Social Media Recruiting “Contact Building and Job Marketing”

Greg Cardenas

CEO, Founder

GForce HR

Greg’s Introduction

• 20 years progressive HR experience with emphasis on Recruiting and Technology

– 50/50 corporate vs outsourcing service provider

• First to implement Recruitsoft globally (aka: Taleo at HP)

• First to obtain a patent on a recruiting process (aka: LiveRecruiting)

• First to develop a global RPO shared-service delivery model at Convergys

• Specialized in delivering RPO from new emerging markets

– Africa, Middle East, Asia, non-EU Europe

• Creator of worlds first Web 2.0 enabled ATS entirely run on mobile devices

– Launching December 2012

KPMG – Accenture – SAP – DataWorks - Grant Thornton - Trading Technologies Abbott Labs – eHitex – Hewlett Packard – AstraZeneca – Kenexa – Convergys - 247HR

Agenda

1. Social Media Recruiting Basics

Overview of primary platforms

Trends

2. Contact Building

“How to” best practices

Case study, Cardenas HR Labs

3. Job Marketing

“How to” best practices

Case study, MeshHire

4. Future of Social Media Recruiting

“Project EVA”

Outsourcing your social media recruiting “back-office”

SOCIAL MEDIA RECRUITING BASICS

PRIMARY Social Media Platforms

• For the most part in the developed

world, these are the primary social

networking channels

• What works for USA does not

always work abroad

• Cultural differences how social

media is used around the world is

different from country to country

• Diversity is key to attract

Map of World Social Media Networks

Trends

How social media

is used around

the world varies

from culture to

country to

platform

New country

specific platforms

on the rise

CONTACT BUILDING

Armada HC Cost Advantage

• Establish a new work related account for purposes of recruiting…not

networking

• Import contacts from your personal account that you want to include

• Join 50 (maximum) groups on LinkedIn relevant to the types of talent you

are recruiting for

• Add contacts from the groups you have joined

• Add contacts from LinkedIn recommendations

• Avoid importing large amount of contacts via email

LinkedIn

Armada HC Cost Advantage

• Establish a new work related account for purposes of recruiting…not

networking

• Import contacts from your personal account that you want to include

• Search titles based on the type relevant talent you are sourcing for to follow

– avoid dormant users

• Follow 2000 (maximum) and purge non-followers weekly using

ManageFlitter: www.manageflitter.com

• Add contacts from Twitter recommendations

Twitter

Armada HC Cost Advantage

• Establish a new work related account for purposes of recruiting…not networking

• Import contacts from your personal account that you want to include

• Search contacts based on function/title or company

• Add 5000 contacts (maximum) to your circles – classify circles by function/title/or company

• Add contacts from Google+ recommendations

• Don’t burn yourself out…5000 contacts is a lot to add

Google+

Facebook

• Establish a new work related account for purposes of recruiting…not

networking

• Import contacts from your personal account that you want to include

• Search contacts based on function/title or company

• Add 20 friends (maximum) per day – if you add more you will run the risk of

having your account suspended from adding friends for up to 30 day or

account disabled

Best Practices

• Engage your new contacts – especially if they ask you a question

• Encourage your new contacts to recommend you to their network or

re-tweet your posts

• Ask your new network questions on your opinions or news in general

– post information that your contacts find relevant

• Being courteous and respectful goes a long way

Conduct “Top Socializer” Contest

Name Nickname Facebook

1st Account

Facebook

2nd Account

Facebook

3rd Account

LinkedIn

1st

Account

LinkedIn

2nd

Account

Twitter 1st

Account

Twitter 2nd

Account

Twitter 3rd

Account

Twitter 4th

Account

Twitter 5th

Account Google+ 1st

Account

Google+ 2nd

Account

Leader

Total %

Start End Start End Start End Start End Start End Start End Start End Start End Start End Start End Start End Start End

A Angel 99 115 2000 2000 0 0 1019 1060 218 250 1136 1270 0 0 0 0 0 0 0 0 1078 1186 247 330 414 2.52% BLUE

B Made in China 453 523 0 0 0 0 1408 1587 0 0 845 856 0 9 0 0 0 0 0 0 524 524 0 0 269 1.64% 7180

C PHD Candidate 4000 4372 380 468 0 0 723 569 210 411 605 734 84 84 0 0 0 0 0 0 300 319 0 0 655 3.98%

D Numero Uno 1119 1142 626 641 1133 1167 1530 1548 1947 1956 1879 1887 1170 1190 965 971 0 0 0 0 1579 1606 1056 1102 206 1.25% PINK

E Katy Perry 1624 1762 43 43 0 0 1701 1925 32 94 994 1004 0 0 0 0 0 0 0 0 576 965 61 61 823 5.00% 9188

E The Closer 0 76 0 0 0 0 0 155 0 0 0 255 0 0 0 0 0 0 0 0 0 16 0 0 502 3.05%

G Milli Vanilli 519 610 67 101 0 0 1687 1873 0 0 1489 1558 8 8 0 0 0 0 0 0 1934 1988 86 140 488 2.97%

