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Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
Social media, hr and recruitment - the changing face of talent management
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Social media, hr and recruitment - the changing face of talent management

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Social media, hr and recruitment - the changing face of talent management

Social media, hr and recruitment - the changing face of talent management

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  • 1. Social media, HR and recruitment - The changing face oftalent managementA Bit About Me…..• Others say I am a thought leader, idea factory and a marketingmaverick...................I would not disagree!• Worked in sales and marketing for over thirty years and as a freelancer orconsultant for nearly twenty of those years.• Work internationally with clients ranging from the global chairman of TNS to smallone person consultancies.
  • 2. Social media, HR and recruitment - The changing face oftalent managementA Bit About Me…..• Speak at conferences internationally from the Association of Project Managers(APM) knowledge share conference in London to IT conference in Moscow andgolf course owners conference in Marbella and a myriad of others.• Run a talent portal for marketing people to find jobs, bid on freelance and projectwork and find on-line training to sharpen their marketing skills.• LinkedIn http://www.linkedin.com/in/smmuk• Facebook https://www.facebook.com/socialmediauk• Social Media Strategy Blog http://socialmediastrategy.org.uk/blog/• Marketing Talent Portal http://socialmediamarketing.eu.com
  • 3. Social media, HR and recruitment - The changing face oftalent managementSocial media recruitmentThe social media recruiter, or social media advertising serviceas it’s also known, spells an age of change in the way peoplefind jobs and jobs find people. Indeed in a way it spells an ageof change in the whole concept people and brands have of jobs,employment positions – whatever you want to call them.
  • 4. Social media, HR and recruitment - The changing face oftalent managementSocial media recruitmentThe new way of recruiting is about matching the right personalities with the rightbrands – and with each other – to an extent almost irrespective of whether there areany definite roles currently waiting for them.Modern recruiting is about recognising that the successful brand doesn’t pigeonholepeople; and the successful company story is one told by disparate talents and wellsuited personalities pulling together in a number of off the cuff teams, each oneformed organically as a response to a specific industry challenge or marketingrequirement.To understand what’s shifting, you have to look at how jobs themselves are beingthought of where it counts.
  • 5. Social media, HR and recruitment - The changing face oftalent managementSocial media and your employer brandThe basic currency of social media marketing is enthusiasm. Marketers strive tocreate a presence that enthuses real people about a brand’s message. Once theaudience is converted, the word spreads and the brand’s authority rises.Social media works in the same way for recruitment. The best recruitment happenswhen people want to come to your business. So they’re looking for jobs even beforeyou have them to give away.Your employer brand can attract talentHR and marketing should work together to create an vibrant employer brand. Themore potential talent that is excited about an association with your brand, the morethey will be about job specifics, often, so there’s a “foot in the door” mentality thatmeans you can develop positions in order to bring talented individuals into the fold –reshuffling the internal dynamics of your existing job positions to accommodate thenew architecture of the company.
  • 6. Social media, HR and recruitment - The changing face oftalent managementStarting the social media relationshipSo how do you go about raising the profile of your brand in the right places? You do itin the same way people have been getting ahead for years. You find the current bigshots and get close to them. You get your own brand included in all relevant groupsand circles, where the current arbiters of your industry sector have a strongpresence. The more well aligned you are with them, the more your presence will befelt where it counts.Using social media advertisingOf course you can also use the social network to develop targeted job advertisingcampaigns. You can use the LinkedIn job advertising platform. There are good appslike Glass Door on Facebook to consider. You can post into LinkedIn groups, jobdiscussion and advertising pages. I run a marketing talent portalhttp://socialmediamarketing.eu.com and Twitter delivers a good 30 + % of my visitsevery month. Stumble upon is also a high performer for delivering visits to the portal.Like all good advertising you need to focus the right group through the right socialmedia channel to advertise to.
  • 7. Social media, HR and recruitment - The changing face oftalent managementUsing social media platforms, groups and conversationsLinkedIn groups are an excellent way to start conversations. Using the advancedsearch capabilities built into LinkedIn you can target the people you wish to headhunt and join them in conversation. You can start conversations that will attract thetype of people you are looking for. This is a more subtle way of reviewing what talentmay be available.Using social media internallyInternally, if you use Yammer, Mango or similar internal social media this offers greatopportunities for both employer branding, implementing learning strategies andmanaging talent. There is also a number of strategies that can be implemented todrive the inside branding outside using what is available on the market or bybespoking.
  • 8. Social media, HR and recruitment - The changing face oftalent managementTo summarise• Monitoring. Social media tech can be used to monitor everything the client, thecandidate and the competition says about you. Invaluable for guiding your futurecampaigns. There are now systems that link your recruitment site with LinkedInthrough predictive algorithms so you can see when people in your target profileare starting to look for jobs.• Interact. Social media is frequently used to vent frustration and it should beencouraged so to do. The ideal way to use this application of social media is bybeing seen by all to respond well to complaints and frustrations.• Respond. You should have a strong response plan in place for clients andcandidates venting their frustrations. Know how to handle it and it can always bepositive PR.
  • 9. Social media, HR and recruitment - The changing face oftalent managementTo summarise• Brand, brand, brand. Everything a company does is branding – or at least itshould be. Use social media to give your recruitment agency a strong voice – andprospective clients and candidates both will come into the fold.• Talk. Never overestimate the value of talking and storytelling. Communicate withyour clients and candidates for a better relationship.• Get involved. Social media is all about groups. Join the right groups and you getthe keys to the recruitment kingdom. Learn, for example, to share informationfreely with complementary recruiting agencies. If they supply kitchen staff and yousupply front of house staff – you should talk.
  • 10. Social media, HR and recruitment - The changing face oftalent managementTo summarise• Analyse. Social media activity is endlessly analysable – and that means you canbuild future recruitment campaigns by examining the behaviour of your clients andcandidates.• Groom. Recruitment agencies can get next to high flying candidates without aspecific job offer, simply by strengthening their branding and presence in the rightsocial networks. This is a way to get top flight candidates coming to you looking forwork, rather than the other way around.• Build a client base. By expanding the contact you have with influential companiesin your areas of expertise, you stand a better chance of increasing the profile ofyour client base. A big name on your roster means more big names will look atyou.• Analyse the competition. Interrogate the network to find out what the competitiondoes better than you. Then start doing that better than them.
  • 11. Social media, HR and recruitment - The changing face oftalent managementThank you for your time and if you wish to ask further questions you can contactme or view my sites through any of the following……@smm_uk@bulletproof_ukwww.linkedin.com/in/smmukpeter@peter.uk.com | www.peter.uk.competer@socialmediastrategy.org.uk | www.socialmediastrategy.org.uk/blogpeter@socialmediamarketing.eu.com | www.socialmediamarketing.eu.com
  • 12. That’s all we have time for todayfolks. For more insight andinformation call Peter Wilkinson on07930 330125 or visit his blog onhttp://socialmediastrategy.org.uk/blog

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