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Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012
 

Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012

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Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".

Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".

To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/

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    Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012 Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012 Presentation Transcript

    • Using Social Media in HR & Recruiting Attract | Recruit | Retain
    • WHO am I? 2.75 years – President of Unbridled Talent 4 years – Executive Recruiter 8 years – Social Media Anthropologist18 years – Human Resources Leader
    • WHO are YOU?
    • WHO is usingSOCIAL MEDIA? 955 million profiles 240 million blogs 490 million users 500 million accounts 175 million members
    • WHY useSOCIAL MEDIA?
    • COMMUNICATION evolution
    • recruiting
    • SOURCE: TalentMinded - http://youtu.be/17C6A-J9jhc
    • WHAT are we afraid of?
    • our FOCUS today 1 WHO, WHAT & WHY 2 DEVELOPING A STRATEGY 3 CHOOSE YOUR TOOLS 4 TIME, CONTENT & TRAINING 5 ‘SOCIAL’ RECRUITING
    • DEVELOPING A STRATEGY1
    • support the BUSINESS business strategy talent strategy social media strategy objectives metrics tactics
    • have a PLAN
    • MONITOR and LISTEN
    • GOOGLE ALERTS
    • SOCIAL MENTION
    • DASHBOARDS
    • DASHBOARDS
    • keyword/phrase SEARCH
    • ‘GRIPE’ sites
    • provide GUIDELINES    free database of 217 social media policies:socialmediagovernance.com/policies.php
    • TRAIN employees •  Communicate social media guidelines •  Consider the benefits of allowing all employees access •  Provide training even if blocking social media sites •  Share examples of appropriate & inappropriate use
    • PREPARE your response* * Before you need itSOURCE: http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html
    • expect GOOD things63% of job seekers have a better impression of a company that responds tonegative posts /comments on their social media site than those who do not.  
    • CHOOSING YOUR TOOLS2
    • understand DIFFERENCES
    • where to START? Which social media tools are used for recruiting? linkedin   86.6%   facebook   55.3%   twi/er   46.6%   64% youtube   11.6%   blog   16.0%   use 2 or more 9.4%   social networks for recruiting none   40% use 3 or more social networks for recruiting SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf
    • LINKEDIN essentials •  Ensure your Company Profile is accurate/complete •  Build a Personal Profile that: – represents your company well – makes candidates want to connect with you •  Build your network & search for candidates •  Join relevant & appropriate groups
    • COMPANY profile
    • 100% COMPLETION1)    Add a profile photo2)    List current position + at least 2 prior jobs3)    5 or more skills on your profile4)    Write a summary about yourself FRESHNESS counts
    • 100% COMPLETION5)    Fill out your industry and zip code6)    Add where you went to school7)    Have 50 or more connections
    • what’s YOUR STORY
    • LINKEDIN profile
    • stand OUT
    • BUILD your netwok a2e rs...   size  m rta   so http://inmaps.linkedinlabs.com
    • advanced SEARCH 1 2search within your network
    • saved SEARCHES
    • message for FREE* *For Now*for now
    • site X-Ray  site:www.linkedin.com  in8tle:linkedin  -­‐in8tle:answers  -­‐in8tle:updated  -­‐ in8tle:blog  -­‐in8tle:directory  -­‐inurl:megite.com  Sales  “Cincinna8  area"   -­‐"Company  Profile“  -­‐profiles  -­‐jobs   search outside your network
    • SEARCH companies
    • SEARCH groups
    • join TARGETED groups
    • post JOBS
    • FACEBOOK essentials •  Showcase your culture & employment brand! •  Fans = database of interested users •  Engage with fans & create a community •  Link back to your corporate website/company page
    • FACEBOOK recruiting? recruiter possible candidate
    • PERSONAL profile
    • COMPANY profile
    • meet EXPECTATIONS
    • ask QUESTIONS
    • go behind the SCENES
    • share PICTURES & VIDEO
    • YOUTUBE essentials•  Make your employees the stars•  Keep videos to 3 minutes or less•  Share your videos on other social sites•  Use video for learning & development activities
    • YOUTUBE channel
    • SHARE job previews
    • tell your STORY
