A 10-step Guide for Developing a Social Media Strategy for Recruiting

A 10-step Guide for Developing a Social Media Strategy for Recruiting Jason Corsello Elaine Orler Vice President Vice President Knowledge Infusion Knowledge Infusion

About Knowledge Infusion •  Leader in human capital Knowledge management, talent management & social collaboration consulting, advisory and intelligence services Passion Talent •  Ranked #3 fastest growing private companies in region Partnership Celebration Trust •  Headquartered in Minneapolis, Minnesota with offices throughout US •  Over 250 global customers including MetLife, Turner Broadcasting (CNN), Luxottica Group (Sunglass Hut), Intuit, Fairmont Raffles Hotels, Clorox, Target •  Largest online human capital management community…with over 2,500 members

Strategic Advisors Throughout Your Journey

Companies Are Becoming More Comfortable with Social Networks What best describes your organiza3ons approach to social networking  sites like Facebook, MySpace and LinkedIn? (select one)  We are currently  evalua@ng ways to  I don't know  leverage social  18%  networking sites to  extend our  organiza@on  34%  My IT department  currently block those  sites within our  enterprise  23%  My organiza@on uses  social networking sites  freely and openly  25%  Source: 2008 Knowledge Infusion & HR Executive Magazine Talent Management & Social Software Survey N = 201

Social Networks Are Becoming More Effective Please rank the most effec3ve tools and technologies for your  company’s recrui3ng efforts  Na@onal job boards  20%  34%  37%  8%  Internet search  10%  23%  43%  6%  Social networks  16%  23%  38%  7%  Very effec@ve  Effec@ve  Niche job boards  13%  32%  29%  5%  Somewhat effec@ve  Sourcing tools  6% 12%  22%  8%  Not at all effec@ve  Assessments  2% 16%  13%  8%  0%  20%  40%  60%  80%  100%  Source: 2009 Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey N = 167

Identifying the Risks with “Social” What are your biggest concerns with enterprise social soGware today?  (please select all that apply)  Sensi@ve data and informa@on become  exposed or geTng outside the company  Nascent market of technology vendors that are  s@ll unproven and immature  Employees was@ng @me/not doing their job  The technology becoming obsolete or outdated  quickly  0 10 20 30 40 50 60 70 Source: 2008 Knowledge Infusion & HR Executive Magazine Talent Management & Social Software Survey N = 201

Presence, Blogs and Wikis are the Most Popular Social Software Tools Today The following deﬁnes my company's current strategy for enterprise  social soGware and technologies. (select all that apply)  120 100 In use today 80 Plan to use within 12 months Plan to use within 24 months 60 Plan to use within 36 months No current plans to use 40 I don't know 20 0 Blogs Wiki/Document Discussion Corporate social Enterprise search Social Content Presence/instant collaboration threads networking and tagging bookmarking syndication (RSS) messaging

LinkedIn is the Most Popular Social Network In my recrui3ng eﬀorts for my organiza3on, I use the  following social networks  LinkedIn  82%  75%  Facebook  44%  25%  TwiXer  25%  0%  I do not use social networks  14%  21%  2009  for recrui@ng  MySpace  11%  2008  14%  Other  6%  7%  Classmates.com  0%  4%  0%  20%  40%  60%  80%  100%  Source: 2008 Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey Source: 2009 Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey N = 678 N = 167

LinkedIn Today •  Over 41 million professionals today (June 2009) •  LinkedIn adds 1 million new users every 17 days •  Highest per capita membership – Netherlands (due to cross-border business acumen) •  “Linkedin more accurate than resumes [due to] fear of lying in public.” - LinkedIn CEO Source: www.newin.linkedinlabs.com

Social Networks Most Important for Sourcing Prospective Candidates I use external social networks for…  90%  80%  80%  74%  68%  67%  70%  58%  60%  53%  49%  47%  50%  43%  36%  38%  40%  35%  2008  30%  2009 ‐ Current  24%  18%  2009 ‐ Planned  20%  11%  10%  0%  Not currently using  Pos@ng job  Crea@ng a discussion Research candidates Sourcing prospec@ve  social networks in  requisi@ons  with prospec@ve  during the interview  candidates  our sourcing and  employees  process  recrui@ng eﬀorts  Source: 2008 Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey Source: 2009 Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey N = 678 N = 167

Ten Steps For Developing a Social Media Strategy for Recruiting

1. Become A “Voyeur”

1. Become A “Voyeur” •  Watch & learn from others first •  Follow what others individuals are doing •  Watch what other companies are doing •  Leverage emerging technologies •  “Mobilize”

2. Engagement is a Two-Way Street

2. Engagement is a Two-Way Street Creating a positive candidate experience… •  Be responsive •  Be honest •  Be open •  Transparent = trust •  Create intimacy •  Makes collaboration a personal experience

3. Be Unique

3. Be Unique •  Video •  Discussion Threads •  “Fans” •  Polls •  Photos •  “Intern Experience” •  Twitter •  “Culture Brochure” •  Corporate Responsibility Source: http://www.facebook.com/ernstandyoungcareers?ref=nf

3. Be Unique •  Change the traditional job description when appropriate and opportunities •  “Crowdsourcing” is becoming the new job board! •  Take calculated risks •  Don’t be afraid to adjust course

4. Integrate the Social Experience

4. Integrate the Social Experience Sodexo offers over 16 “social” mediums to engage with prospective candidates

5. Be Authentic

6. Syndicate the Opportunity Fans ??? Followers ??? Connections ???

6. Syndicate the Opportunity

7. Ensure the Applicant Process Matches the Social Experience You can’t go from this… …to this!

8. Create Social Guidelines

8. Create Social Guidelines •  Establish rules of engagement •  Guidelines not “policies” •  Establish social governance models •  Guidelines should be continually evolving •  Align with company’s code of conduct and privacy policy

9. Encourage & Promote Executive Sponsorship

9. Encourage & Promote Executive Sponsorship Source: http://blogs.zappos.com/blogs/ceo-and-coo-blog/2009/07/22/ceo-letter

9. Encourage & Promote Executive Sponsorship Why It Matters? •  Exposes company culture •  Showcases employer of choice status •  Identifies company as “innovative” •  Executive sponsorship is also a retention strategy

10. Monitor the Social Footprint

10. Monitoring the Social Footprint •  Using search to prevent bad information •  Discover candidates digital footprint •  Identifies clusters of prospective candidates

Addressing “ROI”   Tie social recruiting to the strategy and goals What’s the ROI?   Keeping the “I” low will reduce the dependence on “R”   Incremental vs. “Big bang”   An executive sponsor with clout and interest

Debunking Risk It’s too risky and •  Social recruiting oration uncontrollable! should be viewed no differently than existing collaboration models (i.e. email, meetings, etc) •  Identify top 5-10 “worst case scenarios” and build contingencies •  Embrace and prepare for failure

Creating Rationale & Justification •  Focus on proficiency instead of technology “tools” or “platforms” It’s a fad…a •  Identify potential impact to all business waste of time… units (marketing, service, HR, etc) •  Look for synergy and unification vs. siloed build out

Questions? Contact Information Jason Corsello Email: jason.corsello@knowledgeinfusion.com Twitter: @jcorsello Facebook: facebook.com/jason.corsello Elaine Orler Email: elaine.orler@knowledgeinfusion.com Twitter: @elaineorler Facebook: facebook.com/elaineorler

A 10-step Guide for Developing a Social Media Strategy for Recruiting

0 comments

Notes on slide 1

1 Favorite