The Myths and Power of Social in Acquiring the Best Talent
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“Social” is bringing new opportunities and challenges to all parts of business, and human resources and recruiting are no exception. In this deck, we explore six new realities surrounding ...

“Social” is bringing new opportunities and challenges to all parts of business, and human resources and recruiting are no exception. In this deck, we explore six new realities surrounding “social” recruiting and strategies you can employ to help you succeed in today’s social world. We’ll separate the myths from reality and share emerging practices on how social tools and tactics fit into an overall recruiting strategy.

You will learn:

Why “social” matters and how it’s changing business, HR and the recruiting landscape
How to think about bringing social into your recruiting processes in ways that are relevant to your industry and company culture (it’s not a one size fits all world!)
Where to learn more, get the support you need to be successful.

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  • 1. Most companies surveyed have adopted social media in the past 18 months. 2. Companies are focusing their energies on Facebook, Twitter, LinkedIn, YouTube and blogs. 3. It takes time for companies to incorporate social media effectively. 4. Brand building is currently the primary purpose for business social-media usage. 5. Communications, advertising and marketing agencies are the leading adopters of social media. 6. Lack of management support and confidentiality concerns are atop the list of obstacles to social-media adoption. 7. Less than 15% of the businesses using social media are measuring return-on-investment. 8. While 60% of respondents say their companies are using social media, there is low confidence in their social-media strategies.

The Myths and Power of Social in Acquiring the Best Talent Presentation Transcript

