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8/8/2019 Social Media Presentation for 3.4.10 Final
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Precision Resource Company
Social Media and SocialRecruiting Practices
Presented by:Krystel Smalls
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Agenda..
What is social media
What is social recruiting
Recruiter Centric Networks
Job posting vs. sourcing for candidates
What are social media sites
What are the uses
Benefits Concerns/Challenges
U12
U30
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Slide 2
U12 Employment Branding, Sourcing Candidates, & Building a network/communityUEC, 2/24/2010
U30 POSITIVES:
Provides recruiters access to millions of contacts. Helps to leverage social contacts to get introductions to desired
contacts.
Can create social groups of people however limited ability to
communicate.
NEGATIVES:
Recruiters can get lost for hours/days building their linking network.
Difficulty to sync contact history from network to CRM.
If recruiter builds personal network and leaves your company, their
network leaves with them.UEC, 2/25/2010
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What is social media
SOCIAL MEDIA IS AN UMBRELLA TERM
THAT DEFINES THE VARIOUS ACTIVITIES
THAT INTEGRATE TECHNOLOGY,
SOCIAL INTERACTION, AND THE
CONSTRUCTION OF WORDS, PICTURES,
VIDEOS AND AUDIO ONLINE.
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Traditional media tells the samebig story
TO AS MANY PEOPLE AS
POSSIBLE.
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Social Media is about lots of little
stories told
IN SMALL GROUPS AT THE
SAME TIME.
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Social Media OverviewWho Uses Social Networks in the U.S.?
In 2009 37% of adults and 70% of teens on the
internet used Social Media
By 2011 50% of adults and 84% of teens on the
internet will use Social Media
Source: Harris Interactive
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What is social recruiting
The ability to quickly and effectively extractvalue out of information systemscontaining human capital data which
enables a recruiter to be more productive.
The ability to query social network sites,systems, and databases to find, engage,and recruit candidates and increase valueto organizations who wish to have acompetitive advantage in the war for
talent.
U64
U65
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Slide 13
U64 What social recruiting is not:
It is not a fad. Its a fundamental shift in the way we communicate.
Social Recruiting is NOT Posting Jobs and Press Releases. Posting job openings on Facebook, Twitter, and LinkedIn is not Social
Recruiting its simply posting jobs on social networking sites. Job posting is job posting theres nothing social about it, regardlessof where the jobs are posted.
Social Recruiting is NOT Sourcing Candidates on Social Networks
Searching LinkedIn, Facebook, and Twitter to find potential candidates isnt Social Recruiting. Talent identification is only 1 step in the
entire recruiting life cycle (albeit a critical one!). If anything, its Social Sourcing.
Regardless of what you would like to label it - theres nothing social about identifying candidates. You dont even need to be human to
source candidates from social networking sites there are apps that can do that.
Social Recruiting is NOT Just Having a Facebook Fan Page
Social Recruiting is NOT Just Being on Twitter
Social Recruiting is NOT Going to Replace Job Boards
In my opinion, Job boards have their place and they will adapt and evolve too as we see the web 2.0 growing
UEC, 3/2/2010
U65 The current economic crisis offers organizations the possibility to rethink their recruitment activities and employer branding strategies.
As fewer vacancies are being created and only a limited number of new employees are hired, the quest for the right candidate(s) who
can be efficient integrated in the organization is perhaps becoming more significant.
Online conversations can become the most important information source for the current digital natives. Consequently, an employer
brand could be primarily defined by people external to the organization.UEC, 3/2/2010
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How Social Media Benefits Recruiting
Social media changed recruitment, puttingrelationships at their very core.
Social media enables users to generate
content and consequently, confirming itsvalue for recruitment.
Also encourages people to share
information about the Precision, possibleinternships and job offerings, etc. with theirconnections.
U63
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Slide 14
U63 Over time candidates will find that they are better treated and more completely able to present themselves via social networks than
they can with a resume.UEC, 3/2/2010
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Popular sites
Twitter Tweetmyjobs.com / Tweetmyresume.com
LinkedIn Second Life
Scribd
Koda.us
Xobni
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Speed of Qualified Candidate Identification:Comparison of Sourcing Methods
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Job posting vs. Sourcing
There is no candidate quality filter built into LinkedIn, Facebook, Twitter, or anysocial network
A great candidate is a great candidate. Job board resume databases - just like
LinkedIn, Twitter, ATS that a recruiter
directly sources from, and every othersource of candidates - are a large randomsample of the entire candidate population.
