Using Social Media In HR & Recruiting - April 2012
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The document discusses the use of social media in human resources for attracting, recruiting, and retaining talent, highlighting the evolution of candidate expectations and the importance of an effective online presence. Key strategies include enhancing brand awareness, engaging potential candidates through social media platforms, and fostering employee ambassador programs. It also provides practical tips on optimizing career sites and utilizing various social media channels for recruitment purposes.
Using Social Media In HR & Recruiting - April 2012
- 1. using social media in HR attract | recruit | retain
- 2. who am i? 2 years - president of unbridled talent 5 years – executive recruiter 7 years – social media anthropologist 18 years – human resources leader
- 3. who are you?
- 4. 850 million profiles 490 million users who’s using social media? 240 million blogs 500 million accounts 150 million members
- 7. recr uiting fH R& ewor ld o ing t h chang is
- 9. recruiting 3.0 SOURCE: TalentMinded - http://youtu.be/17C6A-J9jhc
- 11. define goals/measures sample initial goals branding/marketing • improve brand presence to build awareness • increase positive mentions/sentiment about our brand website • increase traffic to careers site recruiting • attract qualified candidates to our career opportunities • develop a source for active & passive candidates
- 13. monitor & listen
- 14. monitor & listen
- 15. monitor & listen
- 16. monitor & listen
- 17. create guidelines free database of social media policies: socialmediagovernance.com/policies.php
- 18. train employees • communicate social media guidelines • consider the benefits of allowing all employees access • provide training even if blocking social media sites • share examples of appropriate & inappropriate use
- 19. employee ambassadors “we have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates.” corporate leadership council
- 20. expect good things 63% of job seekers have a better impression of a company that responds to negative posts / comments on their social media site than those who do not
- 21. response strategy* * before you need it SOURCE: http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html
- 22. your careers site should rock!
- 23. career site essentials • 30% of google searches are job related ~300m/month • compete for talent at the moment of search (seo/sem) • less than 3 clicks to apply for jobs • link to information about careers prominent on website • share your culture, information about employment • showcase actual employees (not stock photos)
- 24. 6 clicks to learn more about a job
- 28. intuitive
- 33. “using social media for employment branding allows you to meet potential candidates on their territory and engage in richer, more meaningful dialogue with them – and because social media is a conversation, people are a lot more likely to find you.” SOURCE: http://www.brandfortalent.com/blog/
- 35. 59% of job seekers agree that what is said by others about a company is more important in how they form an opinion about a company than what a company says about itself SOURCE Careerbuilder/Personified survey June 2010
- 36. 70% of job seekers 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 SOURCE Careerbuilder/Personified survey June 2010
- 37. time to... take a
- 38. but first... 1 2 3 think about describe what write your 3 why you enjoy you enjoy words on a working at about working piece of paper Apogee here in 3 & turn it in words
- 39. www.wordle.net
- 41. “social media allows recruiters to network, build and maintain relationships with candidates in new ways and provides a forum to engage a much broader audience. it doesn’t replace traditional relational recruiting - it enhances it - by allowing recruiters to extend their reach in a cost effective way.” lars schmidt – director of talent acquisition - npr
- 42. recruiting has changed 1997 sources of hire 2011 sources of hire newspaper ads 28.7% referrals 28.0% employee referrals 19.7% job boards 20.1% agency (contingent) 10.4% career site 9.8% contract recruiters 8.7% recruiter initiated 9.1% job fairs 8.3% college 6.6% other advertising 5.0% re-hires 4.3% image advertising 4.6% social media 3.5% trade journals 4.2% 3rd party 2.8% college 2.9% print 2.2% resume services 2.9% temp/contract-to-hire 2.1% agency (retained) 2.1% career fairs 1.9% internet 2.1% walk-ins 0.8% radio 1.5% other 8.8% SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence
- 43. social recruiting which social media do you use for recruiting? linkedin 86.6% facebook 55.3% twitter 46.6% 64% youtube 11.6% blog 16.0% use 2 or more none 9.4% social networks for recruiting 40% use 3 or more social networks for recruiting SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf
- 47. linkedin essentials • build a personal profile that: – represents your company well – makes candidates want to connect with you • ensure your company profile is accurate/complete • build your network & search for candidates • join relevant & appropriate groups
- 48. personal profile 1 1. add a photo 4 2. list current/2+ prior 2 positions 3. add educational background 3 4. select industry & 5 location 5. connect to at least 50 people
- 49. 1 personal profile 1. key-word rich summary 2. add 5 or more skills 2
- 50. personal profile 1 1. status updates 2. recommendations 3. customize websites 2 4. personalized url 3 4
- 51. stand out
- 52. connect
- 53. engage • buy in-mails with paid accounts • message 1st degree connections for free • message individuals in shared groups for free
- 54. message for free* * for now... *for now
- 57. company profile not free
- 58. Apogee profile
- 59. advanced search 1 2 search within your network
- 60. saved searches
- 61. site ‘x-ray’ site:www.linkedin.com in0tle:linkedin -‐in0tle:answers -‐in0tle:updated -‐ in0tle:blog -‐in0tle:directory -‐inurl:megite.com Sales “Cincinna0 area" -‐"Company Profile“ -‐profiles -‐jobs search outside your network
- 62. search companies
- 63. search groups
- 64. post jobs
- 65. questions?
