Web 2.0 Recruiting

Slide 1: Web 2.0 Recruiting - Making it Work Kevin Wheeler ERE Webinar April 2008

Slide 2: Three Major Impacts of the Internet  Shifts power to YOU.  Opens up GLOBAL information.  Allows both organisational OUTSOURCING and personal outsourcing.

Slide 3: Web 2.0  Web 2.0 refers to a perceived second generation of web-based communities and hosted services — such as social- networking sites, wikis and folksonomies — which aim to facilitate collaboration and sharing between users. -Wikipedia

Slide 4: Gartner Hype Cycle 4

Slide 5: Where are we? 50% 40% ?? 10% 5

Slide 6: ELEMENTS of Web 2.0  Blogs  Wikis  Videos  Polls/surveys  Chat rooms  Audio/podcasts  Social Networks

Slide 7: The Age of “Mass” is over

Slide 8: Today’s Candidate Seeks a personal Non-linear experience Iconic navigation view Multi- Tasking Deals with complex themes

Slide 9: Emerging Social Norms  Personalization  Internet = customization  Have input to outcomes  Feel somewhat in control

Slide 10: Online Communities Dominate The Top 2 Social Networks

Slide 11: Why Use Social Networking Technology?  It allows personalization and control.  It’s fun and engaging.  It’s got global, targeted reach  It on 24/7  Everyone is there (or will be soon)  It provides in-depth, customized (i.e. personalized) information 11

Slide 12: What Social Networks Can Do?  Be the “go to” people source.  Replace most traditional sourcing techniques.  Replace your “traditional” career site.  Form your succession planning pool.  Improves candidate supply & quality.  Create a talent community. 12

Slide 13: A Talent Community is successful to the extent you... . . .connect and engage your talent pool members in conversation, dialogue and discovery about each other, your employees, and your organization. 13

Slide 14: Success means understanding YOUR Talent Market  WHAT is your talent philosophy?  WHO makes up your primary target market(s)  HOW have you segmented your market?  WHAT are your attraction strategies?  WHY do people come to/stay in your network? 14

Slide 15: It’s about understanding the progression of success Visitor Prospect Candidate Community Member •Sees “splash” career site •Sees targeted career •Gets deep information •Membership is special •Decides to move deeper site. about positions. •Gets “inside” information •Expresses interest • Gets targeted job •Can ask for specific •Can email/blog others •Provides email information information. •Gets rewards for referrals •Answers basic questions •Has phone conversation. •Gets recruiter’s private •Opts to get newsletter, •Completes application phone number read blog, etc. •Takes a test •Agrees to conditions •Gets feedback on possibilities 15

Slide 16: Sense of Community  Feelings of membership  Feelings of influence  Fulfillment of needs  Shared emotional connection  Rewards McMillan and Chavis, 1986 16

Slide 17: Membership equals. . .  Personal space – Facebook / MySpace  Ability to interact with others and share content 17

Slide 18: Influence is expressed by. . .  Personal content creation  Responding to Blogs  Giving opinions (chat) 18

Slide 19: Needs are fulfilled by. . .  Information about open positions  Sharing between recruiters and candidates  Timing 19

Slide 20: Emotional Connection happens when. . .  There are stories  Candidates are drawn into caring about outcomes, results. 20

Slide 21: Candidates are rewarded when. . .  They receive exclusive information  They get referral income  There is Insider knowledge about the company/jobs 21

Slide 22: Summary - I is Core 3  Interactive  Candidate is user, critic and partner.  Immediate  Results/decisions are NOW  Intelligent  Personal, authentic and able to understand the user’s needs.

Slide 23: Self- A very few are here Sourcing Social Networks Primary Methods Most are here Business Webs/LinkedIn Client-server/ Software Apps Traditional Face-to-Face Sourcing & Paper Traditional Emerging Mechanism 23

Slide 24: How Do You Implement a Social Networking Experience? 24

Slide 25: Career Sites  Today  Tomorrow  Focused on telling  Focused on selling  Mass Communication  Personalization  One message for all  Customized/adaptive  Limited interactivity  Highly interactive  One-way  Multiple communication communication  Text heavy channels  Form and Database-  Picture/video heavy oriented  Community-oriented

Slide 26: Elements for Success  You need a “mashup” of:  Marketing/engagement building  Community building tools  Network building applications  Social networking /communication tools  Referral processes  Content/idea sharing mechanisms  Embedded assessment  Administrative/database/reporting tools 26

Slide 27: http://standoutjobs.com/

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Slide 29: Blogs & Wikis city ti ce en oi u th e V -A sid -In

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Slide 32: Email http://www.myemma.com/

Slide 33: Social Network Groups 33

Slide 34: Tamagotchi is a tiny pet from cyberspace who needs your love to survive and grow. If you take good care of your Tamagotchi pet, it will slowly grow bigger, healthier, and more beautiful every day. But if you neglect your little cyber creature, your Tamagotchi may grow up to be mean or ugly. How old will your Tamagotchi be when it returns to its home planet? What kind of virtual caretaker will you be?" - Bandai 34

Slide 35: Elements of Success Most Productive Recruiters high (m-m) Connectivity Degree of (1-m) community Degree of Sharing small (1-1) personal low high Degree of Interactivity Adapted from Peter Gloor, MIT

Slide 36: “The future is not about what older people think but what younger people do” Nicholas Negroponte

Slide 37: Thanks! Kevin Wheeler Kwheeler@glresources.com 510-659-0179