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LinkedIn Members: Educated & Affluent
Household Income
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Facebook Stats
3rd most trafficked website in the world! 300 million active registered users
5 billion minutes are spent on Facebook eachday (worldwide)
Over 500,000 new active users a day
Average userhas 120 friends
More than 30 million users update their
statuses at least once each day 62 billion page views per month
More than 8 million users become fans of
pages each
day
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Social Media OverviewWho Uses Social Networks in the U.S.?
In 2009 37% of adults and 70% of teens on the
internet used Social Media
By 2011 50% of adults and 84% of teens on the
internet will use Social Media
Source: Harris Interactive
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Twitter and Google Search
21
Notice that:Name, Location, and
Bio (job title) are almostalways providedU31
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Slide 21
U31 search.twitter.comUEC, 2/25/2010
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Facebook users are passionateand active job seekers
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Tips for social recruting
The right profile:
Spread the word:
Keep the conversation going: Find top talent:
Job postings:
Follow top candidates: Keeping in touch:
U38
U39
U40
U41
U42
U43
U44
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Slide 30
U38 Tips for social Recruiting:People follow people but also follow brands make the
brand image reflect what you want people to see about the companyUEC, 3/2/2010
U39 Tips for social Recruiting:Put a link on your e-mail footer, job postings, .com and other online accounts, e-mail your contacts and fellow recruiters and suggest
the sameUEC, 3/2/2010
U40 Tips for social Recruiting:Use social media to update people on current recruiting activities not only job postings, but events, articlesUEC, 3/2/2010
U41 Tips for social Recruiting:
Really good people are inquisitive so many will be checking out SM; think about how LinkedIn or Monster search is used by recruiters!UEC, 3/2/2010
U42 Tips for social Recruiting:
Get your job headline right as thats all that will be seen on mostsocial sites. What are your key selling points? Brand title location?UEC, 3/2/2010
U43 Tips for social Recruiting:
Finding great people is hard; getting them to connectcan be harder. See if you can follow them and start a conversation on Twitter.UEC, 3/2/2010
U44 Tips for social Recruiting:
Stay in touch with folks that leave, as well as those thathave showed an interest in the company. You never know when they may
beinterested again or who they know that will be interested.UEC, 3/2/2010
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How we can incorporate SocialMedia into Precision/Zachry
Use social networks to establish relationships withpotential employees, to advertise positions, andseek referrals
Virtual
Worlds for training and career fairs,Webinars
You Tube channels and cool recruitment videos, jobpodcasts
Marketing - Engage wit
hand empower ourcustomers as an extension of our marketing efforts
Social Media removes the tendency to market at people andinstead naturally shapes a more honest, meaningful, andinformative approach.
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Zachry & Social Media
Twitter for conference/meeting questionsand updates
External and internal Blogging
Facilitating global teams, knowledgesharing, encouraging innovation andconnecting employees and externalpartners
using Web 2.0 to increase informal learning upgrading policies so employees
understand any limits/issues associated
with
social media usage
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Facebook Free My Space Free
Youtube Free
LinkedIn Free
Blogs (word press) Free Twitter (application) Free
Ning Free
Monster $$$
Career Builder $$$
LinkedIn Corporate $$
Niche boards $$
Micro sites $$
Assoc. website ad $$
ROI: The $$ of Using Social Media vs. OtherMethods
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Other metrics
Increase in web traffic
-% use of outside staffing
services Reduction in fees to paid job
boards Impact in Marketing, PR, and
customer service.
U23
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Social Media Success
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Companies successfully usingsocial media.
Comcast on Twitter
Zappos on Twitter
Dell Doing it Everywhere
U19
U20
U22
U28
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Slide 37
U19 Company Success:
Comcast has found a way to offer exceptional customer service to their consumers, but the thing that really makes them stand out is
how well they monitor discontent. Complain about Comcast and you can bet youll hear from @comcastcares to see if they can help.UEC, 3/2/2010
U20 Company success:
The most obvious of companies to make Twitter work is Zappos, an online retailer that has really led the way in corporate Twitter use.
