Downloaded 82 times
Social Media Recruitment PPT
- 1. Social Media Coordinator DirectEmployersAssociation
- 2. • Over 650Member Companies Majority from the Fortune 1500 • 17 Board of Directors All unpaid seats comprised of Member Companies (elected) • Member focused, non-profit organization 501(c)(6) To provide employers an employment network that is cost-effective, improves labor market efficiency and reaches an ethnically diverse national and international workforce. • Pioneers of Internet Recruitment 1992 Built the 1st online job board called Online Career Center (OCC) OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com) • Market Experts and Leaders • Advanced Technology / Automation • World-class products, services, deliverables… • Advocacy for OFCCP Compliance • Social Jobs Partnership – formed Q4 2011 – www.facebook.com/socialjobs Facebook, DOL, NASWA, NACE & DirectEmployers Association
- 3. 3 DirectEmployers Members @A Glance 3
- 4. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 5. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 6. What social networkcrossed the 10 million mark faster than any other standalone site in history? What social network is considered the world’s largest professional network on the Internet with 150 million+ members in over 200 countries and territories? Sources: 1)http://press.linkedin.com/about 2)http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/ 3)http://newsroom.fb.com/content/default.aspx?NewsAreaId=22 What social network has over 1 million links shared in 20 minutes? What social network has 11 accounts created every seconds?
- 7. But don’t tryto do it all, pick what makes sense for your objectives http://www.theconversationprism.com/
- 8. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 9. Companies using socialmedia to recruit: Sources: 1)http://www.mdgadvertising.com/blog/wp- content/uploads/2011/08/the_roi_of_social_media_mdg_advertising_infographic.png
- 10. Of those respondentsusing social media for recruiting: 87% using LinkedIn 55% using Facebook 47% using Twitter 12% using YouTube
- 11. Of those respondentsusing social media for recruiting: 3.1% successfully hired through company blog 94.5% successfully hired through LinkedIn 24.2% successfully hired through Facebook 15.9% successfully hired through Twitter
- 12. Of those respondentsusing social media for recruiting: 91.7% using LinkedIn 66% using Facebook 53.3% using Twitter 26.7% using YouTube
- 13. 50% of jobseekers still spend most their time searching on traditional job boards 29% of job seekers use social media as their primary tool for job searching Sources: 1)http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/ 2)http://mashable.com/2011/07/10/digital-resume/ 3)http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2
- 14. Sources: 1)http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1 • Fill outyour LinkedIn profile 100% • Create a Twitter account for your professional life. • Overhaul your Facebook profile to make it work for you. (showcase strengths, experience) • Make connections - then leverage them to get your resume in front of a hiring manager • Go to industry events
- 15. Sources: 1)http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations 57% of jobseekers expect a company to interact with fans & followers Both active & passive job seekers say they use a company’s social media page to apply to jobs posted, ask and get answers questions and get information –not the company’s website 59% of job seekers agree that what is said by others about a company is more important in how they form their opinion about a company than what a company says about itself 70% agree that positive posts from fans or followers on a company’s social media site would make them more likely to apply for a job at that company
- 16. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 17. Sources: 1)http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1 • Potentially largerpool of candidates • Access to more information to better filter candidates • More direct line of communication to the potential hires themselves • High usage and short response time on some social networks may help fill positions faster, resulting in a decrease of vacancy days • Access to hidden candidates • Increase job visibility and easy sharing • Enhance candidate experience
- 18. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 19. RaceRace Marital Status Marital Status ReligionReligion Familial Status/Responsibil ities Familial Status/Responsibil ities • Capturing infoimpermissible to consider such as protected classes - May “taint” an otherwise well- based hiring decision - Make decision on incorrect information - Evidence of search may be revealed in litigation • Depending on technology, may not be sourcing from diverse pool (see next slide) • Tricky to fulfill data collection and recordkeeping requirements for OFCCP purposes
- 20.
- 21. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 22. Google Alerts Google News Yahoo!Alerts SocialMention Technorati BoardTracker (currently being revamped) Keotag Twitter Search
- 23. Sources: 1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf What isyour audience doing in social media spaces you’re interested in? What motivates this behavior? What social communities already are active in your space, or even around your brand? Where are the conversations taking place? Who is talking? Are the speakers influential? How are they referencing my brand and in what context?
