Mastering the Latest in Recruiting: Social MediaDo you fish, hunt or farm?
Connie HamptonHampton & Associates
Scientific & Executive Search [email protected]
www.hamptonexecutivesearch.com(510) 601-1343
WHAT IS NEW IN RECRUITING?
Positions Have Not Changed
• Staffing of multiple openings with the same description
• Regular, on-going openings• Specialists• Managers and executives
Questions have not changed
• What skills, experience, attitude, expectations do the company and the hiring manager need?
• Where are the people who can meet that need?
• Who are they and are they interested?• Do they qualify and fit?• What do they need to accept the offer?
IT IS THE METHODS THAT HAVE CHANGED
How are you currently reaching job candidates?
• Referrals• Job boards• Your careers page on the company website• Professional Networking Sites• Recruiter initiated• College recruiting• Rehires• Social Media• Agencies and 3rd Party Recruiters• Print advertisements/want ads/Billboards• Temp or contractor to hire• Career Fairs• Walk-ins• What else?
CareersXRoads 2011 Survey
Bersin & Associates, 2011
No company hires unless they have a problem they can’t solve with the
people they already employ
• Take “from within” out of the mix.
Surveys say:
• Referrals and Job boards are the top way that companies find external hires
• Company websites/careers pages come in next
• All the rest together fill the final third
Do you fish, hunt or farm?
Fishing from inside
– Employee referrals and referral programs– Career fairs/virtual fairs– College/University recruiting
– Job postings on job boards – Company website/career pages– Print/newspapers/billboards/radio– Walk-ins
Employee Referral Programs
Career Fairs and College Recruiting
Job Boards
Social networks
Job Search Engine Sites• Simplyhired.com• Indeed.com• Careerjet.com• Ebay Classifieds• TopUSAJobs.com• Trovit• Juju• Oodle• Jobs2careers• Job.com
Company websites• Opportunities at XYZ• Listed below you will find all of the open positions for which we are currently recruiting. To apply, please select the job
position you are interested in and on the subsequent page select “Apply”. Here you will have the opportunity to submit your resume, CV, and cover letter electronically. Thank you for your interest in XYZ
• Clinical Development and Operations• Clinical Scientist• Medical Director• Research and Preclinical Development• No jobs available at this time.• Process Development and Manufacturing• No jobs available at this time.• R&D Compliance• No jobs available at this time.• Corporate Development• No jobs available at this time.• Strategic Portfolio Management• No jobs available at this time.• General and Administration• Executive Assistant• Internship• No jobs available at this time.
Broadcasting for help
• Posting on Twitter, Facebook and LinkedIn on the company’s pages is another form of broadcasting.
Posting the Job
• Job boards are the #1 way that the unemployed look for a job.
Hunting
In-house • Initiated by FTE recruiter • Initiated by contract recruiter Outside help• Agencies• 3rd party recruiters (contingency, retained, or
modular)
Tools for hunting
• Preparation• Online search– Boolean search– Social media for the data– Directories and Databases
• Phone search• Keeping track• Contacting each
Preparation
• Prepare:– Which industry niche– What are you hunting• Get that job description with all the details
Use Dictionary.comThesaurus.comWikipedia.com
You do not need a generic candidate
The Online Hunt
• Old School: Boolean search– www.bullhornreach.com/ – www.scavado.com – www.booleanblackbelt.com/ – www.booleanbar.ourtoolbar.com – www.therecruiterslounge.com
Beware the outdated resume with no working contacts
Using the Social Media Sites for hunting
• LinkedIn groups– Keywords in the members tab
• LinkedIn Profiles – Advanced Search– Save your common searches
• LinkedIn.com/signal – Keywords, location, industry,
• Twitter #(keyword)• Google+ and Pinterest also use hashtags
Directories and databases
• Facebook/Branchout/BeKnown/Talent.me/Cachinko• Jigsaw• Netprospex• BusinessWeek• Hoovers• Forbes• Specialty directories online
Keep track
Name Title Dept Com-pany
City State Phone Email memo
Contacting each one
• Phone and voice mail• Email• Texting• Through social media sites when you are already
connected (1st degree or in groups)• Introductions through LinkedIn (2nd, or 3rd degree)• Direct Tweets• Handwritten notes
Success!• Review the resumes that look
good, do your due diligence and check the person’s LinkedIn profile as well as Facebook, YouTube and Twitter if you can.
• Present the best for your hiring manager to do the first screening and then go back and verify education, past employment, etc.
