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ADP MOTM 2009 - "Social Networking & Recruiting Passive Candidates"
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ADP MOTM 2009 - "Social Networking & Recruiting Passive Candidates"


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  • ANNE: Anne
  • Transcript

    • 1. March 2009 Social Networking & Recruiting Passive Candidates
    • 2.
      • Anne Nimke brings almost 30 years of experience in both human
      • resources and staffing to Pinstripe.
      • She is a recognized leader in the RPO arena seasoned veteran world of talent strategy. She has lead strategic client engagements including RPO Solutions that are the flagship programs in the industry, Anne has also lead long term outsourced talent acquisition programs for professional, non exempt and hourly staffing needs and consulting projects including applicant tracking selection and implementation, employment agency RFP and contract negotiation, and HR/Recruitment Department realignment and reorganization.
      • She graduated from Marquette University with honors and is currently a member of the HR Outsourcing Association (HROA), is Vice Chair of the RPO Association, is a member of SHRM’s National Staffing Special Expertise Panel and is former President of the MMSHRM Chapter and co-chair of the WI State SHRM Conference.
      Your Speakers Today! Anne Nimke Co-founder and Exec. Consultant
    • 3. About Pinstripe
      • Pinstripe Inc. designs, builds, and manages high performing, outsourced talent acquisition and management solutions that help organizations win the war for talent and create sustainable competitive advantage.
      • Pinstripe’s Healthcare Group is a leading human resources and recruitment outsourcing partner that works with healthcare organizations to improve Talent Management and Workforce Utilization Systems while reducing overall labor costs and improving efficiencies.
      • Visit us at or
    • 4. Pinstripe Customers Pinstripe Healthcare
    • 5. Agenda
      • The Challenge and Opportunity Today
      • Mobilizing Web 2.0 for Recruiting
      • Using Social Networking
        • LinkedIn
        • Facebook
        • Twitter
      • An Integrated Web 2.0 Recruiting Strategy
      • Summary and Questions
    • 6. Take-Aways
      • The New Recruitment Tool: Social Networking Sites
      • Social Networking: Recruiting the Passive Candidate Through Networking Sites
      • You Have All Names –
      • Now What?
      • For more information –
      • [email_address]
      • 877.797.3379
    • 7.
      • The Challenge and Opportunity Today
    • 8.
      • In case you hadn’t noticed—
      • the market is tough
      • and getting tougher…
      Traditional “post and pray” recruitment strategy is becoming less and less effective
    • 9. Generations
      • Veterans - “Work First!”
      • Boomers - “Live to Work!”
      • Generation X -  “Work to Live!”
      • Generation Y - “Live, then Work!”
      • Generation Z – “Live/Work NOW
      ALSO other names for Millenials: Gen Z – after Gen Y born 2000+ Gen C – “click/content/connect” Gen V – “virtual” Gen Now - immediacy Gen@ - The MySpace Generation
    • 10. There is an incredible PARADOX!
      • 15% fewer 35 to 45 year olds
      • Baby Boomer Retirements
      • Immigration is down and Female participation in workforce is at all time high
      • US Growth 3% to 4%
      • Global Growth even Faster
      • Vacated Jobs + Newly Created Jobs = 33 to 52 Million open positions
      • 11M to 23M person SHORTAGE of talent overall by the turn of the decade; Significant “war for talent” now in many arenas
      • - US Dept. of Labor
      Demographic Challenges
      • Rising unemployment
      • Lots of Applicants
      • Significant changes in staff needs and open requisitions
      • RIFs
      • Reduced resources
      Economic Challenges
    • 11. What does it take?
      • Leadership with a sense of urgency
      • Role-modeling a candidate, internal customer and employee-centric vision
      • Review of your Recruiting Strategy
      • Accountability and rewards
    • 12.
      • Mobilizing Web 2.0
      • for Recruiting
    • 13. What is Web 2.0 anyway?
      • It is a knowledge oriented environment where human interaction generates the content that is published, managed and used
      • Although the term suggests a new version of the World Wide Web… it does not refer to an update to any technical specifications, but to changes in the ways end users use webs.
      Evolution of Web 2.0 The Age of Handheld Internet has ARRIVED!
    • 14.
      • Quick access to knowledge, know-how & know who!
