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TAG empower your just in time sourcing with social media
This document discusses the advantages of using social media for recruiting. It outlines five key advantages: 1) Increased brand presence and engagement with prospects; 2) Access to total membership contacts for direct outreach; 3) Improved search engine rankings driving traffic; 4) Viral networking effects through friends and connections; 5) Access to industry intelligence and trends. The document also provides tips for establishing a successful social media recruiting strategy.
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TAG empower your just in time sourcing with social media
- 1. TAG Recruiting Society January, 2011
- 2. EVP, Arbita, Inc.http://j.mp/shally  Recruiting since 1996  6 yrs. Corporate sourcing leadership  5 yrs. contingency, ran $1M+ full desk  4 years consulting with over 200 organizations  Architected and managed centralized research teams at Motorola, Cisco, Coke (CCE), Google, Microsoft  Raised in Colombia, South America (English is my second language)  Returned Peace Corps Volunteer (Nicaragua ’94)  B.S. in International Business from RIT
- 3. Five Advantages SocialMedia Brings To The Table
- 4.  Increased presence in social media elevates your brand so its important to participate and engage with prospects on others’ Facebook pages, LinkedIn Groups, Twitter accounts and Blogs
- 5.  Social Media communities tend to allow members access to their total membership so your recruiters may use member email and other contact information to make direct contact with specific individuals of interest via “direct approach” on social networks
- 6.  Your organization’s activity on Facebook, LinkedIn, Twitter and Blogs results in favorable organic ranking by search engines, driving traffic to your careers page and allowing you to dramatically reduce your advertising budget
- 7.  Members of LinkedIn, friends on Facebook, “followers” on Twitter (etc.) are generally able to see the complete list of “friends of a friend” so your recruiters will find that each single social media contact becomes a gateway to a broader community – this is known as the viral networking effect
- 8.  Social Media communities are replete with “word on the street” – actionable intelligence that gives you a heads-up regarding industry buzz, competitive intelligence, where the talent pool is headed, and other key indicators that don’t come through job boards.
- 9. Five Initiatives YouMust Have In Order To Succeed
- 10. 1. Go where your prospects are not where you think they should be - identify key talent channels within varied social media platforms: online Social Networking reflects our real-world social proclivities, we hang out with others who share our interests and affiliations
- 11. 2. Compose a Vision Statement describing a robust approach to social media recruitment to include acquisition, validation, analysis and application of actionable knowledge about key stakeholders for goal-setting, strategy formulation and support HR & recruitment missions
- 12. 3. Based on identification of channels above, craft a roadmap on how the entire organization should engage, connect and participate with skill-set relevant niche sites and online subject matter influencers to heighten identification of organizational employment brand
- 13. 4. Assign social media activities in each channel to key recruitment personnel with an emphasis on outreach, engagement and organic attraction of dedicated talent audiences
- 14. 5. Implement a communications strategy that fosters genuine candidate relationships utilizing Web 2.0 or “social media” channels of communication
- 15. Are Social NetworksA Useful Source of Candidates?
- 16. ď‚ž No. ď‚ž Social Recruiting works only when you empower and deputize your entire organization to be recruiting evangelists. ď‚ž Most companies mistakenly push nothing but job ads to social networks, and in such frequency that it becomes noise nobody listens to, with little to no value-add
- 17.  The way we’re doing it now there is little reward in comparison to amount of work. Most companies lack an effective strategy for sourcing, they depend on web-savvy recruiters “figuring it out” as they go, often reinventing the wheel.  For example 70% of respondents have no strategy for sourcing from niche and regional networks and 83% have no strategy for sourcing on blogs: both massive, yet remain widely overlooked
- 18. RECRUITMENT MARKETING INITIATIVES WHICH RECRUITMENT MARKETING USED ON HARD-TO-FILL JOBS? CHANNELS YIELDED MOST QUALIFIED?  85% Job Boards  24% Social Networks  78% Social Networks  16% Recruiting Services  49% Recruiting Services  11% Job Boards  41% Sourcing Services  11% Sourcing Services  24% SEO  3% SEO  16% SEM  1% SEM  28% “other”  34% “other” (from “no idea” to word of mouth, referrals, internal sourcing team, etc.)
- 19. A Few ThingsTo Get You Started With Social Marketing
- 20. Is a dialognot a broadcast A message is not a conversation
- 21. To get noticedamong millions of profiles:  Have a 100% complete profile – fill out summary and specialties with words/phrases describing your expertise  Vanity URL (your name): makes sure your profile is “public” linkedin.com/in/shally or facebook.com/shally.steckerl  Your past experience should go back 10 years. Concisely explain what you did at each job/company.  Write/get recommendations, ask/answer questions  Link to your websites (your jobs RSS, team blog, etc.)  Remember, its not who you know it’s who knows YOU 2 1
- 22.  Don’t be a social media schitzo. Be the same person on all your social networks!  You are your brand - skip the canned branding rhetoric and just express your passion for your industry, your job, your role, and the branding will come naturally.  Don’t “sell” – share! You will gain more if you don’t sell. If you treat SM as advertising you will turn people off. Share something useful about you, your company or product. Don’t give away the recipe but a little taste of your secret sauce once in a while will get you better results.
- 23.  Be real. People want to relate with other people, not with “constructs” so be yourself, be honest about who you are and what you care about, and what you are doing, even an occasional tip about your favorite burger joint. You have multiple interests, so express that.  Write well. Bad spelling, grammar or punctuation, and hasty abbreviations should be avoided. You can’t always get it right but confident prose and concise eloquence go a long way to establish your brand.
- 24.  One you get in, stay committed. If you are going to do it then don’t just stick your feet in, jump all the way in and stick to it. This doesn’t mean you have to write constantly every day but stay involved at some level of frequently at least once every other week or even weekly.
- 25. 1. Participation in to many tools (You don’t want “naked profiles”) 2. Self Promotion Overload – Using SM platforms as a promotion platform doesn't provide anything to the community 3. Setting & Forgetting – Time investment involved, continual process – Listen & Participate
- 27. Arbita’s Recruitment GenomeProject is the single most wide-reaching and thorough market research project ever conducted in the recruitment community. • Focus group interviews • Multiple survey instruments • Exhaustive secondary research • Analysis from industry thought leaders like: Kevin Wheeler, Peter Weddle, etc. • Practical wisdom from over 4000 staffing leaders • Ranked list of key sourcing initiatives for 2010 • Participate and get the reports for free
- 28.  Tons more free learning at The Sourcer’s Desk  Follow @Shally and @Arbitainc on Twitter  Join Arbita on LinkedIn and Facebook  Email us your questions!