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Starting a Social Media Staffing Strategy - Webinar


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Starting a Social Media Staffing Strategy - Webinar

  1. 1. Simple Steps to Get Started with Social Media Staffing<br />
  2. 2. Recruitment is Changing<br />“In 2010, the pace of literally everything will continue to increase, leading to 12 months of insane competition, endless labor churn, and boundless opportunity”<br />Source: Dr John Sullivan,<br />
  3. 3. Recruitment is Changing<br />“ Each of these trends to come presents unbelievable opportunity to those recruiting leaders brave enough to break rank and step forward to challenge the status quo.”<br />Churn<br />Contingent labor<br />Show Me the Money<br />Return of the Talent War<br />Direct Sourcing<br />Jugaad is Required<br />Employment Branding<br />Tool Obsolescence<br />Obsolete Talent<br />Retention<br />Source: Dr John Sullivan,<br />
  4. 4.
  5. 5. Why This Is Important<br />Never before has talent been so accessible<br />Access to personal and more persuasive communication tools<br />Build a pipeline of followers<br />Make it easy for candidates to reach you <br />Your Company<br />Job<br />Ads<br />Agencies<br />
  6. 6. Passive Candidates<br />“You can’t use Wal-Mart advertising techniques to attract Tiffany customers”<br />Source: Lou Adler on ERE<br />
  7. 7. What is Unique About Them?<br />At Work Helping a Competitor Succeed<br />Well Connected – Trust Their Networks<br />In Demand<br />Motivated by Culture and Colleagues<br />
  8. 8. Turnover in the News<br />March is the first time in 15 months that there were more resignations than firings<br />Indications that we could be on the brink of a resignation frenzy<br />Typically costs half of the position's salary to recruit a person for that job<br />"We're preparing for a massive reshuffling of talent at all job levels in all industries,“<br />- Wall Street Journal 5/25/10<br />
  9. 9. Build a Following<br />Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs<br />90% of employed executives will take a recruiters phone call (ExecuNet)<br />70% ofIT workers expect mass turnover when job market recovers <br />(<br />Employee turnover will increase by 50% in 2010 (<br />1 in 5 workers plan to leave their current job in 2010 (Careerbuilder)<br />
  10. 10. Followers are Advocates<br />Source: Chadwick Martin Bailey and iModerate Research Technologies <br />
  11. 11. Your Employment Brand<br />Convey the meaning of a career at your company<br />Amplify the real voices in your company<br />Connect with people directly<br />Authentic communications<br />People expect you to be there<br />
  12. 12. Empower Employee Advocates<br />Scale referrals by provide something unique and interesting to distribute<br />OR<br />
  13. 13. Making the Case<br />More popular than email<br />Time spent jumped from 2 hrs a month to 5 ½ hrs today <br />Facebook just topped Google as the most visited website<br />Drives more traffic to news, entertainment sites than Google<br />1, Nielsen 2 Hitwise 3, 4 Compete<br />Source: Nielsen<br />
  14. 14. Experienced Audience<br />
  15. 15. A Priority for Recruiters<br />How are you planning to use the following sourcing methods in 2010?<br />Ads, Online<br />Online videos<br />Career Fairs<br />Social Media<br />Open Houses<br />Agency – Retained<br />Agency – Contingency<br />Ads, Broadcast<br />Resume Databases<br />LinkedIn<br />Employee Referrals<br />Ads, Print<br />Networking Events<br />Online Job Boards<br />Corporate Website<br />Internal databases<br />Source: 2010 JCSI Survey of Recruitment Professionals<br />0% 20% 40% 60% 80% 100%<br />
  16. 16. A Priority for Recruiters<br />Top Methods to Increase in 2010<br />1. LinkedIn<br />2. Social Media<br />3. Employee Referrals<br />Ads, Online<br />Online videos<br />Career Fairs<br />Social Media<br />Open Houses<br />Agency – Retained<br />Agency – Contingency<br />Ads, Broadcast<br />Resume Databases<br />LinkedIn<br />Employee Referrals<br />Ads, Print<br />Networking Events<br />Online Job Boards<br />Corporate Website<br />Internal databases<br />Source: 2010 JCSI Survey of Recruitment Professionals<br />0% 20% 40% 60% 80% 100%<br />
  17. 17. What It Does Best<br />Finding and Connecting<br /><ul><li>Identify talent based on demonstrated expertise
  18. 18. Find people not active on the job boards
  19. 19. Connect with candidates on their own terms</li></ul>Building Your Brand<br /><ul><li>Amplify your messages and participate in the discussion
  20. 20. Be found in search engines
  21. 21. Generate word of mouth and employee referrals</li></ul>Meaningful Communication<br /><ul><li>Convey the meaning of a career at your company
  22. 22. Sell your company and your position
  23. 23. Respond to questions and start a discussion </li></li></ul><li>What It Is Not Good At<br />Just Making Friends<br /><ul><li>Network with no content will fade quickly
  24. 24. Not everyone will want to friend or be a follower
  25. 25. Authenticity and transparency are critical</li></ul>Just Pushing Jobs<br /><ul><li>This is not just another medium
  26. 26. Requires a different approach
  27. 27. Spamming techniques will damage your brand</li></ul>All Your Sourcing<br /><ul><li>This will not replace all traditional methods
  28. 28. Use it first to network and tap your pipeline
  29. 29. Dive in deep when job boards are ineffective</li></li></ul><li>Social Media Universe<br />Source:<br />
  30. 30. Developing a Strategy<br />Source: Forrester Research<br />
  31. 31. Developing a Strategy<br />Source: Forrester Research<br />
  32. 32. Getting Started<br />
  33. 33. LinkedIn<br />Build your connections!<br />Company customization options are limited<br />Make your profile strong<br />Frequent status updates (connect to Twitter)<br />Share company presentations (Slideshare plug-in)<br />Start a Group for your company careers<br />Review and participate in Answers<br />
  34. 34.
