Developing your social recrui1ng
strategy

Why does is this stuff ma8er?
 talent is now visible & Employers can connect
directly with jobseekers
 employers expect Recruiters to use mult‐
channeled sourcing strategies.
 supply & demand equa?on is in favour of the
jobseeker
 let’s face it – Recruiter reputa?on are not
great!

4 C’s of Social Media
Collabora?on
Conversa?on Social Recrui?ng Content
Connec?on

Social Media In Recrui1ng
A8ract Source Engage Screen
• Collabora?on
• Collabora?on • Collabora?on • Collabora?on
• Content
• Content • Content • Content
• Connec?on
• Connec?on • Connec?on • Connec?on
• Conversa?on
• Conversa?on • Conversa?on • Conversa?on

"It seems to me that the opportunity for recruiters from social media is less
about gossip, or even recruiting, and more about influence"
- Greg Savage (@greg_savage)

Peerlo used The POST (people, objec?ves,
strategy and technology) framework, which
was first, documented in the book
"Groundswell" by Charlene Li and Josh
Bernoff for implemen?ng a Social Recrui?ng
Strategy.
6

Business Review
• Strategy and business plan
• Why social recrui?ng?
• Brands and Industries they recruit in.
• Org Structure
• Resources, Project lead, ?me and money

MySpace makes $2.17 75% of Australian Adults use
per member per year Social tools at least once a
month (Forrester)
Facebook has 5.3
million Australian
133 million blogs
Adults users
records have being
indexed by Technorati
44% of businesses
since 2002
feel Enterprise 2.0 is
critical for their
success. (AIIM Market Every minute, fifteen
Intelligence Report) hours of video is
uploaded to YouTube
22.4 million mobile
phone subscribers in 2,756,071 articles in
Australia the English Wikipedia
Twitter’s Massive:
1067% Growth in
4 months
> 324,000,000
references of web
LinkedIn 2008 2.0 in Google
revenue about $100
million Gen Y is 14% workforce today,
will be 42% in 11 years!

Technology & Tools
Linkedin
Facebook
Blog RSS
Twitter
Slideshare
Social Bookmarking
May 2009 10

Yahoo! Sideline
Google Alerts
HowSociable?
Social Mention
Addict-O-Matic
Boardtracker
TwitterSearch
Wiki Alarm
May 2009 11

The Strategy
 Started with the website
 Build presence on the social sites
 Con?nue to monitor the web, Blogs, Forums &
contribute & par?cipate in conversa?ons
 Blog
 Enhance their brand by being true to the promise
of connec?vity, par?cipa?on and knowledge
 Candidate and customer service using social
media.
 Community Manager Posi?on
 Social Media Policy

The Tac1cs
 Website Upgrade: Recommenda?ons
 Website central to the content distribu?on strategy via
RSS feeds
 Build both corporate and individual profiles, fan pages,
groups, handles etc on Linkedin, TwiZer, Facebook etc
 Introduced monitoring tools
 Develop Blog Editorial plan and implement blog
plaorm + all relevant widgets
 Produce “how to” docs
 Write Social Media Policy document
 Write Community Manager Posi?on Descrip?on

Website Upgrade
14

Social Media tools for Recrui1ng
 Start an external blog on recrui?ng areas that
interest you
 Use online Social Networks to develop
rela?onships with poten?al candidates &
clients
 Join or start groups on LinkedIn & contribute to
the conversa?on
 Get a feed reader and subscribe to blogs about
HR & recrui?ng

Return On Investment
 Short‐term
– enhance value proposi?on when pitching to clients
– increase compe??ve advantage
– Win more jobs
– Increase influence in your market.
 Long‐term
– Increase revenue by increasing number of placements
– Increase speed to placement
– Increased brand equity
– More scalable and sustainable business
– Build community around your brand
17

What we learnt
 No dedicated internal project lead = fail
 No commitment to long term strategy
execu?on = fail
 Short term view and transac?on mindset = fail
 No resource alloca?on: both ?me and money =
fail
18

Take Aways
 It’s the future
 It’s not a silver bullet
 Know what do you want to achieve?
 You need a strategy.
 Take a long term view.
 Have a project lead with authority to
implement change.
 Trial and Error
19

"It seems to me that the opportunity for recruiters from social media is less
about gossip, or even recruiting, and more about influence"
- Greg Savage (@greg_savage)