      • Expansion of social connections and broadening of affiliations
      • Self-branding and expression of a personal digital identity & reputation
      • Referrals/testimonials/benchmarking RSS updating
      Why Network Socially? Web 2.0: A Strategy Guide Any Sheun
      • Internal Social Networking
        • BeeHive – IBM
        • BlueShirt Nation – BestBuy
        • D Street - Deloitte
    • 15. Blogging
      • Smaller Companies fair better
      • Inbound marketing activity had 62% lower cost than outbound
        • Blogging,
        • Social media,
        • SEO and
        • Pay-per-click
      • 75% found blogs useful, important or critical and
      • 75% blog at least weekly
            • HubSpot
    • 16. Goal: Find more candidates
      • Internal Candidates
        • Create robust communication to current employee database and insure employees in career path are recruited
      • Active Candidates
        • Qualify job search criteria and ensure robust recruitment marketing to candidates looking for a job now - online and off on web and in your current ATS & CRM
      • Selective Candidates
        • Research and mine resume/ candidate database for candidates actively…daily
      • Passive Candidates
        • Find and maintain relationships with currently employed talent that might not be looking to change jobs today
    • 17. Who uses 2.0?
      • Generation X: Born between 1964-1980, Age 45-28
      • How do we reach Generation X? 
        • MORE interactive media - internet banner advertising, job boards, e-cards, text messaging, cinema advertising, mobile media, billboards, public transportation, radio, cable
        • LESS traditional
      • Generation Y/Millennial: Born 1980-1995, Age less than 28
      • How do we reach Generation Y?
        • MOSTLY interactive and alternative media – job boards (using behavioral marketing), internet banner ads, networking sites, RSS feeds, blogging, text messaging, streaming video, flash e-cards, email marketing, splash pages, mobile media, fun radio, fun cable, coffee cup sleeves, sporting event and/or program advertising.
        • They REJECT the traditional!
    • 18. Recruiting 1.0 The Internet: “ It’s Not Your Father’s Recruiting Anymore”
    • 19. Recruiting 2.0 - Applying Web 2.0! Google Facebook YouTube
    • 20. Today's Trends with Social Networking
      • Social Networks
      • On-line version of the age old employee referral
      • Phenomenon
      • Reach passive candidates
      • Tap Gen Y & Millennials
      • Enhance Employer brand
    • 21. Business Directories
      • For research, prospecting, sales and recruiting
      • Non Interactive, although you may edit your own profile
      • These sites offer search capability
      • Most offer both free and paid subscriptions
      • Business directory sites are now moving to Web 2 type platforms
    • 22.
      • Social Networking
        • For personal, not business, interests
        • Interactive: You create and edit your own profile, and invite friends.
        • Friends can interact with you through your page.
        • Search capability, but users can keep their profiles “private”
      • Business Networking
        • For research, prospecting, sales, recruiting.
        • Interactive: Create and edit your profile, invite colleagues to join your network.
        • These sites offer search capability
        • Most offer both free and paid subscriptions
      Networking Sites
    • 23.
    • 24. Structure of Social Networks Anthony Robin Barry Sandy Trade Assoc Mike Shelia Adam Evan Matt Friends Frank Jenn Chet Sue Barry’s Co Workers Lois Terry Leslie Joyce Bill’s Staff Bill Megan Anne Maria
    • 25. Polling Question – Creative Recruiting
      • We have mobilized the following to find talent:
        • Video on your career page
        • Have a company blog
        • LinkedIn for recruiting
        • Facebook for recruiting
        • Twitter for recruiting
        • Company Page on LinkedIn, Twitter or Facebook
        • RSS feeds to candidates
        • Live chat for applicants
    • 26.
      • Using Social Networking
        • LinkedIn
        • Facebook
        • Twitter
    • 27.
      • What is and how does it work?
      • Conducting Candidate Searches
      • Locating Candidate Contact Info
      Using Social Networking
    • 28. What is ?
      • LinkedIn is a networking site for professionals
      • More than 34 million registered users in over 150 industries and 400+ economic regions
      • LinkedIn allows its users to invite other professionals and contacts to be a part of their network (and be known as a ‘connection’
    • 29. Features of LinkedIn – Your Network 2) Contact information not available, can access through your connections and connections shared with the contact. 3) Total number of people user can contact, can view their information, but not contact information Available at an additional cost 1) Direct contacts, full contact information available.
