On October 23rd, 2014, we updated our
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we don’t trust our employees “if you cant trust your employees, you have one of two problems: you are hiring the wrong people or you are not properly training the people you hire.” b.l. ochman – proof integrated communica;ons SOURCE: hRp://adage.com/digitalnext/ar;cle?ar;cle_id=142701
we’re concerns about produc>vity “an employee was<ng <me on social media is a performance problem. don’t blame it on social media. produc<ve employees are too busy with work to spend lots of <me in social media having personal conversa<ons. instead, they use social media as a means to get their work done.” carol rozewell – VP & distinguished analyst at gartner, inc. SOURCE: hRp://blogs.gartner.com/carol_rozwell/2009/10/25/resis;ng-‐social-‐media-‐is-‐fu;le/
we want to control it how can companies keep employees from doing stupid things online? “the same way it can keep employees from doing stupid things on email & the phone. give them guidelines and resources. have an online communica<ons policy that follows standard communica<ons policies and trust them to do the right thing.” scoR monty, head of social media at ford motor company SOURCE: hRp://www.searchenginejournal.com/why-‐employees-‐need-‐social-‐media-‐guidelines/12588/
why should you get involved?
professional development “using my social networks makes my job easier. i dont need to google info, i just ask my friends.” trish mcfarlane – hr business partner, st. louis children’s hospital
blogs as news & current updates
recruiting has changed 1997 sources of hire 2011 sources of hire newspaper ads 28.7% referrals 28.0% employee referrals 19.7% job boards 20.1% agency (con;ngent) 10.4% career site 9.8% contract recruiters 8.7% recruiter ini;ated 9.1% job fairs 8.3% college 6.6% other adver;sing 5.0% re-‐hires 4.3% image adver;sing 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: hRp://www.slideshare.net/gerrycrispin/2012-‐careerxroads-‐source-‐of-‐hire-‐channels-‐of-‐inﬂuence
‘social’ recrui>ng which social media tools are used for recrui;ng? linkedin 86.6% facebook 55.3% twiRer 46.6% 64% youtube 11.6% blog 16.0% use 2 or more social networks for recrui<ng none 9.4% 40% use 3 or more social networks for recrui<ng SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-‐SRP-‐2011.pdf
integrate social recrui>ng “social media allows recruiters to network, build and maintain rela<onships with candidates in new ways and provides a forum to engage a much broader audience. it doesn’t replace tradi1onal rela1onal recrui1ng -‐ it enhances it -‐ by allowing recruiters to extend their reach in a cost eﬀec<ve way.” lars schmidt – director of talent acquisi;on -‐ npr
employment branding “using social media for employment branding allows you to meet poten1al candidates on their territory and engage in richer, more meaningful dialogue with them – and because social media is a conversa<on, people are a lot more likely to ﬁnd you. why? because they’re actually looking for you. they want to talk to you – so if you follow the rules of good conversa<on, your labor market will actually seek you out.” SOURCE: hRp://www.brandfortalent.com/blog/
inspire & capture pride
inﬂuence on candidates • 59% of job seekers agree that what is said by others about a company is more important in how they form their opinion about a company than what a company says about itself • 70% agree that posi>ve posts from fans or followers on a company’s social media site would make them more likely to apply for a job at that company SOURCE Careerbuilder/Personiﬁed survey June 2010
your #1 careers site should rock!
career site... keys to maximizing • compete for talent at the moment of search • invest in seo/sem to drive traﬃc to your career site • ensure your career site is on the 1st page of results for: – “your company name” Jobs -‐ -‐ medtronic jobs – “your city” jobs -‐ -‐ minneapolis jobs – “your industry” jobs -‐ -‐ insurance jobs – “job ;tle(s) you recruit for” jobs -‐ -‐ brand manager jobs • 30% of google searches are job related ~300m/ month
career sites should be intui>ve
share the employment brand
show some personality
this stuﬀ works!
select tools that meet your needs
fully complete your proﬁle 1. add a photo 1 4 2. list current/2+ prior posi;ons 2 3. add educa;onal background 3 4. select industry & 5 loca;on 5. connect to at least 50 people
fully complete your proﬁle 1 1. write a key-‐word rich summary 2. add 5 or more skills 2
engaging/sharing informa>on “blogging is the new newsleRer at mayo clinic.” linda donlin – mayo clinic
your personal proﬁle
professional development “twiRer has helped me to know my customers, solve customer problems and to create rela;onships to do that. there is a fabulous community of HR professionals engaging with each other via social media. my professional visibility because of my interac;ons on social media is much greater than it was a year ago and it is helping me to make new contacts and explore opportuni;es.”
engaging/sharing informa>on be ‘social’
‘x-ray’ twitter searching for people
‘x-ray’ twitter searching for people
‘x-ray’ twitter searching for people
pos>ng jobs hRp://www.tweetmyjobs.com hRp://tweetajob.com
group exercise 1. discuss the tools you’re most excited about using in the workplace – and why 2. generate some content ideas for your companies social site(s). how many cool things can your group come up with? 3. how do you/would you manage your time using social media? does it cause more work or save time? 4. Is the anyone in the organization that you are/or should be partnering with in regards to using social media in your area?
deﬁne your goals sample ini1al goals branding/marke;ng • improve brand presence to build awareness • increase posi;ve men;ons/sen;ment about our brand website • increase traﬃc to careers site recrui;ng • aRract qualiﬁed candidates to our career opportuni;es • develop a source for ac;ve & passive candidates
prepare a response strategy* * before you need it hRp://www.webinknow.com/2008/12/the-‐us-‐air-‐force-‐armed-‐with-‐social-‐media.html
expect more good than bad 63% of job seekers have a beRer impression of a company that responds to nega;ve posts / comments on their social media site than those who do not
provide guidelines & training free database of 176 social media policies: socialmediagovernance.com/policies.php
leverage the social graph “we have found that current employees are the most widely used and are by far the most trusted source of informa;on about organiza;ons for candidates.” corporate leadership council
plan your ac>vi>es • create a 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” Ques;on Company Recruiter Career Ques;on Employee photo(s) news informa;on • Schedule • Ask a an Event • Post a Ques;on Video • schedule time • use scheduling tools for some content
be human * * people want to interact with humans… not brands or logos