Social media has revolutionized marketing and corporate communications, and now it is shaping the next-generation of corporate staffing. Companies are applying social media practices to connect with the best minds in their industry and build relationships with them in their own environments without the excessive fees of agencies and job boards. As a firm specializing in deep candidate research and cultivation, JCSI is bringing the leading edge social media staffing services to our clients. To help you understand how this can help your business, we’ve developed a new presentation that will discuss the impact social media is having on job candidates and HR departments in every industry. We’ll evaluate the social media platforms and discuss how they can be applied in your organization to build your employment brand and attract higher quality candidates at a lower cost. You’ll also learn the metrics and evaluations you can apply to quantify your business impact. Social media can help you move as fast as your ideal candidates. Presented by: Brian Cavoli bcavoli@jcsi.net

1. The Impact of Social
Media on Staffing

2. JCSI is a recruiting consulting firm specializing in passive candidate research
and social media networking to help companies shorten their time to hire,
reduce costs and build a pipeline of passive candidates
“
• Founded by Jim Sullivan in 1999
We’re looking for those passive • Consulting approach based on hourly pricing
applicants who didn’t know they were • Pioneered this consulting approach in 2002
looking for another opportunity, JCSI is • Grown to over 50 full-time staffing specialists
able to ferret those folks out and bring a
”
• Dedicated research team utilizing social media
better quality applicant.
• Servicing emerging companies and Fortune 1000
organizations for positions globally
• Headquartered in Westborough, MA
Boston Scientific
VP Global Staffing

3. Measuring HR: Developing Your Recruitment Metrics
• Free online workshop on incorporating
metrics into all aspects of your recruiting June 17, 1PM EDT
• Explore tools and best practices for: Presenter:
– measuring recruiter performance, Dan Kilgore, Principal
– assessing hiring manager and applicant
Riviera Advisors
satisfaction,
www.RivieraAdvisors.com
– metrics as a dashboard s
– measurements for the CEO and CFO.
Register at:
http://tinyurl.com/RecruitmentMetrics
• Learn a proven model customizable for your
own business environment

4. Social media has revolutionized marketing –
now, it is changing the future of recruiting
Never before has the talent deep in a competitor’s
organization been so accessible
Ads and agencies are losing effectiveness social media
can attract higher quality hires at a lower cost

5. • Web 2.0 technologies turn websites from one-way
Your
communication to market conversations
Company
• Bypassing traditional communications methods to
Job
reach audiences directly Agencies
Ads
• Individuals are connecting online and sharing ideas,
experiences and opinions with millions of others
• Companies can reach many candidates directly

7. • Social networking has become more Facebook Has the Highest Reach and the
popular than email Largest Growth Rate
• Time spent growing 3 times faster than
overall rate of Internet growth
• Audience is becoming older and
globally diverse
Source: Nielsen
• Users are 3 times more likely to trust a In 2009, the number of Facebook members
age 35+ has doubled
peer over advertising when making a
purchase decision Biggest age group on Facebook
is now 35 to 44
Source: Jupiter Research

8. • Influence of “traditional content sources” wanes in favor of digital
consumer-generated information available on-demand
Source: http://www.baekdal.com/articles/Management/market-of-information/
8

9. • Talented people are demonstrating expertise on blogs, forums
and review sites all across the web
• Influencers are connecting with other influential people
• Openly discussing company cultures, salaries, interviews and
working conditions
• Candidates are finding others online to discuss career decisions,
stresses the importance of your employment brand
• People expect to be able to engage with companies in social
communities

10. Identify Talent
• These are passive candidates not
actively looking for you
Connect in their
Environment • Requires a proactive approach to
reach them and the quality content
to appeal to them
Build
Community • Emphasizes the importance of your
first impression
Cultivate
Relationships

12. “A” Level Candidates Currently
CULTIVATION Working for Competitors

13. Companies need a mind-set shift from
'telling and selling'
to building relationships
“ It's about bringing a relationship mind-set to everything we do.
Marketers need to forge bonds with consumers by opening two- “
way dialogues. Marketers can no longer control the relationship
P&G CMO James Stengel

