Social recruiting presentation for SWHRMA
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Social recruiting presentation for SWHRMA

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    Social recruiting presentation for SWHRMA Social recruiting presentation for SWHRMA Presentation Transcript

    • Social Recruiting: Is it right for your business?
      Lance Haun, Community Director, ERE Media
    • 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?
    • Social Recruiting: What’s your strategy?
      Social recruiting accentuates your current recruiting process
      Not a replacement for strategy
      Considerations
    • Are your employees online?Are potential employees online?
    • Do you have an online presence?Do you want an online presence?
    • Are you committed to devote time and energy to developing an effective strategy?
    • What can social recruiting help achieve?
      Diversity recruiting goals
      Attracting young to middle aged professionals
      Certain affinity industries (tech, marketing, media)
    • What can’t social recruiting help with?
      Older, near retirement professionals
      Many blue collar industries
      Getting the widest swath of candidates available
    • Other considerations
      Company culture
      Management expectations
      Employee awareness
    • Tools, tools, toolsHow do you reach people on social media?
    • Big 3: LinkedIn
      Professional network
      Best technique: starting a group
      Attracting people: ask employees to share group
    • Big 3: Facebook
      Personal network (very large)
      Best technique: Facebook page
      Attracting people: Facebook advertising, word of mouth
    • Big 3: Twitter
      Personal network (very large)
      Best technique: Twitter account
      Attracting people: Following influencers and local people
    • 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
    • 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
    • Tracking Results
      ATS automation (ask your provider)
      Ask in application
      Ask interviewees
      Ask your social network
    • Companies using social recruiting
    • Microsoft
      Example: LinkedIn groups
      What are they doing differently?
      Mass segmentation
      Affinity groups
    • 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
    • UPS
      Example: Facebook page and Twitter account
      No social presence before 2009
      Target demographic: 18-35 year olds
      Committed to one year
    • UPS Results
      4,000+ clicks through to jobs
      19 hires made
      Cost-per-hire approximately $750
      Evaluating 2010 results with changes
    • Takeaways
      Social recruiting must align with overall strategy
      Pick your tools carefully
      Measure results
      You are building momentum
    • Questions?
      My contact info:
      Lance Haun
      lance@ere.net
      (360) 356-1760
      http://twitter.com/thelance