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Social Recruiting 101

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Hi there and welcome to this webinar “Social Recruiting 101”. My name is Thomas Shaw, and I am the Managing Director of Recruitment Directory. As one of Australia’s leading online recruitment specialists, I regularly consult to recruitment agencies, job boards, employers and advertising agencies on how to use social media tools for recruitment. Joining me in the webinar today is Keith Keller. Keith is the co-host of Career Communiqu Radio, an experienced Career Coach and also fascinated by Social Networking. Over the next hour or so, I plan to present this training session with a mix of basic and technical jargon. I will try to provide as many links as possible for you to follow up after the webinar. You can use this hour long training session towards your PD or professional development points. My contact details are listed here if you have any problems. Remember to sign up to our email newsletter to stay informed about what is happening in the marketplace and for expert posts on online recruitmentI know we are not going to be able to cover everything in this hour, so lets get into the session and see how we go

We are going to cover a lot of content during today’s training session.What is Social RecruitingHow to create a basic Social Recruiting StrategyHow to best use tools such as social bookmarking, RSS, aggregators, social networks, virtual worlds, video, podcasts, wikis, referral networking, blogs, micro-blogging.How to effectively manage and integrate these tools into day-to-day useIntegrate these tools into your website, career site or job boardROI, measurement & managementIt is important to understand that People have access to media and share informationAudience: as a reader, listener or viewerCreator: as a publisher of articles, comments, photos, video, audio, podcastsThroughout the session, you will learn tips and tricks you can implement into your social recruiting strategy.

Blog - A web-based journal created by single or multiple writers. Blogs allow for interactive feedback and comments from readers. Wiki - A website created by a group of collaborative users. Wikis are constantly updated and edited by select users, keeping it fresh and up-to date with the latest information. Instant Messaging (IM) - Real-time communication between two or more people. Podcast - An audio file distributed over the internet. Podcasts can be downloaded onto portable media devices, for playback anywhere, anytime. RSS (Real Simple Syndication) - Allows subscribers to receive automatic updates whenever new website content is available. XML is a structured format of data. Search Engine - Retrieves information based upon specified keywords, i.e. Google, Live, Yahoo SEO (Search Engine Optimization) - The process of increasing the website traffic produced from search engines. Social Network Services (i.e. Facebook, MySpace, Ning, LinkedIn, Twitter) - Web based services that allow users to create online communities based upon shared interests and activities. They provide different methods for interaction including messaging, email, blogs, video, and discussion groups.

Social Recruiting is engaging with users and using social media tools to source and recruit talent.Regardless of your business issues every organisation should start by formulating the social media element of their talent management strategy that addresses both internal and external talent management challenges. There are plethora of social media and web 2.0 tools at your disposal such as video, social networking, sms, microblogging, blogs, social bookmarking, wikis, music, etc.Be Patient.The effect will be there ! You will only see small changes at the beginningThe strategy is powerful when users will see your engagementOne page on facebook is not going to create miracles but the combination of multiple tools mightNever release your presence because communities need to be animated

We use social media to engage in conversations, read all conversations that are done about your brand, participate to these conversations by replying and commentingRespond quickly for a stronger effect and share quality contentDo you understand what job seeker are doing? What are you doing?Are you…Engage in ConversationsRead all conversations that are done about your brandParticipate to these conversations by replying and commentingRespond quickly for a stronger effectShare quality contentIn the US, Jobvite published results of its second annual Social Recruitment Survey, which found that employers are not just recruiting on professional online networks, but also recruiting extensively on social networks like Facebook and Twitter.76% plan to invest in employee referrals72% plan to increase their use of social networks66% have successfully hired a candidate identified or introduced through an online social network

Where do you fit in. In the ladder produced by Forrester Research it identifies the type of groups people are. They are creators, critics, collectors, joiners, spectators, and inactive

Typical resume shuffling servicePost job to job board or newspaperNo interaction, staleInformation pushDictated by the Employer/Recruiter “wait and see who applies”1:1Recruitment is still Information silos, resume databases, job boards and career sites

Many to many dialogueBuilt trustRich media experienceMinimal data connection to organizationAggregate jobs from career sites, recruiters, job boards into 1 search

What are my current people/talent management issues?What is my current recruitment strategy and how can adding social to it makeimprovements? What improvements am I looking for?How are the internal employees likely to respond?Can we use our existing internal employees to champion the social strategy?How can I ensure the management team support the strategy and get involved?What do I actually want to achieve and what is the financial value of doing so?Where am I now and how do I know i.e. what are my current metrics?What will success look like in 1/2/3 years time?How will I measure results on an ongoing basis?What internal/external resources are available to support on an ongoing basis?What internal/external social media expertise is available?What are my key competitors doing/using?What information can I get such as access to case studies, white papersTools? Blogs? Twitter? Facebook?

