3. The News
• Recruiting budgets & resources are tight.
@ThisIsLars / #NPRRIS
4. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
@ThisIsLars / #NPRRIS
5. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
• Social Media has forced recruiting to evolve. Much confusion
remains on how/where to leverage.
@ThisIsLars / #NPRRIS
6. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
• Social Media has forced recruiting to evolve. Much confusion
remains on how/where to leverage.
• Less distinction between ‘Active‘ & ‘Passive‘ job seekers
@ThisIsLars / #NPRRIS
7. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
• Social Media has forced recruiting to evolve. Much confusion
remains on how/where to leverage.
• Less distinction between ‘Active‘ & ‘Passive‘ job seekers
• Buzzwords dominate, substance can be elusive.
@ThisIsLars / #NPRRIS
8. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
• Social Media has forced recruiting to evolve. Much confusion
remains on how/where to leverage.
• Less distinction between ‘Active‘ & ‘Passive‘ job seekers
• Buzzwords dominate, substance can be elusive.
(9/10 recruiting ninjas will agree)
@ThisIsLars / #NPRRIS
9. The News
• Recruiting budgets & resources are tight.
• Competition for ‘top’ talent remains fierce.
• Social Media has forced recruiting to evolve. Much confusion
remains on how/where to leverage.
• Less distinction between ‘Active‘ & ‘Passive‘ job seekers
• Buzzwords dominate, substance can be elusive.
(9/10 recruiting ninjas will agree)
@ThisIsLars / #NPRRIS
11. Background
• NPR had a long legacy of reactive
transactional recruiting in most
areas of the organization.
@ThisIsLars / #NPRRIS
12. Background
• NPR had a long legacy of reactive
transactional recruiting in most
areas of the organization.
• I was hired in February 2011 to re-
imagine and rebuild the talent
function at NPR.
@ThisIsLars / #NPRRIS
13. Background
• NPR had a long legacy of reactive
transactional recruiting in most
areas of the organization.
• I was hired in February 2011 to re-
imagine and rebuild the talent
function at NPR.
• Our team is small and resources
very limited so it was vital we were
very smart with our spend.
@ThisIsLars / #NPRRIS
14. Background
• NPR had a long legacy of reactive
transactional recruiting in most
areas of the organization.
• I was hired in February 2011 to re-
imagine and rebuild the talent
function at NPR.
• Our team is small and resources
very limited so it was vital we were
very smart with our spend.
• Which led us to....
@ThisIsLars / #NPRRIS
16. NPR Talent Strategy
• ....Build a talent strategy that leveraged social media &
employment branding to minimize spend and maximize reach
& impact.
@ThisIsLars / #NPRRIS
17. NPR Talent Strategy
• ....Build a talent strategy that leveraged social media &
employment branding to minimize spend and maximize reach
& impact.
• Cancel most of our major job boards.
@ThisIsLars / #NPRRIS
18. NPR Talent Strategy
• ....Build a talent strategy that leveraged social media &
employment branding to minimize spend and maximize reach
& impact.
• Cancel most of our major job boards.
• Focus our efforts around engaging our employees, promoting
their involvement in employment branding, promoting jobs to
their networks, etc.
@ThisIsLars / #NPRRIS
19. NPR Talent Strategy
• ....Build a talent strategy that leveraged social media &
employment branding to minimize spend and maximize reach
& impact.
• Cancel most of our major job boards.
• Focus our efforts around engaging our employees, promoting
their involvement in employment branding, promoting jobs to
their networks, etc.
• Results: NPR.org, referrals, LinkedIn, Twitter, Facebook all
became leading source channels.
@ThisIsLars / #NPRRIS
21. Step 1: Know Your Objective
@ThisIsLars / #NPRRIS
22. Step 1: Know Your Objective
@ThisIsLars / #NPRRIS
23. Step 1: Know Your Objective
• What are your recruiting
goals?
@ThisIsLars / #NPRRIS
24. Step 1: Know Your Objective
• What are your recruiting
goals?
• What are your resources?
