As a recruiter you can’t ignore social media - even if you want to!
Some social media statistics Some Statistics Blogs
Why Should Social Media Matter To You? Community Brand Competitors Engagement Traffic Blogs Expectation Candidates Sharing
Expectations Are Evolving Candidates no longer like being INTERRUPTED (old style marketing) or TOLD why they should be talking to your company. It is now very much about listening, building relationships , influencing and engaging. It is about going out there to prospective candidates; not expecting - or worse - assuming they will come to you.
Social Media Has Changed The Landscape Now you can find anyone Blogs ...... that is no longer the problem – engaging with them is!
Social Recruiting is ALL about the engagement Blogs Blogs
How Many Are Using It? (Properly!) Home Page Headline 100 % Profiles (SEO Friendly) Search (plus flip/x-ray searching) Jobs Groups (50) Answers Company Pages Status Updates Following companies Applications (video, documents, reading list, blog)
Twitter --> Critical Mass In 2008 > 8 million users : In 2010 > 145 million 300k a day sign up 3 billion API requests each day 600 million search queries each day 37% of Tweeting is done from a mobile Twitter:Facebook 6:1 on URL click-through Stats courtesy of Chirp, Twitter's developer conference
Your Demographic Fastest growing group on Twitter is 18-34 year-olds = 45% 2nd Fastest is the 35-49 year-olds = 24% 69% of Twitter users are your target audience
Candidate Attraction Integration Who Promote Where Share How Engage
Before you get started Listen Strategy and Objectives Time and Resources Desire and Duration Career Site
Social Media Guidelines These guidelines apply to (COMPANY) employees or contractors who create or contribute to blogs, wikis, social networks, virtual worlds, or any other kind of Social Media. Whether you log into Twitter, Wikipedia, MySpace or Facebook pages, or comment on online media stories — these guidelines are for you. While all (COMPANY) employees are welcome to participate in Social Media, we expect everyone who participates in online commentary to understand and to follow these simple but important guidelines. These rules might sound strict and contain a bit of legal-sounding jargon but please keep in mind that our overall goal is simple: to participate online in a respectful, relevant way that protects our reputation and of course follows the letter and spirit of the law. 1. Be transparent and state that you work at (COMPANY). Your honesty will be noted in the Social Media environment. If you are writing about (COMPANY) or a competitor, use your real name, identify that you work for (COMPANY), and be clear about your role. If you have a vested interest in what you are discussing, be the first to say so. 2. Never represent yourself or (COMPANY) in a false or misleading way. All statements must be true and not misleading; all claims must be substantiated. 3. Post meaningful, respectful comments — in other words, please no spam and no remarks that are off-topic or offensive. 4. Use common sense and common courtesy: for example, it’s best to ask permission to publish or report on conversations that are meant to be private or internal to (COMPANY). Make sure your efforts to be transparent don't violate (COMPANY)'s privacy, confidentiality, and legal guidelines for external commercial speech. 5. Stick to your area of expertise and do feel free to provide unique, individual perspectives on non-confidential activities at (COMPANY). 6. When disagreeing with others' opinions, keep it appropriate and polite. If you find yourself in a situation online that looks as if it’s becoming antagonistic, do not get overly defensive and do not disengage from the conversation abruptly: feel free to ask the PR Director for advice and/or to disengage from the dialogue in a polite manner that reflects well on (COMPANY). 7. If you want to write about the competition, make sure you behave diplomatically, have the facts straight and that you have the appropriate permissions. 8. Please never comment on anything related to legal matters, litigation, or any parties (COMPANY) may be in litigation with. 9. Never participate in Social Media when the topic being discussed may be considered a crisis situation. Even anonymous comments may be traced back to your or (COMPANY)’s IP address. Refer all Social Media activity around crisis topics to PR and/or Legal Affairs Director. 10. Be smart about protecting yourself, your privacy, and (COMPANY)’s confidential information. What you publish is widely accessible and will be around for a long time, so consider the content carefully. Google has a long memory.
BUT Remember ...... Social Recruiting is STILL just a part of your overall recruitment strategy It still needs to be supported by a recruitment infrastructure, such as an ATS / online recruitment People need to know how to use it effectively. Just because they are on Facebook, it doesn’t mean they are social media experts all of a sudden. It is not going away anytime soon, ignore it at your peril!
Still interested? Or are you happy to stay in the dark ages and perish accordingly? We are the last Dodo’s on the planet, so I have put all our eggs safely into one basket
Any Questions? Website: www.sironaconsulting.com Email:firstname.lastname@example.org Telephone:01903 206249 / 07788 726019 Blog: www.sironasays.com LinkedIn: www.linkedin.com/in/andyheadworth Twitter: www.twitter.com/andyheadworth Facebook: www.facebook.com/andyheadworth For a copy of my FREE 70 page e-book on Social Recruiting, go to my blog or website for the sign-up form