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Social Recruiting
The document summarizes a presentation on the power of social networking for human resources professionals. It discusses how pervasive social media has become, with half of Canadians using social networks. It addresses common questions around which social media platforms to use, how to get started, and the value social media can provide. Specific platforms like Facebook, Twitter, and LinkedIn are examined in terms of their usefulness for HR goals like recruitment, branding, and internal communications. Measurement of social media effectiveness and lessons learned are also covered.
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Social Recruiting
- 1. April 12th, 2012– 12:00pm to 12:30pm EDT Presented by: Julie Andras JAC! Creative Communications The Power of Social Networking Event #: 661 555 080 | Password: 1234 For audio, call 1-877-668-4493
- 2. Social Media andNetworking • Social Media is not new; but the landscape changes rapidly • Social Media is sharing of knowledge • Social Media is a Socially Mediated conversation
- 3. How pervasive isit? • Half of Canadians are on social networks – over 17 million in Canada • 2010 – 35% of online Canadians visited a social media site – now 50% • 35% report that the time spent on a site has increased over the course of one year • Age changing - Almost 2/3 of 35-54 year olds and over 40% of those over the age of 55 in Canada are now actively using Social Media
- 4. Top 3 Questions AboutHR and Social Media • Which One? • How Do I Start? • What Value Will It Bring?
- 5. Which One? • LinkedIn,Twitter, Facebook, YouTube, Pinterest, all have different strengths and weaknesses • Community building tool -an effective way to engage and/or collaborate • Determine the Goals - External? Internal? Both?
- 6. How Do IStart? • Conduct a needs analysis What Am I Doing Today What Tools Am I Currently Using Which Tools Are Working Well What Do I Want To Do Tomorrow What Tools or Resources Will I Need
- 7. What Value willit bring? • How can my ROI be assessed? • Does it fit my corporate culture? • Will it build a community of interest?
- 8. The Tool Box •Twitter • Facebook • LinkedIn • Google+ • YouTube • Pinterest
- 9. Which Sites ArePeople Using?
- 10. How HR UsesSocial Media Internal Communications Collaboration Knowledge Sharing Training and Orientation Retention • External Communications Recruitment Brand Positioning Reputation Building and Management
- 11. Inside the FourWalls • Benefits, Training, & Online Orientation • Internal Communications & Collaboration • Monitoring – watching for Red Flags • Legal Issues & Employment Agreements • Communicating policies on social media
- 12. Retention • Cultivate deeperrelationships • Gather feedback and respond • Celebrate employee achievements
- 13. Alumni outreach • Ambassadorsfor your company • Word-of-mouth recruiting • Return to your company • On the flip side – track any negative comments not shared during exit interviews
- 14. Why Use SocialMedia? • External Communications Recruitment Brand Positioning Reputation Building and Management
- 15. Social recruiting • 58%of job seekers follow because they want to become an employee • 42% of job seekers are more likely to apply after they have interacted with the brand on-line • Effective and low-cost way for employers to educate and qualify job seekers before they apply
- 16. Recruiting • Social mediais one part of an overall comprehensive recruitment plan • Job seekers want the company to recognize them as unique, with content geared to their interests • This content must do more than just broadcast information • Need to connect with job seekers personally
- 17. Social Media andBehaviour • Much can be learned from job seekers social media behaviour • Choice of platform • Transparency offers insight • Fine line between work and leisure in social media
- 18. Brand Positioning/Reputation Management •Using boards like Pinterest allow you to share the culture of your company • Post topics and information that invite intereaction • Monitor Your reputation • Build Your Brand
- 19. External Privacy Issues •AP Seattle Story 3/20/12 – Can you ask for passwords? • Discrimination • Legal Activities vs. Illegal • Disclaimers • Third Party Screening
- 20. Facebook • 17,292,920 Facebookusers in the Canada; 9 million log in daily • The largest age group is currently 25 - 34 with total of 4 150 301 users, followed by the users in the age of 18 – 24 • There are 46% male users and 54% female users in Canada
- 21. Facebook Goals forBusiness • Get Found • Connect and Engage • Create a Community • Promote Content
- 22. Getting Started • Joinnetworks • Promote the Page – Go Viral • Leverage other social media platforms • Optimize for Search • Facebook Ads
- 23. for HR • Whatis Twitter? • Why is it valuable? • How does it work? • What does it make possible?
- 24. When does Twitterwork? • You want to build a community of interest and/or collaboration • You want to ensure information is being delivered in a timely manner • You want to create excitement or buzz • Grass-roots vs. systematic
- 25. Measurement for Facebookand Twitter • Number of followers …..but: Follower engagement more important Measurable links: • Clickthroughs • Conversations • Context Ripple Effect • Retweets, reposting your links
- 26. New and Now •Management Tools for tracking multiple social media accounts • Easy-to-use measurement tools on-line, e.g. visual.ly for Twitter • New apps for SmartPhones • Consolidation of social media across all platforms to access anywhere, anytime
- 27.
