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Social Media & Your Talent Strategy - April 2012

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Presentation by Jennifer McClure - President of Unbridled Talent LLC at The Conference Board's Social Media Strategies for HR Conference - April 2012, NYC

Presentation by Jennifer McClure - President of Unbridled Talent LLC at The Conference Board's Social Media Strategies for HR Conference - April 2012, NYC

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  • 1. Social Media andYour Talent Strategy
  • 2. ‘social’ talent STRATEGY business strategy talent strategy social media strategy objectives metrics tactics
  • 3. BRAND strategy 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
  • 4. OBJECTIVES
  • 5. METRICS sample initial metrics branding/marketing •  improve brand presence to build awareness •  increase positive mentions/sentiment about our brand website •  increase traffic to careers site recruiting •  attract qualified candidates to our career opportunities •  develop a source for active & passive candidates
  • 6. TACTICS al endar co ntent c cr eatea SOURCE: http://www.slideshare.net/beeshields/behind-general-mills-social-media-strategy
  • 7. where we’ll FOCUS 1 ATTRACTING 2 RECRUITING 3 ENGAGING 4 DEVELOPING 5 COMMUNICATING
  • 8. ATTRACTING1
  • 9. CAREERS SITE the ‘hub’•  30% of google searches are job related ~300m/month•  compete for talent at the moment of search (seo/sem)•  less than 3 clicks to apply for jobs•  link to information about careers prominently on website•  share your culture, information about employment•  showcase actual employees (not stock photos)
  • 10. 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 hosting
  • 11. highlight CAREER PATHS
  • 12. RECRUITING2
  • 13. 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 office, general mills
  • 14. the 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
  • 15. share job PREVIEWS
  • 16. ENGAGING3
  • 17. candidate EXPECTATIONS why active & passive job seekers follow companies on social media SOURCE: CareerBuilder 2011 Job Seeker Survey
  • 18. RECOGNIZE employees
  • 19. ENABLE employees
  • 20. DEVELOPING4
  • 21. LEARNING communities
  • 22. extended LEARNING use private facebook groups to connect participants in leadership development programs and learning groups
  • 23. ‘GAMIFICATION’ of learning “blistered thumbs may be a signature hallmark of tomorrow’s most successful executives.” fast company – march 2012video game players perform 10% to 20% higher in terms of perceptual and cognitive ability than non-game players
  • 24. COMMUNICATING5
  • 25. enable CONNECTION“we believe social intranets can and do have a positive impact on employeehappiness, and help build trust and social comfort in employees.” SOURCE: http://www.thoughtfarmer.com/blog/2012/02/07/white-paper-social-intranets-employee-engagement/
  • 26. 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
  • 27. tell your STORY
  • 28. wrapping up
  • 29. “’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
  • 30. thank you!http://unbridledtalent.comjennifer@unbridledtalent.comhttp://www.facebook.com/UnbridledTalenthttp://www.linkedin.com/in/jennifermcclurehttp://twitter.com/JenniferMcClure

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