UPS adapted its recruitment strategies to reach passive job candidates on social media. It launched UPSjobs pages on Facebook and Twitter in 2007-2009 that grew organically without paid promotion. Videos of UPS employees went viral, driving over 1.5 million views in 2009. By 2011, UPS saw a 328% increase in applicant flow from social media compared to 2010. It expanded its presence on LinkedIn, launched a mobile-friendly site, and saw strong engagement across platforms. Social media recruitment required ongoing resources but provided a measurable return on investment.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
How can CPAs use Social Media to help them grow as professionals and leaders? Presentation by Janice Maiman (AICPA) and Tom Hood, CPA (MACPA) at the inaugral AICPA Leadership Academy in Chicago on July 10, 2009
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
How can CPAs use Social Media to help them grow as professionals and leaders? Presentation by Janice Maiman (AICPA) and Tom Hood, CPA (MACPA) at the inaugral AICPA Leadership Academy in Chicago on July 10, 2009
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
Designing Your Social Media Recruitment StrategyMichael Specht
Building a social media recruitment strategy, here are some ideas to get you going. Based around the web 2.0 concepts of Transparency, Conversation, Wisdom of Crowds, Data is Key, Speed, Reuse, Rich User Experience.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
UPS Social Media Road Map 2009 - 2011
Making the Business Case
Setting Objectives
Defining KPIs for Success
Benchmarking & Setting Goals
Implementation & Results
Forecasting & Next Steps
A review of social networking sites, Web 1.0 vs. Web 2.0, social media "power trio" of LinkedIn, Twitter, Facebook, Google profile, blogs, tips & takeaways
Consumer Behaviour toward Digital Products in Indonesia: Insight & Case StudyIndra Gusviyandi
This is a snapshot of digital consumer behaviour in Indonesia toward mobile apps and digital products consumption
In this deck includes mobile apps case study in order to give relevant insight about this topic
The Objective of the Industry Report was :-
To increase the overall knowledge base about the Social and Digital Media Industry.
To understand the strategies adopted by the companies to increase their presence and revenue as a whole.
To get into the lead generation game, LinkedIn began offering Sponsored Updates, allowing companies to put paid promotions behind status updates. These promoted updates are seen by your followers and targeted users outside of your follower network. Like all other social ads, LinkedIn updates should include a visual, and then link to a gated asset.
Evolution of your Social Media Landscape by Tom LambertGenerate UK
Synopsis:
A look at the Social Media landscape, it’s benefits and how to identify the right platform for your business. Tom Lambert of Generate UK will talk through case studies of large and small businesses and how choosing the right channel for their clients business, Generate UK were able to deliver ROI. This presentation will allow you to gain an insight into how you might introduce social media to your business, and the benefits which can be obtained when choosing the right social media channel.
Profile:
Tom Lambert is a Digital Director at Generate UK, a leading award winning Digital Marketing Agency based in Newbury. As a digital specialist Tom Account Directs a team supporting key accounts, working closely with Head of Sales on new businesses development and consulting, creating and implementing clients online marketing strategy. Tom has a genuine passion for all things digital and has practical experience working with large brands to small start ups; helping them to use Social Media, SEO, PPC and Digital Marketing to drive sales and enquiries creativity.
Outside of work Tom is a regular runner, cyclist, enjoying martial arts, cooking and spending time with family and friends.
