Cutting through the Noise- Simplifying & Socializing

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Cutting through the Noise- Simplifying & Socializing 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. Presented at the HR Tampa Expo, September 2009.

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  • Cutting through the Noise- Simplifying & Socializing

    1. 1. Cutting through the Noise- Simplifying & Socializing Presented by: Alison Engelsman @alisonengelsman alison.engelsman@shaker.com
    2. 2. • Social Networking 101, taking off the mask to discover what is it really? • Getting Connected: Who, What, Where, Why and How? • 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 • Risk Management and Policy: What are the opportunities and where are the liabilities? How do you protect your organization and avert danger? • 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 • Beyond the Bandwagon- emerging trends and where this is all heading
    3. 3. Deconstruction Plan What is Social Media? Why is it important in Recruiting? Developing the Framework Q+A
    4. 4. Social Definitions Social Media: • Media designed to be disseminated through social interaction (Wikipedia) • User generated • Conversation can be initiated by either party (IAB) • Encourages participation and collaboration with the goal of re-using content (Naaman- The Ayman and Naaman Show) Social Recruiting: • Using social media to Engage, Attract and Recruit Talent…plus Retain Talent!
    5. 5. Social Media Revolution
    6. 6. Why is it important in Recruitment? • Keep up with the times • Recruitment function is evolving within organizations • Driving business objectives and financial goals • Mentor executive leadership in organization development and workforce planning • Find top talent • Shift to dynamic interaction using collaboration within communities • Broaden sourcing reach and depth of talent pool • Nurture relationships- external and internal
    7. 7. Jobvite- 2009 Social Recruitment Survey Results
    8. 8. Jobvite- 2009 Social Recruitment Survey Results
    9. 9. And Yet… • 85% do not have an effective strategy for finding candidates on blogs • 51% do not have an effective strategy for finding candidates on social networks such as Facebook and LinkedIn • 53% do not have an effective strategy for finding candidates using major Text search engines such as Google or Live.com • 82% percent do not have an effective strategy for Search Engine Marketing (SEM) • 74% do not have an effective strategy for Search Engine Optimization (SEO Arbita- Recruitment Genome Project 2009
    10. 10. comScore Top 50- July
    11. 11. Social Networks vs. Job Boards www.compete.com
    12. 12. Social Networks vs. Job Boards www.compete.com
    13. 13. Building Your Social Recruiting Framework
    14. 14. Phase I • Securing Buy-In • Developing a Policy
    15. 15. Securing Buy-In
    16. 16. Securing Buy-In
    17. 17. Securing Buy-In
    18. 18. • Determine who you can partner with to educate and strategize- Marketing, Communications, Sales, Legal • Identify your resources: people, time, budget, tools, skill sets • Prioritize needs based on business objectives: • Reduce 3rd party fees? • Enhance pipeline of talent? • Reduce time to fill? • Competition is already active? • Diversity/Retention/New Type of Talent?
    19. 19. Policy and Governance
    20. 20. • 76% of companies are choosing to block social networking (ScanSafe)
    21. 21. • 76% of companies are choosing to block social networking (ScanSafe) • 45% of companies using social networking sites to research job candidates (Careerbuilder)
    22. 22. • 76% of companies are choosing to block social networking (ScanSafe) • 45% of companies using social networking sites to research job candidates (Careerbuilder) • Millenials (Digital Natives) make up 20% of the U.S. population, more than 80 million born between 1977 and 1995 (bnet.com)
    23. 23. Policy Attributes to Consider • Define the purpose of social media in context to your company- be positive • Develop Common Sense Guidelines: • Exercise good judgment- think twice before posting • Be authentic, be you • Protect company interests • Build with Legal, Marketing and PR • Integrate into Job Training • Don’t Overreact
