Starting a Social Media Staffing Strategy - Webinar
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The document provides strategies for using social media in staffing and recruitment. It discusses how social media allows recruiters to build a pipeline of candidates and followers. Recruiters can use platforms like LinkedIn, Facebook, Twitter, YouTube and more to connect with candidates, build their employment brand, source passively, and measure their efforts. The document recommends recruiters develop a strategy and start with LinkedIn before expanding to other sites to source candidates in new ways.
Starting a Social Media Staffing Strategy - Webinar
- 1. Simple Steps to Get Started with Social Media Staffing
- 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.”ChurnContingent laborShow Me the MoneyReturn of the Talent WarDirect SourcingJugaad is RequiredEmployment BrandingTool ObsolescenceObsolete TalentRetentionSource: Dr John Sullivan, ERE.net
- 5. Why This Is ImportantNever before has talent been so accessibleAccess to personal and more persuasive communication toolsBuild a pipeline of followersMake it easy for candidates to reach you Your CompanyJobAdsAgencies
- 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 SucceedWell Connected – Trust Their NetworksIn DemandMotivated by Culture and Colleagues
- 8. Turnover in the NewsMarch is the first time in 15 months that there were more resignations than firingsIndications that we could be on the brink of a resignation frenzyTypically costs half of the position's salary to recruit a person for that job"We're preparing for a massive reshuffling of talent at all job levels in all industries,“- Wall Street Journal 5/25/10
- 9. Build a FollowingBuild and cultivate a pipeline of candidates you can tap when an unexpected opening occurs90% of employed executives will take a recruiters phone call (ExecuNet)70% ofIT 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)
- 10. Followers are AdvocatesSource: Chadwick Martin Bailey and iModerate Research Technologies
- 11. Your Employment BrandConvey the meaning of a career at your companyAmplify the real voices in your companyConnect with people directlyAuthentic communicationsPeople expect you to be there
- 12. Empower Employee AdvocatesScale referrals by provide something unique and interesting to distributeOR
- 13. Making the CaseMore popular than emailTime spent jumped from 2 hrs a month to 5 ½ hrs today Facebook just topped Google as the most visited websiteDrives more traffic to news, entertainment sites than Google1, Nielsen 2 Hitwise 3, 4 CompeteSource: Nielsen
- 15. A Priority for RecruitersHow are you planning to use the following sourcing methods in 2010?Ads, OnlineOnline videosCareer FairsSocial MediaOpen HousesAgency – RetainedAgency – ContingencyAds, BroadcastResume DatabasesLinkedInEmployee ReferralsAds, PrintNetworking EventsOnline Job BoardsCorporate WebsiteInternal databasesSource: 2010 JCSI Survey of Recruitment Professionals0% 20% 40% 60% 80% 100%
- 16. A Priority for RecruitersTop Methods to Increase in 20101. LinkedIn2. Social Media3. Employee ReferralsAds, OnlineOnline videosCareer FairsSocial MediaOpen HousesAgency – RetainedAgency – ContingencyAds, BroadcastResume DatabasesLinkedInEmployee ReferralsAds, PrintNetworking EventsOnline Job BoardsCorporate WebsiteInternal databasesSource: 2010 JCSI Survey of Recruitment Professionals0% 20% 40% 60% 80% 100%
- 17. What It Does BestFinding and ConnectingIdentify talent based on demonstrated expertise
- 18. Find people not active on the job boards
- 19. Connect with candidates on their own termsBuilding Your BrandAmplify your messages and participate in the discussion
- 20. Be found in search engines
- 21. Generate word of mouth and employee referralsMeaningful CommunicationConvey the meaning of a career at your company
- 22. Sell your company and your position
- 23. Respond to questions and start a discussion What It Is Not Good AtJust Making FriendsNetwork with no content will fade quickly
- 24. Not everyone will want to friend or be a follower
- 25. Authenticity and transparency are criticalJust Pushing JobsThis is not just another medium
- 26. Requires a different approach
- 27. Spamming techniques will damage your brandAll Your SourcingThis will not replace all traditional methods
- 28. Use it first to network and tap your pipeline
- 29. Dive in deep when job boards are ineffectiveSocial Media UniverseSource: fredcavazza.net
- 30. Developing a StrategySource: Forrester Research
- 31. Developing a StrategySource: Forrester Research
- 32. Getting Started
- 33. LinkedInBuild your connections!Company customization options are limitedMake your profile strongFrequent status updates (connect to Twitter)Share company presentations (Slideshare plug-in)Start a Group for your company careersReview and participate in Answers
- 36. FacebookStart a Careers page for your companyCustomize tabs for your employment branding Share/discuss career events, news, etcRespond to questionsBe careful about personal friend invitesWatch your community page
- 37. Careers Facebook PageDesigned for career conversations and networking Promotes your recruiting activities Recruiting eventsCompany / employee videosJobs. articles, features, company eventsShapes your employment brandIntegrates conversationBuilds a following
- 39. Targeted AdsTarget specific groups of peopleschoolsinterestscompaniesPay only by the clickLeverage the personal advantage of the networkSample FB recruitment ad featuring the hiring managerSource: Techcrunch
- 40. 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 interactionsSource: NY Times
- 41. TwitterStart a company careers accountCustomize your background with messages/URLsMany tools help manage multiple usersFollow the influential and interestingDiscuss, don’t just post openingsLink to your other communities (track with bit.ly)
- 43. YouTubeStart a careers channelIf you have videos, unlock them from your site!Flip camera or put slides to a podcastsInterview with hiring managers about a openingMuch more interesting than a job descriptionPersonalize your company, thought leadersBrief “why work here” videos
- 45. Hiring Manager Podcasts35Convey more about the position than just a page of text
- 46. Recorded phone interview with the hiring manager
- 47. Discuss the type of projects, the interview process, FAQs
- 48. Hear from others who are doing the job nowGoogle ReaderYour monitoring command center (free)Collect RSS feeds for real-time updatesMentions of your company in:Google blogTwitter (industry events)YouTubeEmployer Review Sites (Glassdoor)Monitor industry blogs, competitors, employees,
- 50. Measurement
- 51. What’s NextNiche Communities MobileHighly relevant content within specific industries, functions and skillsA better platform for socializing
- 52. A Little About JCSIJCSI 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
- 53. Leading edge of using new tools to improve the recruitment processChallenge the Status QuoFor your staffing process to be effective, your recruiters must have expertise in many important areas.Extensive Passive Candidate ResearchSocial Media NetworkingComprehensive Status Reporting?Multi-Time Zone ScreeningResume Databases Researchers??Your Recruiters?Interview Days& Live EventsPipeline DevelopmentInterview Process ManagementCan your recruiters bring you an expertise in all these key areas?
- 54. JCSI provides you an expertise in all the areas of recruiting. We split the recruiting function into key areas and developed a team of specialists for each. Extensive Passive Candidate ResearchSocial Media NetworkingComprehensive Status ReportingMulti-Time Zone ScreeningResume Databases ResearchersInterview Days& Live EventsPipeline DevelopmentInterview Process ManagementJCSI Specialties
- 55. Next StepsStart smallSelect a role See how the process worksBuild from there
- 56. Thank YouBrian [email protected]/briancavoli www.twitter.com/bcavoli Strategies for Hiring Passive Candidates TodayJuly 20, 1pm (EDT)www.JCSIwebinars.com
Editor's Notes
- #3: Facebook stat