Lets have a look at push vs pull. It is important to realize that using Social Media people will interact in different ways. How are you going to interact in the market?PushYou force people to take notice of your communication messageYou pay for media spaceYou reach a large audienceYou have a superficial contact with the mass audiencePullYou connect with people to share your communication messageYou still spend money, but not always on mediaContent is the new currency You reach a targeted or niche audienceYour communication has relevance for the receiverYou have a qualitative contact with limited audience

There are soo many different web2.0 and social media sites on the internet. How do you choose the correct network to reach candidates?http://www.go2web20.netSocial networking websites are online communities of people who share interests and activities, and who are interested in exploring the interests and activities of others. They typically provide a variety of ways for users to interact through chat, messaging, email, video, file-sharing, blogging, discussion groups, images.

Facebook is the largest social networking website. As you can see by the graph, you don’t need to take my word for it, the statistics speak for themselves. During April 2009, there was over 1.6 billion visits to Facebook compared with 700 million visits to MySpace.Lets not forget LinkedIn is a very large social network.

There are different advertising models which we can apply across the various social networking sites. These are content syndication, display advertising, applications, social ads and social network pages or profiles etc. As you can see from the screen shot there are numerous recruiters, employers and job boards advertising via PPC or as we call it pay per click.

Facebook is a social utility that connects people with friends and others who work, study and live around them. People use Facebook to keep up with friends, upload an unlimited number of photos, share links and videos, and learn more about the people they meet.I managed to get some recent statistics, from another presentation last week….•Facebook has more than 200 million active users (just over 213 million and still growing rapidly)•More than 20 million users update their status at lease once each day•More than 850 million photos uploaded to the site each month•More than 8 million videos uploaded each month•More than 1 billion pieces of content (web links, news stories, blog posts, notes, photos, etc) shared each week•More than 2.5 million events created each month•More than 25 million active user groups exist on the siteAdvantagesHigh daily activityAPI: allows third party applicationsAudience open for fun, entertainment, gamesCan create profile, business page, applications Integrate with websiteDisadvantagesPersonal network, not professional – or is it?Most profiles are protectedHigh risk for perception of invasion of privacy

Every Facebook Page is a unique experience where users can become more deeply connected with your business or brand. Users can express their support by adding themselves as a fan, writing on your Wall, uploading photos, and joining other fans in discussion groups. You can send updates to your fans regularly — or just with special news or offers. Add applications to your Page and engage your users with videos, reviews, flash content, and more. Your fans, customers, and users will love it, and their friends will know it When your fans interact with your Facebook Page, the actions they take are automatically generated into social stories. These stories are published to News Feed, which friends may see the next time they log into Facebook. The stories link back to your Facebook Page, inviting more people to interact with it, which generates more social stories and drives even more traffic to your Page. Think of it as word-of-mouth marketing, only completely free and happening online.AdvantagesCan create a Facebook Page for a Business, Product…basically anythingSearchable via Facebook, Google etcAbility to add Applications to Group PagesDisadvantagesUsers can see who are “Fans” of the pageManual process for posting on the wall. Aka posting jobs and updates are resource intensive. How do you control the discussion?Pages become dead, staleUpdates’ sent to those who decide to be a ‘fan’ of your page are lower key than messages to group ‘members’.Facebook users are less familiar with pages than they are with groups.Visitors still need to be a member of Facebook if they want to join in discussions on your page message board.

