The document discusses how social media is changing recruitment and staffing. It outlines several trends driving this change, including the accessibility of talent through social networks and communication tools. It then provides recommendations for recruiters to build social media strategies, such as cultivating pipelines of candidates on networks like LinkedIn, using social platforms like Facebook to build employer brands, and leveraging networks to source passive candidates and measure engagement. Measurement of these strategies is important for business success. The document advocates an integrated approach across social networks tailored to their strengths and capabilities.

1. The Future of Staffing is Social Brian Cavoli

2. Recruitment is Changing “In 2010, the pace of literally everything will continue to increase, leading to 12 months of insane competition, endless labor churn, and boundless opportunity” Source: Dr John Sullivan, ERE.net

3. Recruitment is Changing “ Each of these trends to come presents unbelievable opportunity to those recruiting leaders brave enough to break rank and step forward to challenge the status quo.” Churn Contingent labor Show Me the Money Return of the Talent War Direct Sourcing Jugaad is Required Employment Branding Tool Obsolescence Obsolete Talent Retention Source: Dr John Sullivan, ERE.net

5. No More Hype There are many ways this can be applied for recruiting Here is one approach to get you started

6. Why This Is Important Never before has talent been so accessible Access to personal and more persuasive communication tools Build a pipeline of followers Make it easy for candidates to reach you Your Company Job Ads Agencies

7. Passive Candidates “You can’t use Wal-Mart advertising techniques to attract Tiffany customers” Source: Lou Adler on ERE

8. What is Unique About Them? At Work Helping a Competitor Succeed Well Connected – Trust Their Networks In Demand Motivated by Culture and Colleagues

9. Build a Pipeline Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs 90% of employed executives will take a recruiters phone call (ExecuNet) 70% ofIT workers expect mass turnover when job market recovers (Dice.com) Employee turnover will increase by 50% in 2010 (ERE.net) 1 in 5 workers plan to leave their current job in 2010 (Careerbuilder)

10. Your Employment Brand Convey the meaning of a career at your company Amplify the real voices in your company Connect with people directly Authentic communications People expect you to be there

11. Followers are Advocates Source: Chadwick Martin Bailey and iModerate Research Technologies

12. Empower Employee Advocates Scale referrals by provide something unique and interesting to distribute OR

13. Making the Case More popular than email Time spent jumped from 2 hrs a month to 5 ½ hrs today Facebook just topped Google as the most visited website Drives more traffic to news, entertainment sites than Google 1, Nielsen 2 Hitwise 3, 4 Compete Source: Nielsen

14. Experienced Audience

15. A Priority for Recruiters How are you planning to use the following sourcing methods in 2010? Ads, Online Online videos Career Fairs Social Media Open Houses Agency – Retained Agency – Contingency Ads, Broadcast Resume Databases LinkedIn Employee Referrals Ads, Print Networking Events Online Job Boards Corporate Website Internal databases Source: 2010 JCSI Survey of Recruitment Professionals 0% 20% 40% 60% 80% 100%

16. A Priority for Recruiters Top Methods to Increase in 2010 1. LinkedIn 2. Social Media 3. Employee Referrals Ads, Online Online videos Career Fairs Social Media Open Houses Agency – Retained Agency – Contingency Ads, Broadcast Resume Databases LinkedIn Employee Referrals Ads, Print Networking Events Online Job Boards Corporate Website Internal databases Source: 2010 JCSI Survey of Recruitment Professionals 0% 20% 40% 60% 80% 100%

17. Engagement = Business Success “ companies that are both deeply and widely engaged in social media surpass their peers in terms of both revenue and profit performance by a significant difference” 17 http://www.engagementdb.com

19. Find people not active on the job boards

21. Be found in search engines

23. Sell your company and your position

25. Not everyone will want to friend or be a follower

27. Requires a different approach

29. Use it first to network and tap your pipeline

31. Developing a Strategy Source: Forrester Research

32. Getting Started

33. LinkedIn Build your connections! Company customization options are limited Make your profile strong Frequent status updates (connect to Twitter) Share company presentations (Slideshare plug-in) Start a Group for your company careers Review and participate in Answers

34. Looking Beyond LinkedIn

35. Facebook Start a Careers page for your company Customize tabs for your employment branding Share/discuss career events, news, etc Respond to questions Be careful about personal friend invites Watch your community page

36. Targeted Ads Target specific groups of people schools interests companies Pay only by the click Leverage the personal advantage of the network Sample FB recruitment ad featuring the hiring manager Source: Techcrunch

37. Zuckerman’s Law “Next year, Facebook users will share twice as much information as they share this year, and next year, they will be sharing twice as much as they did the year before.” Once a network is in place with active and engaged users, participants are motivated to share information more regularly, which in turn solicits more engagements from friends, creating a vicious circle of user interactions Source: NY Times

38. Twitter Start a company careers account Customize your background with messages/URLs Many tools help manage multiple users Follow the influential and interesting Discuss, don’t just post openings Link to your other communities (track with bit.ly)

39. YouTube Start a careers channel If you have videos, unlock them from your site! Flip camera or put slides to a podcasts Interview with hiring managers about a opening Much more interesting than a job description Personalize your company, thought leaders Brief “why work here” videos

40. Google Reader Your monitoring command center (free) Collect RSS feeds for real-time updates Mentions of your company in: Google blog Twitter (industry events) YouTube Employer Review Sites (Glassdoor) Monitor industry blogs, competitors, employees,

41. Measurement

42. What’s Next Niche Communities Mobile Highly relevant content within specific industries, functions and skills A better platform for socializing

45. Social Staffing eBook

46. Recruitment Survey eBook

47. Nielsen Social Media Report

48. JCSI Case Studiesbcavoli@jcsi.net www.twitter.com/bcavoli

49. Thank You Brian Cavoli bcavoli@jcsi.net 774-760-0250 www.twitter.com/bcavoli www.linkedin.com/briancavoli