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Social recruiting presentation for SWHRMA

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Transcript

  • 1. Social Recruiting: Is it right for your business?
    Lance Haun, Community Director, ERE Media
  • 2. What we’ll cover
    Strategizing your recruiting process: does social recruiting fit in?
    What tools are available if you choose to explore social recruiting?
    What are some companies that are using social recruiting tools?
  • 3. Social Recruiting: What’s your strategy?
    Social recruiting accentuates your current recruiting process
    Not a replacement for strategy
    Considerations
  • 4. Are your employees online?Are potential employees online?
  • 5. Do you have an online presence?Do you want an online presence?
  • 6. Are you committed to devote time and energy to developing an effective strategy?
  • 7. What can social recruiting help achieve?
    Diversity recruiting goals
    Attracting young to middle aged professionals
    Certain affinity industries (tech, marketing, media)
  • 8. What can’t social recruiting help with?
    Older, near retirement professionals
    Many blue collar industries
    Getting the widest swath of candidates available
  • 9. Other considerations
    Company culture
    Management expectations
    Employee awareness
  • 10. Tools, tools, toolsHow do you reach people on social media?
  • 11. Big 3: LinkedIn
    Professional network
    Best technique: starting a group
    Attracting people: ask employees to share group
  • 12.
  • 13. Big 3: Facebook
    Personal network (very large)
    Best technique: Facebook page
    Attracting people: Facebook advertising, word of mouth
  • 14.
  • 15. Big 3: Twitter
    Personal network (very large)
    Best technique: Twitter account
    Attracting people: Following influencers and local people
  • 16.
  • 17. Learning Commitment
    LinkedIn: Learning how to manage, moderate groups; creating interesting content
    Facebook: Managing page content and interactions
    Twitter: Learning how Twitter works, searching and posting interesting content/jobs
  • 18. Time commitment
    30-60 minutes per day
    Spend 10-20 minutes on each network
    Replying to comments, creating content, reaching out to or attracting new members
  • 19. Tracking Results
    ATS automation (ask your provider)
    Ask in application
    Ask interviewees
    Ask your social network
  • 20. Companies using social recruiting
  • 21. Microsoft
    Example: LinkedIn groups
    What are they doing differently?
    Mass segmentation
    Affinity groups
  • 22.
  • 23.
  • 24. Microsoft Results
    Hires from sources usually unable to penetrate
    Diversity hires (African American game developers, Military veterans)
    A positive ROI and cost-per-hire less than average
  • 25. UPS
    Example: Facebook page and Twitter account
    No social presence before 2009
    Target demographic: 18-35 year olds
    Committed to one year
  • 26.
  • 27.
  • 28. UPS Results
    4,000+ clicks through to jobs
    19 hires made
    Cost-per-hire approximately $750
    Evaluating 2010 results with changes
  • 29. Takeaways
    Social recruiting must align with overall strategy
    Pick your tools carefully
    Measure results
    You are building momentum
  • 30. Questions?
    My contact info:
    Lance Haun
    lance@ere.net
    (360) 356-1760
    http://twitter.com/thelance

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