http://www.2vouch.com

A recruitment blog allows you to communicate with potential employees by publishing information about your company. It is important to understand your reasons why you want to start a recruitment blog as there needs to be an ongoing commitment within your company to keep the blog regularly updated. As an addition to your Careers web site, a recruitment blog can give you the opportunity to:Build relationships with potential new employees and other people in your industryBecome a valued source of informationPromote working at your companyFeature different areas of your company and highlight key vacanciesOffer an “insiders view” on your recruitment processProfile existing employees and departmentsOffer opinions and feedback on any topical issuesGive updates about your companyRecruitment blogs are a great way to interact with candidates and provide them with a sense of a company’s culture and work. Blogs add an element of humanity to the hiring process and allow recruiters to find candidates that are qualified and that fit within their company’s culture. You can either host it on your own website, or using online software such as WordPress or Blogger.One of the largest corporate recruitment blogs in Australia is the Oracle Corporation Recruitment Blog. Check it out

Standard XML/RSS feedAggregate/Mashup multiple feedsAllows users to keep up with their favorite website, receiving updates in a constant, automated, and organized manner. Candidates can easily receive constant updates on new positions that fit their qualifications. RSS Job Alerts allow recruiters to stay constantly connected to candidates and ultimately reduce time-to fill costs and other expenses. Every job board or recruitment website should have their jobs available by RSS feed. There should be no excuse. Aggregators and content syndicators will be able to use the feed to extend the reach of your jobs.

Second Life http://www.secondlife.com$ Resource intensive, time wasting?Usually open for a limited amount of timeRequires the users to immerse themselves within the Virtual WorldGartner – “90% of businesses who try to set up a presence in Second Life fail within 18 monthshttp://www.slentre.com/second-life-business-only-10-of-real-life-businesses-succeed-in-second-life/ http://www.working-worlds.com

Twitter is a social networking and micro-blogging service that enables its users to send and read other users' updates (known as tweets), which are text-based posts of up to 160 characters in length. Updates are displayed on the user's profile page and delivered to other users who have signed up to receive them. http://www.twitter.comFastest growing, hottest social media property right nowPotential to be as big as/bigger than Facebook and MySpace and even takes on Yahoo and Google for news.Basically SMS over the internet – limited to 140 charactersOpportunities for RecruitmentPost hot jobs, or latest job links on twitter back to the employers or agencies web site Recruitment news updates.. ie \"Looking for a PHP developer in Melb, Top rates apply\" Speaking/networking functions.. ie \"Speaking at XXX on how to find a job\", \"Meet us at the Careers Expo\" Links to career content - employee profiles, videos, articles, etc. Follow discussions on various topics or trends Connecting with job seekers via twitter Market Intelligence Using Twitter for Recruitment http://www.recruitmentdirectory.com.au/Blog/using-twitter-for-recruitment-a166.html Advanced Twitter use for Recruitmenthttp://www.recruitmentdirectory.com.au/Blog/advanced-twitter-use-for-recruitment-a188.html

http://www.visualcv.comResume Databases - “Digital Resume”How often do candidates update their resume?

A podcast is an audio file distributed over the internet. Podcasts can be downloaded onto portable media devices, for playback anywhere, anytime.

Target your audience Engage with the audience Be honest in your presentation Integrate with the rest of your recruitment campaign Short and sharp Encourage feedback Share via YouTube, social bookmarking, widgets etchttp://www.recruitmentdirectory.com.au/Blog/2009-year-of-the-recruitment-videos-a59.htmlhttp://www.recruitmentdirectory.com.au/Blog/the-difference-between-a-video-interview-and-video-resume-a64.html

There are several ways you can talk to people in person, on the phone, via e-mail, and instant messaging (IM). What is instant messenger? It's basically like sending a SMS to a person on a mobile phone (and we all know people who love to SMS). So instant messaging is a way to talk to your colleagues, candidates, clients, bosses or whoever you might want to talk to.Most people use some form of instant messaging when they are online. It's easy enough to log in and see what's going on with your friends and family members; as soon as they go online you will be able to see they're there and say hello to them. The ease of this method of staying in touch is one of the main reasons why it is so popular.So it's probably not too surprising that more and more recruiters are starting to latch onto this idea and use it in their own day to day dealings with people. After all, if their clients are using these methods to talk to each other, why shouldn't recruiters use them as well to become more accessible to the very people they are trying to sell products to?