14. • Social media has dramatically changed PR and marketing
• We are applying these proven practices specifically for staffing and
recruitment conversations
Forrester Research Consumer Communications Brands
Future of Communications Firms Firm
“Deep understanding of consumer
communities, helping brands create
and nurture connections, deliver
targeted, on-demand messages, and
network for talent and insights.”
Source: Forrester Research

15. • Proactive outreach to participate in communities to build
relationships as part of a long-term employment strategy
1. Develop strong understanding of the audience and where they live online
2. Join communities where relevant conversations are occurring
3. Identify talent based on demonstrated expertise
4. Connect with them by following/friending, etc
5. Build credibility by contributing to the discussion
6. Offer value by sharing relevant content/resources
7. Gain referrals through personal networks
8. Help shape your employment brand

16. Listening
Engaging
Sharing

17. Listening
• Seek First to Understand, Then to Be Understood
– Find the communities, blogs and discussion forums that attract your
targeted candidates
– Apply monitoring tools to pick-up relevant brand mentions
– Participate in the conversation to understand the discussions, topics,
personalities and tone
– Identify the individuals that demonstrate expertise and influence

18. Engaging
• Advocate Don’t Advertise
– Comment on their contributions so the pitch isn’t the first time
they’ve heard of you
– Read several posts to understand the individual’s personality and
areas of expertise
– Make every communication personalized and relevant
– Post links to jobs and content in a way that is relevant to the
discussion and adds value to the community
– Invite feedback, comments and referrals and make it easy for them
to contact you privately

19. Sharing
• The Right Message for the Right Person at the Right Time
– There are many ways to develop tools and content that will attract
and engage candidates
Social network pages Widgets
Twitter Topic communities
Company videos Blogs
Job posting videos Web events / Webinars
Podcasts

22. LinkedIn Answers Ning Communities

23. Glassdoor Salary Reviews Indeed Forums

24. Video Job Postings You Tube Channel

25. Hiring Manager Podcasts
Online Open House iTunes Channel

26. Slideshare Mobile Widgets

27. • This is about relationship building, not direct response
• There are many performance indicators that can evaluate success
Reach Engagement Candidates
Output Metrics Outtake Metrics Outcome Metrics
Views, visits, followers, fans, posts Conversations, interactions, forward Candidates screened, sources and
s, sentiment, referrals interviewed

28. 1. Upgrading employment branding
2. Reinvigorating referral programs
3. Renewing the focus on quality of hire
4. Reinforcing the business case for recruiting
5. Utilizing social networks “Nothing is hotter around the globe in
6. Utilizing video recruiting than employment branding.”
7. Upgrading succession planning
“Key focus areas include increasing
8. Using employee blogs for recruiting
media coverage, increasing visibility
9. Revitalizing corporate jobs page
online, building your “green” brand, and
10. Using a CRM model for hiring countering “negative” perceptions.”
11. Hiring innovators
12. Recruiting globally

29. Enter Your Questions in the Box on the Right

30. Next Steps:
Listening
• Educating Your Team
Engaging
• Personalized Needs Analysis
Sharing
• Preparing a Strategy
Measurement

31. Measuring HR: Developing Your Recruitment Metrics
• Free online workshop on incorporating
metrics into all aspects of your recruiting Presenter:
Dan Kilgore, Principal
• Explore tools and best practices for: Riviera Advisors
– measuring recruiter performance, www.RivieraAdvisors.com
– assessing hiring manager and applicant
satisfaction,
– metrics as a dashboard s
– measurements for the CEO and CFO. June 17, 1PM EDT
• Proven model customizable for your own Register at:
business environment http://tinyurl.com/RecruitmentMetrics

32. Contact Information:
Marketing@JCSI.net Brian Cavoli
888-JCSI INC bcavoli@jcsi.net
www.twitter.com/bcavoli