- 28. Measurement • There aremany tools now on the market to measure the impact of your social media program • Free vs. Fee
- 29. Free and EasyMeasurement • Simply Measured - Facebook FB content analysis, Fan page report, Twitter followers • Hashtracking - Twitter Tracks up to 1,000 results for a hashtag, producing view of who is participating and how much • Engagement Tools – e.g. HootSuite, Tweetdeck Provide functionality and analytics • Crowdbooster – new and emerging Gives social media advice, suggests peak post times and influencers Google Analytics Just announced new reports to measure and analyze social media and how they drive value
- 30. Fee-Based Measurement • Manycompanies offer consulting and management services for social media • “You Get What You Pay For” • Larger fee-based companies offer full-time service and dedicated customer service • Products can be more powerful than the free tools available on-line
- 31. Where to Begin 1.Commit resources 2. Determine who your audience is 3. Create relevant content – be consistent 4. Engage in conversations 5. Track reputation and results 6. Explore apps
- 32. Lessons Learned…. • Alwaysrespond to negative comments • Don’t confuse your audience with inconsistent messages • Beware of over-stepping privacy • Never go undercover by using fake profiles • Do not fit your culture with your online audience
- 33. It is notthe strongest of the species that survive, nor the most intelligent, but the one most responsive to change. - Charles Darwin
- 34. Contact Information Julie Andras JAC!Creative Communications Julie.andras@gmail.com 705.341.3909 Jay Rosales Drake International jrosales@na.drakeintl.com 416.216.1070 (Direct) Contact Information
- 35. April 19th, 2012,12:00 pm EDT to 12:30 pm EDT Near Miss and Accident Investigations in the Workplace >> Presented by Kathleen Collins, Health & Safety Manager, Drake International Register at http://drake-webinars.com Upcoming Events Next Webinar
- 36. Thank You Connect withDrake International: • Web: www.drakeintl.com • Webinars: www.drake-webinars.com • Blog: www.drakepulse.com • Facebook: www.facebook.com/drakeinternational • Twitter: @drakeintl
Editor's Notes
- #9 From : http://www.webfuel.ca/canada-social-media-statistics-2011/ Who is the Canadian Social Media King? There’s no surprise here – for years Facebook has dominated the Social Media game not only in Canada, but all over the world. With over 750 million users worldwide, Facebook continues to be king. In fact, 86% of all Canadians using Social Media are on Facebook. But they are not the only player in the game – we can’t forget about Twitter and LinkedIn , both of which have gained ground on the Social Networking giant. In 2009, less than 1% of Canadians used Twitter. Today that number has grown to almost 20%. Similarly, LinkedIn users in Canada have more than doubled to 14% from 6% in 2009. And let’s not forget about the newest player in the game, Google+ . Only a few weeks old, Google+ has made some serious noise by amassing over 10 million users worldwide. While it is still too early to tell the long term impact of Google+ on the Canadian Social Media landscape, it will definitely be interesting to watch unfold. Pinterest new social space boasting more than 3 percent of all referral traffic online For jobseekers – visual resume For companies – a showcase for corporate culture to attract talent In US users of Pinterest spend avg 1 hour and 17 mins on site, vs. LinkeIn (17 minutes)
- #10 Source: 2011 Social Media Marketing SocialMediaExaminer.com
- #12 When the intended audience is your workforce and not the general public, a systematic, or top-down, approach to initiatives will be more effective than the grassroots, or user-driven, approach that works for external initiatives.
- #20 It’s valid for an employer to look into a person’s background, but…. AP - Giving out Facebook login information violates the social network's terms of service. But those terms have no real legal weight, and experts say the legality of asking for such information remains murky. The Department of Justice regards it as a federal crime to enter a social networking site in violation of the terms of service, but during recent congressional testimony, the agency said such violations would not be prosecuted. Disclaimer is useful - 'we do reference checking including use of information in the public domain‘: make it broad enough that if you discover something online it's fair game," Because sites such as Facebook and Twitter can be personal, employers must be cautious that the information they obtain doesn't result in discrimination by race, gender, religion, disability or sexual orientation. All are protected classes under law. For instance, employers would be breaking the law if they screened out applicants, even before interviewing them, based on racial or ethnic details gleaned from social media sites. In addition, employers are asking for trouble if they reject an applicant who discloses union organizing, smoking or drinking on a social media site, Anderson said. All are lawful activities. Anderson also suggested having a third party do the job screening so the ultimate decisionmaker does not see any legally protected information that might be discovered on the network. Canadian Press March 26. 2012 Less of an issue in Canada because while labour matters generally fall under the jurisdiction of the provinces , federal laws are also in palce to protect personal information.
- #30 Simply Measured for any public FB fan page with fewer than 250,000 fans or Twitter Handle fewer than 10,000 followers
- #31 Simply Measured for any public FB fan page with fewer than 250,000 fans or Twitter Handle fewer than 10,000 followers
- #32 Most of the top social networking sites offer cool apps and plugins to ameliorate business activities. There are some top-notch Facebook apps for business that we had explored. Coming to Twitter if you have a blog connected to your business use services like Twitterfeed to directly channel your new blog posts into Twitter posts. Often in Twitter you need to add links. In Twitter you can use URL shortening service for links like tinyurl.com , cli.gs , and zi.ma .
- #36 Jay’s part