Social media are becoming a force to be reckoned with, also in HR. But before you think of diving in head first, be warned: being social successfully isn’t just about getting a profile set up and sharing a few links. If you really want a return on your invested time and efforts, you need to know how you’ll fit social media into your employer branding and recruitment strategy. As luck might have it (or is it foresight), our amazing social media roadmap covers all of your information needs: - a step-by-step plan to get your social media activities on track - practical advice with every step that is sure to fit your organization - and all in an accessible, visual infographic

1. REMARKS? IDEAS? ANGRY? HAPPY?
LET’S TALK ABOUT IT.
LET’S FIND
OUR ONE
TRUE
EMPLOYER
BRAND
What makes us stand out as an employer
- what makes us unique? Translate our
proposition in a creatively appealing
concept suited for all media.
Check: this should work for both internal
and external communication.
Internal: tell all about our plans,
the why’s, when’s and how’s.
And: how employees can help.
Meanwhile: create my own personal
social media accounts and start
discovering how they work. Make
mistakes. Give up on them and then
return to them.
If possible: use them on my
smartphone as well. And during office
hours. And in the evenings. Yep, that’s
social media. And stay away from the gurus.
To do’s
LET’S
(RE)BUILD
OUR CAREER
WEBSITE At last! Our very own online home base!
This is what our employer brand looks
like online.
Think: convenience. How easy is it for
candidates to find the info they need,
to apply online? How easy is our HR
software integrated into our site?
Think: SEO, SEA. How will candidates
who are not exactly looking for us also
find us?
Think: clear KPI’s. What would
(online) success mean? Can I provide
management with custom reports?
To do’s
LINKEDIN:
LET’S BUILD
OUR FIRST
SOCIAL
EMBASSY
Optimise our LinkedIn Company page
(this is mainly for higher profiles, but it’s
a good start)
• Make our network bigger
with relevant contacts
• Roll-out our employer brand
with content and visuals
• Streamline employee profiles with
employer brand / create short guidelines
• Start sharing blog posts + jobs
• Invite employees to share them too
• How hard is it to get them on board?
• Notice any change in our careersite
stats?
Check: how’s my workload so far?
To do’s
00
LET’S GET
OUR STAKE-
HOLDERS ON
BOARD
To do’s
LET’S ADD
MORE
EMBASSIES
AND REMAIN
PATIENT
Internal: tell all about our plans, the
why’s, when’s and how’s.
And: how employees can help.
Set up company accounts on Twitter,
Facebook... (no separate HR accounts!)
Select relevant networks based on our
candidates’ preferences / demographics.
Build our network.
Caution: avoid social media gurus!
Share your content: min. 1 post per day
per channel.
What does our employer brand look like,
sound like, talk like, like or hate?
Keep it real, authentic, honest, open.
Share bad moments too once in a while.
1/4 company success stories + PR
1/4 fun related to our business/sector
1/4 we as an employer / real
stories about life at your company
1/4 jobs & offers
Meanwhile: start monitoring social media
for people talking about relevant topics.
Can we help them? Talk to them?
Get noticed? Use tools like Engagor.
Remember: stay on brand.
Check: how’s my workload so far?
Need help?
LET’S START
A BLOG
ON OUR
CAREER
SITE
(SAY HI TO CONTENT:
THIS IS THE MESSY PART)
Go for one post per week. To begin with.
Think: what would visitors/candidates
want to hear from us? Make news, not
advertising! Learn how (hard) it is to
make content flow internally and publish
it with the desired impact.
Remember:
content = copy, video, audio, pics, links...
Caution: slippery! Content is hard work.
Great content is harder work.
Remember: stay on brand.
To do’s
LET’S
INTEGRATE,
INTEGRATE,
INTEGRATE
Integrate our channels,
link them to one another.
Think:
• Tweets in email newsletters
• Facebook feed into career site
• Make blog posts easily
socially shareable
• Apply with LinkedIn
• Mention social media embassies
on job fairs, presentations, in ads...
To do’s
LET’S MAKE
ROOM FOR
SPECIFIC
IDEAS
00
01
02
03
04
05
06
07
08
@BBC_CREATIVITY BBC_CREATIVITY
LET’S
CHOOSE OUR
AMBASSADORS
WISELY
Internal: tell all about our plans,
the why’s, when’s and how’s.
And: how employees can help.
Employee activation: invite enthusiastic
employees to (wo)man our channels.
People will notice their stories are
authentic.
Think: strategy, inspiration, guidance,
training, feedback. Set up peer coaching
groups and a helpline.
Think: KPI’s. How are we doing?
Notice any change in our careersite stats,
applications? Might need a conversation
manager?
To do’s
To do’s
BBC NV / SA // Veldkant 37-2550 Kontich // T: 0032-3 451 00 00 // www.bbc.be //
start
• new ideas
• new campaigns
• new ambassadors
• communication at every stage
of an employee’s career
• a closed company Facebook group
for internal communication
• a conversation manager m/f
01
02
03
04
05
06
07
08
Discuss my plans with management and
marketing, possibly with finance and ICT
too. Can we outline (higher level) means
and goals? E.g. improved recruitment,
more traffic to our career site, more
applications... Managing expectations,
keeping people in the loop is an
ongoing process. Everyone on board?
Raise anchor!
MY AMAZING
HR SOCIAL MEDIA
ROADMAP