Social Recruiting from 30,000 Feet

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  • Negative Comments. LIKELY 100Loss of Control Over the Message. LIKELY 80Neglect. LIKELY 50Misunderstanding the Culture of the blogosphere. LIKELY 35Unprepared or Loose-Cannon Employees. POSSIBLE 15Fueling a Firememe of Criticism. POSSIBLE 15Legal Liabilities. UNLIKELY 2Losing the Farm. UNLIKELY 2Negative Impact on Stock Price. UNLIKELY 1 Tort Lawsuits. UNLIKELY 1
  • Google indexes sites linked to by Tweets, including those using shortening services.
  • 21 Such Ideagoras Exist Today
  • “P&G figures that for every top-notch scientist inside its labs, there’s another 200 outside who are just as good. That’s a total of 1.8 million people whose talents it could potentially tap into”. One of the means to accomplish this is making use of Innocentive, an ideamarketplace that connects the knowledge of over 120.000 scientists to companies in need of innovation.
  • Social Recruiting from 30,000 Feet

    1. 1. Social Recruiting from 30,000 Feet<br />© Master Burnett, Managing Director, Dr. John Sullivan & Associates<br />Web: drjohnsullivan.com Twitter: @masterburnett E-mail: mburnett@drjohnsullivan.com<br />
    2. 2. Who am I?<br />Digital native (BBS’s, CompuServe, DSL 1998)<br />Self professed geek, early adopter of nearly all things digital<br />Currently serving as the Managing Director of Dr. John Sullivan & Associates<br />14 Years experience in high technology recruiting for early stage ventures<br />A facebook junkie!<br />2<br />©2009 Dr. John Sullivan & Associates<br />
    3. 3. My plans for this session…<br />Share observations on social recruiting from a different vantage point<br />Discuss most common questions/concerns voiced from senior HR/Business leaders<br />Introduce a framework for strategic/feasible use of social media in recruiting<br />Share some examples and answer LOTS of questions<br />3<br />©2009 Dr. John Sullivan & Associates<br />
    4. 4. Some key observations…<br />Virtually no strategy is guiding the majority of experiments by organizations today (no targeting, no goals, no clarity around expectations, no valuable measures)<br />Very little understanding of social media by senior leaders (Economist Intelligence Unit: Less than 1:10 executives is literate beyond Web 1.0; 87% wrong e-mail)<br />A power struggle over what functions can/cannot do brings progress to a standstill (An Economist poll found that HR ranks 11th among internal functions most likely to make effective use of social media usage! (Only procurement, legal, and risk scored lower.)<br />4<br />©2009 Dr. John Sullivan & Associates<br />
    5. 5. Some key observations…<br />Rapidly evolving technology and service landscape (web 2.0 services rendered irrelevant overnight, mash-ups make powerful solutions cheap/easy to produce)<br />Most leaders lack understanding of what’s possible and how to move forward feasibly (transactional background, requisition focused)<br />Most organizations are tackling the easy stuff (extension of recruitment marketing and direct sourcing to social media)<br />5<br />©2009 Dr. John Sullivan & Associates<br />
    6. 6. Executive concerns…<br />6<br />©2009 Dr. John Sullivan & Associates<br />Source: Risky Business Reputations Online, Weber Shandwick, 2009<br />
    7. 7. Concern probability<br />From Communication Overtones, KamiHuyse, http://twurl.nl/8qiov4<br />7<br />©2009 Dr. John Sullivan & Associates<br />
    8. 8. Executive questions…<br />Where as a leader should my knowledge be? (Overwhelmed, LinkedIn 45%, Time Management)<br />How does social media give us access to talent we don’t already have? (The Netflix Challenge, Crowdsource, 2006, $1M, $3.4M)<br />How do we excite the right people about the company and the work? (Apple’s Genius Campaign, Microsoft/Sun’s Blogs)<br />How do we cut through the clutter? (45% of content seen as inaccurate)<br />8<br />©2009 Dr. John Sullivan & Associates<br />
    9. 9. A plethora of opportunity<br />Virtual team meetings<br />Employment branding (Unit)<br />Interactive offer<br />Social media enabled ERP<br />Network notification<br />Peer Validated Profiling<br />Labor market profiling<br />Market compensation<br />Network affiliation<br />Engagement monitoring<br />Online contest/challenge<br />Competitor landscape/approach<br />Gaming/simulation<br />1:1 employment marketing<br />Offer FAQ’s<br />Direct sourcing<br />Network reference<br />Workstation design<br />360° Rate<br />Offer landscape<br />Micro-opportunity<br />Performance planning<br />Multi-channel marketing<br />24/7 offer support<br />9<br />©2009 Dr. John Sullivan & Associates<br />
