Cutting through the Noise-

Transcription

1 Cutting through the Noise- Simplifying & Socializing Presented by: Alison

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 Media: Social Definitions 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!

5 Social Media Revolution

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 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 Text 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 comscore Top 50- July

10 Social Networks vs. Job Boards

11 Building Your Social Recruiting Framework

12 Phase I Securing Buy-In Developing a Policy

13 Securing Buy-In

14 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?

15 Policy and Governance

16 76% of companies are choosing to block social networking (ScanSafe) 45% of companies using social networking sites to research job candidates (Careerbuilder) Millenials (Digital Natives) make up 20% of the U.S. population, more than 80 million born between 1977 and 1995 (bnet.com)

17 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, be you Protect company interests Build with Legal, Marketing and PR Integrate into Job Training Don t Overreact

18 Resources: Social Media Policy Examples: Cheat Sheet on Employment Discrimination and New Media: Deloitte LLP Ethics & Workplace Survey: UnitedStates/Local%20Assets/Documents/us_2009_ethics _workplace_survey_ pdf

19 Phase II WHOA! Strategy Tools Integration Metrics

20 Watch Hear Observe Absorb

21 Follow the Community Jobvite Social Recruitment Survey Results

22 Beyond the Big 3

23 Strategy What is your current recruitment strategy? 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?

24 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

25 Integration How are you going to implement? How do you create the experience? What about segmentation? Maintaining consistency and connecting the pieces?

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29 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

30 Engagement Phase III

31 Engage and Communicate Not Advertising Engage in conversations- 2 way dialogue Building community Sharing QUALITY content not SPAM Not always about YOU

32 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.)

33 Authenticity and Transparency Bring value Be true to you and your organization Don t stand on brand alone

34 Twitter More HR Tweeps: #shrm, #ere, #HR, #recruiter

35 Facebook

36 Establishing a mutual level of trust between leadership and employees is one of the key challenges facing today s workforce. As leaders continually look for new and creative ways to engage and retain talent in an intensely competitive market, one strategy that delivers positive results is transparency and openness in communications between leadership and employees [it] is the ultimate key to building a loyal and productive workforce. Sharon L. Allen, Chairman of the Board, Delotitte LLP

37 Phase IV Evaluation and Adjustments

38 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

39 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!

40 Q & A

41 Thank You! LinkedIn: Give me a jingle: