Help, I need to be more social                 TalentNet Aug 2011       Intuit - Gail Houston and Leslie Mason1
Despite popular beliefs90% of candidates qualified for your role are NOT looking
So how do we get them to apply?Utilize your company and personal employment brand
More Companies plan to use social
But are you ready?        Common ComplaintsI don’t have time, I don’t know how
What is Recruitment 3.0  •   Not everyone is looking  •   Everyone is a potential candidate or      brand ambassador, even...
The future is now – adopt or be left behind7
Start with the foundationApplicants are looking for YOU, what will they find
Learn from an expert                       Recruiter                         Guy                       Facebook           ...
Tip # 1 – Creating your social sites   Follow the 3 C’s – Create, Connect & Content
Tip # 2 – Create Twitter List                Tip # 2 – Social in 10 min a day     Create a Twitter List and Retweet Inform...
Tip # 3 – Automate (but don’t overdo)             Tip # 3 – Social in 10 min a day     Create and / or follow Twitter Pape...
Tip # 4 – Since you go to LinkedIn daily             Tip # 4 – Social in 10 min a dayTweet or Post news from www.linkedin....
Tip # 5 – Follow Industry Sites     Tweet or Post news from www.mashable.com14
Tip # 6 – Post Jobs                        job                       counter         Social               video           ...
Tip # 7 – Facebook            Tip # 8 Social in 10 min a day16     Share positions on your Facebook wall
Tip # 8 – The Unexpected                     Tip # 7 – Social in 10 min a day     Share www.slideshare.net presentations o...
Tip # 9 – It’s time for videos                 Tip # 9 – Social in 10 min a day Share videos from your company or about to...
Tip # 10 – Google Plus     Don’t be late to the game – it is time to explore19
Tip #10 - Google + - My profile           Are you on Google+?20
Tip #11 – Learn how to use bitlys Bundles allow you to share more links with just one click21
Tip #11 – Learn how to use bitlys     Bitlys allow you to track and measure performance22
Tip #12 – Do a little each day                                                     Build your brand                       ...
Tip #13 – The Student Becomes the Teacher               Tip #13– teach your customers Once you learn and adopt you can tea...
Follow, Circle, Join, Connect, Friend Us+Leslie Mason                     +Gail HoustonSenior Recruiter                  S...
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Help I Need To Be More Social! TalentNet Live! Aug2011

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  • 10% of relevant/experienced talent is actively looking for a role at any given moment in time.That means that 90% of candidates relevant for your role/s are not engaged in job searches
  • At the core of the philosophy of Recruitment 3.0 is the definition of a candidate. We typically define one as someone who has nominated themselves to be part of an election process. A voluntary act.But at what point does someone volunteer themselves to be a candidate? When they see your advertisement? When they apply to your advertisement? When you interview them?So if they are not a candidate until they volunteer themselves, what are they? They are your average person sitting drinking a coffee in Starbucks, or leading a team at work, speaking at a conference, running down the road, watching TV, or having a pint of the finest ale down the local pub.What turns a regular person into a candidate? A whole host of reasons. Not being recognized for their contribution at work, poor relationship with their manager, lack of career development, lack of challenging work, poor remuneration.A company either waits for the moment that someone presses the button and turns themselves into a candidate and then jumps on them, or makes a proposition that is attractive and tempts them into candidacy.Hence at the core of Recruitment 3.0 is that everyone is a candidate. And it is up to us to create candidates not wait.
  • PR & messagingMarketingDirect MarketingMarket segmentationCandidate Relationship ManagementSalesPresentation and Communication SkillsDoes recruiting have a role in PR?According to a blog post by the Marketing Recruiter - Google your recruitment leader’s name today, alongside your company name. What do you see? The vast majority of Fortune 500 recruitment leaders have no identity on search engines. They don’t promote their company brand.  They don’t speak at events. Recruitment 3.0 leaders will be fired for not being a proactive champion of their company as a great place to work.
  • Help I Need To Be More Social! TalentNet Live! Aug2011