The idea of micro-blogging and the sense of exceptional customer service is ingrained in the corporate culture. Most Zappos
employees have an active account, and the Zappos site has a page that aggregates all the streams.
The reason why Zappos stands out on Twitter is because of their ability to bring the company to life. The Zappos CEO has lent his
personality to the company brand, a personality that is friendly, helpful, funny, and trustworthy. They use Twitter to highlight
interesting facts, and to talk to their consumers. Talking to Zappos is like talking to a friend that happens to sell shoes.UEC, 3/2/2010
U22 Company Success:Embracing social media is a huge undertaking, and involves a large investment. Dell didnt shy away from these obstacles, instead
theyve gone above and beyond, truly cultivating a cross-platform community. Theyve created multiple Twitter handles, a network of
blogs, and are very active on Facebook.
Dell is also one of the few companies to publicly state that they created a return on investment from Twitter. Apparently, Dells social
media efforts help create $1 million in revenue.UEC, 3/2/2010
U28 Company Success:
Lesson: Social media isnt all about ROI, but it is possible. Creating cross-platform strategies can lead to the most success, especially
when your demographic is already Internet and technologically savvy.UEC, 3/2/2010
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Potential Issues and concerns
Demographics
Accessibility Issues (Discrimination, Disability, etc.)
Privacy
Employee safety
Public perception
Accuracy
Compliance Employee Distraction and Misuse
Network infrastructure, capacity and security
U15
U16
U17
U18
U34
U35
U61
U62
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Slide 38
U15 Discrimantion
While many recruiters and hiring managers utilize sites like Google or Facebook in an attempt to uncover information about an
applicant, they often overlook the potential legal problems that arise when an employer inadvertently learns specific information about
an applicant that they would have otherwise been legally prohibited from obtaining such as age, sexual orientation, religion, national
origin, etc.
Once an employer has viewed such information, it will be difficult to defend any discrimination claims from applicants who contend tha
they were not hired based on the companys knowledge of the prohibited information. Its the old adage, you cant un-ring the bell.
Similarly, certain applicants may allege discrimination if the employer subjects them to additional scrutiny because they have an
Internet presence or holds them to a higher standard while viewing and considering the information as opposed to those applicants
who do not have social networking profiles.UEC, 3/2/2010
U16 Privacy:
The topic of privacy is much more volatile. Some argue that the applicant has put this information out there and that they should bemindful of what they post. While that may be somewhat true, in many states, once you put your garbage out on the street, you have
given up reasonable expectation of privacy and anyone is free to go through it. Most people would find that quite intrusive; especially
if someone were to come across personal photos, letters or even an embarrassing prescription and then, even worse, factor their
findings into an employment decision.
Others say that an applicant has a reasonable expectation of privacy and personal information should not be viewed or considered.Whatever your position on the matter, consider the purpose for making such a query. Is it in search of information that cant be found
during a high-quality interview and testing process? Is it job-related or just a quick open-ended search to discover if the applicant
meets one particular persons standard of decency? Be cautious of making a hiring decision based on, or influenced by, legal, outside
work conduct or activities.U
EC,3/2/2010
U17 Accuracy:
Keep in mind that you may be getting duped. The lengths dishonest applicants will go to deceive an employer can be staggering.
Setting up an online persona or planting misleading information is relatively easy.UEC, 3/2/2010
U18 Compliance:
And second, background screeners as well as employers have a legal responsibility to adhere to the Fair Credit Reporting Act (FCRA),
which states, among other things, that the most accurate up-to-date information be used when screening and evaluating an applicant
for employment.
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Slide 38 (Continued)
UEC, 3/2/2010
U34 Network:Our intiial focus should be on proficiency instead of technology tools or platformsUEC, 3/2/2010
U35 UEC 2/25/2010
Monitor Social Footprint
Social Media Aggregators
Email Notifications
Digsby.com (widget)
Google Alerts
Social Mention
TwiMailer
effective social media strategies have humanized organizations and allowed them to build better relationships with customers.
