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/
2. WHO am I?
2.75 years – President of Unbridled Talent
4 years – Executive Recruiter
8 years – Social Media Anthropologist
18 years – Human Resources Leader
21. provide GUIDELINES
free database of 217
social media policies:
socialmediagovernance.com/policies.php
22. 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
23. PREPARE your response*
* Before you need it
SOURCE: http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html
24. expect GOOD things
63% of job seekers have a better impression of a company that responds to
negative posts /comments on their social media site than those who do not.
27. 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
29. 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
31. 100% COMPLETION
1) Add a profile photo
2) List current position + at least 2 prior jobs
3) 5 or more skills on your profile
4) Write a summary about yourself
FRESHNESS counts
32. 100% COMPLETION
5) Fill out your industry and zip code
6) Add where you went to school
7) Have 50 or more connections
46. 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
55. 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
62. 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
64. 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
67. 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.)
76. what’s your BRAND?
employer brand
how a business builds and packages its identity, origins and values,
and what it promises to deliver to emotionally connect employees.
talent brand
to brand for talent is to market an organization as a place to work to
create demand – as a magnet – to recruit, retain and engage the right
people to do the right work at the right time for the right results.
libby sartain – author, brand for talent
77. ASK employees
“list 3 words to describe why you enjoy working here”
www.wordle.net
79. 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 lasting
contributors to our organizations are the
ones who fit within our cultures. Our goal
should be to accurately depict ourselves
knowing good and well that for the right
person, we will absolutely be their best
place to work.”
Michael Long – Head of Culture Branding, Rackspace
80. 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
84. 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
85. recruiting EVOLUTION
1997 Sources of Hire 2011 Sources of Hire
newspaper 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
87. PLAN & SCHEDULE
Content 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 Blocks
Use Tools
89. 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)
91. “’Build it, and they will come’ only works in the
movies. social media is a ‘build it, nurture it,
engage them - and they may come and stay.’”
seth godin – author & marketer