The document discusses social media and interactive recruiting strategies to enhance recruiting efficiency and budget management. It outlines various approaches, including centralized strategies, employee-centric methods, and outsourced management, while highlighting the importance of SEO and SEM in attracting candidates. The document also provides tips for engaging employees in social media recruiting and measuring the success of these strategies.

1. Brian Medina and Sean Self Social Media & Interactive Recruiting Strategies “Tactics to improve recruiting, brand exposure, and maximize your recruiting budget.”

2. Who we are: Self Opportunity, Inc. is a recruitment solutions company offering the latest in recruiting solutions and recruitment advertising to Recruiting Professionals and HR Professionals in multiple market segments. Throughout the past 8 years we have helped our clients improve recruiting effeciencies and improve ROI.

3. Social Media & Interactive Recruiting Strategies Every search is a quest. Every quest is a story. Our environment for Talent Acquisition is in constant change. Using social media and interactive recruiting techniques is part of the rapidly expanding and changing technologies to support sourcing and recruiting. Today we are going to discuss how to incorporate the available social media and interactive recruiting strategies into your 2010 recruiting strategy.

4. Agenda In the beginning… What are the different social recruiting strategies and what is best for my organization? Tips to engage your employees as part of your social media recruiting strategy. How are you going to compete for talent in the future? Where are people going to search for jobs?

5. Agenda (cont.) What is search engine marketing (SEM) and search engine optimization (SEO) and how to brand and market your job opportunities? Tips to measure the results of a successful social media recruiting and interactive recruiting strategy. Discuss ideas to make your career site more search engine friendly for the passive candidate to find your job opportunities.

6. In the beginning… From the first public notices found carved on stone in the ruins of Pompeii: Image provided from: www.beadesigngroup.com

7. Still the beginning… 15 th Century England – handwritten notices appeared nailed to posts and walls in public areas: Image provided from: www.costumes.org

8. Still the beginning: In the US, the first classified ad appeared in 1704 in the Boston News-Letter: Image provided from: www. historyofjournalism.onmason.com

9. Not too distant past… 1992 - First Job Board – (?) Craig’s List 1995 Google 1998 LinkedIn 2003 Twitter 2006

10. Basketball passes

11. Now – The Conversation Prism Image provided from: www. Briansolis.com

12. Limited Scope Strategies The “laissez-faire” social media recruiting strategy – a do nothing strategy there is no organized or harmonized approach. Reference-checking strategy – utilizing the various social media sites as another source of information for your reference checking process. Post and pray strategy – a strategy that leverages social media as nothing more than another channel to broadcast employment opportunities to. Employer brand management strategy – a strategy that focuses on using social media to evaluate and influence the perception of the organization as an employer by distributing content about the employee experience via social media channels. Hybrid strategy – a hybrid strategy recognizes a need for different approaches to drive different types of activity supporting unique aspects of the organization. It uses components of nearly all strategies presented here. What are the different Social Recruiting Strategies and what is best for my organization?

13. Broad Scope Strategies Centralized social media recruiting strategy — a common strategy that employs recruiters as the sole agents of the organization and relies upon them to carry out full-spectrum activities including direct sourcing, relationship recruiting, employment marketing, employer brand assessment, and employer branding. The employee-centric recruiting strategy — a powerful “full spectrum” approach that exponentially increases the visibility of the organization in social media by using all employees as the agents under the direction/influence of the recruiting organization. The “talent community” strategy — a variation of the employee-centric strategy that has a longer-term focus on building communities and relationships based primarily on professional learning. Outsourced management strategy — A strategy that employs a third party such as a marketing or PR firm to manage a significant portion of the effort. What are the different Social Recruiting Strategies and what is best for my organization?