Connected & informedMultiple profiles across social networking sitesCandidate will engage with potential employer before submitting interest in a role Interactive resume – VisualCV.com, YouTube.comCandidate will champion their job 24/7Network of friends

Create a foundationBuild on the foundation Take small steps

Social Mention http://www.socialmention.com/ Back Type http://www.backtype.com/ Radian6 http://www.radian6.com/ Techrigy http://www.techrigy.com/ Google Alerts http://www.google.com/alerts PostRank http://www.postrank.com/ WotNews http://www.wotnews.com.au/ http://www.recruitmentdirectory.com.au/Blog/using-google-analytics-a95.htmlhttp://www.buzznumbers.com.au http://www.recruitmentdirectory.com.au/Blog/monitoring-your-business-or-competitors-using-google-alerts-a76.htmlhttp://www.fistfuloftalent.com/2009/02/roi-metrics-of-social-media-recruiting-draft.html

Video and Photo Sharing SitesNumber of times the photo or video has be viewedNumber of times the photo or video has been favoritedNumber of friends or subscribers to your account or channelNumber of links/embeds to photo of videoNumber of comments photo or video has obtainedNumber of video responsesRating level of video or photo by users Social Networking SitesNumber of fans/friends/contacts acquiredNumber of comments/likes to updates on statusNumber of discussions started on groups or pagesNumber of fan videos uploaded and comments on themNumber of fan photos uploaded and comments on themNumber of comments left on profilesIf you create an application -- number of downloads/installsNumber of questions answeredNumber of answers to questions postedForums/Message BoardsNumber of active membersNumber of new subscribers Number of posts madeNumber of replies to posts you makeNumber of friends acquiredNumber of private messages you receive and answer Source: http://searchenginewatch.com/3634014

Maximising the use of Social Networking sites for HRhttp://www.recruitmentdirectory.com.au/Blog/maximising-the-use-of-social-networking-sites-for-hr-a197.html Is your username available?http://www.recruitmentdirectory.com.au/Blog/is-your-username-available-a176.html Why should I create a social networking profile?http://www.recruitmentdirectory.com.au/Blog/why-should-i-create-a-social-networking-profile-a164.html Web 2.0 in Recruitmenthttp://www.recruitmentdirectory.com.au/Blog/web-2-0-in-recruitment-a115.html Chat and IM use for Recruitershttp://www.recruitmentdirectory.com.au/Blog/chat-and-im-use-for-recruiters-a113.html Conducting free background checks on search engines and social networking siteshttp://www.recruitmentdirectory.com.au/Blog/conducting-free-background-checks-on-search-engines-and-social-networking-sites-a102.html

Identity Theft on Social Networking Siteshttp://www.recruitmentdirectory.com.au/Blog/identity-theft-on-social-networking-sites-a83.html Incorporating Web 2.0 into your Recruitment Strategyhttp://www.recruitmentdirectory.com.au/Blog/incorporating-web-2-0-into-your-recruitment-strategy-a78.html Monitoring your business or competitors using Google Alertshttp://www.recruitmentdirectory.com.au/Blog/monitoring-your-business-or-competitors-using-google-alerts-a76.html The difference between a Video Interview and Video Resumehttp://www.recruitmentdirectory.com.au/Blog/the-difference-between-a-video-interview-and-video-resume-a64.html Integrated Social Media Solutions for Recruitmenthttp://www.recruitmentdirectory.com.au/Blog/integrated-social-media-solutions-for-recruitment-a63.html Web 2.0 Recruitment Siteshttp://www.recruitmentdirectory.com.au/Blog/web-2-0-recruitment-sites-a50.html Social Media Optimisation (SMO) Say What...?http://www.recruitmentdirectory.com.au/Blog/social-media-optimisation-%28smo%29-say-what-a22.html

I use this last slide for all presentations.Now lets look into the future. You should…Be a leader, not a follower – do something new, innovativeUnderstand the medium – learn how to use it. Take a step back before diving into the mediumIdentify your target market – are our clients, customers, job seekers using facebook?Create integration not fragmentation Engage with users! – Start a conversationManage your reputation – monitor everything! 360 Degrees of TechnologyROI, Feedback, Comments Work smarter, not harder!

There will always be hype - what goes up, must go downBe transparent, honest and openStart small… “build the foundation and then start adding bricks”Refer all links, jobs, content back to your websiteConversation - Engage with usersDevote enough time to maintain your social networking presence. Don’t think everyone will visit your profileAre you monitoring your competitors? Use social networks as a sourcing tool to reach passive candidates and for hard to fill positions. Be approachable for job seekers, potential recruits and clients

I hope you have been able to learn some new tips and tricks throughout this webinar presentation. Thanks for being apart of this training session. Feel free to make personal contact with me or Keith. Our contact details are listed on the screen again.