Farming: Grow your ownInternal candidates
– excellent training– mentoring – retention programs
Temp/Contractor/Consultant to FTE HireAlumni or RehiresSocial media
– Interactive website and career pages– Talent pools– Talent communities
Put the pieces together for your current employees
Alumni or Rehires
• Gist.com• LinkedIn.com• Spokeo.com• Spoke.com• Twitter.com• Facebook.com• YouTube.com
Try before you buy
• Bringing a temp or contractor or consultant in as a full time employee is another way to “grow your own”. This assumes that you will need their talent for the long run and have a good idea of how long that is.
Social media and Talent
• A talent pool is a group of known individuals who have the talent you may need. You know how to reach them.
• You might maintain this list or you might hire a search consultant to assemble one for you
Talent pipeline
• These are those people from the talent pool who you are moving toward and through the hiring process.
• They have been identified, approached and screened.
• They are now in the process of evaluating the company and the hiring team is evaluating them.
Talent has changed
• Candidates have changed– They review the company and really dig to see if they want to
work for you • http://www.glassdoor.com • http://vault.com
• Even though unemployment is high– Only about 1 in 100 resumes sent to job postings are on
target– The right people may well be employed and not looking– Or they may not be able to find you in the “noise”
Social Media is a form of communication
• 2-way communications• What do you want to say?• What responses will you get?• Engage!• Be sure that your brand is accurate because if
you say one thing and your audience and employees say another, your potential candidates will see the discrepancies.
Farming: Employment Branding
• Company’s identity, values and goals• Employee value proposition• Strategy and plan– What do you hope to accomplish?– How much time can you dedicate to it?– Can you get your marketing team involved?
Examples of Employment Brands
• Vmware – Tagline– Message fits tagline and is not bland or boring– Fits with total social presence (logo, colors,
letterhead) on LinkedIn, Facebook, Twitter, YouTube, Blog, Wikipedia, Google+, etc.
Examples (2)
• Children’s Hospital Atlanta• http://www.choa.org/pediatric-hospital-jobs – Tagline/motto– Videos by employees • Illustrate tagline• What it is like to work there• Why work there
What does your web presence look like now?
Company website & Career pagesLinkedIn Company PageFacebook Page and posts, tabs and eventsTwitter Page and tweetsYouTube Channel and videosGoogle+ Page, videos, hangouts
Company Website
Easy to useConsistent designConsistent message/taglineEasily found career pagesQuotes from various employeesVideo from various employees
Career Pages
• Attractive• Shows, in quotes, pictures and video, the
company values and culture• Job descriptions are clear and written to
attract the ideal candidate• Job descriptions could even be videos of the
hiring manager discussing what the department is doing and needs to do
Company Blog
• This is the place for marketing to show the world what is happening and to discuss it.
• Not just the PR content• Add personal accounts, pictures and videos
from the people who achieved those goals, the CEO’s letter, the latest fun charity event the company sponsored, etc.
LinkedIn Company Page
• Do you have one?• Do you use the careers tab? • The products and services tab? • Note the ability to post a banner and tagline.
Facebook Page
• Do you have one?• Do you have a banner?• Have you filled out all of the possible data?• What apps are attached?• What resources do you post?• Do you have events?• How can you give to the community?
Twitter Page
Be consistent with your sign and message/taglineTweet no more than 3 times a day, for example:
1. Promotional tweet (job posting or PR announcement)
2. ReTweet that would be of interest to the people following you
3. Content of interest to the people following you
YouTube Channel
Post the videos of your employees talking about how great it is to work for you, your CEO’s “letter”, your scientists posters and presentations, anything public that gives potential employees a glimpse into your company. Monitor who views them and get them in your talent pool.
Google+
• Is much like all of the above, although there are some concerns with what Google is doing with privacy.
• Make circles of people, whether they are on G+ or not, talent pools you can send regular messages to like your tweets, or even better with content and questions.
• “Pinning” sites and content that would be of interest to your team will draw in more people with the same interests.
Do’s and Don’ts
Pepsihttp://www.pepsico.com/Careers/People-of-PepsiCo.html http://www.linkedin.com/company/pepsico/careers www.facebook.com/PepsiCo?ref=tshttp://twitter.com/#!/pepsico http://www.youtube.com/results?search_query=Pepsico
Sequenta http://sequentainc.com/careers/ https://twitter.com/#!/SequentaInc Has no LinkedIn page, no Facebook page, no YouTube page.
Where to distribute your employment branding
Company website, career pages and blogLinkedIn company PageFacebook PageTwitter PageYouTube ChannelGoogle+ PagePinterest Page