    10. 10. Four activity buckets…<br />Recruitment Marketing<br />Outbound, inbound, branding, market research<br />Competitive intelligence<br />Direct sourcing, competitor landscape<br />Targeted talent servicing<br />Q&A, education, relationship support<br />Recruitment operations<br />Transaction automation, analytics<br />10<br />©2009 Dr. John Sullivan & Associates<br />
    11. 11. Social media tenets…<br />The experience you provide is the message. <br />Anything you claim can and will be validated.<br />The majority of info<br />sources are out of <br />your control.<br />Failure to engage cedes control of your brand to others.<br />©2009 Dr. John Sullivan & Associates<br />11<br />
    12. 12. Necessary strategy characteristics…<br />Drives transparency<br />Show the human side (candid, faulty, etc.)<br />Enables a conversation<br />Solicit feedback, interaction, incremental conversion<br />Leverages the crowd<br />Understanding, influence, user-generated content<br />Highly targeted<br />Fish where the fish are<br />Experiment quickly!<br />It won’t all work, what does will evolve/change<br />©2009 Dr. John Sullivan & Associates<br />12<br />
    13. 13. Effort targeting<br />13<br />©2009 Dr. John Sullivan & Associates<br />
    14. 14. Seven types of social media<br />From “The 7 Categories of Social Media,” Communication Overtones, http://twurl.nl/7bvhzz<br />
    15. 15. If you can imagine it…<br />©2009 Dr. John Sullivan & Associates<br />15<br />
    16. 16. Exponential marketing (feasible)<br />Modular content<br />Extensible<br />Easy to excerpt<br />Reach<br />Impression<br />Engagement<br />Propagation<br />Cycle<br />Multimedia<br />Multi-channel<br />Multi-stakeholder<br />Repository<br />Manually post<br />Auto-syndicate<br />16<br />©2009 Dr. John Sullivan & Associates<br />
    17. 17. Know your targets<br />©2009 Dr. John Sullivan & Associates<br />17<br />Where are they online?<br />Routine habits<br />What do they do online?<br />How are they leveraging various services<br />When are they online?<br />Days of the week, time of day<br />
    18. 18. ©2009 Dr. John Sullivan & Associates<br />18<br />
    19. 19. ©2009 Dr. John Sullivan & Associates<br />19<br />
    20. 20. Most popular social networks<br />©2009 Dr. John Sullivan & Associates<br />20<br />
    21. 21. Find where to experiment<br />Free tools every company can use:<br />Google Alerts (RSS Feeds)<br />Technorati.com (Blogs)<br />Backtype.com (Blog Comments)<br />Boardtracker.com (Blog Comments)<br />Twitter Search<br />©2009 Dr. John Sullivan & Associates<br />21<br />
    22. 22. Social Outsourcing<br />Migration to project based “knowledge work”<br />In line with social trends<br />Easy to manage<br />Great way to assess to talent<br />Excellent way to drive workforce agility<br />©2009 Dr. John Sullivan & Associates<br />22<br />
    23. 23. Job tweets<br />©2009 Dr. John Sullivan & Associates<br />23<br />
    24. 24. URL shortening services<br />©2009 Dr. John Sullivan & Associates<br />24<br />Go to URL, but append “+” at end:<br />
    25. 25. Discuss or kill<br />©2009 Dr. John Sullivan & Associates<br />25<br />
    26. 26. Micro targeting on facebook<br />Advertising works both ways:<br />None of these ads resulted in job offer, but each triggered a set of conversations.<br />©2009 Dr. John Sullivan & Associates<br />26<br />
    27. 27. Multi-channel engagement<br />©2009 Dr. John Sullivan & Associates<br />27<br />
    28. 28. No more walls…<br />©2009 Dr. John Sullivan & Associates<br />28<br />
    29. 29. ©2009 Dr. John Sullivan & Associates<br />29<br />
    30. 30. Ideagoras exploding<br />Time Permitting<br />©2009 Dr. John Sullivan & Associates<br />30<br />
    31. 31. ©2009 Dr. John Sullivan & Associates<br />31<br />
    32. 32. ©2009 Dr. John Sullivan & Associates<br />32<br />
    33. 33. ©2009 Dr. John Sullivan & Associates<br />33<br />
    34. 34. ©2009 Dr. John Sullivan & Associates<br />34<br />
    35. 35. ©2009 Dr. John Sullivan & Associates<br />35<br />
    36. 36. Share this presentation<br />http://slideshare.com/mburnett<br />http://drjohnsullivan.com (Publications/Presentations)<br />mburnett@drjohnsullivan.com<br />http://facebook.com/masterburnett<br />http://twitter.com/masterburnett<br />©2009 Dr. John Sullivan & Associates<br />36<br />

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