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my slides from a November 2009 panel presentation in Lexington, MA
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Socia
l Media
panel
Social Media amp Recruiting
Making the Promise RealNov 2009 - Lexington MA
Glenn Gutmacher
VP Arbita Education amp Consulting
Services (ACES)
acesarbitanet
1 Copyright 2009 Arbita All rights reserved
Thanks to
Seven Step
Recruiting for
sponsoring amp
moderating
and to my co-
panelists
Maureen
Crawford-Hentz
(Osram
Sylvania) and
Jamie Pappas
(EMC)
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Is Social Media
bull In a recruiting context itrsquos anything that allows for two- or
multi-way engagement in a scalable way though
ultimately higher-quality interaction than Web 10 tools
(e-newsletter brochureware career website)
bull However a hire doesnrsquot happen unless 1-to-many
eventually becomes 1-to-1 so social media needs to
enable that too
bull Popular channels include blogs microblogs photo
sharing video sharing events social bookmarking
wikis podcasting RSS aggregators (see 7 Categories of
Social Media the Social Media Starfish and the
Recruiterrsquos version)
121
2009
2
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Social Media Dorsquos and DonrsquotsDo
bull Be consistent honest genuine
bull Be responsive ―respond to every wall post or discussion question related to the culture and experience of working [at your company] ndash Sodexo
bull Get buy-in vertically and horizontally in your organization
bull Be where they are
bull Measure everything that could relate to your goals1
21
2009
3
Donrsquot
bull Make job postings the majority of your pushed-out content
bull Take it on as a short-term project
bull Assume once yourcommunity launches it will snowball on its own
bull Assume your best evangelists will come out of the recruiting team
bull Be tied to one platform or tool
Also see slide 11 of Master Burnettrsquos
presentation and my next slidehellip
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
DorsquosDonrsquots Define Your Social Strategy
Ideas adapted from Define Your Social Networking Strategy
bull Survey your audience know what conversations they want to have see
where they normally connect with others etc
bull Identify objectives put them in writing
bull Identify tools that speed you to goals e-newsletters and Web sites are
useful but do they foster conversation If not add discussion forums Twitter
streams blogs podcasts video etc to engage participation
bull Whatrsquos your user-growth marketing approach Automatically subscribed
to community when they apply Opt-in through e-mail newsletters Offer
content not available elsewhere unless they join
bull Assign a community manager (min 5 hrswk) ndash most work is inviting new
people and posting new content
bull Community content plan 1) List the kinds of communications yoursquoll provide
(blog entries event updates tweets LIFB updates recorded podcasts event
videos photos posted to Flickr or Webshots that link back to your network)
2) when theyrsquoll be posted and 3) what sources theyrsquoll come from
bull Consistent design ndash makes people more comfortable
121
2009
4
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Does Social Media Work in Recruiting
It already does for marketing and it adapts well to us As Forrester says
bull Social media puts buyers job-seekers not marketers recruiters in
control
bull ―Build it they will come seldom works (eg your v10 career website)
bull Web 20 tool choices are secondary mdash it is better to start with audience
first
bull Understand how social behavior changes with different buyer candidate
segments at different stages in the buying recruiting process
bull Use this insight to craft a winning social strategy
ndash Build (recruitment) marketing skills that leapfrog competitors after
economy turns around
ndash Build community following participation
ndash Involve customers candidates and engender loyalty (for referrals)
ndash Redefine B2B (recruitment) marketingrsquos mission and purpose
121
2009
5
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Is Social Media
bull In a recruiting context itrsquos anything that allows for two- or
multi-way engagement in a scalable way though
ultimately higher-quality interaction than Web 10 tools
(e-newsletter brochureware career website)
bull However a hire doesnrsquot happen unless 1-to-many
eventually becomes 1-to-1 so social media needs to
enable that too
bull Popular channels include blogs microblogs photo
sharing video sharing events social bookmarking
wikis podcasting RSS aggregators (see 7 Categories of
Social Media the Social Media Starfish and the
Recruiterrsquos version)
121