  35. 35. Looking Beyond LinkedIn<br />
  36. 36. Facebook<br />Start a Careers page for your company<br />Customize tabs for your employment branding <br />Share/discuss career events, news, etc<br />Respond to questions<br />Be careful about personal friend invites<br />Watch your community page<br />
  37. 37. Careers Facebook Page<br />Designed for career conversations and networking <br />Promotes your recruiting activities <br />Recruiting events<br />Company / employee videos<br />Jobs. articles, features, company events<br />Shapes your employment brand<br />Integrates conversation<br />Builds a following<br />
  38. 38.
  39. 39. Targeted Ads<br />Target specific groups of people<br />schools<br />interests<br />companies<br />Pay only by the click<br />Leverage the personal advantage of the network<br />Sample FB recruitment ad featuring the hiring manager<br />Source: Techcrunch<br />
  40. 40. Zuckerman’s Law<br />“Next year, Facebook users will share twice as much information as they share this year, and next year, they will be sharing twice as much as they did the year before.”<br />Once a network is in place with active and engaged users, participants are motivated to share information more regularly, which in turn solicits more engagements from friends, creating a vicious circle of user interactions<br />Source: NY Times<br />
  41. 41. Twitter<br />Start a company careers account<br />Customize your background with messages/URLs<br />Many tools help manage multiple users<br />Follow the influential and interesting<br />Discuss, don’t just post openings<br />Link to your other communities (track with<br />
  42. 42.
  43. 43. YouTube<br />Start a careers channel<br />If you have videos, unlock them from your site!<br />Flip camera or put slides to a podcasts<br />Interview with hiring managers about a opening<br />Much more interesting than a job description<br />Personalize your company, thought leaders<br />Brief “why work here” videos<br />
  44. 44.
  45. 45. Hiring Manager Podcasts<br />35<br /><ul><li>Convey more about the position than just a page of text
  46. 46. Recorded phone interview with the hiring manager
  47. 47. Discuss the type of projects, the interview process, FAQs
  48. 48. Hear from others who are doing the job now</li></li></ul><li>Google Reader<br />Your monitoring command center (free)<br />Collect RSS feeds for real-time updates<br />Mentions of your company in:<br />Google blog<br />Twitter (industry events)<br />YouTube<br />Employer Review Sites (Glassdoor)<br />Monitor industry blogs, competitors, employees, <br />
  49. 49.
  50. 50. Measurement<br />
  51. 51. What’s Next<br />Niche Communities Mobile<br />Highly relevant content within specific industries, functions and skills<br />A better platform for socializing<br />
  52. 52. A Little About JCSI<br />JCSI is a recruiting services firm specializing in passive candidate research and social media strategies to help companies hire the best candidates faster at a lower cost. <br /><ul><li>12 years of experience with emerging companies and Fortune 1000
  53. 53. Leading edge of using new tools to improve the recruitment process</li></li></ul><li>Challenge the Status Quo<br />For your staffing process to be effective, your recruiters must have expertise in many important areas.<br />Extensive Passive Candidate Research<br />Social Media Networking<br />Comprehensive Status Reporting<br />?<br />Multi-Time Zone Screening<br />Resume Databases Researchers<br />?<br />?<br />Your Recruiters<br />?<br />Interview Days<br />& Live Events<br />Pipeline Development<br />Interview Process Management<br />Can your recruiters bring you an expertise in all these key areas?<br />
  54. 54. JCSI provides you an expertise in all the areas of recruiting. We split the recruiting function into key areas and developed a team of specialists for each. <br />Extensive Passive Candidate Research<br />Social Media Networking<br />Comprehensive Status Reporting<br />Multi-Time Zone Screening<br />Resume Databases Researchers<br />Interview Days<br />& Live Events<br />Pipeline Development<br />Interview Process Management<br />JCSI Specialties<br />
  55. 55. Next Steps<br />Start small<br />Select a role <br />See how the process works<br />Build from there<br />
  56. 56. Thank You<br />Brian Cavoli<br />bcavoli@jcsi.net774-760-0250<br /> <br />Strategies for Hiring Passive Candidates Today<br />July 20, 1pm (EDT)<br /><br />