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BrightMove Recruiting Software Social Media Recruiting Guide
- 1. The Recruiter’s Field Guide to Social Media w M E E L C O Hi… hello… Presenters: Nanci Lamborn, SPHR – HR Consultant Paul Cevolani, SPHR – President / CEO Novus Origo
- 3. BrightMove Contact Information Office Phone: (877) 482-8840 Email: [email_address] Site: BrightMove Recruiting Software Twitter: http://twitter.com/brightmoveus Start a Free Trial
- 5. Social Media Recruiting Communication is King!!
- 7. Key Trends and Industry Data Social Marketing and Passive Search Tools Transformation and Call to Action Question / Answer 4 3 2 1 Agenda for Today
- 8. Social Media: Here to Stay growing by the minute Social Media is here and growing. Social Media: Here to Stay
- 9. SURVEY SAYS… Personal Social Media Usage LinkedIn Facebook YouTube Twitter Other None
- 10. SURVEY SAYS… Work-Related Social Media Usage LinkedIn Facebook Twitter None
- 11. Social Media: Here to Stay growing by the minute Facebook: 300,000,000 users It’s time for recruiters to embrace the social media revolution. Twitter: 6,000,000 users LinkedIn: 50,000,000 users
- 12. www.greatplace.com Customers Candidates Vendors Employees A functioning website is a necessity. YOU Communication Contact Connect
- 17. BrightMove Applicant Tracking BrightMoveATS Your URL: http://twitter.com/ BrightMoveATS
- 20. Incorporate your connections everywhere possible. Nanci Lamborn, SPHR Consultant Novus Origo 3231-C Business Park Drive Suite #121 Vista, CA 92081 (760) 438-4354 www.NovusOrigo.com Connect with me online: Nanci Lamborn, SPHR Consultant Novus Origo (760) 438-4354 [email_address] Linkedin: www.linkedin.com/novusorigo Follow: www.twitter.com/novusorigocnslt Facebook: www.facebook.com/novusorigo AIM: NovusOrigo
- 23. Employer Branding: Uniform Consistency
- 24. Set up user accounts Remember employer branding Start driving traffic to you 3 2 1
- 26. Now Partnered With: HRCI credit courses – click here to register!
- 28. Google Sitemap
- 29. Bing Sitemap
- 30. Further education: Sitemaps.org
- 31. Start Blogging!
- 32. Share your newsworthy happenings
- 33. Emphasize and share your employee-focused news Second graphic here of visual news slide showing employee friendly news / compassionate story
- 34. Emphasize and share your employee-focused news
- 35. Give passive candidates a look into your organization
- 36. Web 2.0 technology = RSS feed Rich Site Summary Real Simple Syndication
- 39. Now Partnered With: HRCI credit courses – click here to register!
- 41. Web 2.0 tools Employer branding / blogging RSS feed syndication 3 2 1 Excavating passive candidates
- 42. Yahoo Hotjobs: 30 million Careerbuilder: 22 million Monster: 110 million Dice: over 2 million (hi-tech specialty) Resume Database Searching
- 43. Quick Reference Search Guide
- 44. PMP Oracle experienced Atlanta Linkedin.com Google Advanced Search
- 46. Google Advanced Search results
- 52. http://www.ipl.org/div/websearching/ http://www.googleguide.com/advanced_operators.html Search string tips / tools / tricks / practice
- 53. Author and Consultant Nanci Lamborn, SPHR Office Phone: (404) 218-5332 Email: nanci.lamborn@NovusOrigo.com LinkedIn: http://www.linkedin.com/in/ladilamborn Twitter: http://twitter.com/TheHRLadi Contact Information:
- 56. BrightMove Contact Details Michael Brandt - COO Office Phone: (877) 482 8840 Ext 6053 Email: mike.brandt@brightmove.com LinkedIn: http://www.linkedin.com/in/michaelgbrandt Twitter: http://twitter.com/brightmoveus Contact Information:
- 57. Human Resources Transformation / Change Management Incorporating Transformation & Change Management
- 58. Human Resources Transformation / Change Management Utilizing Social Media as an HR Recruiting process results in transformation or change, and no matter how well intended or needed… change is not always welcomed with open arms! Change is the only constant! Change is hard! Change is going to come! Change is good! Change is inevitable! Change is not for me!
- 59. The desire for advanced capabilities in Applicant Tracking Systems (ATS) The desire for a change Bersin & Associates 2009 65%
- 60. The desire for advanced capabilities in Applicant Tracking Systems (ATS) The satisfaction of the change Bersin & Associates 2009 80% 20%
- 61. Transformation The redesign of an organization which results in the improvements needed to achieve strategic goals and business objectives
- 64. Simplified Implementation Overview New Process Planning & Implementation Transformation Continuous Improvement -2 to 0 Months 0 to 3 Months Ongoing
- 65. Large Scale Implementation Overview (with stabilization) -1 Month +2 Month +3 Month +4 Month +5 Month … Month +1 Month +2 Implementation (Transition) Planning Month +1 Month +1 Month -1 Stabilization (Implementation to Run ) Service Delivery (Transformation) Month +2 Month +3 Month +… Implementation Stabilize Service Delivery Go Live Start Implementation Plan
- 66. Identifying the current and future state of the organization Paul Cevolani, SPHR Office Phone: (760) 432-4354 Email: Paul.Cevolani@NovusOrigo.com LinkedIn: http://www.linkedin.com/in/paulcevolani Twitter: NovusOrigoCEO Contact Information:
- 67. Complimentary Access to BrightMove: BrightMove will extend 3 free months access to our industry leading recruiting software for all attendees. Go to this link for more details: http://www.brightmove.com/tour A BrightMove Thank You
- 68. Identifying the current and future state of the organization Paul Cevolani, SPHR Office Phone: (760) 432-4354 Email: Paul.Cevolani@NovusOrigo.com LinkedIn: http://www.linkedin.com/in/paulcevolani Twitter: NovusOrigoCEO Contact Information:
- 69. Questions? Question / Answer Add Value Achieve Results Reach Out
Editor's Notes
- Transformation Workshop 04/05/10 Overview Instructor Notes: These are the activities that will be covered in the detail in the following topics.
- Transformation Workshop 04/05/10 Overview Instructor Notes: Because Transformation can be a longer process and move at a pace based on organizational readiness, it should be viewed as the process of moving through five stages: Stability: Service levels met, time tracking, basic service management, financial management, cascading sponsorship Repeatability: Standard processes, extend key processes, measure processes, routine service, management reporting, annual budget cycle Predictability: Trends in performance (productivity, quality, service levels), take action on continuous improvement Flexibility: Increasing adaptability for going to market, processes are continuously improved by learning-based teams, organization is balanced between serving client and serving the market Marketability: Focus on delivering value, institutionalization of process, metrics, organization, culture
- Transformation Workshop 04/05/10 Overview Instructor Notes: Because Transformation can be a longer process and move at a pace based on organizational readiness, it should be viewed as the process of moving through five stages: Stability: Service levels met, time tracking, basic service management, financial management, cascading sponsorship Repeatability: Standard processes, extend key processes, measure processes, routine service, management reporting, annual budget cycle Predictability: Trends in performance (productivity, quality, service levels), take action on continuous improvement Flexibility: Increasing adaptability for going to market, processes are continuously improved by learning-based teams, organization is balanced between serving client and serving the market Marketability: Focus on delivering value, institutionalization of process, metrics, organization, culture