2009
2
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Social Media Dorsquos and DonrsquotsDo
bull Be consistent honest genuine
bull Be responsive ―respond to every wall post or discussion question related to the culture and experience of working [at your company] ndash Sodexo
bull Get buy-in vertically and horizontally in your organization
bull Be where they are
bull Measure everything that could relate to your goals1
21
2009
3
Donrsquot
bull Make job postings the majority of your pushed-out content
bull Take it on as a short-term project
bull Assume once yourcommunity launches it will snowball on its own
bull Assume your best evangelists will come out of the recruiting team
bull Be tied to one platform or tool
Also see slide 11 of Master Burnettrsquos
presentation and my next slidehellip
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
DorsquosDonrsquots Define Your Social Strategy
Ideas adapted from Define Your Social Networking Strategy
bull Survey your audience know what conversations they want to have see
where they normally connect with others etc
bull Identify objectives put them in writing
bull Identify tools that speed you to goals e-newsletters and Web sites are
useful but do they foster conversation If not add discussion forums Twitter
streams blogs podcasts video etc to engage participation
bull Whatrsquos your user-growth marketing approach Automatically subscribed
to community when they apply Opt-in through e-mail newsletters Offer
content not available elsewhere unless they join
bull Assign a community manager (min 5 hrswk) ndash most work is inviting new
people and posting new content
bull Community content plan 1) List the kinds of communications yoursquoll provide
(blog entries event updates tweets LIFB updates recorded podcasts event
videos photos posted to Flickr or Webshots that link back to your network)
2) when theyrsquoll be posted and 3) what sources theyrsquoll come from
bull Consistent design ndash makes people more comfortable
121
2009
4
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Does Social Media Work in Recruiting
It already does for marketing and it adapts well to us As Forrester says
bull Social media puts buyers job-seekers not marketers recruiters in
control
bull ―Build it they will come seldom works (eg your v10 career website)
bull Web 20 tool choices are secondary mdash it is better to start with audience
first
bull Understand how social behavior changes with different buyer candidate
segments at different stages in the buying recruiting process
bull Use this insight to craft a winning social strategy
ndash Build (recruitment) marketing skills that leapfrog competitors after
economy turns around
ndash Build community following participation
ndash Involve customers candidates and engender loyalty (for referrals)
ndash Redefine B2B (recruitment) marketingrsquos mission and purpose
121
2009
5
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Social Media Dorsquos and DonrsquotsDo
bull Be consistent honest genuine
bull Be responsive ―respond to every wall post or discussion question related to the culture and experience of working [at your company] ndash Sodexo
bull Get buy-in vertically and horizontally in your organization
bull Be where they are
bull Measure everything that could relate to your goals1
21
2009
3
Donrsquot
bull Make job postings the majority of your pushed-out content
bull Take it on as a short-term project
bull Assume once yourcommunity launches it will snowball on its own
bull Assume your best evangelists will come out of the recruiting team
bull Be tied to one platform or tool
Also see slide 11 of Master Burnettrsquos
presentation and my next slidehellip
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
DorsquosDonrsquots Define Your Social Strategy
Ideas adapted from Define Your Social Networking Strategy
bull Survey your audience know what conversations they want to have see
where they normally connect with others etc
bull Identify objectives put them in writing
bull Identify tools that speed you to goals e-newsletters and Web sites are
useful but do they foster conversation If not add discussion forums Twitter
streams blogs podcasts video etc to engage participation
bull Whatrsquos your user-growth marketing approach Automatically subscribed
to community when they apply Opt-in through e-mail newsletters Offer
content not available elsewhere unless they join
bull Assign a community manager (min 5 hrswk) ndash most work is inviting new
people and posting new content
bull Community content plan 1) List the kinds of communications yoursquoll provide
(blog entries event updates tweets LIFB updates recorded podcasts event