@ThisIsLars / #NPRRIS
25. Step 1: Know Your Objective
• What are your recruiting
goals?
• What are your resources?
• What are your priorities?
@ThisIsLars / #NPRRIS
26. Step 2: Know Your Organization
@ThisIsLars / #NPRRIS
27. Step 2: Know Your Organization
• One size does NOT fit all.
@ThisIsLars / #NPRRIS
28. Step 2: Know Your Organization
• One size does NOT fit all.
• Know your social media policy.
@ThisIsLars / #NPRRIS
29. Step 2: Know Your Organization
• One size does NOT fit all.
• Know your social media policy.
• Define your intent, build support,
evangelize internally.
@ThisIsLars / #NPRRIS
30. Step 2: Know Your Organization
• One size does NOT fit all.
• Know your social media policy.
• Define your intent, build support,
evangelize internally.
• Who are the internal stakeholders that
need to support your efforts for them
to succeed?
@ThisIsLars / #NPRRIS
31. Step 2: Know Your Organization
• One size does NOT fit all.
• Know your social media policy.
• Define your intent, build support,
evangelize internally.
• Who are the internal stakeholders that
need to support your efforts for them
to succeed?
• Find your internal influencers, invest in
those relationships. Step outside of HR.
@ThisIsLars / #NPRRIS
32. Step 2: Know Your Organization
• One size does NOT fit all.
• Know your social media policy. Office Intercom Bingo
• Define your intent, build support,
evangelize internally.
• Who are the internal stakeholders that
need to support your efforts for them
to succeed?
• Find your internal influencers, invest in
those relationships. Step outside of HR.
@ThisIsLars / #NPRRIS
33. Step 3: Know Your Platform
@ThisIsLars / #NPRRIS
34. Step 3: Know Your Platform
@ThisIsLars / #NPRRIS
35. Step 3: Know Your Platform
• Who are you trying to reach?
@ThisIsLars / #NPRRIS
36. Step 3: Know Your Platform
• Who are you trying to reach?
• What platforms can you use to reach
them?
@ThisIsLars / #NPRRIS
37. Step 3: Know Your Platform
• Who are you trying to reach?
• What platforms can you use to reach
them?
• Where are your employees? What
platforms does your organization
use?
@ThisIsLars / #NPRRIS
38. Step 3: Know Your Platform
• Who are you trying to reach?
• What platforms can you use to reach
them?
• Where are your employees? What
platforms does your organization
use?
• Prioritize - better to be highly
effective in small number of
platforms.
@ThisIsLars / #NPRRIS
42. Step 4: Launch & Engage
• Get your employees engaged, ideally organically.
• Evangelize internally & externally.
• Piloting is your friend: track metrics, monitor, adjust.
@ThisIsLars / #NPRRIS
43. Step 4: Launch & Engage
• Get your employees engaged, ideally organically.
• Evangelize internally & externally.
• Piloting is your friend: track metrics, monitor, adjust.
• Remember: Social Media is NOT an extension of your job
board.
@ThisIsLars / #NPRRIS
44. Step 4: Launch & Engage
• Get your employees engaged, ideally organically.
• Evangelize internally & externally.
• Piloting is your friend: track metrics, monitor, adjust.
• Remember: Social Media is NOT an extension of your job
board.
• Try to engage with your fans when you can.
@ThisIsLars / #NPRRIS
45. Step 4: Launch & Engage
• Get your employees engaged, ideally organically.
• Evangelize internally & externally.
• Piloting is your friend: track metrics, monitor, adjust.
• Remember: Social Media is NOT an extension of your job
board.
• Try to engage with your fans when you can.
• Everyone is a brand ambassador, everyone is a recruiter.
@ThisIsLars / #NPRRIS
46. Step 4: Launch & Engage
• Get your employees engaged, ideally organically.
• Evangelize internally & externally.
• Piloting is your friend: track metrics, monitor, adjust.
• Remember: Social Media is NOT an extension of your job
board.
• Try to engage with your fans when you can.
• Everyone is a brand ambassador, everyone is a recruiter.
