Brian Cavoli
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The document discusses how social media is changing recruitment and the future of staffing. It notes that talent is now more accessible through social networks and companies need to build pipelines of followers on sites like LinkedIn and engage candidates. The document provides tips on using sites like LinkedIn, Facebook, Twitter and YouTube to engage candidates and establish an employment brand. It emphasizes measuring engagement and content strategies for different social networks.
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Brian Cavoli
- 1. The Future of Staffing is Social Brian Cavoli JCSI
- 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. Why This Is Important Never before has a competitor’s 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 Job Ads Agencies Your Company
- 6. Passive Candidates “ You can’t use Wal-Mart advertising techniques to attract Tiffany customers” Source: Lou Adler on ERE
- 7. What is Unique About Them? At Work Helping a Competitor Succeed Well Connected – Trust Their Networks In Demand Motivated by Culture and Colleagues
- 8. 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% of IT 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)
- 9. Followers are Advocates Source: Chadwick Martin Bailey and iModerate Research Technologies
- 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. Empower Employee Advocates Scale referrals by provide something unique and interesting to distribute OR
- 12. 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. A Priority for Recruiters How are you planning to use the following sourcing methods in 2010? Source: 2010 JCSI Survey of Recruitment Professionals 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 0% 20% 40% 60% 80% 100%
- 15. A Priority for Recruiters Source: 2010 JCSI Survey of Recruitment Professionals 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 0% 20% 40% 60% 80% 100%
- 16. 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” http://www.engagementdb.com
- 17. What It Does Best
- 18. What It Is Not Good At
- 19. Social Media Universe Source: fredcavazza.net
- 20. Developing a Strategy Source: Forrester Research
- 21. Developing a Strategy Source: Forrester Research
- 22. Getting Started
- 23. 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
- 24. Fish Where the Fish Are
- 25. 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
- 27. 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
- 28. 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
- 29. 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)
- 31. 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
- 33. 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,
- 34. Measurement
- 35. What’s Next Niche Communities Mobile A better platform for socializing Highly relevant content within specific industries, functions and skills
- 36. A Little About JCSI JCSI 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 Leading edge of using new tools to improve the recruitment process
- 37. Leave Your Card bcavoli@jcsi.net www.twitter.com/bcavoli This Presentation Social Staffing eBook Recruitment Survey eBook Nielsen Social Media Report JCSI Case Studies I’ll email you the following…
- 38. Thank You Brian Cavoli [email_address] 774-760-0250 www.twitter.com/bcavoli www.linkedin.com/briancavoli
Editor's Notes
- #13: Facebook stat