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Social Media for HR Recruiters
 

Social Media for HR Recruiters

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This program has been designed to help human resources recruiters, particularly those not yet using social media in their efforts, to get a better idea of how these tools might be effectively deployed ...

This program has been designed to help human resources recruiters, particularly those not yet using social media in their efforts, to get a better idea of how these tools might be effectively deployed in their companies.

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    Social Media for HR Recruiters Social Media for HR Recruiters Presentation Transcript

    • Social Media forHuman Resources Recruiters
    • My Background •Business to Business Sales & Sales Management since 1977 •Active on Social Media for 4+ years •Columnist - Windmill Networking – Social Sales•Columnist – IBM Midsize Adviser – Social Business•TTI Performance Systems VAA specializing in pre- hire assessments & job benchmarking•Nimble Social CRM & HootSuite Solution Partner•Own & Operate B2B Networking Groups
    • Agenda• How social media is being used by recruiters• Attracting active and passive job seekers• Promoting our companies and our open positions• Finding quality potential candidates• Qualifying candidates• While much of our focus will be on LinkedIn, all four of the major social networks are valuable!
    • How Social Media is Being Used by Recruiters Today
    • Here’s What Recruiters Are Saying• Over 90% of employers used social recruiting in 2012• 2/3 of Companies now recruit via Facebook; over half use Twitter and almost all use LinkedIn• 43 % of respondents felt that the quality of applicants has improved thanks to social media• 20 % said it takes less time to hire when using social recruitingSource … Jobvite
    • Attracting Candidates - HousekeepingSocial media is based on the laws ofattraction vs. interruption. How attractiveand professional is …• Your personal profile(s)?• Your company page(s)?• Your website?• Your job offer?You only get one chance to makethat great first impression. Don’tsquander that!
    • Build Your Network • Are you doing so actively on all networks? • Have you uploaded your email lists? • Are your employees connected to each other and to the company?
    • The Power of Your Network 100 unique connections 100 unique connections each 100 unique connections eachYour LinkedIn network is 1,100,000 connections!
    • Provide Value• By providing value you attract others to you and to your company• Share employee stories & comments• Be creative. Mix it up! Be visual• It is not all about business. It is also personal, helpful, funny, & about your culture
    • Get The Word Out!Nothing Amplifies Your Reach Like Social Media
    • Social Media EcosystemTWITTER FACEBOOK Website or Other Site Job Landing PageLINKEDIN GOOGLE+ OTHER SOURCES (Blog, YouTube, Pinterest, etc.)
    • Where Can You Post Jobs? • Your company website • Craiglist or other on-line job boards • You can also feature your positions on Facebook Pages and Groups and Google+ Pages and Communities • LinkedIn Company Pages, LinkedIn Jobs, & LinkedIn Groups (note that job posting is a premium feature, however, feel free to post jobs as discussions)
    • Preparing Your Message• Who will deliver it?• How will you deliver it and how will you control it?• Where are your candidates most likely to be found?• Recognize that social media is very VISUAL
    • Regarding That Message … • What is your message(s)? Remember that keywords are searchable • Why would people want to work for you? • Why would they want theStand out from the crowd! job you are offering?
    • Sharing Your Message• Get employees involved with something like GaggleAmp. You can even make it a contest!• Pre-schedule messages with social dashboards like HootSuite or Spout Social• Leverage your network and ask for their help in sharing your message to their networks
    • More Ways To Share … • Job Fairs (advertise for free on EventBrite or Evite) • Email signature lines • Newsletters • Spiffs and rewards (bounties) • LinkedIn & Facebook ads or promoted Tweets
    • Track Your ResultsDetermine what works and whatdoes not!• Page analytics – Who, What, When, Where?• Link analytics – bit.ly, ow.ly (HootSuite)• A/B testing• Determine your conversion rate
    • Get Proactive!
    • Finding Passive Candidates • Ask for referrals from your network and from your employees • InMail and OpenLink are messaging systems available to LinkedIn premium members and anybody can message an OpenLink Member
    • General & Advanced Search• Work with advanced search on all networks• Create saved searches and alerts on LinkedIn (you can save up to 3 at any given time with any account)• Job change notifier is a free LinkedIn application
    • Fish Where The Fish Are (and where they tend to school up)• LinkedIn Groups• Facebook Groups• Google+ Communities• TweetChats All of these are connection agnostic!
    • Qualify Applicants
    • Peel The Onion• Google Search & Google News• Reference search on LinkedIn (Who do they know that you also know?)• Take a look at their profiles and streams on all of the networks• Will you meet the real candidate during the interview or on Facebook?
    • Should You Go Premium?
    • LinkedIn Premium Accounts
    • LinkedIn Free vs. Talent vs. RecruiterThe biggest differences between free andpremium accounts are …• Search parameters, results, & saved searches• InMails• Contact info visibility outside of your networkPaid annually, Talent accounts range from $480to $900. Recruiter accounts are on a verydifferent platform that is customized to yourneeds and can range from $7,000 to $80,000annually.
    • What About Other Social Networks?
    • Twitter• Build your network• Create and follow Twitter lists• Perform custom searches (SocialBro)• Consider a recruiting specific account• Target your potential candidates• Engage with others (do you have something for the conversation?)• Share your candidate search and ask for retweets!
    • Facebook• Give your company a personal face on your company page. Consider a specific page for hiring.• Create conversations, polls, and contests• Actively engage with others as a person and as a company• Join Groups and be active• BranchOut, BeKnown, & Talent.me are Facebook applications well designed for job hunters and recruiters
    • Other Social Networks • Business pages • Communities (groups) • HangOuts (8-way video interviewing) •Use as a virtual job board •Broadcast events •Share videos
    • Blogging• Blogging is a great way to tell your company story!• You can also use your blog to talk about the positions you have open• Leverage the power of the social media ecosystem to get your message out
    • Questions?
    • Connect With Me! Craig M. JamiesonAdaptive Business Services / NetWorks! Boise 208.340.9546 craig@adaptive-business.com @craigmjamieson www.adaptive-business.com www.networksboise.com