Making SocialMedia WorkUnderstanding Social Demographics,Maximizing the Draw
Maren HoganChief Marketing Brain at Red BranchMediaI help people in HR and Recruitingfigure out social.Its easier than it used to be.Who Am I
When I say Social - you sayBig three...maybe.Add visual to the mix.Niche and industry specific.Interaction the is main component.
The Real DealWe shop online, date online, meet up with friends online,and find work online. That is not going to change,probably ever. So taking steps to include social where itmakes sense in your recruiting function is necessary forsuccess. I’m not saying it’s a nice to have. I’m not sayingit’s something new recruiters should do. I am saying thatevery successful recruiter that I know is using socialmedia in some way or another. Your methods of
The Double Edged SwordRight Fit - Different forevery company.35 percent of employershave found informationon social media that’scaused them to not hirea job candidate.
The Right CandidatesRight Fit - Different for every company.Your right candidates may be in a very specificplace online.Build a profile/sketch.Find out where theyare.
Passive Talent + Social- job history- company activity- social frequency- explicit signals
Go Big or Go HomeJust kidding. 70% of Consumers Trust BrandRecommendations From Friends1) Find your authentic story and culture.2) Create the profile of your perfect worker or team.3) Find the places online where those people hang out (thestats are only a guide).4) Create ad efforts just for them.
Talent War"Companies that are truly serious aboutattracting, retaining and developing high-quality talent should operate as growthplatforms where people can develop fasterthan they could at other organizations."
Questions/ResourcesIgniteHRDigiday (social media stats)Buffer BlogBusiness 2 CommunityPhotoPinHireRabbit
ContactFeel free to get in touch!@firstname.lastname@example.org
MobileWhy it matters.http://about.me/joelcheesman