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Maximize Social Media Throughout The Employment Lifecycle
The document outlines the shift in recruitment and employee retention strategies brought about by social media, highlighting that many companies still lack a solid social media strategy despite the growing influence of digital platforms. It emphasizes the importance of transparency and communication in corporate culture, as well as the need for tailored recruitment and retention approaches. The document concludes by presenting best practices for utilizing social media to attract and retain talent in a changing workforce landscape.
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Maximize Social Media Throughout The Employment Lifecycle
- 1. Maximize Social Media Throughoutthe Employment Lifecycle Presented by: Dan Oakes Director, SourceRight Solutions Roy G. Krause President & Chief Executive Officer, SFN Group Sponsored by:
- 2. Emerging Workforce Survey Attracting& RetainingTalent… Will Never Look the Same Again 2
- 3. SOCIAL MEDIA A culturalshift that’s… Changing the Way We Find and Keep The Workforce Working 3
- 4. 1997 1999 2003 2005 2007 The Emerging Workforce® Study BecauseWe Asked... How Do We Know? 1997 1999 2003 2005 2007 2009 For Over 12 years 2009 4
- 5. Even We WereSurprised by the Answers... Emerging Workforce Survey Employees Have… New expectations of job search experience Changed the entire meaning of job search Employers Adjusting to… Increased transparency into company’s culture Controlling online reputation before it controls them Harnessing social media to attract, engage, retain 5
- 6. Agenda A few fundamentalsof social media Recruiting talent in a digital world Using social media to retain workers Best practices of social media 6
- 7. Fundamentals of SocialMedia 7
- 8.
- 9. Who is ReallyUsing it? 9
- 10. And We MeanEVERYONE LinkedIn adds 1 new member, EVERY SECOND! If Facebook were a country, its population would be LARGER THAN THE U.S.! The number of twitter users increases by 300,000…….EVERYDAY! 24 Hours of Video Uploaded EVERY MINUTE on YouTube 1.56 TRILLION text messages sent, PER YEAR! 10
- 11. Are YOU Oneof Them? Yet 76% of companies still DO NOT Have a Social Media Strategy 11
- 12. Emerging Workforce Survey Mostcompanies have lackluster success How successful have your company’s social media strategies been? 8% 25% 85% 15% Very Successful Successful Somewhat successful Not at all successful 12
- 13. And Most CompaniesAre Struggling With The Same Old Challenges... Emerging Workforce Study 51% of HR Executives Say Finding Qualified Talent at all Levels is Top HR Challenge 56% Expect 10%+ of Workforce To Leave 13
- 14. Emerging Workforce Study By2020 there will be a shortage of 14 MILLION post- secondary educated workers By 2015, 76% OF U.S. JOBS will demand highly skilled employees. 14
- 15. Are You Changing theWay YOU Find Them? Emerging Workforce Survey Social Media is Changing the Way People Find Jobs... 15
- 16. Emerging Workforce Survey DiversifyYour Recruitment Platforms Pre Web Web 1.0 Web 2.0 Finding jobs offline Finding jobs online Finding jobs via Social Media 16
- 17. Emerging Workforce Survey Weasked HR executives… What Are YOU Doing to Find the Best Talent? What do YOU think they said? 17
- 18. Emerging Workforce Survey InternetJob boards (43%) Referrals (58%) Classifieds (20%) Online/Social Networking (4%) 18
- 19. Looking for aJob, Anyone Know a Good Company? Evolution of Recruiting & Staffing Monster 1:Many 1:1 19
- 20. Less thanhalf (44%) of companies today are using social networking outlets to recruit new talent Emerging Workforce Survey “Get the organization’s name out there” is the top reason why companies use social networking 20
- 21. The majority ofcompanies aren’t utilizing tailored recruitment strategies 21 Emerging Workforce Survey 11% 11% 39% 30% 33% 37% 17% 22% My organization utilizes tailored recruitment strategies based on different age groups or professions I am more worried about talent shortage today, as compared to one year ago. Strongly Agreee Somewhat Agree Somewhat Disagree Strongly Disagree 21
- 22. Employees’ Want toKnow What They’re Getting Into… And They Can Easily Find Out… Greater transparency into culture, mgmt style, and mission Growing importance of corporate mission to employees, and connection to referrals Two-pronged social media strategy: Manage corporate reputation & Clearly communicate corporate mission 22
- 23. Employees who feeltheir company has a clear and followed- through upon mission statement are nearly twice as likely to refer a friend to their employer (52% vs. 31%) Are you using social media to clearly communicate your brand and corporate mission? Guess What’s Back in Style? Corporate Mission 23
- 24. Emerging Workforce Study OnceYou Find Great Talent... How Are You Going to KEEP Them? 24