    24. 24. Resources: • Social Media Policy Examples: http://123socialmedia.com/2009/01/23/social-media-policy- examples/ • Cheat Sheet on Employment Discrimination and New Media: http://www.ere.net/2009/09/10/cheat-sheet-on-employment- discrimination-and-new-media/ • 2009 Deloitte LLP Ethics & Workplace Survey: http://www.deloitte.com/assets/Dcom-UnitedStates/Local %20Assets/Documents/ us_2009_ethics_workplace_survey_220509.pdf
    25. 25. Phase II • WHOA! • Strategy • Tools • Integration • Metrics
    26. 26. • Watch • Hear • Observe • Absorb
    27. 27. Follow the Community Jobvite- 2009 Social Recruitment Survey Results
    28. 28. Beyond the Big “3” www.briansolis.com
    29. 29. Strategy • What is your current recruitment strategy? • What are you trying to accomplish? Can it be attained via social media? • What value can you add to the community? • Contingency Plan? Disaster Action Plan? • What are your competitors doing or not doing? • Do you have the right tools and resources?
    30. 30. Tools & Resources • Identify which social networks to utilize • Syndicate content across multiple networks • Reputation Management • How will the designated tools meet metric requirements? • Tap into Marketing’s experience
    31. 31. Integration • How are you going to implement? • How do you create the experience? • What about segmentation? • Maintaining consistency and connecting the pieces?
    32. 32. Metrics • Type of talent within your network • Number of Fans, Followers, Connections • Online vs. In Person Networking • Volume of comments and discussions • Quality of Fans, Followers, Connections • Number of videos uploaded • Distribution of budget for talent • Times links are opened or shared • Amount of time invested in social recruiting • Number of subscribers • Repeat traffic • Volume of noise • Use Polls and Surveys • Content of the conversation • Keep track of what ISN’T working • Web Analytics • Trending between conversations and business revenue • Quality/Quantity of resumes received
    33. 33. Phase III • Engagement
    34. 34. Engage and Communicate • Not Advertising • Engage in conversations- 2 way dialogue • Building community • Sharing QUALITY content not SPAM • Not always about YOU
    35. 35. Adding Your Voice • Develop a publishing calendar • Know who wants to participate and when • Add to job responsibilities and objectives • Expand participants- intern, entry level, mid level, management, leadership; industry guests • Show your knowledge • High volume of noise = uniqueness • Help become a destination for quality content (industry, career related, geo-location, volunteer options, etc.)
    36. 36. • Authenticity and Transparency • Bring value • Be true to you and your organization • Don’t stand on brand alone
    37. 37. Twitter More HR Tweeps: #shrm, #ere, #HR, #recruiter
    38. 38. Facebook
    39. 39. Facebook
    40. 40. Facebook
    41. 41. “Establishing a mutual level of trust between leadership and employees is one of the key challenges facing today’s workforce. As leaders continually look for new and creative ways to engage and retain talent in an intensely competitive market, one strategy that delivers positive results is transparency and openness in communications between leadership and employees…[it] is the ultimate key to building a loyal and productive workforce.” Sharon L. A*en, Chairman of the Board, Delotitte LLP
    42. 42. Phase IV • Evaluation and Adjustments
    43. 43. Metrics • Type of talent within your network • Number of Fans, Followers, Connections • Online vs. In Person Networking • Volume of comments and discussions • Quality of Fans, Followers, Connections • Number of videos uploaded • Distribution of budget for talent • Times links are opened or shared • Amount of time invested in social recruiting • Number of subscribers • Repeat traffic • Volume of noise • Use Polls and Surveys • Content of the conversation • Keep track of what ISN’T working • Web Analytics • Trending between conversations and business revenue • Quality/Quantity of resumes received
    44. 44. Repeat the Process • Social Recruiting is a lot of trial and error • Need to determine what works and what doesn’t • You won’t always get it right, don’t expect too • Understand that this takes TIME • Have fun with it!
    45. 45. Q&A
    46. 46. Thank You! Twitter: @alisonengelsman LinkedIn: www.linkedin.com/in/alisonengelsman Email: alison.engelsman@shaker.com Give me a jingle: 708-358-0362

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