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Social Recruiting 101 - Presentation Transcript

  1. Social Recruiting 101 June 2009 Thomas Shaw Keith Keller Recruitment Directory Career Journeys Australia +61 (03) 9018 5722 keith@careerjourneysaustralia.com.au thomas@recruitmentdirectory.com.au http://www.careerjourneysuatralia.com.au http://www.recruitmentdirectory.com.au http://www.careercommuniqeradio.com http://www.twitter.com/thomasshaw http://www.twitter.com/keithkeller Copyright © 2009 Recruitment Directory Pty Ltd Page 1
  2. Overview • What is Social Recruiting • How to create a basic Social Recruiting Strategy • How to best use tools such as social bookmarking, RSS, aggregators, social networks, virtual worlds, video, podcasts, wikis, referral networking, blogs, micro-blogging. • How to effectively manage and integrate these tools into day-to-day use • Integrate these tools into your recruitment website • ROI, measurement & management • Tips & tricks Copyright © 2009 Recruitment Directory Pty Ltd Page 2
  3. Terminology • Blog - A web-based journal created by single or multiple writers. Blogs allow for interactive feedback and comments from readers. • Wiki - A website created by a group of collaborative users. Wikis are constantly updated and edited by select users, keeping it fresh and up-to date with the latest information. • Instant Messaging (IM) - Real-time communication between two or more people. • Podcast - An audio file distributed over the internet. Podcasts can be downloaded onto portable media devices, for playback anywhere, anytime. • RSS (Real Simple Syndication) - Allows subscribers to receive automatic updates whenever new website content is available. XML is a structured format of data. • Search Engine - Retrieves information based upon specified keywords, i.e. Google, Live, Yahoo • SEO (Search Engine Optimization) - The process of increasing the website traffic produced from search engines. • Social Network Services (i.e. Facebook, MySpace, Ning, LinkedIn, Twitter) - Web based services that allow users to create online communities based upon shared interests and activities. They provide different methods for interaction including messaging, email, blogs, video, and discussion groups. Copyright © 2009 Recruitment Directory Pty Ltd Page 3
  4. What is Social Recruiting? Social recruiting is engaging with users and using social media tools to source and recruit talent. Copyright © 2009 Recruitment Directory Pty Ltd Page 4
  5. Why should we use Social Media? What are job seekers doing? What are you doing? • Engage in Conversations • Read all conversations that are done about your brand • Participate to these conversations by replying and commenting • Respond quickly for a stronger effect • Share quality content 2009 Jobvite Social Recruitment Survey http://recruiting.jobvite.com/2009-social-recruitment-survey.html Copyright © 2009 Recruitment Directory Pty Ltd Page 5
  6. Where are you? Source: Forrester Research Copyright © 2009 Recruitment Directory Pty Ltd Page 6
  7. Recruitment 1.0 • Typical resume shuffling service • Post job to job board or newspaper • No interaction, stale • Information push • Dictated by the Employer/Recruiter “wait and see who applies” • 1:1 Copyright © 2009 Recruitment Directory Pty Ltd Page 7
  8. Recruitment 2.0 • Many to many dialogue • Built trust • Rich media experience • Minimal data connection to organization • Aggregate jobs from career sites, recruiters, job boards into 1 search Copyright © 2009 Recruitment Directory Pty Ltd Page 8
  9. Social Recruiting Strategy • What are my current people/talent management issues? • What is my current recruitment strategy and how can adding social to it make • improvements? • What improvements am I looking for? • How are the internal employees likely to respond? • Can we use our existing internal employees to champion the social strategy? • How can I ensure the management team support the strategy and get involved? • What do I actually want to achieve and what is the financial value of doing so? • Where am I now and how do I know i.e. what are my current metrics? • What will success look like in 1/2/3 years time? • How will I measure results on an ongoing basis? • What internal/external resources are available to support on an ongoing basis? • What internal/external social media expertise is available? • What are my key competitors doing/using? • What information can I get such as access to case studies, white papers • Tools? Blogs? Twitter? Facebook? “We need to find the right person, from the right place into the right position” Copyright © 2009 Recruitment Directory Pty Ltd Page 9
