120 in July 2009. (250% increase) </li></ul>www.emarketer.com
  12. 12. Building Your Social Recruiting Framework
  13. 13. Phase I <ul><li>Securing Buy-In </li></ul><ul><li>Developing a Policy </li></ul>
  14. 14. Securing Buy-In
  15. 15. <ul><li>Determine who you can partner with to educate and strategize- Marketing, Communications, Sales, Legal </li></ul><ul><li>Identify your resources: people, time, budget, tools, skill sets </li></ul><ul><li>Prioritize needs based on business objectives: </li></ul><ul><ul><li>Reduce 3 rd party fees? </li></ul></ul><ul><ul><li>Enhance pipeline of talent? </li></ul></ul><ul><ul><li>Reduce time to fill? </li></ul></ul><ul><ul><li>Competition is already active? </li></ul></ul><ul><ul><li>Diversity/Retention/New Type of Talent? </li></ul></ul>
  16. 16. Policy and Governance
  17. 17. Cross-Business Utilization
  18. 18. <ul><li>76% of companies are choosing to block social networking (ScanSafe) </li></ul><ul><li>45% of companies using social networking sites to research job candidates (Careerbuilder) </li></ul><ul><li>15% of companies have disciplined an employee for violating sharing/posting policies (Proofpoint Study) </li></ul><ul><li>29% of US companies have a Social Media Policy in Place (Manpower Study- 2/2010) </li></ul><ul><li>49% of employees say “NO” a company policy will not make you change your online behavior (Deloitte Study) </li></ul>
  19. 19. Policy Attributes to Consider <ul><li>Define the purpose of social media in context to your company- be positive </li></ul><ul><li>Develop Common Sense Guidelines: </li></ul><ul><ul><li>Exercise good judgment- think twice before posting </li></ul></ul><ul><ul><li>Be authentic - identify yourself </li></ul></ul><ul><ul><li>Add Value- contribute thoughts, experiences, observations and opinions </li></ul></ul><ul><ul><li>Protect company interests and YOUR privacy </li></ul></ul>
  20. 20. <ul><li>Set time limitations: “The use of social media during work hours must be work related” aka “don’t forget your day job” (IBM) </li></ul><ul><li>Integrate into Job Training and On-Boarding Processes </li></ul><ul><li>What will the repercussions be for policy violations? </li></ul><ul><li>“ Educate and Trust…short and sweet” @RichardAtDell </li></ul>
  21. 21. Resources: <ul><li>Social Media Policy Examples: http://123socialmedia.com/2009/01/23/social-media-policy-examples / </li></ul><ul><li>Cheat Sheet on Employment Discrimination and New Media: http://www.ere.net/2009/09/10/cheat-sheet-on-employment-discrimination-and-new-media / </li></ul><ul><li>2009 Deloitte LLP Ethics & Workplace Survey: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/us_2009_ethics_workplace_survey_220509.pd f </li></ul>
  22. 22. Phase II <ul><li>WHOA! </li></ul><ul><li>Strategy </li></ul><ul><ul><li>Tools </li></ul></ul><ul><ul><li>Integration </li></ul></ul><ul><ul><li>Metrics </li></ul></ul>
  23. 23. <ul><li>W atch </li></ul><ul><li>H ear </li></ul><ul><li>O bserve </li></ul><ul><li>A bsorb </li></ul>
  24. 24. Follow the Community Jobvite- 2009 Social Recruitment Survey Results
  25. 25. Beyond the Big “3” www.briansolis.com
  26. 26. Strategy <ul><li>What is your current recruitment strategy? </li></ul>Job Postings Website Social Networks Search Engines Referrals
  27. 27. <ul><li>How will this work with your other components? </li></ul><ul><li>What are you trying to accomplish? Can it be attained via social media? </li></ul><ul><li>What value can you add to the community? </li></ul><ul><li>Contingency Plan? Disaster Action Plan? </li></ul><ul><li>What are your competitors doing or not doing? </li></ul><ul><li>Do you have the right tools and resources? </li></ul>
  28. 28. Tools & Resources <ul><li>Identify which social networks to utilize </li></ul><ul><li>Syndicate content across multiple networks </li></ul><ul><li>Reputation Management </li></ul><ul><li>How will the designated tools meet metric requirements? </li></ul><ul><li>Tap into Marketing’s experience </li></ul>
  29. 29. Integration <ul><li>How are you going to implement? </li></ul><ul><li>How do you create the experience? </li></ul><ul><li>What about segmentation? </li></ul><ul><li>Maintaining consistency and connecting the pieces? </li></ul>
  30. 33. What’s my ROI?