    • EMPLOYEES as STARS
    • SOURCE: http://vimeo.com/16003797
    • BLOGGING essentials •  establish expertise and credibility •  foster relationships with candidates (& employees) •  post information about cool job opportunities •  share industry news/link to media coverage •  link to your other social media efforts •  address concerns or common questions
    • CORPORATE blog
    • PROVIDE information “a survey of new hires at sodexo revealed that internal hires utilized one or more sodexo careers properties to help find a job or prepare for an interview with us at virtually the same rate (46-47%) as external hires. the careers blog was the most frequently cited property, read by 32% of internal hires and 17% of external hires.” arie ball – vp of talent acquisition, sodexo
    • BLOGGING benefits
    • TWITTER essentials•  balance promotional, personal & conversational tweets•  be a “real person” – use your real voice/be authentic•  be interesting, informative and entertaining•  share links to interesting & informative stuff•  post photos from “a day in your life” (twitpics, etc.)
    • TWITTER profile
    • TWITTER profile
    • SEARCH bios SOURCE: https://followerwonk.com/
    • SEARCH tweets
    • SEARCH lists ‘x-ray’ twitter
    • site X-Ray ‘x-ray’ twitter
    • get CREATIVE
    • EMPLOYMENT BRANDING3
    • what’s your BRAND?employer brandhow a business builds and packages its identity, origins and values,and what it promises to deliver to emotionally connect employees.talent brandto brand for talent is to market an organization as a place to work tocreate demand – as a magnet – to recruit, retain and engage the rightpeople to do the right work at the right time for the right results. libby sartain – author, brand for talent  
    • ASK employees “list 3 words to describe why you enjoy working here” www.wordle.net  
    • CONSISTENT messaging
    • share your CULTURE People who visited Racker Talent before applying for a job were 65% more likely to be successful than those whose 1st port of call was the career site or ATS“We should always keep in mind that the most engaged and longest lastingcontributors to our organizations are theones who fit within our cultures. Our goal should be to accurately depict ourselvesknowing good and well that for the right person, we will absolutely be their best place to work.”Michael Long – Head of Culture Branding, Rackspace
    • ENABLE employees “We have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates.”   Corporate Leadership Council
    • RECOGNIZE employees
    • employee AMBASSADORS
    • ‘SOCIAL’ RECRUITING4
    • GO where THEY are ‘one of the reasons we’re active in social media channels is that our candidates expect us to be in those channels.’ stephanie lilak – chief staffing officer, general mills
    • recruiting EVOLUTION 1997 Sources of Hire 2011 Sources of Hirenewspaper ads 28.7% referrals 28.0%employee referrals 19.7% job boards 20.1%agency (contingent) 10.4% career site 9.8%contract recruiters 8.7% recruiter initiated 9.1%job fairs 8.3% college 6.6%other advertising 5.0% re-hires 4.3%image advertising 4.6% social media 3.5%trade journals 4.2% 3rd party 2.8%college 2.9% print 2.2%resume services 2.9% temp/contract-to-hire 2.1%agency (retained) 2.1% career fairs 1.9%internet 2.1% walk-ins 0.8%radio 1.5% other 8.8% SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence
    • TIME, CONTENT & TRAINING5
    • PLAN & SCHEDULEContent Calendar Monday   Tuesday   Wednesday   Thursday   Friday   Saturday   Sunday  •  Recognize  a   •  Post  “day-­‐ •  Ask  a   •  Share   •  Chat  with  a   •  Link  to   •  Poll   Fan  or   in-­‐the  life”   Ques8on   Company   Recruiter   Career   Ques8on   Employee   photo(s)   news   informa8on   •  Schedule  an  •  Ask  a   Event   •  Post  a  Video   Ques8on  Time BlocksUse Tools
    • wrapping UP
    • CAREERS SITE the ‘hub’•  compete for talent at the moment of search (seo/sem)•  link to information about careers prominently on website•  showcase actual employees (not stock photos)
    • why it’s IMPORTANT
    • “’Build it, and they will come’ only works in themovies. social media is a ‘build it, nurture it,engage them - and they may come and stay.’” seth godin – author & marketer
    • thank you!http://unbridledtalent.comjennifer@unbridledtalent.comhttp://www.facebook.com/UnbridledTalenthttp://www.linkedin.com/in/jennifermcclurehttp://twitter.com/JenniferMcClure