    • 30. Getting Started Click here to register and start creating your profile. Follow step by step instructions to populate your profile
    • 31. Building your Personal Profile
    • 32. Building your Personal Profile
    • 33. “ Linking” With Other Professionals
      • Once you have invited professionals that you know and contacts from your email address books to your network, the next step is to see who from previous employers and schools belong to LinkedIn.
    • 34. Conducting Candidate Searches
      • Once you have a network, you are able to search your network for potential candidates
      Use the keyword search or name search function to complete simple searches. Use the advanced search function to enter more than one criteria to search on Drop down box for location specific search
    • 35. Conducting Candidate Searches
      • Example: I need to find a list of Engineers within the Pharmaceutical Industry who live around the Milwaukee, WI area:
    • 36. Outreach to People and Groups
    • 37. Finding Candidate Contact Information
      • If a candidate is not a 1st degree connection through your LinkedIn network how do you reach out to them?
      Profile Corporate websites Use the clues Search Engines Directories
    • 38. Conducting Candidate Searches Profile: Use the Clues!
    • 39. Finding Candidate Contact Information Google your clues. (Name, location, company name, college or university)
    • 40. Finding Candidate Contact Information Google -- By obtaining other email addresses from the same company, you can often determine your prospect’s email address. In this example, we assume that Anne Nimke’s email address is
    • 41. Conducting Candidate Searches LinkedIn “Super Advanced Search” Search string formula: (Keyword1, keyword2, keyword3)
    • 42.
      • What is and how does it work?
      Using Social Networking
    • 43. What is ?
      • Facebook is a social networking site for individuals
      • Over 150 million active users in all age groups
      • Largest age group is 18-21, but fastest growing is 30 years and older
      • Used to be mostly personal use, but now businesses are successfully getting involved in a variety of ways
      • Organized into networks: city, workplace, school and region
      • Uses profiles much like LinkedIn, but with a heavy amount of interaction between friends
      • Public and private messages
      • Posting personal pictures and video
      • Sharing links and notes
    • 44. How to Get Started with Facebook
      • Go to and sign up for an account
      • Get involved!
      • Find your friends using Search and Contact Importer
      • Interact: post pictures, tell people what you’re doing, become a fan, join a group, comment on a friend’s profile or status
    • 45.
      • Toolbar – shortcuts for commonly used pages
      Features of Facebook Home page / News Feed: Notifications portal and aggregate view of friends’ updates Profile: A link to your Facebook profile to update your information and view public Wall posts Friends: List of your friends, sortable by network and customizable lists Inbox: Send a private message to one or many friends; compiled in a conversation view Search box: Global or network search for people, groups, fan pages Settings: Change privacy settings, who sees you and when
    • 46. Profiles: Facebook vs. LinkedIn
      • Facebook
      • LinkedIn
    • 47. Facebook Fan Pages and Groups
      • Can become a fan of just about anything: a person, organization, company
        • Create a page to post:
        • Company overview
        • Contact information
        • Video
        • Press releases
      • Visitors may create:
        • Discussions about your company and industry
        • Company reviews
    • 48. Facebook Search
    • 49. Creating a Fan Page or Group
      • From your Home page, select Page Manager on the right side
      • Select the Pages link
      • Click on Create Page
      • Choose your Page Category and submit
      • Edit basic and detailed info
      • Add a profile picture
      • Use the Applications section to add/edit advanced modules like video
      • Once final, start inviting your friends to become a fan and build a network of fans
    • 50. Facebook for Recruiting
      • Find candidates by looking for groups and pages that they frequent
      • Contribute to discussions and send private messages
    • 51.
      • Utilize Facebook applications for career networks
      Facebook for Recruiting
    • 52. Conducting Candidate Searches Facebook “Super Advanced Search” Search string formula: (Keyword1, keyword2, keyword3)
    • 53. Facebook Advertising
      • Take out an ad on Facebook
      • Ads run along the right side of most Facebook pages
      • Users see relevant ads based on information in their profiles and the groups they are members of
      • Create targeted ads based on geography, keywords
      • Image or text-based
      • Get analytics of who is clicking on your ads and make immediate adjustments
    • 54.
      • What is and how does it work?
      Using Social Networking
    • 55. What is ?
      • Twitter is a microblog social networking site, where users answer the question “What are you doing?” in a variety of ways
      • Over 5.5 million users and growing rapidly
      • Messages, or “tweets”, are limited to 140 characters
      • People “follow” each other instead of becoming friends (you don’t have to follow someone just because they’re following you!)
