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Social Media intro Quintessence
- 1. Social Media Introductie Quintessence Brent De Smedt HR Business Partner @ Smals Brent De Smedt @brentdes Brent@smals.be
- 2. “media for social interaction, using highly accessible and scalable communication techniques. Social media is the use of web-based and mobile technologies to turn communication into interactive dialogue.” Facilitates enhanced speed and breadth of information dissemination Provides for 1-to-1, 1-to-many and many-to-many communications Enables communication to take place in real time or asynchronously over time Sharing Caring
- 3. Social Media
- 7. Why Social Media? Communication Branding Active recruitment Business: farming & development
- 10. Purpose!
- 16. …
- 29. R&S old school…
- 31. Jobsites Print Job fairs Website Referral As it was « Post & Pray » Old school? Channels
- 32. New R&S = ?
- 33. “you want to attract and find the best, not just find a truckload of candidates”
- 34. Passive + not interested 85% Active 15%
- 35. Social Media en Rekruteren??
- 37. Caution As an HR professional • Stick to the professional facts • No psychological – personality information to be found! • Keep an objective mindset As a professional on the job market
- 38. Social Media in de praktijk @ Smals
- 40. Smals: one of the largest IT organizations in Belgium
- 41. Smals: one of the largest IT organizations in Belgium
- 42. Smals: one of the largest IT organizations in Belgium Social Security & Healthcare Application Development Infrastructure Employee Secondment
- 43. Smals: one of the largest IT organizations in Belgium 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 1700 Employees 1150 ICT HQ South Station
- 46. Huh?
- 47. Purpose! Passive + not interested 85% Active 15%
- 48. 9 to 5 Passive Jobsites Print Job fairs Website Referral As it was « Post & Pray » Team As it was Channels
- 49. 9 to 5 PassiveJobsites Print Job fairs Website Referral 1 Team Past to Present Channels Social? HR Marketing
- 50. Active Job fairs Website Referral Team Past to Present Channels Print Job fairs Website
- 59. Free and extensive profile searches Direct mailings Target advertising on site Job credits Free profile – extra functions paying profiles Groups : unlimited contacting Managing recruitment platform: LinkedIn Recruiter (& Talent Pipeline) = unlimited, free online CV database
- 60. - Advertising - Strong company page with extensive options - Recruitment apps = large visibility & reach, higher chance for social referral
- 61. Advertising Employer/employee branding Brand ambassadors – company accounts Conversation management = smaller reach, higher impact
- 62. Lessons Learned Personal Approach Conversation, not job posting Open & Authentic Networking – Information sharing Change Management Conversation Mgmt + Monitoring Empl Branding: Brand Ambassadors
- 63. ROI?
- 67. Succes! Brent De Smedt @brentdes brent@smals.be www.smals.be
Editor's Notes
- 14+9min
- 14min
- R&S – old school
- … Maar hoe vind je de ‘juiste’ kandidaten?
- Onder voorbehoud
- Onder voorbehoudGezocht profiel:HR professionalUniversitairFunctie: Bij klanten HR consultancy leveren, ook vormingen kunnen & willen geven aan medewerkers bij klanten. Domeinen: AC’s, competentiemanagement uitbouw talent managementProfiel: klantgericht en commerciële ingesteldheid
- Onder voorbehoud
- Social ReferralInterne tool Vacs intern gepost : deelbaar via netwerkVacs op website : deelbaar via netwerk
- Te vroeg om impact te metenNiet evident totale impact te meten (employer branding)