@ThisIsLars / #NPRRIS
47. Employment Branding [keep?]
• Culture comes first.
• Know what works for your org.
• Engage your employees.
• Be authentic.
• Build internal & external brand advocates.
• Case study: #NPRlife (Twitter,YouTube, Instagram).
@ThisIsLars / #NPRRIS
48. Anatomy Of An Account: @NPRjobs
@ThisIsLars / #NPRRIS
49. Anatomy Of An Account: @NPRjobs
Launched in July 2011 - Focused in 4 areas:
@ThisIsLars / #NPRRIS
50. Anatomy Of An Account: @NPRjobs
Launched in July 2011 - Focused in 4 areas:
• Share NPR job opportunities
@ThisIsLars / #NPRRIS
51. Anatomy Of An Account: @NPRjobs
Launched in July 2011 - Focused in 4 areas:
• Share NPR job opportunities
• Build our employment brand by showcasing our employees
and providing behind the scenes looks at life at NPR
(#NPRlife)
@ThisIsLars / #NPRRIS
52. Anatomy Of An Account: @NPRjobs
Launched in July 2011 - Focused in 4 areas:
• Share NPR job opportunities
• Build our employment brand by showcasing our employees
and providing behind the scenes looks at life at NPR
(#NPRlife)
• Give back to followers by providing career advice and
resources
@ThisIsLars / #NPRRIS
53. Anatomy Of An Account: @NPRjobs
Launched in July 2011 - Focused in 4 areas:
• Share NPR job opportunities
• Build our employment brand by showcasing our employees
and providing behind the scenes looks at life at NPR
(#NPRlife)
• Give back to followers by providing career advice and
resources
• Promote career opportunities across public media (#PubJobs)
@ThisIsLars / #NPRRIS
56. @NPRjobs Growth
8,400+ followers in <1 year
@ThisIsLars / #NPRRIS
57. @NPRjobs Growth
8,400+ followers in <1 year
@ThisIsLars / #NPRRIS
58. @NPRjobs Growth
8,400+ followers in <1 year
Top Tweet: #Pubjobs Launch
199 RTs, 787,863 impressions
@ThisIsLars / #NPRRIS
59. Case Study - The Power of a Tweet
@ThisIsLars / #NPRRIS
60. Case Study - The Power of a Tweet
Situation:
Applicant volume for our Fall 2011 internships was below target
levels as the deadline approached.
@ThisIsLars / #NPRRIS
61. Case Study - The Power of a Tweet
Situation:
Applicant volume for our Fall 2011 internships was below target
levels as the deadline approached.
Solution:
We extended the application deadline one week and announced
with a single tweet (below)
@ThisIsLars / #NPRRIS
62. Case Study - The Power of a Tweet
Situation:
Applicant volume for our Fall 2011 internships was below target
levels as the deadline approached.
Solution:
We extended the application deadline one week and announced
with a single tweet (below)
@ThisIsLars / #NPRRIS
63. Case Study - The Power of a Tweet
Situation:
Applicant volume for our Fall 2011 internships was below target
levels as the deadline approached.