      • Quick and easy to digest multiple messages in a feed format - FAST
      • Approx. 1.5 million tweets are sent daily
      • It is a low-risk casual way to connect with individuals (Gen Z!)
      • Use to promote:
        • Career Fairs
        • Job openings
        • Press Releases
    • 56. How to Get Started with Twitter
      • Go to and sign up for an account
      • Watch the video and view the Twitter FAQ
      • Follow a few friends to get started
        • Visit a profile and click “Follow” under the person’s image
        • i.e. ,
    • 57. Twitter Search
      • Build a network of followers by using search and other tools
        • Start with Twitter search and then move on to advanced search tools
        • Click “Search” at the bottom of any page and search for anything!
    • 58. Finding People
      • Google search is the most flexible, giving you the ability to search names, bios and tweets. An example of a basic site search:
      • search bios
      • “following” reports
    • 59. Sharpen Your Twitter Skills
      • Send a tweet: simply enter something in the “What are you doing?” box
      • Reply: use the “@” symbol and someone’s username followed by your message to send a reply
      • Retweet/RT: forwarding on a message or link to your network, potentially creating a viral effect
      • Track your posted link clicks analytics at
      • Direct Messages: conduct a private conversation
    • 60.
      • Set up an RSS feed to monitor common search queries
      • Tweet frequently!
        • New job openings
        • Events - career fairs, webinars
        • Relevant articles and advice on the job market, interviewing
      • Network with recruiters to learn best practices and new tactics
      More Twitter Tools
    • 61. Live Tweeting Using Hashtags
      • Start a Live Career Open House using hashtags
        • Use hashtags: a designation included in your tweets for conversations on specific groups or events
        • Think of a unique name for the hashtag, because others could accidentally use the same tag
        • No registration necessary – just start posting using #yourhashtag
        • Encourage attendees to post questions, comments, job inquiries and more
        • Reply publicly using both #yourhashtag and @personname so everyone can see the answers, but they know who the answer is directed towards
    • 62.
      • Integrated Web 2.0 Recruiting Strategy
    • 63. Career Site
    • 64.
      • Magazine
      • Podcast
      • Newsletter
      Communication Tools
    • 65. Facebook
    • 66. Facebook
    • 67. YouTube
    • 68. Blog
    • 69. Twitter
    • 70. LinkedIn
    • 71.
      • Summary and Questions
    • 72. Employers of Choice know that Recruitment is NOT an HR Function or a “Program. Recruitment is EVERYONE’S Job!
    • 73. Quick Tricks to do TODAY!
      • Build your own LinkedIn Profile
        • Email your toughest open requisition to all your 1st Degree Contacts
      • Create corporate accounts/company group
        • MySpace, Facebook, Twitter, LinkedIn
      • Ask your employees to add a link to your company career site on their MySpace, LinkedIn, Facebook and Twitter accounts
      • Run a Career Open House using Twitter hashtags
      • Create “social networking” sources for your ATS Source Analysis
      • Block out 1 hour per day for outbound passive candidate calls – schedule it for your “best mood” time
    • 74. How Recruiters Work
      • Technology
      • is a tool!
      • Eventually
      • you have to
      • pick up the
      • Phone!
    • 75. Social Networking as a Recruiting Tool
      • WHO?
        • Business Networks best for professional/industry specific roles (i.e. Biomedical Engineer, VP Commercial Banking, Specialized Industry Sales Professional)
        • Social networks– excellent that like to hire early talent
        • You can find candidate afraid to post their resume on job boards
      • HOW?
        • 20 minutes a day to build a great network 
        • 2 - 3 hours per day – email and PHONE
        • Limit your time & focus…Select 1 or 2 and do a deep dive
        • Important segment of your recruiting plan
        • Become part of daily discipline for recruiters
        • Infuse it into the individual recruiters daily plan
        • ROI is there – You saw the results!
        • “ What gets measured gets done!”
      Experiment! Have fun with it!
    • 76. Take-Aways
      • The New Recruitment Tool: Social Networking Sites
      • Social Networking: Recruiting the Passive Candidate Through Networking Sites
      • You Have All Names –
      • Now What?
      • For more information –
      • [email_address]
      • 877.797.3379