Social recruiting can be an effective way to reach potential candidates online if it is incorporated strategically into a company's overall recruiting process. The document discusses tools like LinkedIn, Facebook, and Twitter that can be used for social recruiting and provides examples of how Microsoft and UPS have successfully utilized social media to find candidates. It emphasizes that social recruiting requires an ongoing time commitment to develop engaging content and monitor profiles, but it can help meet diversity goals and attract younger professionals when done right.

1. Social Recruiting: Is it right for your business?Lance Haun, Community Director, ERE Media

2. What we’ll coverStrategizing your recruiting process: does social recruiting fit in?What tools are available if you choose to explore social recruiting?What are some companies that are using social recruiting tools?

3. Social Recruiting: What’s your strategy?Social recruiting accentuates your current recruiting processNot a replacement for strategyConsiderations

4. Are your employees online?Are potential employees online?

5. Do you have an online presence?Do you want an online presence?

6. Are you committed to devote time and energy to developing an effective strategy?

7. What can social recruiting help achieve?Diversity recruiting goalsAttracting young to middle aged professionalsCertain affinity industries (tech, marketing, media)

8. What can’t social recruiting help with?Older, near retirement professionalsMany blue collar industries Getting the widest swath of candidates available

9. Other considerationsCompany cultureManagement expectationsEmployee awareness

10. Tools, tools, toolsHow do you reach people on social media?

11. Big 3: LinkedInProfessional networkBest technique: starting a groupAttracting people: ask employees to share group

13. Big 3: FacebookPersonal network (very large)Best technique: Facebook pageAttracting people: Facebook advertising, word of mouth

15. Big 3: TwitterPersonal network (very large)Best technique: Twitter accountAttracting people: Following influencers and local people

17. Learning CommitmentLinkedIn: Learning how to manage, moderate groups; creating interesting contentFacebook: Managing page content and interactionsTwitter: Learning how Twitter works, searching and posting interesting content/jobs

18. Time commitment30-60 minutes per daySpend 10-20 minutes on each networkReplying to comments, creating content, reaching out to or attracting new members

19. Tracking ResultsATS automation (ask your provider)Ask in applicationAsk intervieweesAsk your social network

20. Companies using social recruiting

21. MicrosoftExample: LinkedIn groupsWhat are they doing differently?Mass segmentationAffinity groups

24. Microsoft ResultsHires from sources usually unable to penetrateDiversity hires (African American game developers, Military veterans)A positive ROI and cost-per-hire less than average

25. UPSExample: Facebook page and Twitter accountNo social presence before 2009Target demographic: 18-35 year oldsCommitted to one year

28. UPS Results4,000+ clicks through to jobs19 hires madeCost-per-hire approximately $750Evaluating 2010 results with changes

29. TakeawaysSocial recruiting must align with overall strategyPick your tools carefullyMeasure resultsYou are building momentum

30. Questions?My contact info:Lance Haunlance@ere.net(360) 356-1760http://twitter.com/thelance