Solution:
We extended the application deadline one week and announced
with a single tweet (below)
Results:
114 RTs, 742,976 impressions, 140 new applicants, 15 hires
@ThisIsLars / #NPRRIS
72. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
@ThisIsLars / #NPRRIS
73. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
@ThisIsLars / #NPRRIS
74. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
• Identify and engage internal champions & influencers
@ThisIsLars / #NPRRIS
75. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
• Identify and engage internal champions & influencers
• Engage your employees
@ThisIsLars / #NPRRIS
76. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
• Identify and engage internal champions & influencers
• Engage your employees
• Listen to your fans, interact with them, be generous
@ThisIsLars / #NPRRIS
77. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
• Identify and engage internal champions & influencers
• Engage your employees
• Listen to your fans, interact with them, be generous
• Schedule and be disciplined with your time
@ThisIsLars / #NPRRIS
78. What I’ve Learned
• Don’t be paralyzed by what can go wrong, focus on what can
go right
• Find your internal stakeholders and work hard to build
relationships
• Identify and engage internal champions & influencers
• Engage your employees
• Listen to your fans, interact with them, be generous
• Schedule and be disciplined with your time
• Be patient, be thoughtful
@ThisIsLars / #NPRRIS
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
How many of you have experienced a hiring freeze in the past year? \nHow many recruiting ninjas are in the house? Gurus? Grand poobas of recruiting wizardry??\n
- Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I&#x2019;d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
- Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I&#x2019;d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
- Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I&#x2019;d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
- Historical recruiting model was more administrative than strategic\n- Lean team (1 recruiter, 1 coordinator, avg @100 hires + 150 interns/year)\n- Knew I&#x2019;d need to find ways to leverage our consumer brand + engage our employees\n- Triggered Macgyver gene\n- This session will take you through our journey - sharing case studies, stats, & lessons lrnd\n
- Small team so finding ways to broaden our reach was vital\n-Didn&#x2019;t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
- Small team so finding ways to broaden our reach was vital\n-Didn&#x2019;t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
- Small team so finding ways to broaden our reach was vital\n-Didn&#x2019;t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
- Small team so finding ways to broaden our reach was vital\n-Didn&#x2019;t renew any major job boards, outside of WashPo - strong local resource\n- Shifted our focus to employment branding, leveraging our employees and SM to broaden reach\n
\n
- What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
- What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
- What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
- What is your objective (build talent pools, become employer of choice, increase referrals, build employment brand, etc). Make sure you think this through.\n- Your resources are limited, focus them wisely \n- Prioritize - resist urge to do everything at once. Better to make big impact in one platform.\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Just b/c some of these initiatives worked for us (or anyone) doesn&#x2019;t mean they&#x2019;ll work for you\n- Where does SocMed sit within your org? Who knows the owner? Who has owner?\n- Also know what depts you need to work with - MarCom, socmed, PR, etc. Invest here. \n- Who are your internal champions/stakeholders? Find them & build rapport. Invest now.\n\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Important to understand where your fans are now (Army Pinterest example)\n- Are your employees or business engaged in a particular platform?\n(@nprnews - >930k followers, NPR FB - 2.364MM likes)\n- Resist urge to be all over whatever is shiney and new, be patient (def lesson I had to learn)\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- Be patient - grow organically (#NPRlife announce story)\n- Learn to be comfortable with &#x2018;what if&#x2019;, you&#x2019;ll never be 100% sure it&#x2019;s going to work\n- Be authentic, be open, be consistent\n- Empower & energize employees to participate\n
- For employment branding to be successful, it MUST be authentic\n- Not for everyone, requires trust in employees and a tolerance for mixed feedback\n- Drives employee engagement, fan engagement\n
- Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
- Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
- Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
- Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
- Why: we chose Twitter as 1st platform b/c of our org, employee/fan engagement\n- Great way to interact in Real-Time with fans\n- Tremendous potential for virality and employment branding if authentic, consistent\n
- Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
- Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
- Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
- Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
- Our followers have climbed steadily over the 1st year (@200/wk)\n- #PubJobs was a collaborative recruiting effort we led to raise awareness of PubMedia jobs\n
- Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
- Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
- Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
- Intern program was light on apps so we extended deadline w/single tweet\n- We deliberately rarely requests RTs, so when we do they tend to get traction\n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- External fan engagement has been great, we try to interact as much as possible\n- Drives internal engagement and discussion as well, gets our team comfortable and interested in engaging with each other, and fans. Helps create buzz.\n \n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- We&#x2019;ll be exploring more video based employment branding opps\n- Continue expanding Facebook, work to identify/engage influencers\n- Some presence on Pinterest, good emp branding potential (infographics, charts, pics, etc)\n\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
- MUST build internal champions, influencers, stakeholders\n- Make sure your social media outreach is not purely a broadcast\n- Iterate: try, adjust, try again. Don&#x2019;t let the need to be 100% baked slow your progress\n- Engage with your fans, keep it fun, keep it interesting\n
