The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community. Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986 Sponsored by HRO

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“How to Use Social Media for
Recruitment and Candidate
Engagement ”
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Albert Qian,
Founder of Facebook online jobs board
and marketplace, Albert's List

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Albert Qian
Albert Qian,
Founder of Facebook online jobs board and
marketplace, Albert's List
@HROTAssoc

8. www.HROToday.com/Association @HROTAssoc
How to Use Social Media for Recruitment
and Candidate Engagement
Albert Qian
Founder, Albert’s List
November 19, 2015

9. Presentation Agenda
• About Albert Qian
• The Growth and Emergence of Social Media
• Social Media: The New Way to Recruit and Engage with
Applicants
• Case Study: Albert’s List
• The Millennial Career
• Closing Thoughts / Q&A

10. About Albert Qian
• High tech product marketing manager
working in Irvine, California (Orange
County)
• B.S.C., Management Information
Systems, Santa Clara University (2010)
• Founder, Albert’s List – online
marketplace for job seekers, recruiters,
and individuals with power of referral

11. The Growth and Emergence of Social Media

12. Part 1: The Proliferation of Social
• Over the past 10 years, Web 2.0 has seen the emergence of social networks
like LinkedIn (2003), Facebook (2004), and Twitter (2007).
• Facebook: 1.55 billion users per month
• LinkedIn: 400 million users per month
• Twitter: 320 million users per month
• Social media has allowed for messages to travel faster than ever – introduction
of app economy through mobile has enabled even more innovation (eg;
Tinder, Uber/Lyft, PostSecret, Jobr).
• Industries have begun to merge as technologies overlap. For example, public
relations is traditionally its own role – social media is now crucial for success.

13. Part 1: The Proliferation of Social
• Social media has amplified the need for a personal brand and
encouraged individuals to create their own message and
experience.
• Additionally, social media has changed how candidates find jobs
and how HR/recruiters vet those candidates.
Let’s explore.

14. Part 2: Online Profiles
• Sites like LinkedIn have allowed for the creation of
profiles or “live” resume type websites. Candidates
and recruiters/HR can passively hunt for each
other.
• Personal branding: Users can leverage features like
LinkedIn Pulse (blogging), portfolio features,
endorsements, and groups to amplify who they
are. The job search process is as much about skills
as it is being a marketer.

15. Part 2: Online Profiles (LinkedIn Pulse)

16. Part 2: Online Profiles (Portfolio Items)

17. Part 2: Online Profiles (Groups)

18. Part 2: Online Profiles (Endorsements)

19. Part 3: But LinkedIn is Not the Only Place…
• Personal branding extends beyond LinkedIn. Users build their
own websites, Facebook brand pages, Twitter accounts, and
leverage other tools to put themselves out there and get
themselves to the top of Google.
• Examples include using websites (about.me), attending
networking events, and holding video conferences on Blab.im,
Google Hangouts on Air, and Periscope

20. Part 3: …and Millennials are all over it
• 87% of Millennials (18-29) use Facebook, 53% use Instagram, and 37% use
Twitter. (Pew Research)
• 83% of Millennials connect with companies on social networks. (SDL)
• 95% of Millennials believe that friends are a credible source of product
information (SocialChorus)
• 73% of Millennials found their last job through a social network (Aberdeen
Network)
• 60% of job seekers have used a mobile device to job seek in the past year
(Jobvite)
• By 2020, Millennials will make up 50% of the workforce – Gen Z is not too far
behind (JobCast)

21. The Big Question:
How does this data
transform modern
recruiting and HR

22. Social Media: The New Way to Recruit & Engage with
Applicants

23. Part 1: Go Where Your Audience Is
• The job seeking process is no longer a one way conversation.
Becoming engaged and staying engaged is important for building
and maintaining relationships.
• Modern job seekers want to be heard AND seen AND understood.
They want to know why they don’t qualify for a job.
• Use the same technologies and tools. It shows relatability and will
draw more candidate interest.
• TIP: Don’t be afraid to experiment with new technologies or
experiences. Start a Twitter account, do a webinar on Blab, or
attend a hackathon.

24. Part 2: Build Your Own Brand
• Your audience (applicants) are building their personal brand.
Spend time building yours as well.
• Your message – why you do what you do
• What you can offer to others
• Become a thought leader both within and outside of your
industry on your topic. Spend time in conversations on social
(eg; #jobhuntchat, Mondays @ 10 pm PST)
• Content AND relationships are king: The more you show and
share, the more people will look to you.
• TIP: Consider blogging or another form of content creation. Even
sharing a live video conversation on Periscope can build
interactions.

25. Part 2: Put the “Human” in HR/Recruiting
• Business is no longer B2B, B2C, or recruiter-to-candidate – it’s
“Human to Human”.
• Get off the phone and out into the community. Opportunity is
sought after – true for both recruiters and job seekers.
• Search for appropriate terms on social media – eg; #job,
#jobsearch, #jobhunt and look for candidates actively looking.
• TIP: Work with fellow recruiters to look for candidates together.
Turn the job-seeking process into a collaborative effort.

26. Case Study – Albert’s List
• Albert’s List is a social community and career marketplace bringing together
recruiters, jobseekers, service providers, and individuals with the power of
referral (link: bit.ly/findyournextjob, Facebook Group)
• Candidates can also look at upcoming networking event calendars, take part in
career webinars, and offline networking events.
• Founded March 2013, community has amassed 10,600+ members through
word of mouth, online posts, and networking events. Email list has 600+
individuals and Facebook page has 300 likes.
• Individuals are tagged in posts, and members have been hired at companies
eBay, Google, GoPro, and Twitter.
• Success points of community are in culture – when you show others you are
helpful, it permeates throughout.

27. Case Study – Albert’s List

28. Case Study – Albert’s List

29. Case Study – Albert’s List

30. Case Study – Albert’s List

31. Case Study – Albert’s List

32. Case Study – Albert’s List
Friends tag their friends to get their
attention for a relevant role

33. The Millennial Career: What Do They Want?

34. The Millennial Workforce
• Millennials will be 50% of the workforce by 2020
• 33% of Millennials want social media freedom at work (Cisco)
• 60% of students expect to be able to work remotely (Cisco)
• Only 22.9% of associations have a plan to engage the younger
generations (Greenfield Services Inc)
• Millennials polled want a career with meaning over just making
money (Forbes)
• It costs companies $15,000-25,000 to replace a Millennial who
leaves a company (Marketwatch)

35. What Millennials Want
• Meaningful Work: Millennials want work that helps the world be
a better place.
• Freedom: Millennials want to use social media at work
• Opportunity: The chance to influence company direction
• Leadership: Managers who recognize good work and reward
transparently and objectively.
• Balance: Work-life balance that allows time for personal life.

36. Closing Thoughts / Q&A

37. Closing Thoughts
• Social media is a new avenue for recruiters and HR to seek and
engage Millennial (and Gen Z) employees.
• Millennials will be the majority of the workforce by 2020;
companies must adjust and adapt, or face talent shortages.
• A personal brand matters more than ever – leading with content
and helping others is the new reality.
• Collaborate and work human-to-human. Human resources is no
longer a silo organization.

38. Questions

39. Get in Touch
I’m happy to continue the conversation and
connect professionally.
• Twitter: @albertqian
• LinkedIn: http://www.linkedin.com/in/albertqian
• Email: albert.qian@gmail.com
• Albert’s List:
• Facebook Group: http://bit.ly/findyournextjob
• Website: http://www.albertslist.org
• Twitter: @alberts_list