  10. Push vs Pull Push • You force people to take notice of your communication message • You pay for media space • You reach a large audience • You have a superficial contact with the mass audience Pull • You connect with people to share your communication message • You still spend money, but not always on media • Content is the new currency • You reach a targeted or niche audience • Your communication has relevance for the receiver • You have a qualitative contact with limited audience Copyright © 2009 Recruitment Directory Pty Ltd Page 10
  11. • XXX Copyright © 2009 Recruitment Directory Pty Ltd Page 11
  12. Statistics Source: http://www.compete.com (9th June 2009) Notes: The traffic dose not include requests made by the API Copyright © 2009 Recruitment Directory Pty Ltd Page 12
  13. Advertising Models Content Syndication - Submitting articles, press releases, RSS feeds, through social search engines and news aggregators. Display Advertising - Based on traditional cost-per-click or cost-per-impression model. Gadgets and Widgets (Applications) - Networks provide development APIs for third-party applications. Creates brand awareness through an interactive experience. Social Ads – Integrated alerts through feeds to target users by characteristics, such as age, gender, location and interests. Social Network Pages – Create a profile or group to represent a business, brand or product. May be customised to leverage the viral strengths of Social Networks. Copyright © 2009 Recruitment Directory Pty Ltd Page 13
  14. Facebook http://www.facebook.com Facebook is a social utility that connects people with friends and others who work, study and live around them. People use Facebook to keep up with friends, upload an unlimited number of photos, share links and videos, and learn more about the people they meet. • Facebook has more than 200 million active users (just over 213 million and still growing rapidly) • More than 20 million users update their status at lease once each day • More than 850 million photos uploaded to the site each month • More than 8 million videos uploaded each month • More than 1 billion pieces of content (web links, news stories, blog posts, notes, photos, etc) shared each week • More than 2.5 million events created each month • More than 25 million active user groups exist on the site Using Facebook for Recruitment http://www.recruitmentdirectory.com.au/Blog/using-facebook-for-recruitment-a203.html Copyright © 2009 Recruitment Directory Pty Ltd Page 14
  15. Facebook Page Jobs posted Fans User discussion Copyright © 2009 Recruitment Directory Pty Ltd Page 15
  16. LinkedIn • Groups • Q&A • Exchange Ideas • Connections • 6 degrees of seperation • Professional • Searchable • Social • Resourceful http://www.techcrunch.com/2009/02/14/as-the-economy-sours-linkedins-popularity-grows/ http://www.linkedin.com http://www.recruitmentdirectory.com.au/Blog/linkedin-job-referrals-beta-a148.html http://www.recruitmentdirectory.com.au/Blog/share-your-linkedin-profile-a147.html Copyright © 2009 Recruitment Directory Pty Ltd Page 16
  17. LinkedIn http://www.recruitmentdirectory.com.au/Blog/linkedin-job-referrals-beta-a148.html http://www.recruitmentdirectory.com.au/Blog/share-your-linkedin-profile-a147.html Copyright © 2009 Recruitment Directory Pty Ltd Page 17
  18. Referral Networking Copyright © 2009 Recruitment Directory Pty Ltd Page 18
  19. Blogs • Build relationships with potential new employees and other people in your industry • Become a valued source of information • Promote working at your company • Feature different areas of your company and highlight key vacancies • Offer an “insiders view” on your recruitment process • Profile existing employees and departments • Offer opinions and feedback on any topical issues • Give updates about your company Oracle Corporation Recruitment Blog http://blogs.oracle.com/jobsatoracle/ Copyright © 2009 Recruitment Directory Pty Ltd Page 19
  20. RSS • Standard XML/RSS feed • Aggregate/Mashup multiple feeds • Allows users to keep up with their favorite website, receiving updates in a constant, automated, and organized manner. • Candidates can easily receive constant updates on new positions that fit their qualifications. RSS Job Alerts allow recruiters to stay constantly connected to candidates and ultimately reduce time-to fill costs and other expenses. Copyright © 2009 Recruitment Directory Pty Ltd Page 20