Making the Quantum Leap: UPS Social Media Recruitment ROI 2012
1. Real Social Media Recruitment ROI
from UPS
Social Recruiting Strategies Summit
January 24, 2012
Matt Lavery - Director, Talent Acquisition, UPS
Mike Vangel - Vice President, Client Strategy, TMP Worldwide
2. Job Seeker Behavior About Job Search Has Changed – UPS Adapted
Only 10-30% of potential candidates are actively looking for jobs
• We want to reach the other 70-90% of passive candidates as well
• Social media provides access to them
3. 2007 – In The Beginning
UPSjobs.com launched October 2007
integrating videos of actual UPSers
• Videos were authentic and
unscripted
• Apply click from the video
• Activity tracked to conversion
• Employees included package
handlers, package car drivers,
tractor trailer drivers and driver
helpers
4. 2008 – Video Cross-Media Integration
Added fresh videos and integrated among all media possible:
• Job Boards
• Search Engines (Yahoo!, Google, MSN)
• Job Aggregators (Simply Hired, Indeed)
• YouTube
• Text Messaging
• Simply Hired, Indeed and some job boards also cross-posted these text links to
Facebook, MySpace and other Social Media sites & blogs
5. 2009 – Without Paid Media, Our UPSer Videos Went Viral
• In 2009, we cut back on all of
our recruitment media during
Q1 and Q2, but we were still
getting plenty of applicant flow
• Many were coming from the
UPSjobs videos that people
were sharing “socially”
6. What We Learned In 2009 – The Videos Drove Applicant Flow
Over 1.5 million views of UPS recruitment videos in 2009 with no paid media support
7. The Business Case To Recruit Via Social Media
Witnessing first-hand the power of Social Media to recruit
• @UPSjobs’ Twitter page launched April 2009
• UPSjobs’ Facebook page launched October 2009
• Enhanced Text Messaging integrating into all print and radio
• Actively deployed a cross-media integration strategy
• Put in place a three-year plan to track activity, influence and applicant flow
8. UPSjobs Social Media Review – 3 Year Plan 2009-2011
Our objective was to create UPSjobs Talent Communities beyond major online job boards
Year One
• Develop talent communities on Twitter and Facebook of at least 1,000 people each
Year Two
• Continue to scale the size of Twitter and Facebook talent communities
• Drive non-professional (drivers and hourly) hired through Social Media
• Use LinkedIn to source professional (salaried) candidates
Year Three
• Continue to scale the size of Twitter and Facebook talent communities
• Segment once we have reached 5,000 followers on Twitter and 15,000 on Facebook
• Proactively build presence on LinkedIn
• Drive professional and non-professional hires through Social Media
9. UPSjobs Social Media Recruitment Goals
• Build UPSjobs communities on Facebook and Twitter without paid media or
reciprocal following
• Engage/inform employees and non-employees on a deeper, more personal level
about working at UPS
• Measure influence, engagement and applicant flow
11. Social Media For Recruitment Is Not Free & Needs Structure
Effective recruitment through
Social Media requires time,
technology, resources, planning
and measurement.
12. Recruitment On Social Media Is Different Than What We’re Used To
Social Media for recruitment
is a marathon, not a sprint.
It is a long-term commitment.
13. Recruitment On Social Media Is Part Of An Overall Strategy
Social Media should be
integrated into other parts
of the recruitment strategy
such as a career website,
employee referral
program, media plan, etc.
14. What We’re Measuring
PAID OWNED EARNED
Sponsored stories, fan ads, Facebook careers page, Retweets, likes, comments,
promoted tweets, promoted Twitter account(s), LinkedIn shares, mentions, etc.
accounts, social ads, etc. company page
Strangers/Passive Prospects/Active Fans/Followers/Employees
16. UPSjobs Social Media Review – 2009 Twitter Results
Twitter
• $7,500 investment
• Goal of 1,000 followers on Twitter/ 250 tweets/ 200 leads/ 100 created
apps/ 50 lists/ 25 completed apps/ 10 hires
• UPSjobs’ Twitter page launched in April 2009 had 1,300 followers by
end of 2009
ROI (Perceived Benefit/Value Received)
• 1,313 Followers x $7.50 = $9,847.50
• 574 Tweets x $30 = $17,220
• 481 Twitter Leads x $37.50 = $18,037.50
• 142 Twitter Created Applications x $75 = $10,650
• 40 Completed Applications x $300 = $12,000
• 7 Hires x $750 = $5,250
• 60 Twitter Lists x $150 = $9,000
17. UPSjobs Social Media Review – 2009 Facebook Results
Facebook
• $7,500 investment
