0
Social	  Media	  Coordinator	  DirectEmployers	  Associa6on	  
To provide employers an employment network that is cost-effective, improves labormarket efficiency and reaches an ethnical...
DirectEmployers Members @ A Glance3 3
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
What social network crossed the 10 millionmark faster than any other standalone site inhistory?What social network is cons...
http://www.theconversationprism.com/But don’t try to do it all, pick what makes sense for your objectives
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
Companies using social media to recruit:    	  Sources:1)  http://www.mdgadvertising.com/blog/wp-content/uploads/2011/08/ ...
Of those respondents using social media for recruiting:  	  87% usingLinkedIn55% usingFacebook47% usingTwitter12% usingYou...
Of those respondents using social media for recruiting:	   94.5% successfully hired through LinkedIn 24.2% successfully hi...
Of those respondents using social media for recruiting: 	  91.7% usingLinkedIn66% usingFacebook53.3% usingTwitter26.7% usi...
50%	  of	  job	  seekers	  s6ll	  spend	  most	  their	  6me	  searching	  on	  tradi1onal	  job	  boards	  	  29%	  of	  ...
•  Fill	  out	  your	  LinkedIn	  profile	       100%	  	  •  Create	  a	  TwiGer	  account	  for	       your	  professiona...
57% of job seekers expect a company to interact with fans & followersBoth active & passive job seekers say they use a comp...
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
• Potentially larger pool of candidates• Access to more information to better filter candidates• More direct line of commu...
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
Race	  • Capturing info impermissibleto consider such as protected                                      	  classes        ...
Source:1) http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F%2Fwww.taleo.com%2Fsi...
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
Google AlertsGoogle NewsYahoo! AlertsSocialMentionTechnoratiBoardTracker (currently beingrevamped)KeotagTwitter Search
What is your audience doing in social media spaces you re interested in?What motivates this behavior?What social communiti...
Measure your results & refine                                          Increase in database of candidates                 ...
What will the process flow be? What are the set-up /maintenance costs or fees associated with this project? (programming, ...
The Social Media Governance page has hundreds of policiesand useful templates to help!                                    ...
“A company’s employees doubleas PR representatives for yourbusiness, whether you (or they)like it or not.”    http://www.h...
“Facebook users are very waryof spam. Recruiters run the riskof being blocked by users if theypost every job opening so th...
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
Twitter - SearchHashtags:#jobadvice,#jobhuntchat,#hirefridayOr relevantconferencehashtags yourprospectivecandidates mightb...
Twitter - SearchDon’t overlook thesimilar to you section!
Twitter – Posting jobs Post jobs through RSS to Twitter account
Twitter – Engaging and informing candidates Have an account to engage candidates, share your stories and interact with cur...
Google+ – Searchhttp://findpeopleonplus.com/
Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
Facebook - Pages
Facebook – Pages and engaging candidates
Facebook	  –	  Social	  Jobs	  Partnership	  Facebook, the U.S.Department of Labor, theNational Association ofColleges and...
Facebook – Integration with career site
New and creative approachesTHE	  RARE	  FIND:	  REINVENTING	  RECRUITING	  	  Companies	  like	  Google	  and	  Facebook	 ...
YouTube career channel    Share culture    Employee network groups    Promoting intern initiatives    Day in the life    H...
YouTube - Search
LinkedIn – Search
LinkedIn – Company pages, groups, career tabs
LinkedIn – Group and company statistics
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
1.  http://www.directemployers.org/blogs2.  @DirectEmployers3.  https://www.smartbrief.com/socialmedia/index.jsp4.  http:/...
1    Platforms2    Trends3    Benefits4    Risks5    Strategize/Measure6    Examples7    Resources8    Q&A
KATIE PFLEDDERER               Katie@DirectEmployers.org                          (317) 874-9070  ©	  2011	  DirectEmploye...
20120417 vec rev_final
Upcoming SlideShare
Loading in...5
×

20120417 vec rev_final

311

Published on

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
311
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
8
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • And these figures are from last year’s Annual JobVite Social Recruiting Survey
  • And these figures are from last year’s Annual JobVite Social Recruiting Survey
  • And these figures are from last year’s Annual JobVite Social Recruiting Survey
  • For employers using social to recruit, we find that the various data collected in the industry shows common theme of LI, FB, Twitter and YouTube. Here is data from a survey administered to our Membership…
  • Recent article on Mashable tells job seekers that a social media presence is critical.Business Insider ran a story in mid February illustrating some creative visual ways that job seekers have leveraged PinterestSurvey from TweetMyJobs meant to uncover the “hype” around social was conducted and results released in January proved that there is a shift in job seeker behavior – now 29% are using social as the PRIMARY tool for job searching.
  • Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
  • Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
  • Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
  • The risks posed by the use of social networks in the hiring process begin at the front end, with sourcing, because the labor pool available through these networks does not reflect the demographics of the general population. For example, according to the media analytics firm Quantcast, only 5 percent of LinkedIn’s members are African American (vs. 12.8 percent of the total population) and only 2 percent are Hispanic (vs. 15.4 percent of the total population)5. It is easy to argue that sourcing via LinkedIn will have a disparate impact, and a similar case can be made for all the social networks.
  • The Interactive Advertising Bureau (IAB) - The IAB educates marketers, agencies, media companies and the wider business community about the value of interactive advertising.
  • •Define blogging/social networking/internet use and participation •Define the scope of the policy •Define whether corporate electronic resources can be used for personal reasons •Address which employees can speak as authorized representatives of the company •Instruct users to identify themselves in endorsements •Instruct users to include a disclaimer of corporate responsibility •Address appropriate use of social media in recruiting •Identify conduct that could result in discipline
  • Jennifer McClure - @JenniferMcClure Unbridled Talent
  • Don’t have to have a Twitter account Can search
  • If you have colleagues or folks in your company on twitter, and you’re recruiting for the same area, they might be connected to some potential candidates.
  • It’s important to decide whether you want a separate page for your recruiting efforts or to combine with the company pageIf you have profiles do you want to have personal or business?
  • Example of AT&T helping candidates on their wall for the attCollegeConnection page
  • Provides .jobs (mobile styling) within the FB environment, meaning .jobs gets the traffic and the experience stays the same… Search, browse, share and even embedding your very own talent network if you like…
  • Started as a employer brand initiative. They realized there were all kind of profiles and pages floating around and needed a more centralized way to manage the brand. At one point there were over 500 pages and only half were active. The company corporate page already had an audience that opted in and it just made sense to gain exposure for their employer brand. There is an Intel Student Spot for interns or RCGs (Recent Colege Grads). With this page for jobs, there is a job feed integration. All of the jobs have a unique source code, so when a user clicks to apply and are directed to Taleo, Intel can track the info. They use a jobs spotlight to showcase jobs that might be a little bit higher priority or more difficult to fill. Their approach is one-stop-shop so a person can get everything they need. The jobs tab is managed by a project manager who serves as a liaison between staffing and social resources (sales / marketing)They also have pages per each region, or country. This way recruiters on the ground there can use the local language and post specific targeted info. They know that last year 2% of hires came out of social media, but at a glance the numbers are increasing. The focus is engagement though and the employer brand. They even have a “no comment left behind” policy. Biggest way to engage is getting in people’s news feeds. Their structure allows them to send targeted messages to people who like them through the use of the open graph.
  • Approaches such as this puzzle, hackathons, contest and more are be leveraged online and in person to find the best and brightest, especially in the tech industry.
  • Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
  • Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
  • Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
  • Transcript of "20120417 vec rev_final"

    1. 1. Social  Media  Coordinator  DirectEmployers  Associa6on  
    2. 2. To provide employers an employment network that is cost-effective, improves labormarket efficiency and reaches an ethnically diverse national and internationalworkforce.•  600+ Member Companies Ø  Majority from the Fortune 1500•  17 Board of Directors Ø  All unpaid seats comprised of Member Companies (elected)•  Member focused, non-profit organization 501(c)(6)•  Pioneers of Internet Recruitment Ø  1992 Built the 1st online job board called Online Career Center (OCC) Ø  OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com)•  Market Experts and Leaders•  Advanced Technology / Automation•  World-class products, services, deliverables…•  Advocacy for OFCCP Compliance•  Social Jobs Partnership – formed Q4 2011 – www.facebook.com/socialjobs Ø  Facebook, DOL, NASWA, NACE & DirectEmployers Association
    3. 3. DirectEmployers Members @ A Glance3 3
    4. 4. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    5. 5. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    6. 6. What social network crossed the 10 millionmark faster than any other standalone site inhistory?What social network is considered the world’slargest professional network on the Internetwith 150 million+ members in over200 countries and territories?What social network has over 1 millionlinks shared in 20 minutes?What social network has a new accountcreated every 11 seconds?Sources:1)  http://press.linkedin.com/about2)  http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/3)  http://newsroom.fb.com/content/default.aspx?NewsAreaId=22
    7. 7. http://www.theconversationprism.com/But don’t try to do it all, pick what makes sense for your objectives
    8. 8. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    9. 9. Companies using social media to recruit:  Sources:1)  http://www.mdgadvertising.com/blog/wp-content/uploads/2011/08/ the_roi_of_social_media_mdg_advertising_infographic.png
    10. 10. Of those respondents using social media for recruiting:  87% usingLinkedIn55% usingFacebook47% usingTwitter12% usingYouTube
    11. 11. Of those respondents using social media for recruiting:   94.5% successfully hired through LinkedIn 24.2% successfully hired through Facebook 15.9% successfully hired through Twitter 3.1% successfully hired through company blog
    12. 12. Of those respondents using social media for recruiting:  91.7% usingLinkedIn66% usingFacebook53.3% usingTwitter26.7% usingYouTube
    13. 13. 50%  of  job  seekers  s6ll  spend  most  their  6me  searching  on  tradi1onal  job  boards    29%  of  job  seekers  use  social  media  as  their  primary  tool  for  job  searching   Sources: 1)  http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/ 2)  http://mashable.com/2011/07/10/digital-resume/ 3)  http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2
    14. 14. •  Fill  out  your  LinkedIn  profile   100%    •  Create  a  TwiGer  account  for   your  professional  life.    •  Overhaul  your  Facebook  profile   to  make  it  work  for  you.   (showcase  strengths,   experience)    •  Make  connec6ons    -­‐  then   leverage  them  to  get  your   resume  in  front  of  a  hiring   manager    •  Go  to  industry  events   Sources: 1)  http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
    15. 15. 57% of job seekers expect a company to interact with fans & followersBoth active & passive job seekers say they use a company’s social mediapage to apply to jobs posted, ask and get answers to questions and getinformation –not the company’s website59% of job seekers agree that what is said by others about a company ismore important in how they form their opinion about a company versus what acompany says about itself70% agree that positive posts from fans or followers on a company’s socialmedia site would make them more likely to apply for a job at that company Sources: 1)  http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations
    16. 16. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    17. 17. • Potentially larger pool of candidates• Access to more information to better filter candidates• More direct line of communication to the potential hires themselves• High usage and short response time on some social networks may helpfill positions faster, resulting in a decrease of vacancy days• Access to hidden candidates• Increase job visibility and easy sharing• Enhance candidate experience Sources: 1)  http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
    18. 18. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    19. 19. Race  • Capturing info impermissibleto consider such as protected  classes Marital  - May “taint” an otherwise well- Status  based hiring decision  - Make decision on incorrectinformation- Evidence of search may be  revealed in litigation Religion    • Depending on technology,may not be sourcing fromdiverse pool (see next slide)• Tricky to fulfill data collectionand recordkeepingrequirements for OFCCP  purposes Familial  Status/ Responsibili6es    
    20. 20. Source:1) http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F%2Fwww.taleo.com%2Fsites%2Fdefault%2Ffiles%2Fwhitepaper-social-recruiting-guide.pdf&ei=mh2MT9SKGImE8QTdnJz2CQ&usg=AFQjCNGF6gSuP4f27SzA1wa9MZsm4NVpqg&sig2=B36pamRUXzsReOUZ9cWtnw
    21. 21. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    22. 22. Google AlertsGoogle NewsYahoo! AlertsSocialMentionTechnoratiBoardTracker (currently beingrevamped)KeotagTwitter Search