  21. Aggregators • Google is a search engine, which spiders websites for new content • Job Aggregators ie SimplyHired, Recruit.Net, Jseeker.com.au aggregate (mashup) the job listing from leading job boards, career sites etc. • The aggregation occurs reading a XML/RSS feed for the new jobs, and updating its existing content. • Using these tools, recruiters have become more connected with candidates and clients. • Candidates no longer have to wait for the newspaper, or conduct searches on job boards. • Social networks continue to grow in number as well as intelligence. • Emergence of these tools has allowed employers/clients the same opportunity to use these tools as a recruitment agency. • 2 fields – Job Title, Location Copyright © 2009 Recruitment Directory Pty Ltd Page 21
  22. Aggregators Copyright © 2009 Recruitment Directory Pty Ltd Page 22
  23. Virtual Worlds • $ Resource intensive, time wasting? • Usually open for a limited amount of time • Requires the users to immerse themselves within the Virtual World • Gartner – “90% of businesses who try to set up a presence in Second Life fail within 18 months http://www.slentre.com/second-life-business-only-10-of-real-life-businesses-succeed-in-second-life/ http://www.working-worlds.com Copyright © 2009 Recruitment Directory Pty Ltd Page 23
  24. Twitter http://www.twitter.com Fastest growing, hottest social media property right now Potential to be as big as/bigger than Facebook and MySpace and even takes on Yahoo and Google for news. Basically SMS over the internet – limited to 140 characters Opportunities for Recruitment • Post hot jobs, or latest job links on twitter back to the employers or agencies web site • Recruitment news updates.. ie \"Looking for a PHP developer in Melb, Top rates apply\" • Speaking/networking functions.. ie \"Speaking at XXX on how to find a job\", \"Meet us at the Careers Expo\" • Links to career content - employee profiles, videos, articles, etc. • Follow discussions on various topics or trends • Connecting with job seekers via twitter • Market Intelligence Using Twitter for Recruitment http://www.recruitmentdirectory.com.au/Blog/using-twitter-for-recruitment-a166.html Advanced Twitter use for Recruitment http://www.recruitmentdirectory.com.au/Blog/advanced-twitter-use-for-recruitment-a188.html Copyright © 2009 Recruitment Directory Pty Ltd Page 24
  25. Online Resume Resume Databases - “Digital Resume” How often do candidates update their resume? Copyright © 2009 Recruitment Directory Pty Ltd Page 25
  26. Podcasting An audio file distributed over the internet. Podcasts can be downloaded onto portable media devices, for playback anywhere, anytime. Copyright © 2009 Recruitment Directory Pty Ltd Page 26
  27. Videos • Target your audience • Engage with the audience • Be honest in your presentation • Integrate with the rest of your recruitment campaign • Short and sharp • Encourage feedback • Share via YouTube, social bookmarking, widgets etc http://www.recruitmentdirectory.com.au/Blog/2009-year-of-the-recruitment-videos-a59.html http://www.recruitmentdirectory.com.au/Blog/the-difference-between-a-video-interview-and-video-resume-a64.html Copyright © 2009 Recruitment Directory Pty Ltd Page 27
  28. Copyright © 2009 Recruitment Directory Pty Ltd Page 28
  29. Chat/IM • AIM, ICQ, MSN Messenger, Yahoo Messenger, Google Talk, Facebook Chat, Skype • Integrate into your website? Copyright © 2009 Recruitment Directory Pty Ltd Page 29
  30. Candidates • Connected & informed • Multiple profiles across social networking sites • Candidate will engage with potential employer before submitting interest in a role • Interactive resume – VisualCV.com, YouTube.com • Candidate will champion their job 24/7 • Network of friends Copyright © 2009 Recruitment Directory Pty Ltd Page 30
  31. What should I do? Copyright © 2009 Recruitment Directory Pty Ltd Page 31
  32. ROI, Metrics & Measurement Social Mention http://www.socialmention.com/ Back Type http://www.backtype.com/ Radian6 http://www.radian6.com/ Techrigy http://www.techrigy.com/ Google Alerts http://www.google.com/alerts PostRank http://www.postrank.com/ WotNews http://www.wotnews.com.au/ http://www.recruitmentdirectory.com.au/Blog/using-google-analytics-a95.html http://www.buzznumbers.com.au http://www.recruitmentdirectory.com.au/Blog/monitoring-your-business-or-competitors-using-google-alerts-a76.html http://www.fistfuloftalent.com/2009/02/roi-metrics-of-social-media-recruiting-draft.html Copyright © 2009 Recruitment Directory Pty Ltd Page 32
