Social Mediafor Recruiting and

Employee Relations

Rachel ParkerResonance Social Media

May 11, 2011

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My handle

@resonancesocial

Hashtag

#RSMseminar

If You’re Tweeting ...

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• 15 years experience as a marketing copywriter

• Social media geek since the get-go

• Started Resonance Social Media in 2010 to help small businesses find their voice on social networks

A Bit About Me …

AGENDA

“Social media gives you the ability to check perception. You’re not speaking at people anymore—you are speaking with them.”

Brian Solis, author, Engage!

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1 Traditional Recruiting Methods

2 Recruiting in “The Socialverse”– Your Blog– LinkedIn– Facebook– Twitter– YouTube

Agenda

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4 Recognizing Your Rock Stars: Using social media for employee recognition

5 Laying Down the Rules: Developing a social media policy

6 Helpful Resources

Agenda (cont'd)

TRADITIONAL RECRUITING METHODS

“The difference between PR and social media is that PR is about positioning, and social media is about becoming, being, and improving.”

Chris Brogan, author, Trust Agents

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• Classified ads

• Agencies or headhunters

• Job sites (Monster, CareerBuilder, etc.)

• Job fairs

• Referrals

• Networking events

Traditional Recruiting Methods

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• Limitations– Cost– One-time interactions– Lack of depth (“I’ll call you …”)– “Stupid resume tricks”– Applicant overload– Little access to “hidden talent market”—

qualified candidates who may not be actively looking

Traditional Recruiting Methods

RECRUITING IN THE SOCIALVERSE

“Why are we trying to measure social media like a traditional channel anyway? Social media touches every facet of business and is more an extension of good business ethics.”

Erik Qualman, author, Socialnomics

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Recruiting in the Socialverse

Facebook“The Coffee

Shop”

Twitter“The Speed

Date”

LinkedIn“The

Networking Event”

YouTube“The Public Access

Cable Channel”Blog

“The Open House”

You

Your perfect candidate

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• Blogs– “Behind the scenes” view– Shows your business’ personality– Venue for posting job openings– Keeps you “front of mind”

Recruiting in the Socialverse

Blog“The Open House”

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Recruiting in the Socialverse

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• LinkedIn– Users can “follow” your

company page and receive updates in their news feed

– Your company page provides key information about your organization and your employees

– Post jobs on your Career page ($195 for 30 days)

Recruiting in the Socialverse

LinkedIn“The Networking

Event”

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Recruiting in the Socialverse

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Recruiting in the Socialverse

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• Facebook– Fans see your updates in

their feeds in real time– Can create a page for job

links– Post about job fairs and

trade shows

Recruiting in the Socialverse

Facebook“The Coffee Shop”

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Recruiting in the Socialverse

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Recruiting in the Socialverse

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• Twitter– Fans see your updates in

their feeds in real time– Include a short link to job

posting– Can post several times a day– Followers can respond to

your posts to get a conversation going

Recruiting in the Socialverse

Twitter“The Speed Date”

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Recruiting in the Socialverse

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• YouTube– Showcases your company

culture– Job-seekers can “meet” the

people they’d be working with

– Create your own recruiting “commercial”

Recruiting in the Socialverse

YouTube“The Public

Access Cable Channel”

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Recruiting in the Socialverse

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Recruiting in the Socialverse

Recognizing Your Rock Stars

“Social media allows big companies to act small again.”

Jay Baer, co-author, The Now Revolution

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• Congratulate your Employee of the Week, Month, or Year

• Post new hires and promotions

• Recognize awards or achievements outside work, as in “Congrats to our receptionist Sarah for completing the MS 150!”

Recognizing Your Rock stars

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• Post a weekly or monthly Employee Spotlight

• Give shout-outs to “unsung heroes,” employees who customers or partners may not know

Recognizing Your Rock Stars

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Recognizing Your Rock Stars

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Recognizing Your Rock Stars

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Recognizing Your Rock Stars

Laying Down the Rules

“Just be nice, take genuine interest in the people you meet, and keep in touch with people you like. This will create a group of people who are invested in helping you because they know you and appreciate you.”

Guy Kawasaki, author, Enchantment

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• Develop a social media policy for all employees to sign

• Emphasize what employees can do rather than on the “thou shalt nots”

Laying Down the Rules

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• Key elements of a social media policy*:

– Philosophy, scope, and goals

– Honesty and transparency

– Common sense and good judgment

– Confidential and proprietary information

Laying Down the Rules

*Source: The Now Revolution by Jay Baer and Amber Naslund, 2011

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• Key elements of a social media policy*:

– Competitor and customer information

– Consequences– Handling and escalating

inquiries– Participation during work

hours– Examples and best

practices

Laying Down the Rules

*Source: The Now Revolution by Jay Baer and Amber Naslund, 2011

Helpful Resources

“We are massively underestimating this culture shift ... We are in the era of the humanization of business. We’re living by small town rules again.”

Gary Vaynerchuk, author, Crush It!

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• Books:

– The Now Revolution by Jay Baer & Amber Naslund, 2011

– Engage! by Brian Solis, 2010

– Socialnomics by Eric Qualman, 2009

Helpful Resources

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• Websites & Blogs:

– SBA.gov– blogging4jobs.com– recruitingtrends.com– personneltoday.com

Helpful Resources

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Thank you!

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Want to know more?

Email rachel@resonancesocialmedia.comBlog resonancesocialmedia.com/blogFacebook fb.com/resonancesocialLinkedIn linkedin.com/in/resonancesocialTwitter twitter.com/resonancesocial YouTube youtube.com/user/resonancesocialmedia