  31. 34. Metrics <ul><li>Number of Fans, Followers, Connections </li></ul><ul><li>Volume of comments and discussions </li></ul><ul><li>Number of videos uploaded </li></ul><ul><li>Times links are opened or shared </li></ul><ul><li>Number of subscribers </li></ul><ul><li>Volume of noise </li></ul><ul><li>Content of the conversation </li></ul><ul><li>Web Analytics </li></ul><ul><li>Quality/Quantity of resumes received </li></ul><ul><li>Type of talent within your network </li></ul><ul><li>Online vs. In Person Networking </li></ul><ul><li>Quality of Fans, Followers, Connections </li></ul><ul><li>Distribution of budget for talent </li></ul><ul><li>Amount of time invested in social recruiting </li></ul><ul><li>Repeat traffic </li></ul><ul><li>Use Polls and Surveys </li></ul><ul><li>Keep track of what ISN’T working </li></ul><ul><li>Trending between conversations and business revenue </li></ul>
  32. 35. Phase III <ul><li>Engagement </li></ul>
  33. 36. Engage and Communicate <ul><li>Not Advertising </li></ul><ul><li>Engage in conversations- 2 way dialogue </li></ul><ul><li>Building community </li></ul><ul><li>Sharing QUALITY content not SPAM </li></ul><ul><li>Not always about YOU </li></ul>
  34. 37. Adding Your Voice <ul><li>Develop a publishing calendar </li></ul><ul><ul><li>Know who wants to participate and when </li></ul></ul><ul><ul><li>Add to job responsibilities and objectives </li></ul></ul><ul><ul><li>Expand participants- intern, entry level, mid level, management, leadership; industry guests </li></ul></ul><ul><li>Show your knowledge </li></ul><ul><ul><li>High volume of noise = uniqueness </li></ul></ul><ul><ul><li>Help become a destination for quality content (industry, career related, geo-location, volunteer options, etc.) </li></ul></ul>
  35. 38. <ul><li>Authenticity and Transparency </li></ul><ul><ul><li>Bring value </li></ul></ul><ul><ul><li>Be true to you and your organization </li></ul></ul><ul><ul><li>Don’t stand on brand alone </li></ul></ul>
  36. 39. Twitter More HR Tweeps: #shrm, #ere, #HR, #recruiter
  37. 40. Facebook
  38. 41. Phase IV <ul><li>Evaluation and Adjustments </li></ul>
  39. 42. Metrics <ul><li>Number of Fans, Followers, Connections </li></ul><ul><li>Volume of comments and discussions </li></ul><ul><li>Number of videos uploaded </li></ul><ul><li>Times links are opened or shared </li></ul><ul><li>Number of subscribers </li></ul><ul><li>Volume of noise </li></ul><ul><li>Content of the conversation </li></ul><ul><li>Web Analytics </li></ul><ul><li>Quality/Quantity of resumes received </li></ul><ul><li>Type of talent within your network </li></ul><ul><li>Online vs. In Person Networking </li></ul><ul><li>Quality of Fans, Followers, Connections </li></ul><ul><li>Distribution of budget for talent </li></ul><ul><li>Amount of time invested in social recruiting </li></ul><ul><li>Repeat traffic </li></ul><ul><li>Use Polls and Surveys </li></ul><ul><li>Keep track of what ISN’T working </li></ul><ul><li>Trending between conversations and business revenue </li></ul>
  40. 43. Repeat the Process <ul><li>Social Recruiting is a lot of trial and error </li></ul><ul><li>Need to determine what works and what doesn’t </li></ul><ul><li>You won’t always get it right, don’t expect too </li></ul><ul><li>Understand that this takes TIME </li></ul><ul><li>Have fun with it! </li></ul>
  41. 44. Q & A
  42. 45. Thank You! <ul><li>Twitter: @alisonengelsman </li></ul><ul><li>LinkedIn: www.linkedin.com/in/alisonengelsman </li></ul><ul><li>Email: [email_address] </li></ul><ul><li>Give me a jingle: 708-358-0362 </li></ul>

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