  • 1. 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/
    http://www.youtube.com/user/MonsterVideoVault
  • 2. Copyright – 2011 Monster
  • 3. It’s all about hiring people. Filling positions. Everything is a means to this end.
    But the world of work is changing…
    Sponsored by:
    Copyright – 2011 Monster
  • 4. New World of Work
    4
    Sponsored by:
    Copyright – 2011 Monster
  • 5. New World of Work
    5
    Sponsored by:
    Copyright – 2011 Monster
  • 6. 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
    Sponsored by:
    Copyright – 2011 Monster
  • 7. 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
    • 8. Are you ready? A recruiting 3.0 checklist
    • 9. Helpful resources
    Sponsored by:
    Copyright – 2011 Monster
  • 10. 8
    It’s social business now (with big opportunity for people functions)
    Sponsored by:
    Copyright – 2011 Monster
  • 11. 9
    “Yes, but…”
    Sponsored by:
    Copyright – 2011 Monster
  • 12. 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.
    Sponsored by:
    Copyright – 2011 Monster
  • 13. “I guess I have to.
    But where do I begin?”
    11
    REALITY #1
    “Social” does matter. The good news? You already know a lot about it.
    Sponsored by:
    Copyright – 2011 Monster
  • 14. 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
    • 15. Fairness
    • 16. To help and be helped
    • 17. Recognition and belonging
    • 18. Tribes
    Sponsored by:
    Copyright – 2011 Monster
  • 19. 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
    • 20. Enable the conversation, don’t try to control it
    • 21. Embrace, but don’t overreact
    • 22. Toughen up your skin, and choose your battles
    • 23. Get used to a messier, less linear world
    • 24. Expand your comfort zone
    13
    Sponsored by:
    Copyright – 2011 Monster
  • 25. “How are candidates finding
    out all this ‘inside info’ about
    our company?”
    14
    REALITY #2
    Your people are your brand. And they are either working for you or against you.
    Sponsored by:
    Copyright – 2011 Monster
  • 26. 15
    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
    Sponsored by:
    Source: Edelman Trust Barometer
    Copyright – 2011 Monster
  • 27. REALITY #2: Your people are your brand.
    And they are either working for you or against you.
    It’s about putting a face behind the brand and giving your people a voice
    Sponsored by:
    16
    Copyright – 2011 Monster
  • 28. 17
    REALITY #2: Your people are your brand.
    And they are either working for you or against you.
    If banks can do it, you can do it…
    Community building
    Product research
    Customer service
    Marketing and promotion
    Transparency
    Sponsored by:
    URL: http://mashable.com/2009/09/11/banks-social-media/#
    Copyright – 2011 Monster
  • 29. 18
    P O L L
    Does your company block employees from social sites like Facebook, Twitter, LinkedIn, etc?
    Yes
    No
    Please Vote to the Right of Your Screen
    Sponsored by:
    Copyright – 2011 Monster
  • 30. 19
    REALITY #2: Your people are your brand.
    And they are either working for you or against you.
    Dispel the Biggest Myths/Fears
    • How will this affect workplace productivity?
    • 31. How can we control it?
    • 32. What if someone says something bad?
    • 33. Isn’t social media just a fad anyway?
    Social Media at Work: Enable your Employees to Be Company Advocates
    By Shel Holtz
    Sponsored by:
    Copyright – 2011 Monster
  • 34. REALITY #2: Your people are your brand.
    And they are either working for you or against you.
    New practices
    • Get a social media policy in place
    • 35. Walk the talk internally
    • 36. Find evangelists in your company
    See your database as a social source.
    Habits
    • Team up with marketing
    • 37. Keep everyone educated and engaged
    • 38. Know what people inside are saying outside
    20
    Sponsored by:
    Copyright – 2011 Monster
  • 39. “I just downloaded TweetDeck and
    I’m starting to Tweet! Now what?”
    21
    REALITY #3
    New tools and technology are here to help. But tools are not a strategy.
    Sponsored by:
    Copyright – 2011 Monster
  • 40. 22
    REALITY #3: New tools & technology are here
    to help. But tools are not a strategy.
    Research. Listen. Engage. Measure.
    Research & Listen
    Engage
    Measure
    Sponsored by:
    22
    Copyright – 2011 Monster
  • 41. REALITY #3: New tools & technology are here
    to help. But tools are not a strategy.
    New practices
    • Listen and monitor (non-stop)
    • 42. Think AND not OR
    • 43. Start small, with focus
    • 44. Pick three not ten
    Do Something!
    • Get the engagement habit
    • 45. Enjoy while it’s free
    23
    Sponsored by:
    Copyright – 2011 Monster
  • 46. “’Passives’, ’actives’, ‘poised’,’ browsers’, ‘internal,’ ‘external’…
    is this smart?”
    24
    REALITY #4
    Beware of candidate
    labeling. It’s not that simple.
    Sponsored by:
    Copyright – 2011 Monster
  • 47. 25
    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?
    Sponsored by:
    Copyright – 2011 Monster
  • 48. REALITY #4: Beware of candidate labeling –
    It’s not that simple.
    New practices
    • Resist labeling; challenge assumptions
    Candidate
    • Focus on candidate experience
    • 49. See your database as a social source
    • 50. Source inside
    Habits
    • Be accessible to anyone interested in learning more
    • 51. Don’t close the folder
    26
    Sponsored by:
    Copyright – 2011 Monster
  • 52. “I am looking for the sharpest needles in
    the biggest and best haystacks. And I
    need to find them first.”
    27
    REALITY #5
    Search is the new killer app.
    Sponsored by:
    Copyright – 2011 Monster
  • 53. 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.
    28
    JOB POSTING
    APPLICANTS
    SAVED
    RESUMES
    EMPLOYEE
    PROFILES
    WEBSITE
    VISITORS
    SOCIAL NETWORKS
    REFERRALS
    Next gen search tools find the right candidates from
    the most possibilities.
    Sponsored by:
    Copyright – 2011 Monster
  • 54. REALITY #5: Search is the new killer app.
    New practices
    Habits
    29
    • Reconsider your sourcing strategy
    • 55. Think skills and experience, not keywords
    • 56. Mine the talent pools you already have
    • 57. Consider OFCCP compliance as you search
    • 58. Retool your recruiters
    • 59. More face time, less screen
    Sponsored by:
    Copyright – 2011 Monster
  • 60. “I’m worried about resources,
    focus, change. 2011 is a huge
    year for us.”
    REALITY #6
    As the economy improves, recruiting will be different.
    30
    Sponsored by:
    Copyright – 2011 Monster
  • 61. 31
    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
    Please Vote to the Right of Your Screen
    Sponsored by:
    Copyright – 2011 Monster
  • 62. 32
    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.
    Sponsored by:
    Copyright – 2011 Monster
  • 63. REALITY #6: As the economy improves,
    recruiting will be different.
    New practices
    • Re-evaluate your recruitment process
    • 64. Optimize your reach and targeting
    • 65. Prepare to resell current employees
    Habits
    • Plan now to recruit recruiters
    • 66. Add at least one social media capability
    • 67. Build in capacity for innovation and change
    33
    Sponsored by:
    Copyright – 2011 Monster
  • 68. 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
    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.
    34
    Sponsored by:
    Copyright – 2011 Monster
  • 69. Recruiting 3.0 – Is your company ready?
  • 70. A Recruiting 3.0 Readiness Checklist
    36
    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.
    Sponsored by:
    Copyright – 2011 Monster
  • 71. Resources for Learning More
    37
    www.monsterthinking.com
    smartblogs.com/socialmedia/
    mashable.com/2009/06/02/social-media-policy-musts/
    www.socialmedia.org
    www.socialmediatoday.com
    www.recruitingblogs.com
    Sponsored by:
    Copyright – 2011 Monster
  • 72. 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:
    Copyright – 2011 Monster