- 67. facebook essentials • showcase your culture & employment brand! • fans = database of interested users • engage with fans & create a community • link back to your corporate website/company page
- 68. personal profile
- 69. company page
- 70. employment branding https://www.facebook.com/pages/Apogee-Enterprises/155888454772
- 71. connect recruiter possible candidate
- 72. engage
- 73. answer questions
- 74. ask questions
- 75. interact
- 76. go behind the scenes
- 78. post jobs http://apps.facebook.com/marketplace
- 79. questions?
- 81. youtube essentials • make your employees the stars • keep videos to 3 minutes or less • share your videos on other social sites • use video for learning & development activities
- 82. branded channel
- 83. answer questions
- 84. go behind the scenes
- 85. showcase employees SOURCE: http://vimeo.com/16003797
- 86. post jobs
- 87. questions?
- 89. blogging essentials • establish expertise and credibility • foster relationships with candidates (& employees) • post information about cool job opportunities • share industry news/link to media coverage • link to your other social media efforts • address concerns or common questions
- 90. company blogs
- 91. share information “blogging is the new newsletter at mayo clinic.” linda donlin – mayo clinic
- 93. post jobs
- 94. questions?
- 96. twitter essentials • balance promotional, personal & conversational tweets • be a “real person” – use your real voice/be authentic • be interesting, informative and entertaining • share links to interesting & informative stuff • post photos from “a day in your life” (twitpics, etc.)
- 97. your profile 1. 160 characters 2. add a photo 3. include a website link 4. include ‘key-words’
- 98. company profile 1. tweet with a ‘voice’ 2. reply / engage / retweet
- 99. be ‘present’ be ‘social’
- 100. engage
- 104. post jobs
- 105. get creative
- 106. questions?
- 107. diversity recruiting
- 108. group thinking 1 2 3 what are the where do what types of positions that these types of information / are the people ‘hang resources are hardest-to-fill out’ online? these people at Apogee interested in?
- 109. career development
- 111. “using my social networks makes my job easier. i don't need to google info, i just ask my friends.” trish mcfarlane – director of human resources, perficient
- 112. stay current
- 113. create relationships “twi@er has helped me to know my customers, solve customer problems and to create rela0onships to do that. there is a fabulous community of HR professionals engaging with each other via social media. my professional visibility because of my interac0ons on social media is much greater than it was a year ago and it is helping me to make new contacts and explore opportuni0es.”
- 114. wrapping up
- 115. plan activities • create a content calendar Monday Tuesday Wednesday Thursday Friday Saturday Sunday • Recognize a • Post “day-‐ • Ask a • Share • Chat with a • Link to • Poll Fan or in-‐the life” Ques0on Company Recruiter Career Ques0on Employee photo(s) news informa0on • Schedule • Ask a an Event • Post a Ques0on Video • schedule time • use scheduling tools for some content
- 116. be human people want to interact with humans… not brands or logos
- 118. what’s your plan?
- 119. QUESTIONS? View or download today’s slide deck at: http://www.slideshare.net/secret/xVxUyIVOhGo5AI Password: MVHRA