Brian Cavoli


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    1. 1. The Future of Staffing is Social Brian Cavoli JCSI
    2. 2. Recruitment is Changing “ In 2010, the pace of literally everything will continue to increase, leading to 12 months of insane competition, endless labor churn, and boundless opportunity” Source: Dr John Sullivan,
    3. 3. Recruitment is Changing “ 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. ” <ul><li>Churn </li></ul><ul><li>Contingent labor </li></ul><ul><li>Show Me the Money </li></ul><ul><li>Return of the Talent War </li></ul><ul><li>Direct Sourcing </li></ul><ul><li>Jugaad is Required </li></ul><ul><li>Employment Branding </li></ul><ul><li>Tool Obsolescence </li></ul><ul><li>Obsolete Talent </li></ul><ul><li>Retention </li></ul>Source: Dr John Sullivan,
    4. 5. Why This Is Important <ul><li>Never before has a competitor’s talent been so accessible </li></ul><ul><li>Access to personal and more persuasive communication tools </li></ul><ul><li>Build a pipeline of followers </li></ul><ul><li>Make it easy for candidates to reach you </li></ul>Job Ads Agencies Your Company
    5. 6. Passive Candidates “ You can’t use Wal-Mart advertising techniques to attract Tiffany customers” Source: Lou Adler on ERE
    6. 7. What is Unique About Them? At Work Helping a Competitor Succeed Well Connected – Trust Their Networks In Demand Motivated by Culture and Colleagues
    7. 8. Build a Pipeline <ul><li>Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs </li></ul>90% of employed executives will take a recruiters phone call (ExecuNet) 70% of IT workers expect mass turnover when job market recovers ( Employee turnover will increase by 50% in 2010 ( 1 in 5 workers plan to leave their current job in 2010 (Careerbuilder)
    8. 9. Followers are Advocates Source: Chadwick Martin Bailey and iModerate Research Technologies
    9. 10. Your Employment Brand <ul><li>Convey the meaning of a career at your company </li></ul><ul><li>Amplify the real voices in your company </li></ul><ul><li>Connect with people directly </li></ul><ul><li>Authentic communications </li></ul><ul><li>People expect you to be there </li></ul>
    10. 11. Empower Employee Advocates <ul><li>Scale referrals by provide something unique and interesting to distribute </li></ul>OR
    11. 12. Making the Case <ul><li>More popular than email </li></ul><ul><li>Time spent jumped from 2 hrs a month to 5 ½ hrs today </li></ul><ul><li>Facebook just topped Google as the most visited website </li></ul><ul><li>Drives more traffic to news, entertainment sites than Google </li></ul>1, Nielsen 2 Hitwise 3, 4 Compete Source: Nielsen
    12. 13. Experienced Audience
    13. 14. A Priority for Recruiters How are you planning to use the following sourcing methods in 2010? Source: 2010 JCSI Survey of Recruitment Professionals Ads, Online Online videos Career Fairs Social Media Open Houses Agency – Retained Agency – Contingency Ads, Broadcast Resume Databases LinkedIn Employee Referrals Ads, Print Networking Events Online Job Boards Corporate Website Internal databases 0% 20% 40% 60% 80% 100%
    14. 15. A Priority for Recruiters Source: 2010 JCSI Survey of Recruitment Professionals Top Methods to Increase in 2010 1. LinkedIn 2. Social Media 3. Employee Referrals Ads, Online Online videos Career Fairs Social Media Open Houses Agency – Retained Agency – Contingency Ads, Broadcast Resume Databases LinkedIn Employee Referrals Ads, Print Networking Events Online Job Boards Corporate Website Internal databases 0% 20% 40% 60% 80% 100%
    15. 16. Engagement = Business Success “ companies that are both deeply and widely engaged in social media surpass their peers in terms of both revenue and profit performance by a significant difference”
    16. 17. What It Does Best
    17. 18. What It Is Not Good At
    18. 19. Social Media Universe Source:
    19. 20. Developing a Strategy Source: Forrester Research
    20. 21. Developing a Strategy Source: Forrester Research
    21. 22. Getting Started
    22. 23. LinkedIn <ul><li>Build your connections! </li></ul><ul><li>Company customization options are limited </li></ul><ul><li>Make your profile strong </li></ul><ul><li>Frequent status updates (connect to Twitter) </li></ul><ul><li>Share company presentations (Slideshare plug-in) </li></ul><ul><li>Start a Group for your company careers </li></ul><ul><li>Review and participate in Answers </li></ul>
    23. 24. Fish Where the Fish Are
    24. 25. Facebook <ul><li>Start a Careers page for your company </li></ul><ul><li>Customize tabs for your employment branding </li></ul><ul><li>Share/discuss career events, news, etc </li></ul><ul><li>Respond to questions </li></ul><ul><li>Be careful about personal friend invites </li></ul><ul><li>Watch your community page </li></ul>
    25. 27. Targeted Ads <ul><li>Target specific groups of people </li></ul><ul><ul><li>schools </li></ul></ul><ul><ul><li>interests </li></ul></ul><ul><ul><li>companies </li></ul></ul><ul><li>Pay only by the click </li></ul><ul><li>Leverage the personal advantage of the network </li></ul>Sample FB recruitment ad featuring the hiring manager Source: Techcrunch
    26. 28. Zuckerman’s Law “ 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.” 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 Source: NY Times
    27. 29. Twitter <ul><li>Start a company careers account </li></ul><ul><li>Customize your background with messages/URLs </li></ul><ul><li>Many tools help manage multiple users </li></ul><ul><li>Follow the influential and interesting </li></ul><ul><li>Discuss, don’t just post openings </li></ul><ul><li>Link to your other communities (track with </li></ul>
    28. 31. YouTube <ul><li>Start a careers channel </li></ul><ul><li>If you have videos, unlock them from your site! </li></ul><ul><li>Flip camera or put slides to a podcasts </li></ul><ul><li>Interview with hiring managers about a opening </li></ul><ul><li>Much more interesting than a job description </li></ul><ul><li>Personalize your company, thought leaders </li></ul><ul><li>Brief “why work here” videos </li></ul>
    29. 33. Google Reader <ul><li>Your monitoring command center (free) </li></ul><ul><li>Collect RSS feeds for real-time updates </li></ul><ul><li>Mentions of your company in: </li></ul><ul><ul><li>Google blog </li></ul></ul><ul><ul><li>Twitter (industry events) </li></ul></ul><ul><ul><li>YouTube </li></ul></ul><ul><ul><li>Employer Review Sites (Glassdoor) </li></ul></ul><ul><li>Monitor industry blogs, competitors, employees, </li></ul>
    30. 34. Measurement
    31. 35. What’s Next Niche Communities Mobile A better platform for socializing Highly relevant content within specific industries, functions and skills
    32. 36. A Little About JCSI 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 . <ul><li>12 years of experience with emerging companies and Fortune 1000 </li></ul><ul><li>Leading edge of using new tools to improve the recruitment process </li></ul>
    33. 37. Leave Your Card <ul><li> </li></ul><ul><li>This Presentation </li></ul><ul><li>Social Staffing eBook </li></ul><ul><li>Recruitment Survey eBook </li></ul><ul><li>Nielsen Social Media Report </li></ul><ul><li>JCSI Case Studies </li></ul>I’ll email you the following…
    34. 38. Thank You <ul><li>Brian Cavoli </li></ul><ul><li>[email_address] </li></ul><ul><li>774-760-0250 </li></ul><ul><li> </li></ul><ul><li> </li></ul>