The Myths and Power of Social in Acquiring the Best Talent

For more on social media and talent acquisition, visit
www.monsterthinking.com
Recruiting 3.0: Why “social” matters and some emerging new practices
Janet SwayslandSenior Vice President of Global Communications and Social Media for Monster Worldwide
Sponsored by:
Eric WinegardnerVice President of Client Adoption for Monster Worldwide
http://www.facebook.com/monsterww
@monster_works
@monsterww
http://www.monsterthinking.com/
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Copyright – 2011 Monster

It’s all about hiring people. Filling positions. Everything is a means to this end.
But the world of work is changing…
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New World of Work
4
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New World of Work
5
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6
P O L L
Which describes you best when it comes to incorporating “social” into your recruiting strategy?
I’m a social media zealot, it really works for me
I’m dabbling and on the fence about its value
I’m a skeptic and hope it all goes away
Please Vote to the Right of Your Screen
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In 45 minutes or so
7
Why “social” matters for talent acquisition:
Social media is social business
6 Big realities and a little advice along the way
Are you ready? A recruiting 3.0 checklist
Helpful resources
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It’s social business now (with big opportunity for people functions)
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“Yes, but…”
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6New Realities for Talent Acquisition
10
REALITY #4
Beware of candidate labeling. Today’s candidate has multiple sources.
REALITY #1
“Social” does matter – and
you already know all about it.
REALITY #5
Search is the new killer app.
REALITY #2
Your people are your brand. And they are either working for you or against you.
REALITY #3
New tools and technology are here to help. But tools are not a strategy.
REALITY #6
As the economy improves, recruiting will be different this time.
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“I guess I have to.
But where do I begin?”
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REALITY #1
“Social” does matter. The good news? You already know a lot about it.
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REALITY #1: “Social” does matter.
The good news? You already know a lot about it.
If you’re human, you already “get” the secret to social media.
Reciprocity
Fairness
To help and be helped
Recognition and belonging
Tribes
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REALITY #1: “Social” does matter.
The good news? You already know a lot about it.
New practices
Keep it real, for you and for them
Enable the conversation, don’t try to control it
Embrace, but don’t overreact
Toughen up your skin, and choose your battles
Get used to a messier, less linear world
Expand your comfort zone
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“How are candidates finding
out all this ‘inside info’ about
our company?”
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REALITY #2
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REALITY #2: Your people are your brand.
And they are either working for you or against you.
Your employees are your best brand ambassadors.How credible do you believe each of the following is as a source of information about a company?
Specialist Sources Most Credible
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Source: Edelman Trust Barometer

It’s about putting a face behind the brand and giving your people a voice
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16

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If banks can do it, you can do it…
Community building
Product research
Customer service
Marketing and promotion
Transparency
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URL: http://mashable.com/2009/09/11/banks-social-media/#

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P O L L
Does your company block employees from social sites like Facebook, Twitter, LinkedIn, etc?
Yes
No
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Dispel the Biggest Myths/Fears
How will this affect workplace productivity?
How can we control it?
What if someone says something bad?
Isn’t social media just a fad anyway?
Social Media at Work: Enable your Employees to Be Company Advocates
By Shel Holtz
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New practices
Get a social media policy in place
Walk the talk internally
Find evangelists in your company
See your database as a social source.
Habits
Team up with marketing
Keep everyone educated and engaged
Know what people inside are saying outside
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“I just downloaded TweetDeck and
I’m starting to Tweet! Now what?”
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REALITY #3
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REALITY #3: New tools & technology are here
to help. But tools are not a strategy.
Research. Listen. Engage. Measure.
Research & Listen
Engage
Measure
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REALITY #3: New tools & technology are here
to help. But tools are not a strategy.
New practices
Listen and monitor (non-stop)
Think AND not OR
Start small, with focus
Pick three not ten
Do Something!
Get the engagement habit
Enjoy while it’s free
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“’Passives’, ’actives’, ‘poised’,’ browsers’, ‘internal,’ ‘external’…
is this smart?”
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REALITY #4
Beware of candidate
labeling. It’s not that simple.
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REALITY #4: Beware of candidate labeling –
It’s not that simple.
I’ve been here for 15 years and am comfortable. But I’ll listen to a recruiter’s pitch.
I’d never consider joining that company after how they treated an unemployed friend of mine who applied there
I am actively seeking a better job with a great company.
Employee
What’s my career path here?
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REALITY #4: Beware of candidate labeling –
It’s not that simple.
New practices
Resist labeling; challenge assumptions
Candidate
Focus on candidate experience
See your database as a social source
Source inside
Habits
Be accessible to anyone interested in learning more
Don’t close the folder
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“I am looking for the sharpest needles in
the biggest and best haystacks. And I
need to find them first.”
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REALITY #5
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REALITY #5: Search is the new killer app.
“Semantic tools create matches based on ideas, not just keywords, and serve-up additional job candidates who would not previously have been found.”
-- Sue Feldman, IDC
It’s a multisource world.
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JOB POSTING
APPLICANTS
SAVED
RESUMES
EMPLOYEE
PROFILES
WEBSITE
VISITORS
SOCIAL NETWORKS
REFERRALS
Next gen search tools find the right candidates from
the most possibilities.
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REALITY #5: Search is the new killer app.
New practices
Habits
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Reconsider your sourcing strategy
Think skills and experience, not keywords
Mine the talent pools you already have
Consider OFCCP compliance as you search
Retool your recruiters
More face time, less screen
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“I’m worried about resources,
focus, change. 2011 is a huge
year for us.”
REALITY #6
As the economy improves, recruiting will be different.
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P O L L
How concerned are you about turnover of your top performers?
Very concerned, we’re already losing some A-players
Concerned, but think we are addressing it
Not really concerned, we will survive
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REALITY #6: As the economy improves,
recruiting will be different.
“Today’s employers feel that employees are loyal due to the economic times, but the reality is they are not. Because of this, there is a strong likelihood that when the economy turns for the better, employers could find themselves with valued employees jumping ship. This places pressure on them to put retention measures in place now.”-- Katherine Jones, HCI Research Fellow.
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REALITY #6: As the economy improves,
recruiting will be different.
New practices
Re-evaluate your recruitment process
Optimize your reach and targeting
Prepare to resell current employees
Habits
Plan now to recruit recruiters
Add at least one social media capability
Build in capacity for innovation and change
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The 6 New Realities
REALITY #4
Beware of candidate labeling. Today’s candidate has multiple sources.
REALITY #1
“Social” does matter – and
you already know all about it.
REALITY #5
REALITY #2
REALITY #3
REALITY #6
As the economy improves, recruiting will be different this time.
34
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Recruiting 3.0 – Is your company ready?

A Recruiting 3.0 Readiness Checklist
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We produce enough quality content to sustain social media conversations.
Our company has clear goals for
integrating social media into the hiring process.
We have the people resources and bandwidth to commit to Recruiting 3.0.
We are embracing the power of new search technology.
Our career website is prepared for social media integration.
We know which social media sites are popular with our
target audience.
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Resources for Learning More
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www.monsterthinking.com
smartblogs.com/socialmedia/
mashable.com/2009/06/02/social-media-policy-musts/
www.socialmedia.org
www.socialmediatoday.com
www.recruitingblogs.com
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38
Q & A
Thank you for your kind attention!
Janet SwayslandSenior Vice President of Global Communications and Social Media for Monster Worldwide
Eric WinegardnerVice President of Client Adoption for Monster Worldwide
Sponsored by:

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The Myths and Power of Social in Acquiring the Best Talent

by Monster Worldwide on May 25, 2011

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