Putting policies in place is only the first step, but not buried deep inside some company handbook
Its important for companies to keep track of their employeesOnline profiles as a basic defense. Without literally peering into
everything employees do via social networks, companies can develop automated processes to keep track of whats being said about
them. Keyword searches for a company name on Twitter and Facebook, for example, can return relevant messages automatically for
review by the company. Knowing which profiles correspond to what employees is vita
Privacy Concerns:
Twitter Tracking Programs
CoTweetTweetDeck
Seesmic Desktop
TwitterFeed
TweetFunnel
To mitigate reputational risk in these online communities, we should include an emphasis on culture, values, and ethics within our
organization. By reinforcing these fundamental elements, business leaders will have the opportunity to encourage good decisionmaking
in virtual social networking environmentsUEC, 3/2/2010
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Slide 38 (Continued)
U61 Ensure employees do not disclose
confidential/proprietary information of our company or similar information shared by third parties with our company. Also, they should
avoid posting pictures or
details of a private conversation without seeking permission from the concerned person(s).UEC, 3/2/2010
U62 Employee Safety Note:
Employees should be respectful of the company, colleagues,clients, business associates, competitors and the general public.
Employees should remember
that content on a public domain will be accessible to the entire world for a long period of time. So do not publish something that will
come back to haunt you later.UEC, 3/2/2010
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Points to consider
How can Social Networks Help to: Source, Attract, and Retain toptalent?
Identify potential impact to all business units (marketing, service,
HR, etc)
Decide on our corporate voice who will it be and how will it bemaintained?
Approach social media guidelines with care
Create a policy that sets expectations and boundaries for all employees including any relevant
limitations or suggestions for the personal use of social media
Establish guidelines for employees working in social media as a part of their job.
Monitor Social Footprint
Social Media Aggregators
Email Notifications
U29
U36
U37
U45
U60
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Slide 39
U29 Points to consider:Use Company Buzz on LinkedIn (FREE), or sites like Radian6 ($$) & ScoutLabs ($$)
Social Media Aggregators such as
Profilactic
Minggl
iStalkr
Correlate.us
Explode.us
Profilefly
SocialStream
Tabber
SocialUrl
Merging email: nutshellmail.com
Employee Monitoring:
Trackur.com
Jivesoftware.com
softactivity.comUEC, 3/2/2010
U36 UEC 2/25/2010
Points to Consider:
Content creation is key to social media success, and every company should have a Web site with a content management system that
allows for quick, easy content creation without the IT department needing to recode a Web site.
UEC, 3/2/2010
U37 Points to consider:UEC 2/25/2010
effective social media strategies have humanized organizations and allowed them to build better relationships with customers.
Putting policies in place is only the first step, but not buried deep inside some company handbook
Its important for companies to keep track of their employeesOnline profiles as a basic defense. Without literally peering into
everything employees do via social networks, companies can develop automated processes to keep track of whats being said about
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Slide 39 (Continued)
them. Keyword searches for a company name on Twitter and Facebook, for example, can return relevant messages automatically for
review by the company. Knowing which profiles correspond to what employees is vita
Twitter Tracking Programs
CoTweet
TweetDeck
Seesmic Desktop
TwitterFeed
TweetFunnel
To mitigate reputational risk in these online communities, we should include an emphasis on culture, values, and ethics within our
organization. By reinforcing these fundamental elements, business leaders will have the opportunity to encourage good decisionmaking
in virtual social networking environments."UEC, 3/2/2010
U45Points to consider:Attract how can you get the best of the best from the current and future talent pool both active and passive candidates?
Retain how will you keep the good ones you have that really are a good fit?
Repel how can you keep the ones that just dont fit from applying in the first place?UEC, 3/2/2010
U60 Points to consider:
www.socialmediagovernance.comUEC, 3/2/2010
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..
C i h i t k f
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Companies whose mistakes fromwhich we can learn
Citrix Online
Kodak
U26
U27
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Slide 41
U26 Citrix Online created the Workshifting community to address the rise of telecommuting and remote work. Sure, it ties in with Citrixs
GoToMeeting/Webinar/PC product line, but the blog isnt a commercial for its products.UEC, 2/25/2010
U27 Kodak created a photography blog and the majority of its content is about photography and creativity in general, not about Kodak
cameras.UEC, 2/25/2010