    1. 1. Help, I need to be more social TalentNet Aug 2011 Intuit - Gail Houston and Leslie Mason1
    2. 2. Despite popular beliefs90% of candidates qualified for your role are NOT looking
    3. 3. So how do we get them to apply?Utilize your company and personal employment brand
    4. 4. More Companies plan to use social
    5. 5. But are you ready? Common ComplaintsI don’t have time, I don’t know how
    6. 6. What is Recruitment 3.0 • Not everyone is looking • Everyone is a potential candidate or brand ambassador, even your consumers! • Employment brand is pivotal to your success in talent acquisition • The Psychology of People (people like to talk) • You are not in control of what people are saying • Building relationships and communities is key • Recruitment is boringRecruiter skills of the future – social, PR, sales, communications
    7. 7. The future is now – adopt or be left behind7
    8. 8. Start with the foundationApplicants are looking for YOU, what will they find
    9. 9. Learn from an expert Recruiter Guy Facebook LinkedIn YouTube Blogging Twitter
    10. 10. Tip # 1 – Creating your social sites Follow the 3 C’s – Create, Connect & Content
    11. 11. Tip # 2 – Create Twitter List Tip # 2 – Social in 10 min a day Create a Twitter List and Retweet Information11
    12. 12. Tip # 3 – Automate (but don’t overdo) Tip # 3 – Social in 10 min a day Create and / or follow Twitter Paper.li’s12
    13. 13. Tip # 4 – Since you go to LinkedIn daily Tip # 4 – Social in 10 min a dayTweet or Post news from www.linkedin.com/today13
    14. 14. Tip # 5 – Follow Industry Sites Tweet or Post news from www.mashable.com14
    15. 15. Tip # 6 – Post Jobs job counter Social video networks Remember 80% content, 20% jobs15
    16. 16. Tip # 7 – Facebook Tip # 8 Social in 10 min a day16 Share positions on your Facebook wall
    17. 17. Tip # 8 – The Unexpected Tip # 7 – Social in 10 min a day Share www.slideshare.net presentations on topics of interest17
    18. 18. Tip # 9 – It’s time for videos Tip # 9 – Social in 10 min a day Share videos from your company or about topics of interest18
    19. 19. Tip # 10 – Google Plus Don’t be late to the game – it is time to explore19
    20. 20. Tip #10 - Google + - My profile Are you on Google+?20
    21. 21. Tip #11 – Learn how to use bitlys Bundles allow you to share more links with just one click21
    22. 22. Tip #11 – Learn how to use bitlys Bitlys allow you to track and measure performance22
    23. 23. Tip #12 – Do a little each day Build your brand Build your connections Tweet / Post industry related news Tip # 12 – a little each day builds a following Follow industry experts 80% content 20% jobs If you tweet and no one is following you, will anyone hear?23
    24. 24. Tip #13 – The Student Becomes the Teacher Tip #13– teach your customers Once you learn and adopt you can teach your customers24
    25. 25. Follow, Circle, Join, Connect, Friend Us+Leslie Mason +Gail HoustonSenior Recruiter Social Media Program Manager/Senior Recruiter@leslie12002 @ghouston - @intuitcareers Gail_houston@intuit.comLeslie_mason@intuit.com www.facebook.com/intuitcareersInvite Leslie to connect on LI www.slideshare.net/intuitcareerswww.lesliemason.blogspot.com www.youtube.com/intuitcareerswww.infostripe.com/lesliemason www.linkedin.com/company/Intuitwww.linkedin.com/in/lesliemason http://infostripe.com/gailhoustonwww.facebook.com/leslie.mason3 www.linkedin.com/in/gailhoustonwww.slideshare.net/leslie12002 Invite Gail to connect on LIwww.youtube.com/leslie12002 http://infostripe.com/gailhouston

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