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Sept 22 iba class
 

Sept 22 iba class

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Class Notes for IBA's HRM 430 class, Fall 2012

Class Notes for IBA's HRM 430 class, Fall 2012

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    Sept 22 iba class Sept 22 iba class Presentation Transcript

    • Electronic  Recruitment  and  the  Emergence  of  Social  Media  and   other  new  approaches    
    • HR  =  The  New  Marketers             In  2009,  brand  management  isnt   about  what  you  say  you  are,  its   Old   about  who  you  are,  and  this  is   what  makes  HR  the  new   Marke<ng.         New                                                    Augie  Ray  Social  Media  &  Interac=ve  Marke=ng  Leader  
    • Employees  =  Brand  Ambassadors     We  have  found  that  current  employees  are  the  most  widely   used  and  are  by  far  the  most  trusted  source  of  informa<on   about  organiza<ons  for  candidates.     Corporate  Leadership  Council  
    • 85%Intangible  assets  
    • 66%New  posi=ons  
    • 41%Research  social  media  
    • 4  Trends  1.  Economic  influences  have  led  to  pricing   pressures  2.  Increasing  mul=-­‐posi=on  demands  and  =me   urgencies  3.  Organiza=ons  are  internalizing  search   func=on  4.  Rise  of  social  media  has  changed  recruitment  
    • 4  Trends  1.  Economic  influences  have  led  to  pricing   pressures  2.  Increasing  mul=-­‐posi=on  demands  and  =me   urgencies  3.  Organiza=ons  are  internalizing  search   func=on  4.  Rise  of  social  media  has  changed  recruitment  
    • 1.  Economic  influences  have  led  to   pricing  pressures   Global  Retained  Execu?ve  Search  Revenues   in  $  billions  2008  Revenues  2009  Revenues   Net  Decline   0   2   4   6   8   10   12  
    • 1.  Economic  influences  have  led  to   pricing  pressures  •Tradi=onal  Retained  Search  Model  on  Pricing     –  A  bundled  approach  in  methodologies/pricing     –  33%  annual/1  month  gross  fee  structure  +  expenses     –  Modest,  forced  modifica=ons     –  Revenues  decline  •New  Model  for  Pricing     –  Pricing  flexibility  and  customiza=on     –  Fee  for  service  vs.  fee  for  placement     –  Delivering  mid-­‐level  candidates  cost-­‐effec=vely    
    • 4  Trends  1.  Economic  influences  have  led  to  pricing   pressures  2.  Increasing  mul=-­‐posi=on  demands  and  =me   urgencies  3.  Organiza=ons  are  internalizing  search   func=on  4.  Rise  of  social  media  has  changed  recruitment  
    • 2.  Increasing  mul=-­‐posi=on  demands   and  =me  urgencies  •Tradi=onal  Retained  Search  Model     –  Fewer  skilled  workers  =  constant  talent  demands     –  Conduc=ng  mainly  senior  to  C-­‐level  searches     –  S=ll  conduc=ng  one  search  at  a  =me  over  months    •New  Model  is  Much  More  Agile     –  Work  on  mul=ple  posi=ons  simultaneously     –  Unbundle  services  in  a  ‘Pipeline’  model     –  Provide  the  front  end  of  search  at  mid-­‐levels     –  Hire  as  many  as  desired!    
    • 4  Trends  1.  Economic  influences  have  led  to  pricing   pressures  2.  Increasing  mul=-­‐posi=on  demands  and  =me   urgencies  3.  Organiza=ons  are  internalizing  search   func=on  4.  Rise  of  social  media  has  changed  recruitment  
    • 4  Trends  1.  Economic  influences  have  led  to  pricing   pressures  2.  Increasing  mul=-­‐posi=on  demands  and  =me   urgencies  3.  Organiza=ons  are  internalizing  search   func=on  4.  Rise  of  social  media  has  changed  recruitment  
    • 4.  Rise  of  social  media  has  changed   recruitment  •  Current  Social  Media  Tools   –  What  are  the  real  measurable  returns?   –  The  game  changer?  •  Social  Media  in  the  New  Model   –  “narrowcast”  to  reach  key  talent   –  Need  ‘just  in  =me’  and  ‘plug  and  play’  solu=on  
    • Choose  Your  Tools  
    • Follow The Leaders   Watch   Listen   Learn  
    • Sodexo:  Career  Site  
