This document discusses the importance and benefits of using social media for recruitment. It makes three key points: 1) Social media is not a fad and will continue growing in importance, so companies need to embrace it fully. Conversation is becoming the new currency. 2) Social media should be used internally as well as externally. Failing to do so will limit its effectiveness for recruitment and brand. 3) Big changes are coming to recruitment as it integrates more with social media and communities. Recruiters will need to shift focus from driving applicants to community growth and management.

1. BrubakerHR
Collaborative Insight
BHR
Gareth Jones
Inmate

2. The Smart Use of
Social Media
Social Media in Recruitment
Conference.
19th April 2012 #SMIR

10. We wanted
to….

18. “Human social networks and
communities are both well established,
robust social structures that pre date
their online counterparts by a a
millennia. Humans naturally
gravitate to and desire the
interactions that these structures
allow. We want to belong”.
Dr Michael Wu

20. Takeaway Number One:
This is no fad. It is not going away.

22. The
power of
the crowd

23. Insight

25. Increase Revenue Potential

26. Reduce Costs

28. 100% support calls through community
No agents or call centres
Fastest growing telco in the UK
Net promoter score of 73

29. “The 300% increase in search
engine placement for top keywords
– a natural product of their
community’s open, dynamic
conversation – is itself worth
millions”.
Hewlett Packard Community

30. Takeaway Number Two:
Conversation is the new currency.

31. If its good enough for
customers…

32. ..its
good
enough
for
candidates
and
employees
too.

34. Social is not about websites or marketing

36. This is my place, not yours…

37. “Social is not a stand alone
feature or technology – it’s a
culture. It should be integrated
in all business processes: Inside
and outside of companies.”
Dr Michael Wu

38. “Technology is slowly returning
us back to the more human
relationships that a fast paced
world has pressured us into
compromising.”
Dr Michael Wu

39. Get everyone involved in
hiring….
…which means giving everyone
inside the organisation
unlimited, unmonitored and
uncontrolled access to social
tools. No excuses.

40. You cant be social outside if you are not social inside
INNOVATION
Marke:ng
HR
FEEDBACK
INSIGHT
NPD
COMMUNITY
LOYALTY
Product
ADVOCACY
Resourcing
Dev
TRUST
OPENESS
Sales
COLLABORATION

41. Failing to embrace the internal
conversation is like putting a Morris
Minor engine in one of these…
…it wont work, it will ruin the experience
and you will be found out.

42. Don’t build talent communities…
…get your employees
involved in their own
communities, communities that
already exist – fish where the
fish are.

43. Talk to candidates over social
channels…
…stop ignoring them
and embrace the
conversation.

44. Stop advertising, start sourcing…
…avoid the chronic
inefficiencies of “driving
applicants” and improve your
candidate experience

45. Turn your recruiters into
community managers…
…forget traditional KPI’s – CV’s,
interviews, calls etc. Focus
instead on network/
community growth.

46. ‘Leadership is
about the stories
that are told
about you – both
positive and
negative. You’ll be
judged by those
stories more than
anything you say
or write.”

47. Employer Brand
‘Leadership is
about the stories
that are told
about you – both
positive and
negative. You’ll be
judged by those
stories more than
anything you say
or write.”

48. Takeaway Number Three:
Big change is coming in recruitment

49. “We
are
in
the
Compuserve-­‐
Prodigy-­‐AOL
stage
of
social
media
evolu<on.
It’s
a@er
Netscape
and
before
Google
in
equivalent
internet
<me.”
John Sumser

50. Further reading/viewing…
The Science of Social: Beyond Hype, Likes and Followers
Dr Michael Wu
The Starfish and The Spider
Ori Brafman and Rod A Beckstrom
The Cultural Anthropology of Stack Exchange
Joel Spolsky

51. Thank you!
Gareth Jones
07880 742581
@garelaos
www.linkedin.com/in/garethmjones
www.garethjones.me
www.brubakerhr.com
enquiries@brubakerhr.com