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Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
Social recruiting presentation for SWHRMA
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Social recruiting presentation for SWHRMA

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Transcript

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

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