- 24. Measure your results& refine Increase in database of candidates Savings in advertising costs (referrals from social, online video) Increase in career site traffic Increase of candidates per req http://www.todaysfacilitymanager.com/fa cilityblog/2010/08/new-ansi-approved- retail-measurement-standard.html
- 25. What will theprocess flow be? What are the set-up /maintenance costs or fees associated with this project? (programming, coding, creative, time) Which types of platforms will be leveraged for this project, and how many total? Will the different platforms (e.g. mobile, social) require multiple formats and content types? If managed internally, who will be the point person, or team dedicated to this project? Contingency plan for team member is he/she leaves? Source: 1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
- 26. The Social MediaGovernance page has hundreds of policies and useful templates to help! Sources: 1)http://socialmediagovernance.com/policies.php 2)2) http://www.shrm.org/about/pressroom/PressReleases/Pages/SHRMSurveyincreaseSo SHRM Survey: An Examination of How Social Media Is Embedded in Business Strategy and Operations 55 percent of surveyed employers plan to increase their social media efforts in the next year. 40 percent of organizations have a formal social media policy. 56 percent of social media policies include a statement regarding the organization’s right to monitor social media usage. Other common policy components include: • a code of conduct for employee use of social networking for professional purposes (68 percent), • a code of conduct for employee use of social networking for personal purposes (66 percent), or • guidelines for social media communications (55 percent).
- 27. http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf “A company’s employees doubleas PR representatives for your business, whether you (or they) like it or not.” “A company’s employees double as PR representatives for your business, whether you (or they) like it or not.” “Every good PR opp is a good recruiting opp” “Every good PR opp is a good recruiting opp” – Shama Kabani
- 28. http://online.wsj.com/article/SB10001424052970204524604576611120154304788.h ml?mod=WSJ_Tech_LEFTTopNews “Facebook users arevery wary of spam. Recruiters run the risk of being blocked by users if they post every job opening so that it constantly shows up inside a user's news feed..” “Facebook users are very wary of spam. Recruiters run the risk of being blocked by users if they post every job opening so that it constantly shows up inside a user's news feed..” http://www.slideshare.net/jobvite/jobvite-webcast- 7approachesrecruitfbwithjennifermcclure031511
- 29. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 30. Twitter - Search Hashtags: #jobadvice, #jobhuntchat, #hirefriday Orrelevant conference hashtags your prospective candidates might be attending Advanced Twitter search
- 31. Twitter - Search Don’toverlook the similar to you section!
- 32. Twitter – Postingjobs Post jobs through RSS to Twitter account
- 33. Twitter – Engagingand informing candidates Have an account to engage candidates, share your stories and interact with current employees
- 34.
- 35.
- 36.
- 37.
- 38. Facebook – Pagesand engaging candidates
- 39. Facebook – Integrationwith career site
- 40. THE RARE FIND:REINVENTING RECRUITING Companies like Google and Facebook are downplaying résumés and identifying talent in unusual ways. An excerpt from George Anders’s book The Rare Find Sources: 1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html New and creative approaches
- 41. Sources: 1) http://jobsearch.about.com/od/jobsearchtools/a/facebookapps.htm 2) http://moneywatch.bnet.com/career-advice/blog/on-job/9-best-mobile-apps-for-finding-a-job/504/ FacebookApps BeKnown (networking tool) BranchOut (networking tool) Inside Job (networking tool, add jobs to page) LinkUp (add jobs to your page) Work With Us by Jobvite (add jobs to your page) Mobile Apps Jobs by Careerbuilder (search) Indeed.com (search) Jibber Jobber (management tool) SnapDat (digital biz card exchange) LinkedIn Mobile (mobile version of site) In The Door (networking tool) SnagAJob.com (for hourly employers and job seekers) CareerAMP- now Who Do You Know (networking tool) LinkUp (search) New and creative approaches
- 42. 10,222 fans onthe page. (In 4 weeks!) 4000 job applications received (During a 2 week campaign) 600 interviews completed (over 3 days) 120 Hires Shama Kabani, CEO Marketing Zen Group, DEAM11 https://www.work4labs.com/case-study-hard-rock-cafe-florence/
- 43. Sources: 1)http://www.youtube.com/advertise/watching.html YouTube career channel Shareculture Employee network groups Promoting intern initiatives Day in the life How to videos
- 44.
- 45.
