Overview of concepts and best practices for using social media in Human Resources & Recruiting - Jennifer McClure, President & Chief Talent Strategist, Unbridled Talent LLC

1. Using Social Media in
HR & Recruiting
Attract | Recruit | Retain

2. WHO am I?
2.75 years – President of Unbridled Talent
4 years – Executive Recruiter
8 years – Social Media Anthropologist
18 years – Human Resources Leader

3. WHO are YOU?

4. WHO is using
SOCIAL MEDIA?
1 billion profiles 240 million blogs
490 million users 500 million accounts
187 million members

5. WHY use
SOCIAL MEDIA?

6. COMMUNICATION evolution

7. recruiting

8. SOURCE: TalentMinded - http://youtu.be/17C6A-J9jhc

9. WHAT are we afraid of?

10. our FOCUS today
1 DEVELOPING A STRATEGY
2 CHOOSE YOUR TOOLS
3 EMPLOYMENT BRANDING
4 ‘SOCIAL’ RECRUITING
5 TIME, CONTENT & TRAINING

11. DEVELOPING
A STRATEGY
1

12. support the BUSINESS
business strategy
talent strategy
social media strategy
objectives
metrics
tactics

13. have a PLAN

14. MONITOR and LISTEN

15. GOOGLE ALERTS

16. SOCIAL MENTION

17. DASHBOARDS

18. DASHBOARDS

19. keyword/phrase SEARCH

20. ‘GRIPE’ sites

21. PROFESSIONAL
DEVELOPMENT
2

22. build your NETWORK
“Using my social networks makes my job easier. I don't
need to google info, I just ask my friends.”
Trish McFarlane – Director of Human Resources, Perficient

23. stay INFORMED

24. engage and SHARE
“Twitter has helped me to know my
customers, solve customer problems
and to create relationships to be
able to do that.
There is a fabulous community of HR
professionals engaging with each
other via social media.
My professional visibility because of
my interactions on social media is
much greater than it was a year ago
and it is helping me to make new
contacts and explore opportunities.”

25. COMMUNICATION
3

26. career SITE
• compete for talent at the moment of search (seo/sem)
• link to information about careers prominently on website
• showcase actual employees (not stock photos)

27. answer QUESTIONS

28. provide INFORMATION

29. RECOGNIZE employees

30. EMPLOYEES as STARS

31. SOURCE: http://vimeo.com/16003797

32. create COMMUNITIES
Establish public or private groups to connect employees
and/or potential employees

33. EMPLOYMENT
BRANDING
4

34. what’s your BRAND?
employer brand
how a business builds and packages its identity, origins and values,
and what it promises to deliver to emotionally connect employees.
talent brand
to brand for talent is to market an organization as a place to work to
create demand – as a magnet – to recruit, retain and engage the right
people to do the right work at the right time for the right results.
libby sartain – author, brand for talent

35. ASK employees
“list 3 words to describe why you enjoy working here”
www.wordle.net

36. CONSISTENT messaging

37. share your CULTURE
People who visited Racker Talent before applying for a job were 65% more likely to
be successful than those whose 1st port of call was the career site or ATS
“We should always keep in mind that the
most engaged and longest lasting
contributors to our organizations are the
ones who fit within our cultures. Our goal
should be to accurately depict ourselves
knowing good and well that for the right
person, we will absolutely be their best
place to work.”
Michael Long – Head of Culture Branding, Rackspace

38. ENABLE employees
“We have found that current employees are the most
widely used and are by far the most trusted source of
information about organizations for candidates.”
Corporate Leadership Council

39. employee AMBASSADORS

40. DEVELOP
YOUR PLAN
5

41. set GOALS and MEASURE
Sample of Initial Goals
Branding/Marketing
• improve brand presence to build awareness
• increase positive mentions/sentiment about our brand
Website
• increase traffic to careers site
Recruiting
• attract qualified candidates to our career opportunities
• develop a source for active & passive candidates

42. provide GUIDELINES
free database of 217
social media policies:
socialmediagovernance.com/policies.php

43. TRAIN employees
• Communicate social media guidelines
• Consider the benefits of allowing all employees access
• Provide training even if blocking social media sites
• Share examples of appropriate & inappropriate use

44. PREPARE your response*
* Before you need it
SOURCE: http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html

45. expect GOOD things
63% of job seekers have a better impression of a company that responds to
negative posts /comments on their social media site than those who do not.

46. PLAN and SCHEDULE
Content Calendar
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
Sunday
• Recognize
a
• Post
“day-­‐ • Ask
a
• Share
• Chat
with
a
• Link
to
• Poll
Fan
or
in-­‐the
life”
Ques=on
Company
Recruiter
Career
Ques=on
Employee
photo(s)
news
informa=on
• Schedule
an
• Ask
a
Event
• Post
a
Video
Ques=on
Time Blocks
Use Tools

47. wrapping UP

48. thank you!
http://unbridledtalent.com
jennifer@unbridledtalent.com
http://www.facebook.com/UnbridledTalent
http://www.linkedin.com/in/jennifermcclure
http://twitter.com/JenniferMcClure