    • Career  Site:  Keys  to  Maximizing  •  Invest  in  SEO  and  SEM  to  drive  traffic  to  your  Career  Website  •  Compete  for  Talent  at  the  moment  of  search  •  Ensure  your  Careers  Website  is  on  the  1st  page  of  results  for:     –  Your  Company  Name  Jobs  -­‐  -­‐    General  Electric  Jobs   –  Your  City  Jobs  -­‐  -­‐  Dayton  Jobs   –  Your  Industry  Jobs  -­‐  -­‐  Manufacturing  Jobs   –  Job  Title(s)  You  Recruit  For  Jobs  -­‐  -­‐  Marke=ng  Jobs  •  If  you re  not  on  the  1st  Page  –  you  might  as  well  not  exist…  
    • Sodexo:  LinkedIn  
    • LinkedIn:  Keys  to  Maximizing  •  Use  LinkedIn  Applica=ons  for  branding  &  sharing   –  Slideshare  or  Google  Presenta=ons   –  Wordpress  or  Typepad  Blog  Applica=ons   –  My  Travel   –  Polls   –  Events  •  Links  back  to  your  Corporate  Website/Careers  Page  •  Groups  –  recrui=ng  benefits,  engagement,  community  •  Ensure  your  Company  Profile  is  compelling  &  complete  
    • Sodexo:  Facebook  Fan  Page   Promo=onal/Branding  Content   Engaging  with  Candidates   Jobs  Feed  
    • Facebook:  Keys  to  Maximizing  Fan  Pages:  •  Engage  with  Fans,  create  Community  •  Send   updates  to  Fans  -­‐  database  of  interested  users  •  Link  back  to  your  Corporate  Website/Careers  Page  •  Fan  Pages  index  well  in  search  engines  •  Fan  interac=on  is  shared  in  their  News  Feed  •  Promote  Events  
    • Sodexo:  Twirer  
    • Twirer:  Keys  to  Maximizing  •  Balance  promo?onal,  personal  and  conversa?onal  tweets  •  Be  a   real  person  reflec=ng  a  real  voice  and  authen=city    •  Be  interes=ng,  informa=ve  and  entertaining  •  Regularly  promote/highlight  others  (they ll  likely  reciprocate)  •  Share  links  of  interest  to  candidates  &  poten=al  candidates  •  Tailor  conversa=ons  to  your  targeted  recruits  •  Link  to  videos  &  photos  on  Career  Website  or  Facebook  Fan  page  •  Post  photos  from   a  day  in  your  life  (Twitpics,  etc.)  •  Last  and  least  -­‐  link  to  your  job  pos=ngs  
    • Sodexo:  Blog  
    • Blogging:  Keys  to  Maximizing  •  Boost  Search  Engine  rankings  •  Establish  exper=se  •  Foster  rela=onships  with  Employees,  Candidates  and  Customers  •  Recruit  –  post  about  cool  job  opportuni=es  •  Share  industry  news  •  Link  to  media  coverage  •  Address  concerns  or  common  ques=ons  •  Link  to  other  social  media  efforts  
    • Sodexo:  YouTube  
    • Respond  &  Communicate   You  MUST  Do  This!  
    • Most  Important:  Be  Human  In  Social  Media,  people  want  to  interact  with  Humans   Not  Buildings  or  a  Logos  
    • The  Future?  Talent  Communi=es  
    • Narejo  Human  Resources  Job  Bank   The  New  Social  Media   Objec=ve  1:  Develop  a  Vibrant  Talent  Community  Career   Hidden  Job  Advancement   Opportuni?es  Blog   Career  Coaching   Professional   Development   Webinars  
    • Narejo  Human  Resources  Job  Bank   The  New  Social  Media  Objec=ve  2:  Empower  Employers  Through  Access  to  this  talent  pool  Employer   New  Search  Branding   Model   Recruitment   Research   Solu?ons   Solu?ons  
    • Addi?onal  Resources    Companies  using  Social  Media  well  to  watch  &  learn  from:  •  Sodexo    •  Zappos    •  Ernst  &  Young    •  AT&T    Who  Should  Recruiters  Follow  on  TwiPer?  100+  Sugges?ons  •  hrp://www.cincyrecruiter.com/cincy_recruiter/2009/10/who-­‐should-­‐recruiters-­‐follow-­‐ on-­‐twirer-­‐100-­‐sugges=ons.html    GeUng  Your  HR  Friends  on  TwiPer?  Start  Here  •  hrp://steveboese.squarespace.com/journal/2009/9/19/gewng-­‐your-­‐hr-­‐friends-­‐on-­‐ twirer-­‐start-­‐here.html    Companies  Recrui?ng  on  TwiPer:    •  hrp://susanstrayer.com/2009/05/companies-­‐recrui=ng-­‐on-­‐twirer-­‐updated.html    Online  Database  of  Social  Media  Policies:  •  hrp://socialmediagovernance.com/policies.php    Air  Force  Blog  Assessment  Policy  (Good  Communica?on/Response  Guide):  •  hrp://www.webinknow.com/2008/12/the-­‐us-­‐air-­‐force-­‐armed-­‐with-­‐social-­‐media.html