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 SocialBrian 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.”ChurnContingent laborShow Me the MoneyReturn of the Talent WarDirect SourcingJugaad is RequiredEmployment BrandingTool ObsolescenceObsolete TalentRetentionSource: Dr John Sullivan, ERE.net

5. No More HypeThere are many ways this can be applied for recruitingHere is one approach to get you started

6. Why This Is ImportantNever before has talent been so accessibleAccess to personal and more persuasive communication toolsBuild a pipeline of followersMake it easy for candidates to reach you Your CompanyJobAdsAgencies

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 SucceedWell Connected – Trust Their NetworksIn DemandMotivated by Culture and Colleagues

9. Build a PipelineBuild and cultivate a pipeline of candidates you can tap when an unexpected opening occurs90% 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 BrandConvey the meaning of a career at your companyAmplify the real voices in your companyConnect with people directlyAuthentic communicationsPeople expect you to be there

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

12. Empower Employee AdvocatesScale referrals by provide something unique and interesting to distributeOR

13. Making the CaseMore popular than emailTime spent jumped from 2 hrs a month to 5 ½ hrs today Facebook just topped Google as the most visited websiteDrives more traffic to news, entertainment sites than Google1, Nielsen 2 Hitwise 3, 4 CompeteSource: Nielsen

14. Experienced Audience

15. A Priority for RecruitersHow are you planning to use the following sourcing methods in 2010?Ads, OnlineOnline videosCareer FairsSocial MediaOpen HousesAgency – RetainedAgency – ContingencyAds, BroadcastResume DatabasesLinkedInEmployee ReferralsAds, PrintNetworking EventsOnline Job BoardsCorporate WebsiteInternal databasesSource: 2010 JCSI Survey of Recruitment Professionals0% 20% 40% 60% 80% 100%

16. A Priority for RecruitersTop Methods to Increase in 20101. LinkedIn2. Social Media3. Employee ReferralsAds, OnlineOnline videosCareer FairsSocial MediaOpen HousesAgency – RetainedAgency – ContingencyAds, BroadcastResume DatabasesLinkedInEmployee ReferralsAds, PrintNetworking EventsOnline Job BoardsCorporate WebsiteInternal databasesSource: 2010 JCSI Survey of Recruitment Professionals0% 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”17http://www.engagementdb.com

18. What It Does BestFinding and ConnectingIdentify talent based on demonstrated expertise

19. Find people not active on the job boards

20. Connect with candidates on their own termsBuilding Your BrandAmplify your messages and participate in the discussion

21. Be found in search engines

22. Generate word of mouth and employee referralsMeaningful CommunicationConvey the meaning of a career at your company

23. Sell your company and your position

24. Respond to questions and start a discussion What It Is Not Good AtJust Making FriendsNetwork with no content will fade quickly

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

26. Authenticity and transparency are criticalJust Pushing JobsThis is not just another medium

27. Requires a different approach

28. Spamming techniques will damage your brandAll Your SourcingThis will not replace all traditional methods

29. Use it first to network and tap your pipeline

30. Dive in deep when job boards are ineffectiveSocial Media UniverseSource: fredcavazza.net

31. Developing a StrategySource: Forrester Research

32. Getting Started

33. LinkedInBuild your connections!Company customization options are limitedMake your profile strongFrequent status updates (connect to Twitter)Share company presentations (Slideshare plug-in)Start a Group for your company careersReview and participate in Answers

34. Looking Beyond LinkedIn

35. FacebookStart a Careers page for your companyCustomize tabs for your employment branding Share/discuss career events, news, etcRespond to questionsBe careful about personal friend invitesWatch your community page

36. Targeted AdsTarget specific groups of peopleschoolsinterestscompaniesPay only by the clickLeverage the personal advantage of the networkSample FB recruitment ad featuring the hiring managerSource: 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 interactionsSource: NY Times

38. TwitterStart a company careers accountCustomize your background with messages/URLsMany tools help manage multiple usersFollow the influential and interestingDiscuss, don’t just post openingsLink to your other communities (track with bit.ly)

39. YouTubeStart a careers channelIf you have videos, unlock them from your site!Flip camera or put slides to a podcastsInterview with hiring managers about a openingMuch more interesting than a job descriptionPersonalize your company, thought leadersBrief “why work here” videos

40. Google ReaderYour monitoring command center (free)Collect RSS feeds for real-time updatesMentions of your company in:Google blogTwitter (industry events)YouTubeEmployer Review Sites (Glassdoor)Monitor industry blogs, competitors, employees,

41. Measurement

42. What’s NextNiche Communities MobileHighly relevant content within specific industries, functions and skillsA better platform for socializing

43. A Little About JCSIJCSI is a recruiting services firm specializing in passive candidate research and social media strategies to help companies hire the best candidates faster at a lower cost. 12 years of experience with emerging companies and Fortune 1000

44. Leading edge of using new tools to improve the recruitment processLeave Your CardI’ll email you the following…This Presentation

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 YouBrian Cavolibcavoli@jcsi.net774-760-0250www.twitter.com/bcavoliwww.linkedin.com/briancavoli