H Wannabe 776 888 190 210 0 0 961 1127 0 0 20 33 76 76 41 46 0 0 0 0 61 85 0 0 340 2.07%

I Charge Back 1071 1071 257 257 0 0 3660 3728 1464 1741 1668 1985 733 950 0 0 0 0 0 0 1939 1971 1050 1092 953 5.79%

J Ronaldo 869 990 713 1070 3 3 357 628 110 328 360 538 278 302 0 138 0 0 0 0 136 243 96 180 1498 9.11%

K Secret Weapon 555 588 0 87 0 384 456 0 0 343 342 99 438 0 0 0 0 0 0 19 19 0 0 530 3.22%

L Sell It 149 187 0 0 0 0 93 244 0 0 17 58 0 0 0 0 0 0 0 0 10 10 0 0 230 1.40%

M Bill Me 274 284 0 0 0 0 120 160 0 0 36 75 0 0 0 0 0 0 0 0 0 0 0 0 89 0.54%

N The Rookie 0 10 0 0 0 0 0 0 0 0 0 190 0 0 0 0 0 0 0 0 0 0 0 0 200 1.22%

O Meg II 0 89 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 91 0.55%

P Intern 1 0 25 0 0 0 0 0 1435 0 0 0 136 0 253 0 224 0 278 0 279 0 74 0 0 2704 16.44%

Q Intern 2 0 532 0 0 0 0 0 1044 0 0 0 5 0 25 0 32 0 0 0 0 0 284 0 0 1922 11.69%

R Intern 3 0 92 0 0 0 0 0 1284 0 0 0 99 0 158 0 30 0 18 0 14 0 85 0 0 1780 10.82% Total team

S Intern 0 518 0 0 0 0 0 1093 0 0 0 80 0 248 0 131 0 103 0 385 0 196 0 0 2674 16.26% contacts:

T Road-rage 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0.00%

Totoals 11508 13874 4276 4877 1136 1170 #### 19918 3981 4780 9392 11105 2448 3741 1006 1572 0 399 0 678 8156 9571 2596 2905 16448 100.00% 73513

JOB MARKETING

MeshHire vs. BullHorn

• Less expensive to use per

user

• Integrated with 4 primary

social networks

• Intuitive interface

• Easy to read info graphics of

your activity and progress

• Automated posting up to 3

times per day

• More expensive per user

• Integrated with 3 primary

social networks

• Ability to publish articles to

engage contacts

• Applicant tracking available

at extra cost

• Automated posting limited

to once per day

Case Study: MeshHire

Ability to post a new vacancy to you corporate career center OR host on MeshHire

Case Study: MeshHire

Option for applicants to apply to the job directly AND become member of network

Case Study: MeshHire

Real-time statistics let you know how many visitors have viewed your postings

Case Study: MeshHire

Real-time statistics let you know how many clicks and resumes you have received

Case Study: MeshHire

Simple interface to “broadcast” your job postings to ALL your social media contacts

Job Marketing: LinkedIn

Post to you wall, all your groups you are a member or any specific contacts

Job Marketing: Facebook

Post to your wall, friends wall, or send your job opportunity as a direct message

Job Marketing: Twitter

Post your job to your wall AND share with all your followers with just one click

Job Marketing: Google+

Post your job to your wall AND share with all your contacts by circle you designate

Job Marketing: Email

Send up to 10,000 emails per day based on your subscription

Job Marketing: Job Boards

Promote your job on 10 free job boards that also index on Google

Job Marketing: Job Boards

Assign links to various referral sources to track visitors

PROJECT “EVA”

Contact Building & Job Marketing

• 1000 competitors throughout Pan-Africa trained virtually

• Each responsible for mining social media contacts AND broadcasting jobs to

their contacts on behalf of companies

• Weekly and monthly winners win cash & prizes

• Develop best practices for “crowd sourcing” talent

• Outcome:

– Largest social media contacts database by country and in region

– Ability to market jobs throughout all of Africa quickly

– Level the playing field so more people get visibility to more jobs

– Motivate young students in the field of HR, recruiting, & technology

OUTSOURCING YOUR SOCIAL MEDIA RECRUITING CAMPAIGNS

• Friending, following, connecting, or circling new contacts takes a long time

and can be tedious work

• Paying a recruiter a salary in some developed countries is not a good use of

their time and skills

• Blasting, posting, writing, responding, re-tweeting, researching relevant

data, engaging your contacts, etc. is a daunting task

• Trying to short-cut by using “bots” often results in disabled social media

accounts

• For $250-$500 per month you can have someone in a developing country

manage your social media recruiting campaign and is available via Skype for

real-time access and feedback

Why is it a good decision to Outsource?

QUESTIONS?

Thank You

Greg Cardenas

C.E.O

GForce HR

Email: greg.cardenas@gforcehr.com

Skype: greg.cardenas

www.gforcehr.com