Cutting through the Noise- Simplifying &
Socializing
Presented by:Alison Engelsman
Cutting through the Noise- Simplifying &
Socializing
Presented by:Alison Engelsman
• 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
Deconstruction PlanDeconstruction Plan
What is Social Media?
Why is it important in Recruiting?
Developing the Framework
Q+A
Social DefinitionsSocial DefinitionsSocial Media:
• 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!
Social Media RevolutionSocial Media Revolution
Why is it important in Why is it important in Recruitment?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
Jobvite- 2009 Social Recruitment Survey Results
And Yet…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 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
Nielsen Top 10 Web Brands- Nielsen Top 10 Web Brands-
December 2009December 2009
Social Networks vs. Job Social Networks vs. Job BoardsBoards
www.compete.com
Facebook & Twitter Facebook & Twitter EngagementEngagement
www.comscore.com
• Twitter Users had an average of 300 followers in January 2010, versus about 70 in July 2009. (328% increase)
• In January 2010, the average Twitter user had made 420 updates, compared with 120 in July 2009. (250% increase)
www.emarketer.com
Building Your Social Building Your Social Recruiting FrameworkRecruiting Framework
Phase IPhase I
• Securing Buy-In
• Developing a Policy
Securing Buy-InSecuring Buy-In
• 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 3rd party fees?
• Enhance pipeline of talent?
• Reduce time to fill?
• Competition is already active?
• Diversity/Retention/New Type of Talent?
Policy and GovernancePolicy and Governance
Cross-Business Cross-Business UtilizationUtilization
• 76% of companies are choosing to block social networking (ScanSafe)
• 45% of companies using social networking sites to research job candidates (Careerbuilder)
• 15% of companies have disciplined an employee for violating sharing/posting policies (Proofpoint Study)
• 29% of US companies have a Social Media Policy in Place (Manpower Study- 2/2010)
• 49% of employees say “NO” a company policy will not make you change your online behavior (Deloitte Study)
Policy Attributes to ConsiderPolicy 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 - identify yourself
• Add Value- contribute thoughts, experiences, observations and opinions
• Protect company interests and YOUR privacy
• Set time limitations: “The use of social media during work hours must be work related” aka “don’t forget your day job” (IBM)
• Integrate into Job Training and On-Boarding Processes
• What will the repercussions be for policy violations?
“Educate and Trust…short and sweet” @RichardAtDell
Resources:Resources:
• Social Media Policy Examples:http://123socialmedia.com/2009/01/23/social-media-policy-examples/
• Cheat Sheet on Employment Discrimination and New Media:http://www.ere.net/2009/09/10/cheat-sheet-on-employment-discrimination-and-new-media/
• 2009 Deloitte LLP Ethics & Workplace Survey:http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_2009_ethics_workplace_survey_220509.pdf
Phase IIPhase II
• WHOA!
• Strategy
• Tools
• Integration
• Metrics
• Watch
• Hear
• Observe
• Absorb
Follow the CommunityFollow the Community
Jobvite- 2009 Social Recruitment Survey Results
Beyond the Big “3”Beyond the Big “3”
www.briansolis.com
StrategyStrategy
• What is your current recruitment strategy?
Job Postings
Website
Social NetworksSearch Engines
Referrals
• How will this work with your other components?
• 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?
Tools & ResourcesTools & 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
IntegrationIntegration• How are you going to implement?
• How do you create the experience?
• What about segmentation?
• Maintaining consistency and connecting the pieces?
What’s my ROI?What’s my ROI?
MetricsMetrics• 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
Phase IIIPhase III
• Engagement
Engage and CommunicateEngage and Communicate
• Not Advertising
• Engage in conversations- 2 way dialogue
• Building community
• Sharing QUALITY content not SPAM
• Not always about YOU
Adding Your VoiceAdding 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.)
• Authenticity and Transparency
• Bring value
• Be true to you and your organization
• Don’t stand on brand alone
TwitterTwitter
More HR Tweeps: #shrm, #ere, #HR, #recruiter
FacebookFacebook
Phase IVPhase IV
• Evaluation and Adjustments
MetricsMetrics• 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
Repeat the ProcessRepeat 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!
Q & AQ & A
Thank You!Thank You!
Twitter: @alisonengelsman
LinkedIn: www.linkedin.com/in/alisonengelsman
Email: [email protected]
Give me a jingle: 708-358-0362
