Social recruiting presentation for SWHRMA
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19-Oct-2014 -
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Transcript of Social recruiting presentation for SWHRMA
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Social Recruiting: Is it right for your business?
Lance Haun, Community Director, ERE Media
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What we’ll coverStrategizing your recruiting process: does social recruiting fit in?
What tools are available if you choose to explore social recruiting?
What are some companies that are using social recruiting tools?
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Social Recruiting: What’s your strategy?Social recruiting accentuates your current recruiting process
Not a replacement for strategy
Considerations
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Are your employees online?
Are potential employees online?
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Do you have an online presence?
Do you want an online presence?
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Are you committed to devote time and energy
to developing an effective strategy?
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What can social recruiting help achieve?Diversity recruiting goals
Attracting young to middle aged professionals
Certain affinity industries (tech, marketing, media)
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What can’t social recruiting help with?Older, near retirement professionals
Many blue collar industries
Getting the widest swath of candidates available
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Other considerationsCompany culture
Management expectations
Employee awareness
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Tools, tools, tools
How do you reach people on social media?
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Big 3: LinkedInProfessional network
Best technique: starting a group
Attracting people: ask employees to share group
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Big 3: FacebookPersonal network (very large)
Best technique: Facebook page
Attracting people: Facebook advertising, word of mouth
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Big 3: TwitterPersonal network (very large)
Best technique: Twitter account
Attracting people: Following influencers and local people
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Learning CommitmentLinkedIn: Learning how to manage, moderate groups; creating interesting content
Facebook: Managing page content and interactions
Twitter: Learning how Twitter works, searching and posting interesting content/jobs
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Time commitment30-60 minutes per day
Spend 10-20 minutes on each network
Replying to comments, creating content, reaching out to or attracting new members
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Tracking ResultsATS automation (ask your provider)
Ask in application
Ask interviewees
Ask your social network
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Companies using social recruiting
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MicrosoftExample: LinkedIn groups
What are they doing differently?
Mass segmentation
Affinity groups
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Microsoft ResultsHires from sources usually unable to penetrate
Diversity hires (African American game developers, Military veterans)
A positive ROI and cost-per-hire less than average
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UPSExample: Facebook page and Twitter account
No social presence before 2009
Target demographic: 18-35 year olds
Committed to one year
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UPS Results4,000+ clicks through to jobs
19 hires made
Cost-per-hire approximately $750
Evaluating 2010 results with changes
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TakeawaysSocial recruiting must align with overall strategy
Pick your tools carefully
Measure results
You are building momentum