This presentation examines the history and future of social recruiting. The adoption of social recruiting is much slower that the original web. At this point (Jan 2013) we are still experimenting and hoping to discover what works. The future holds a greater emphasis on workflow and measurable results.

1. Social Recruiting
Now and Then
1

2. Context: It’s All About Transistors 2

3. You Are Here
Pace of Change 4

4. Technology Adoption
Mainstream Market
Crossing the Chasm
Late Market
The Chasm
Early Market
Innovators Early Adopters Early Majority Late Majority Laggards
4

5. Social Recruiting 2.0
Social Recruiting 1.0
Job Board 3.0
Job Board 2.0
Job Board 1.0
6
Closer Look 5

6. ‣ Job Board 1.0
• Jobs, Resumes, Posting (Monster, HotJobs, CareerBuilder)
‣ Job Board 2.0
• More Data in One Place (Indeed, LinkedIn)
‣ Job Board 3.0
• Job Board Responsible for User Success (CareerBuilder)
‣ Social Media 1.0
• Ooozing Potential (FB, Twitter, Referrals, Blogging) - If you build it they will
come
‣ Social Media 2.0
• If you want them give them value...repeatedly
The Evolution 67

7. • Referrals
• Build Your Own Ecosystem
• Ads in Someone Else’s Ecosystem
• Data Collection/Aggregation
Current Types 9
7

8. a ge
P
ny
pa
C om
bs
Jo
fic
af
Tr
One Fundamental Model 9
8

9. ‣ Transparency
‣ Authenticity
‣ Democratization
‣ Personalization
‣ Network Effects
‣ Certainty
Utopian Ideals and Cherished Myths 9

10. Myth: You Are 6 Degrees From Kevin 10

11. Myth: Your Network Can Get You A Job 11

12. Myth: Your Network Can Staff Your Org 12

13. Myth: Community Will Build Itself 13

14. Myth: Hurry or You’ll Miss the Boat 14

15. Myth: Hierarchy Is Disappearing 15

16. Myth: Everyone Is A Freelancer 16

17. Myth: Having Data Is Recruiting 17

18. Lots of New Services, No Real Return 18

19. Myth: Cheerleaders are Business Leaders 19

20. Tweets Follows Followers
Average 976 429 411
Median 228 74 82
Some Stats (Recruiters on Twitter) 20

21. Basic Social Technologies 21

22. Social Recruiting Adpted 50% More Slowly 22

23. How Tech Used To Flow 23

24. Today, Tech Comes In Employee Pockets 24

25. ‣ Lean Startups
‣ Minimum Viable Product
‣ Technology Is Not Candidates
Today, Tech Customer Bears the Risk 25

26. Dawn of Clarity
26

27. 80% of Jobs are filled by active
candidates
The Passive Candidate Myth 27

28. 1 Creator
9 Synthesizers
90 Consumers
Not Everyone Creates Content 28

29. Different Tools For Different Jobs
High
Get Personal Get Social
Importance of Job
Outsource the Work Advertise
Low
Low High
Size of Labor Pool
29

30. Branding: No Longer One Size Fits All 30

31. Recruiting is a Local Sport 31

32. What’s Next 32

33. Progress is not Linear 33

34. Cost Per Hire
Is Driven By How Hard It Is
Rediscovering Simple Truths 34

35. Mobile Is Free: Responsive Design 35

36. Video Is Free 36

37. Currently, Social Media is a Source of Influence
Employment Branding 37

38. Emoot.com
Every Aspect Will Be Measured 38

39. Value
Recruiter Candidate
Old Way
Recruiter Value Candidate
New Way
Recruiting Is Content Marketing 39

40. Job Ads Are Good Again 40

41. Reputation Management 41

42. Share of Voice 42

43. Share of Company Dept Target
Supply Demand
Voice Rep Rep Audience
Data Driven Employment Branding 43

44. Workflow Matters 44

45. Expertise Matters 45

46. Trojans are Viruses: Business Model Matters 46

47. Better Destination, Not Better Mousetrap 47

48. You are Here
Influencing Engaging Participating
‣ Best for Branding ‣ Real Value for ‣ Transparent Social
Visitors/Fans Enterprise
‣ Point Visitors
Elsewhere ‣ Recruiting is Content ‣ Potential Employees
Marketing are Stakeholders
‣ Long Term Intimate ‣ Options Markets
Relationship
‣ Scalable Intimacy
48
Social Recruiting Evolution

49. Where Do You Begin? 49

50. Questions?
50

51. Contact Me
John Sumser
John@hrexaminer.com
1.415.683.0775
@johnsumser
51