  33. ROI, Metrics & Measurement Video and Photo Sharing Sites Forums/Message Boards • Number of times the photo or video has be viewed • Number of active members • Number of times the photo or video has been favorited • Number of new subscribers • Number of friends or subscribers to your account or • Number of posts made channel • Number of replies to posts you make • Number of links/embeds to photo of video • Number of friends acquired • Number of comments photo or video has obtained • Number of private messages you receive and answer • Number of video responses • Rating level of video or photo by users Social Networking Sites • Number of fans/friends/contacts acquired • Number of comments/likes to updates on status • Number of discussions started on groups or pages • Number of fan videos uploaded and comments on them • Number of fan photos uploaded and comments on them • Number of comments left on profiles • If you create an application -- number of downloads/installs • Number of questions answered • Number of answers to questions posted Source: http://searchenginewatch.com/3634014 Copyright © 2009 Recruitment Directory Pty Ltd Page 33
  34. Further Reading Maximising the use of Social Networking sites for HR http://www.recruitmentdirectory.com.au/Blog/maximising-the-use-of-social-networking-sites-for-hr-a197.html Is your username available? http://www.recruitmentdirectory.com.au/Blog/is-your-username-available-a176.html Why should I create a social networking profile? http://www.recruitmentdirectory.com.au/Blog/why-should-i-create-a-social-networking-profile-a164.html Web 2.0 in Recruitment http://www.recruitmentdirectory.com.au/Blog/web-2-0-in-recruitment-a115.html Chat and IM use for Recruiters http://www.recruitmentdirectory.com.au/Blog/chat-and-im-use-for-recruiters-a113.html Conducting free background checks on search engines and social networking sites http://www.recruitmentdirectory.com.au/Blog/conducting-free-background-checks-on-search-engines-and-socia Copyright © 2009 Recruitment Directory Pty Ltd Page 34
  35. Further Reading Identity Theft on Social Networking Sites http://www.recruitmentdirectory.com.au/Blog/identity-theft-on-social-networking-sites-a83.html Incorporating Web 2.0 into your Recruitment Strategy http://www.recruitmentdirectory.com.au/Blog/incorporating-web-2-0-into-your-recruitment-strategy-a78.html Monitoring your business or competitors using Google Alerts http://www.recruitmentdirectory.com.au/Blog/monitoring-your-business-or-competitors-using-google-alerts-a76.h The difference between a Video Interview and Video Resume http://www.recruitmentdirectory.com.au/Blog/the-difference-between-a-video-interview-and-video-resume-a64.ht Integrated Social Media Solutions for Recruitment http://www.recruitmentdirectory.com.au/Blog/integrated-social-media-solutions-for-recruitment-a63.html Web 2.0 Recruitment Sites http://www.recruitmentdirectory.com.au/Blog/web-2-0-recruitment-sites-a50.html Social Media Optimisation (SMO) Say What...? http://www.recruitmentdirectory.com.au/Blog/social-media-optimisation-%28smo%29-say-what-a22.html Copyright © 2009 Recruitment Directory Pty Ltd Page 35
  36. Where are you headed? • Be a leader, not a follower • Understand the medium • Identify your target market • Create integration not fragmentation • Engage with users! • Manage your reputation • 360 Degrees of Technology • ROI, Feedback, Comments • Work smarter, not harder! Copyright © 2009 Recruitment Directory Pty Ltd Page 36
  37. Final Say • There will always be hype - what goes up, must go down • Be transparent, honest and open • Start small… “build the foundation and then start adding bricks” • Refer all links, jobs, content back to your website • Conversation - Engage with users • Devote enough time to maintain your social networking presence. Don’t think everyone will visit your profile • Are you monitoring your competitors? • Use social networks as a sourcing tool to reach passive candidates and for hard to fill positions. • Be approachable for job seekers, potential recruits and clients Copyright © 2009 Recruitment Directory Pty Ltd Page 37
  38. Contact Details Thomas Shaw Recruitment Directory +61 (03) 9018 5722 thomas@recruitmentdirectory.com.au http://www.recruitmentdirectory.com.au Twitter http://www.twitter.com/thomasshaw Blog http://www.recruitmentdirectory.com.au/blog Keith Keller Career Journeys Australia keith@careerjourneysaustralia.com.au http://www.careerjourneysuatralia.com.au http://www.careercommuniqeradio.com Twitter http://www.twitter.com/keithkeller Copyright © 2009 Recruitment Directory Pty Ltd Page 38

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