14. Organizational Strategies Banned social media strategy — a strategy that seeks to minimize the impact of social media for better or worse by blocking or severely restricting access to social media throughout the organization. Social media committee strategy — this strategy recognizes that where social media is concerned, the needs and wants of numerous organizational stakeholders may cross and seeks to coordinate efforts and more effectively marshal resources. Distributed social media strategy — a strategy that provides organizational guidelines on social media usage, but that permits units/groups within the organization to plan, develop, and execute initiatives without oversight. What are the different Social Recruiting Strategies and what is best for my organization? Strategies from: www.ere.net , Dr. John Sullivan, Understanding the available social media recruiting strategies, Nov. 16, 2009

15. Utilizing LinkedIn LinkedIn Profile - Brian Medina Include 3 websites on your profile Complete your profile Get recommendations from former co-workers Suggest for your employees to join professional groups on LinkedIn Have your staff answer questions from colleagues to showcase your company’s expertise How to engage your employees as part of your Social Media recruiting strategy?

16. Utilizing company email signature How to engage your employees as part of your Social Media recruiting strategy?

17. 2,154 51,696 1,550,880 How are you going to compete for talent in the future?

18. 2,154 – The number of jobs just Tweeted on Twitter in the past hour. 51,696 – The number of jobs tweeted in the last 24 hours. 1,550,880 – The number of jobs tweeted in the last month. How are you going to compete for talent in the future?

19. How are you going to compete for talent in the future? Utilizing Twitter If you have not done so, go out and set up a Twitter account. If you work for a company, brand the company. If you are independent, become the expert & brand yourself as such. Important hash tags to incoporate into your tweet: #jobs, #hr, #hiring, #jobsearch Twitter now does geo-targeted searches. Google is now including relevant Twitter results in real time. You only have 140 characters for your tweet. List your key job description, a short descriptor and then use a tiny url as the destination url to direct potential candidates to your career site/job posting on your career site http://bit.ly/ is a good tool to condense long url's, this will also help you track your links.

20. Where are people going to search for jobs? Sales Jobs

21. Where are people going to search for jobs? Sales Jobs 3,350,000 – Searches in March for Sales Jobs 110,000 – Searches in March for Medical Sales Jobs 201, 000 – Searches in March for Recruiter Jobs

22. What is search engine marketing (SEM) and search engine optimization (SEO) and how to brand and market your job opportunities? Utilizing SEM (Google-Yahoo-Bing) Create targeted ad campaigns for your job description or job title. Direct candidates to your career site Direct candidates to a company branded "Recruitment Landing Page" Examples: Registered Dietitian Jobs, Chef Jobs , Foodservice Jobs Sell your company culture Have enticing call to action to get candidates to apply or take next step in submitting a resume. Own unique domain names that are relevant to your job description/job title. Budget a small amount per month for your ad campaign. Geo-target your company's need to keep cost down.

23. What is search engine marketing (SEM) and search engine optimization (SEO) and how to brand and market your job opportunities? Utilizing SEO (Google-Yahoo-Bing) Most career sites are not search engine optimized Search engines cannot read flash or content embedded in flash Most job postings are hidden in tables If you create an employment branded page, you can optimize the content for the search engines

24. Tips to measure the results of a successful social media recruiting & interactive recruiting strategy. Analytics Review your career sites analytics once a month Evaluate your referral source traffic results for your career site Google Analytics is a good tool and it is free Analytics allow you to review the unique visitors to your career site and help measure your ROI

25. Tips to measure the results of a successful social media recruiting & interactive recruiting strategy. Analytics

26. Tips to measure the results of a successful social media recruiting & interactive recruiting strategy. 848 visits for March www.chartwellsjobs.com in March had 1,565 unique visitors 54% went from www.chartwellsjobs.com to www.compassgroupcareers.com .

27. Suggestions and ideas to make your career site more search engine friendly for the passive candidate to find your job opportunities. If you are planning on building a career site, resist the urge to use flash or have content in flash. Talk with your website designer and explain that you want your job titles to be found in search results. Write job titles and job descriptions rich in relevant content for potential search queries. Make sure job title is in the title tag of the page for the job posting. Have job title again in the job descriptor.

28. Sean Self and Brian Medina Thank You You can reach us at 800-594-7036 [email_address] or [email_address] Twitter: BrianMedina