- 46. LinkedIn – Companypages, groups, career tabs
- 47. LinkedIn – Groupand company statistics
- 48. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 49. 1. http://www.directemployers.org/blogs 2. @DirectEmployers 3.https://www.smartbrief.com/socialmedia/index.jsp 4. http://www.dol.gov/ 5. http://blogging4jobs.com/toolbox-hr/ 6. http://www.tweetmyjobs.com/employers/resource- center 7. http://mashable.com 8. http://unbridledtalent.com/blog/
- 50. 1 Platforms 2 Trends 3Benefits 4 Risks 5 Strategize/Measure 6 Examples 7 Resources 8 Q & A
- 51. © 2011 DirectEmployersAssociation, a nonprofit consortium of leading global employers KATIE PFLEDDERER Katie@DirectEmployers.org (317) 874-9070
Editor's Notes
- #10 And these figures are from last year’s Annual JobVite Social Recruiting Survey
- #11 And these figures are from last year’s Annual JobVite Social Recruiting Survey
- #12 And these figures are from last year’s Annual JobVite Social Recruiting Survey
- #13 For employers using social to recruit, we find that the various data collected in the industry shows common theme of LI, FB, Twitter and YouTube. Here is data from a survey administered to our Membership…
- #14 Recent article on Mashable tells job seekers that a social media presence is critical. Business Insider ran a story in mid February illustrating some creative visual ways that job seekers have leveraged Pinterest Survey from TweetMyJobs meant to uncover the “hype” around social was conducted and results released in January proved that there is a shift in job seeker behavior – now 29% are using social as the PRIMARY tool for job searching.
- #15 Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
- #16 Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
- #18 Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
- #21 The risks posed by the use of social networks in the hiring process begin at the front end, with sourcing, because the labor pool available through these networks does not reflect the demographics of the general population. For example, according to the media analytics firm Quantcast, only 5 percent of LinkedIn’s members are African American (vs. 12.8 percent of the total population) and only 2 percent are Hispanic (vs. 15.4 percent of the total population)5. It is easy to argue that sourcing via LinkedIn will have a disparate impact, and a similar case can be made for all the social networks.
- #24 The Interactive Advertising Bureau (IAB) - The IAB educates marketers, agencies, media companies and the wider business community about the value of interactive advertising.
- #27 •Define blogging/social networking/internet use and participation •Define the scope of the policy •Define whether corporate electronic resources can be used for personal reasons •Address which employees can speak as authorized representatives of the company •Instruct users to identify themselves in endorsements •Instruct users to include a disclaimer of corporate responsibility •Address appropriate use of social media in recruiting •Identify conduct that could result in discipline
- #29 Jennifer McClure - @JenniferMcClure Unbridled Talent
- #31 Don’t have to have a Twitter account Can search
- #32 If you have colleagues or folks in your company on twitter, and you’re recruiting for the same area, they might be connected to some potential candidates.
- #38 It’s important to decide whether you want a separate page for your recruiting efforts or to combine with the company page If you have profiles do you want to have personal or business?
- #39 Example of AT&T helping candidates on their wall for the attCollegeConnection page
- #40 Started as a employer brand initiative. They realized there were all kind of profiles and pages floating around and needed a more centralized way to manage the brand. At one point there were over 500 pages and only half were active. The company corporate page already had an audience that opted in and it just made sense to gain exposure for their employer brand. There is an Intel Student Spot for interns or RCGs (Recent Colege Grads). With this page for jobs, there is a job feed integration. All of the jobs have a unique source code, so when a user clicks to apply and are directed to Taleo, Intel can track the info. They use a jobs spotlight to showcase jobs that might be a little bit higher priority or more difficult to fill. Their approach is one-stop-shop so a person can get everything they need. The jobs tab is managed by a project manager who serves as a liaison between staffing and social resources (sales / marketing) They also have pages per each region, or country. This way recruiters on the ground there can use the local language and post specific targeted info. They know that last year 2% of hires came out of social media, but at a glance the numbers are increasing. The focus is engagement though and the employer brand. They even have a “no comment left behind” policy. Biggest way to engage is getting in people’s news feeds. Their structure allows them to send targeted messages to people who like them through the use of the open graph.
- #41 Approaches such as this puzzle, hackathons, contest and more are be leveraged online and in person to find the best and brightest, especially in the tech industry.
- #43 The project had 2 objectives: 1: To create a buzz around the opening of the new Hard Rock Cafe in Firenze 2: To recruit 120 staff in 8 categories from waiting staff to accounting. Pre-launch planning showed 1,900 profiles for people that: 1: Liked Rock and Roll 2: Lived within 100km of Firenze 3: Had some hospitality, catering or bar work in their background. 4: Spoke fluent Italian.
- #46 Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
- #47 Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
- #48 Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do