Social recruiting presentation for SWHRMA


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Social recruiting presentation for SWHRMA

  1. 1. Social Recruiting: Is it right for your business?<br />Lance Haun, Community Director, ERE Media<br />
  2. 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. 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. 4. Are your employees online?Are potential employees online?<br />
  5. 5. Do you have an online presence?Do you want an online presence?<br />
  6. 6. Are you committed to devote time and energy to developing an effective strategy?<br />
  7. 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. 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. 9. Other considerations<br />Company culture<br />Management expectations<br />Employee awareness<br />
  10. 10. Tools, tools, toolsHow do you reach people on social media?<br />
  11. 11. Big 3: LinkedIn<br />Professional network<br />Best technique: starting a group<br />Attracting people: ask employees to share group<br />
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  13. 13. Big 3: Facebook<br />Personal network (very large)<br />Best technique: Facebook page<br />Attracting people: Facebook advertising, word of mouth<br />
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  15. 15. Big 3: Twitter<br />Personal network (very large)<br />Best technique: Twitter account<br />Attracting people: Following influencers and local people<br />
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  17. 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. 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. 19. Tracking Results<br />ATS automation (ask your provider)<br />Ask in application<br />Ask interviewees<br />Ask your social network<br />
  20. 20. Companies using social recruiting<br />
  21. 21. Microsoft<br />Example: LinkedIn groups<br />What are they doing differently?<br />Mass segmentation<br />Affinity groups<br />
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  24. 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. 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 />
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  28. 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. 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. 30. Questions?<br />My contact info:<br />Lance Haun<br /><br />(360) 356-1760<br /><br />