    23. 23. What is your audience doing in social media spaces you re interested in?What motivates this behavior?What social communities already are active in your space, or even around yourbrand?Where are the conversations taking place?Who is talking?Are the speakers influential?How are they referencing my brand and in what context?Sources:1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
    24. 24. Measure your results & refine Increase in database of candidates Savings in advertising costs (referrals from social, online video) Increase in career site traffic Increase of candidates per reqhttp://www.todaysfacilitymanager.com/facilityblog/2010/08/new-ansi-approved-retail-measurement-standard.html
    25. 25. What will the process flow be? What are the set-up /maintenance costs or fees associated with this project? (programming, coding, creative, time) Which types of platforms will be leveraged for this project, and how many total? Will the different platforms (e.g. mobile, social) require multiple formats and content types? If managed internally, who will be the point person, or team dedicated to this project? Contingency plan for team member is he/she leaves?Source:1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
    26. 26. The Social Media Governance page has hundreds of policiesand useful templates to help! SHRM Survey: An Examination of How   Social Media Is Embedded in Business Strategy and Operations 55 percent of surveyed employers plan to increase their social media efforts in the next year. 40 percent of organizations have a formal social media policy. 56 percent of social media policies include a statement regarding the organization’s right to monitor social media usage. Other common policy components include: • a code of conduct for employee use of social networking for professional purposes (68 percent), • a code of conduct for employee use of social networking for personal purposes (66 percent), or • guidelines for social media communications (55 percent). Sources: 1)  http://socialmediagovernance.com/policies.php 2)  2) http://www.shrm.org/about/pressroom/PressReleases/Pages/ SHRMSurveyincreaseSocialMedia2012.aspx
    27. 27. “A company’s employees doubleas PR representatives for yourbusiness, whether you (or they)like it or not.” http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf “Every good PR opp is a good recruiting opp” – Shama Kabani
    28. 28. “Facebook users are very waryof spam. Recruiters run the riskof being blocked by users if theypost every job opening so that itconstantly shows up inside ausers news feed..” http://online.wsj.com/article/ SB10001424052970204524604576611120154304788.html? mod=WSJ_Tech_LEFTTopNews http://www.slideshare.net/jobvite/jobvite- webcast-7approachesrecruitfbwithjennifermcclure031511
    29. 29. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    30. 30. Twitter - SearchHashtags:#jobadvice,#jobhuntchat,#hirefridayOr relevantconferencehashtags yourprospectivecandidates mightbe attendingAdvanced Twittersearch
    31. 31. Twitter - SearchDon’t overlook thesimilar to you section!
    32. 32. Twitter – Posting jobs Post jobs through RSS to Twitter account
    33. 33. Twitter – Engaging and informing candidates Have an account to engage candidates, share your stories and interact with current employees
    34. 34. Google+ – Searchhttp://findpeopleonplus.com/
    35. 35. Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
    36. 36. Facebook - AdvertisingSource:1)  http://www.facebook.com/advertising
    37. 37. Facebook - Pages
    38. 38. Facebook – Pages and engaging candidates
    39. 39. Facebook  –  Social  Jobs  Partnership  Facebook, the U.S.Department of Labor, theNational Association ofColleges and Employers(NACE), DirectEmployersAssociation (DE), and theNational Association of StateWorkforce Agencies (NASWA)created the ‘Social JobsPartnership.’ The partnership’sgoal will be to facilitateemployment for America’sjobless through the use ofsocial networks.https://www.facebook.com/socialjobs/
    40. 40. Facebook – Integration with career site
    41. 41. New and creative approachesTHE  RARE  FIND:  REINVENTING  RECRUITING    Companies  like  Google  and  Facebook  are  downplaying  résumés  and  iden6fying  talent  in  unusual  ways.      An  excerpt  from  George  Anders’s  book  The  Rare  Find     Sources: 1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html
    42. 42. YouTube career channel Share culture Employee network groups Promoting intern initiatives Day in the life How to videosSources:  1)  hGp://www.youtube.com/adver6se/watching.html  
    43. 43. YouTube - Search
    44. 44. LinkedIn – Search
    45. 45. LinkedIn – Company pages, groups, career tabs
    46. 46. LinkedIn – Group and company statistics
    47. 47. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    48. 48. 1.  http://www.directemployers.org/blogs2.  @DirectEmployers3.  https://www.smartbrief.com/socialmedia/index.jsp4.  http://www.dol.gov/5.  http://blogging4jobs.com/toolbox-hr/6.  http://www.tweetmyjobs.com/employers/resource- center7.  http://mashable.com8.  http://unbridledtalent.com/blog/
    49. 49. 1  Platforms2  Trends3  Benefits4  Risks5  Strategize/Measure6  Examples7  Resources8  Q&A
    50. 50. KATIE PFLEDDERER Katie@DirectEmployers.org (317) 874-9070 ©  2011  DirectEmployers  Associa6on,  a  nonprofit   consor6um  of  leading  global  employers   @DirectEmployersFacebook.com/DirectEmployersAssociation
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.

    ×