Cutting Through The Noise: Simplifying & Socializing (Updated 2/10)
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The document presents a comprehensive overview of social networking and its impact on recruiting, emphasizing the importance of developing effective strategies to engage and attract talent. It outlines steps for securing organizational buy-in, creating policies, and implementing metrics to evaluate social recruiting efforts. Key challenges include a lack of effective strategies among companies and the necessity for continuous adjustment and engagement in the social media landscape.
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Cutting Through The Noise: Simplifying & Socializing (Updated 2/10)
- 1. Cutting through the Noise- Simplifying & Socializing Presented by: Alison Engelsman @alisonengelsman [email_address]
- 2. Social Networking 101, taking off the mask to discover what is it really? Getting Connected: Who, What, Where, Why and How? How do you make a difference? Adding your voice to the conversation to impact your company/employer brand, recruitment strategy, employee retention and referrals, training program/company updates and overall, lead your organization Risk Management and Policy: What are the opportunities and where are the liabilities? How do you protect your organization and avert danger? Getting Ahead: Time management skills and maximizing your efforts to enhance your networking activities in converting candidates to hires as well as building a pipeline Beyond the Bandwagon- emerging trends and where this is all heading
- 3. Deconstruction Plan What is Social Media? Why is it important in Recruiting? Developing the Framework Q+A
- 4. Social Definitions Social Media: Media designed to be disseminated through social interaction (Wikipedia) User generated Conversation can be initiated by either party (IAB) Encourages participation and collaboration with the goal of re-using content (Naaman- The Ayman and Naaman Show) Social Recruiting: Using social media to Engage, Attract and Recruit Talent …plus Retain Talent!
- 6. Why is it important in Recruitment? Keep up with the times Recruitment function is evolving within organizations Driving business objectives and financial goals Mentor executive leadership in organization development and workforce planning Find top talent Shift to dynamic interaction using collaboration within communities Broaden sourcing reach and depth of talent pool Nurture relationships- external and internal
- 7. Jobvite- 2009 Social Recruitment Survey Results
- 8. And Yet… 85% do not have an effective strategy for finding candidates on blogs 51% do not have an effective strategy for finding candidates on social networks such as Facebook and LinkedIn 53% do not have an effective strategy for finding candidates using major search engines such as Google or Live.com 82% percent do not have an effective strategy for Search Engine Marketing (SEM) 74% do not have an effective strategy for Search Engine Optimization (SEO) Arbita- Recruitment Genome Project 2009
- 9. Nielsen Top 10 Web Brands- December 2009
- 10. Social Networks vs. Job Boards www.compete.com
- 11. Facebook & Twitter Engagement www.comscore.com Twitter Users had an average of 300 followers in January 2010, versus about 70 in July 2009. (328% increase) In January 2010, the average Twitter user had made 420 updates , compared with 120 in July 2009. (250% increase) www.emarketer.com
- 12. Building Your Social Recruiting Framework
- 13. Phase I Securing Buy-In Developing a Policy
- 14. Securing Buy-In
- 15. Determine who you can partner with to educate and strategize- Marketing, Communications, Sales, Legal Identify your resources: people, time, budget, tools, skill sets Prioritize needs based on business objectives: Reduce 3 rd party fees? Enhance pipeline of talent? Reduce time to fill? Competition is already active? Diversity/Retention/New Type of Talent?
- 18. 76% of companies are choosing to block social networking (ScanSafe) 45% of companies using social networking sites to research job candidates (Careerbuilder) 15% of companies have disciplined an employee for violating sharing/posting policies (Proofpoint Study) 29% of US companies have a Social Media Policy in Place (Manpower Study- 2/2010) 49% of employees say “NO” a company policy will not make you change your online behavior (Deloitte Study)
- 19. Policy Attributes to Consider Define the purpose of social media in context to your company- be positive Develop Common Sense Guidelines: Exercise good judgment- think twice before posting Be authentic - identify yourself Add Value- contribute thoughts, experiences, observations and opinions Protect company interests and YOUR privacy
- 20. Set time limitations: “The use of social media during work hours must be work related” aka “don’t forget your day job” (IBM) Integrate into Job Training and On-Boarding Processes What will the repercussions be for policy violations? “ Educate and Trust…short and sweet” @RichardAtDell
- 21. Resources: Social Media Policy Examples: http://123socialmedia.com/2009/01/23/social-media-policy-examples / Cheat Sheet on Employment Discrimination and New Media: http://www.ere.net/2009/09/10/cheat-sheet-on-employment-discrimination-and-new-media / 2009 Deloitte LLP Ethics & Workplace Survey: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/us_2009_ethics_workplace_survey_220509.pd f
- 22. Phase II WHOA! Strategy Tools Integration Metrics
- 23. W atch H ear O bserve A bsorb
- 24. Follow the Community Jobvite- 2009 Social Recruitment Survey Results
- 25. Beyond the Big “3” www.briansolis.com
- 26. Strategy What is your current recruitment strategy? Job Postings Website Social Networks Search Engines Referrals
- 27. How will this work with your other components? What are you trying to accomplish? Can it be attained via social media? What value can you add to the community? Contingency Plan? Disaster Action Plan? What are your competitors doing or not doing? Do you have the right tools and resources?
- 28. Tools & Resources Identify which social networks to utilize Syndicate content across multiple networks Reputation Management How will the designated tools meet metric requirements? Tap into Marketing’s experience
- 29. Integration How are you going to implement? How do you create the experience? What about segmentation? Maintaining consistency and connecting the pieces?
- 33. What’s my ROI?
- 34. Metrics Number of Fans, Followers, Connections Volume of comments and discussions Number of videos uploaded Times links are opened or shared Number of subscribers Volume of noise Content of the conversation Web Analytics Quality/Quantity of resumes received Type of talent within your network Online vs. In Person Networking Quality of Fans, Followers, Connections Distribution of budget for talent Amount of time invested in social recruiting Repeat traffic Use Polls and Surveys Keep track of what ISN’T working Trending between conversations and business revenue
- 36. Engage and Communicate Not Advertising Engage in conversations- 2 way dialogue Building community Sharing QUALITY content not SPAM Not always about YOU
- 37. Adding Your Voice Develop a publishing calendar Know who wants to participate and when Add to job responsibilities and objectives Expand participants- intern, entry level, mid level, management, leadership; industry guests Show your knowledge High volume of noise = uniqueness Help become a destination for quality content (industry, career related, geo-location, volunteer options, etc.)
- 38. Authenticity and Transparency Bring value Be true to you and your organization Don’t stand on brand alone
- 39. Twitter More HR Tweeps: #shrm, #ere, #HR, #recruiter
- 40. Facebook
- 41. Phase IV Evaluation and Adjustments
- 42. Metrics Number of Fans, Followers, Connections Volume of comments and discussions Number of videos uploaded Times links are opened or shared Number of subscribers Volume of noise Content of the conversation Web Analytics Quality/Quantity of resumes received Type of talent within your network Online vs. In Person Networking Quality of Fans, Followers, Connections Distribution of budget for talent Amount of time invested in social recruiting Repeat traffic Use Polls and Surveys Keep track of what ISN’T working Trending between conversations and business revenue
- 43. Repeat the Process Social Recruiting is a lot of trial and error Need to determine what works and what doesn’t You won’t always get it right, don’t expect too Understand that this takes TIME Have fun with it!
- 44. Q & A
- 45. Thank You! Twitter: @alisonengelsman LinkedIn: www.linkedin.com/in/alisonengelsman Email: [email_address] Give me a jingle: 708-358-0362