- 25. Rebound Success WillDepend on Ability to Keep Star Talent in Place to Drive Renewal & Growth Employers Still Don’t Get ‘It’: Cost control: 52% say maintaining costs is top priority (versus 33% in 2005) Recruiting: A priority to 51% vs. 68% in 2005 Retention: Only 23% concerned with retention (versus 57% in 2005) Retention Should NEVER Go Out of Style 25
- 26. Emerging Workforce Survey Weasked HR executives… What do YOU Believe Are the Top Drivers of Retaining Talent? What do YOU think they said? 26
- 27. DISCONNECTED Employees and employershave widely different views on retention drivers EMPLOYERS’ VIEW 1. Management Climate 2. Supervisor Relationship 3. Culture & Work Environment 4. Benefits 5. Financial Compensation 6. Growth & Earnings 7. Time & Flexibility 8. Training EMPLOYEES’ VIEW 1. Benefits 2. Financial Compensation 3. Growth & Earnings Potential 4. Management Climate 5. Time & Flexibility 6. Culture & Work Environment 7. Supervisor Relationship 8. Training 27
- 28. Emerging Workforce Survey Only13%of employees say their employer is putting more effort into retaining them Efforts Falling Short 33% say their employer is doing less now than year ago Only 20% companies use social networking to retain existing employees 28
- 29. Give Employees aReason to Stay Workers have inherent desire for efficiency & innovation > 95% of workers today prefer a job that allows them to think creatively > 88% of workers prefer a job that allows them to think of new & better ways to do things Growth potential is the top reason workers stay, beyond pay/benefits 94% of workers agree that they should seek their own career development, wherever it might be… THROUGH ONLINE DEVELOPMENT, CREATIVE FORUMS 29
- 30. A Budget-Friendly Solution Lessthan half of companies (41%) offer online career development options Social Media can help communicate and market your growth and development programs Financially friendly, scalable and effective in reaching workers Podcasts, webinars and MP3s are new venues for providing employees career and personal development opportunities 30
- 31. Let Employees BeHeard Facebook, wikis, and blogs offer workers an opportunity to share their opinions, connect with co-workers and blow off steam. In return, employees feel that they have a voice and a part of your company 31
- 32. Make Work FunAgain Mergers, acquisitions, bankruptcies, etc. all contribute to fear and anxiety Laughter and humor can curb the highest of anxiety levels Consider entertainment value that social media outlets offer Departure from traditional “corporate messaging” 32
- 33. Your Water CoolerJust Went VIRAL Extend the Reach of Communication Social media can’t be matched when it comes to keeping workers’ informed and exposed to executive management Twitter offers CEOs and other executives a way to connect, share personality, communicate company news, etc. Use Twitter, blogs, and similar outlets as a component of communication strategy-- not the entirety of your program 33
- 34. What Have WeLearned? Social Media Best Practices 34
- 35. The Workforce isChanging… And social media is shifting the dynamics of how we interact with the workforce. CULTIVATE TALENT ATTRACT TALENT RETAIN TALENT 35
- 36. Suggested Goals of SocialMedia Outlets Expand one-to-one networking capabilities Increase brand awareness among job seekers Increase online registrations via click-to-apply job process Fosters real-time feedback, ability to deliver customer service in seconds Launch thought leadership program, series to educate, build recognition & begin fostering relationships Better response rate 24/7 communication vehicle 36
- 37. Social Media Strategy ConsiderKey Audiences Determine who you want to talk to, where they can be found online, and what topics they are generally interested in? 37
- 38. Social Media Strategy DefineYour Organization’s Voice If young, innovative company, your communications should be informal and perhaps involve humor. For others, a more formal tone is appropriate. 38
- 39. Social Media Strategy BETRANSPARENT: The more transparent you are, the more likely you’ll be trusted. On the GM blog, they write about repayments to the government, the recent CEO's resignation and new corporate hires. This communication is giving us access to important information and showing that even a behemoth company like General Motors can be transparent. 39
- 40. Social Media Strategy LeverageEntertainment Value Social media has skyrocketed in popularity because it provides a departure from the stodgy, traditional “corporate messaging” of the past. Use cartoons, spoofs, viral videos, etc. 40
- 41. Social Media Strategy BeDiversified Cyberspace is a big place. Social media strategy needs to take this into account—use a variety of initiatives, blogs, podcasts, YouTube, etc. 41
- 42. Social Media Strategy EngageAudience Ensure efforts provide value in some way to audience, drive action and establish ongoing relationship. Google has a channel on YouTube, in which Google's Matt Cutts responds to the questions posed by webmasters and online marketers in its various forums that it feels have broad applicability and relevance to the community at large. 42
- 43.