• Goal of 1,000 Fans/ 100 posts/ 250 comments/ 50 likes/ 200 leads/
100 created apps/ 25 completed apps/ 10 hires
• UPSjobs’ Facebook page launched in October 2009 had 1,858
followers by end of 2009
ROI (Perceived Benefit/Value Received)
• 1,858 Followers = $13,935
• 113 Likes = $16,950
• 5 PQ = $12,500
• 31.0 Facebook Post Quality Ratings = $23,250
• 1,274 Leads = $47,775
• 175 Facebook Created Applications = $13,125
• 50 Completed Applications = $15,000
• 12 Facebook Hires = $9,000
18. How UPSjobs Expanded Its Social Media Footprint In 2010
In 2010, we worked hard to grow UPSjobs Social Media followers without any paid media
• Linked to Facebook and Twitter pages from UPSjobs.com
• Linked to Facebook and Twitter pages from major Job Board postings
• Launched a mobile-friendly site, UPSjobs.mobi, in August 2010
• Actively deployed a cross-media integration strategy among them
• Increased LinkedIn presence from two recruiters to six
• Tracked activity, influence and applicant flow
19. UPSjobs Social Media Communities – Facebook
• UPSjobs on Facebook: http://www.facebook.com/pages/UPSjobs/93397977942
• 13,648 fans as of December 16, 2010; launched October 2009
20. UPSjobs Social Media Communities – Facebook Analytics
• UPSjobs on Facebook: http://www.facebook.com/pages/UPSjobs/93397977942
• Launched in October 2009; by the end of 2009, it had 1,800+ fans without any paid media
• By the end of 2010, UPSjobs’ Facebook page had 13,700+ fans
• 55% male • 42% female • 76% age 18-44
21. UPSjobs Social Media Communities – Twitter
• UPSjobs’ Twitter page launched in April
2009; had 1,300 followers by the end of 2009
• UPSjobs’ Twitter page had 4,400 followers by
December 15, 2010
• This is especially notable growth within two
years of launch, as UPS Social Media policy
did not allow reciprocal auto-following
23. UPSjobs Social Media Communities – 955 Hires In 2010 Mobile & Social
UPS Hires by Social Media Source as of December 23, 2010
Source Apps Created Apps Completed Interviewed Hired
Facebook 1521 542 211 116
Facebook PPC 2295 714 196 110
Text 1004 362 140 84
TweetMyJobs 501 171 62 31
Twitter 180 55 24 14
UPS Mobile 7979 2623 974 600
Total for 2010 13480 4467 1607 955
24. 328% Increase In Applicant Flow From Social Media In 2011 Vs. 2010
UPS Hires by Social Media Source as of December 23, 2011
Source Apps Created Apps Completed Interviewed Hired
Facebook 2430 862 321 226
UPS FB & TW Social
Media Talent Network/ 6449 2594 994 544
Community
SMS Text
8498 5364 3007 1430
Messaging
Twitter 1027 423 163 95
UPSjobs Mobile 4151 2274 1160 661
Total for 2011 22555 11517 5645 2906
25. UPSjobs Social Media Communities – 2010 Integrated Mobile & Social
• In 2011, even during UPS’ slower hiring periods
of Q1 and Q2, mobile traffic to UPSjobs.mobi
remained strong with 500,000 page views
• From mid-August 2010 to May 31, 2011, there
were 900,000 page views to UPSjobs.mobi and
325,000 visits with an average time spent on the
mobile site of 1 minute and 27 seconds
• The data confirms our belief that jobseekers are
increasingly relying on hand-held devices to go
online and also participate in Social Media
40. UPSjobs Social Media Communities – Year Over Year Growth
14000
13648
12000
10000
8000
2009
6000 2010
4400
3816
4000
1800
2000 1300 1256
681
175 226 307 86 226 45
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UPSjobs Social Media Communities – 2011 Projections Vs. Actual
2010
2011 (actual)
2011 (projected)
42. UPSjobs Social Media App – UPSjobs Road Trip Launched 10/10/11
• UPSjobs’ Social Media Sweepstakes
doubled their Facebook community
• Week #2 winner announced live
‣ Congratulations to UPSjobs Road Trip
Challenge Week #2 winner Gale
Gartling of Perkasie, PA
‣ Winner of a $100 Zappos gift card and
bragging rights to say your name was
announced and streamed live for all
the world to hear from Facebook’s HQ!
43. UPSjobs Social Media App – UPSjobs Road Trip Launched 10/10/11
The contest was so popular that
ABC News did a story about it
on Good Morning America
(November 2011)
44. Recap – Lessons We Learned Along The Way
• Able to drive significant applicant flow through Social Media & show ROI
• Social Media recruitment ROI goals should align with your organization’s hiring needs
• Fully integrate Social Media among other parts of your recruitment strategy
• Recruitment via Social Media requires time, technology, resources, planning and measurement
• Have a long-term view but set short-term milestones to achieve along the way