videos photos posted to Flickr or Webshots that link back to your network)
2) when theyrsquoll be posted and 3) what sources theyrsquoll come from
bull Consistent design ndash makes people more comfortable
121
2009
4
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Does Social Media Work in Recruiting
It already does for marketing and it adapts well to us As Forrester says
bull Social media puts buyers job-seekers not marketers recruiters in
control
bull ―Build it they will come seldom works (eg your v10 career website)
bull Web 20 tool choices are secondary mdash it is better to start with audience
first
bull Understand how social behavior changes with different buyer candidate
segments at different stages in the buying recruiting process
bull Use this insight to craft a winning social strategy
ndash Build (recruitment) marketing skills that leapfrog competitors after
economy turns around
ndash Build community following participation
ndash Involve customers candidates and engender loyalty (for referrals)
ndash Redefine B2B (recruitment) marketingrsquos mission and purpose
121
2009
5
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
DorsquosDonrsquots Define Your Social Strategy
Ideas adapted from Define Your Social Networking Strategy
bull Survey your audience know what conversations they want to have see
where they normally connect with others etc
bull Identify objectives put them in writing
bull Identify tools that speed you to goals e-newsletters and Web sites are
useful but do they foster conversation If not add discussion forums Twitter
streams blogs podcasts video etc to engage participation
bull Whatrsquos your user-growth marketing approach Automatically subscribed
to community when they apply Opt-in through e-mail newsletters Offer
content not available elsewhere unless they join
bull Assign a community manager (min 5 hrswk) ndash most work is inviting new
people and posting new content
bull Community content plan 1) List the kinds of communications yoursquoll provide
(blog entries event updates tweets LIFB updates recorded podcasts event
videos photos posted to Flickr or Webshots that link back to your network)
2) when theyrsquoll be posted and 3) what sources theyrsquoll come from
bull Consistent design ndash makes people more comfortable
121
2009
4
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Does Social Media Work in Recruiting
It already does for marketing and it adapts well to us As Forrester says
bull Social media puts buyers job-seekers not marketers recruiters in
control
bull ―Build it they will come seldom works (eg your v10 career website)
bull Web 20 tool choices are secondary mdash it is better to start with audience
first
bull Understand how social behavior changes with different buyer candidate
segments at different stages in the buying recruiting process
bull Use this insight to craft a winning social strategy
ndash Build (recruitment) marketing skills that leapfrog competitors after
economy turns around
ndash Build community following participation
ndash Involve customers candidates and engender loyalty (for referrals)
ndash Redefine B2B (recruitment) marketingrsquos mission and purpose
121
2009
5
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Does Social Media Work in Recruiting
It already does for marketing and it adapts well to us As Forrester says
bull Social media puts buyers job-seekers not marketers recruiters in
control
bull ―Build it they will come seldom works (eg your v10 career website)
bull Web 20 tool choices are secondary mdash it is better to start with audience
first
bull Understand how social behavior changes with different buyer candidate
segments at different stages in the buying recruiting process
bull Use this insight to craft a winning social strategy
ndash Build (recruitment) marketing skills that leapfrog competitors after
economy turns around
ndash Build community following participation
ndash Involve customers candidates and engender loyalty (for referrals)
ndash Redefine B2B (recruitment) marketingrsquos mission and purpose
121
2009
5
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Risks or Liabilities
bull Your corporate culture must be open to being criticized (but your community does
rally to your defense) ndash 23 of employers block social network access (ERE amp
Knowledge Infusion study 2009)
bull Currentpast employees reveal confidential info or in an inappropriate way (eg
blogs)
bull Do you let information found on profiles impact your hiring decision It can bite
you (eg Wrong personrsquos profile evaluated discrimination claim from profile
photo evaluation or friends posting damaging material without permission)
bull Standardize process for how you use social networks treat everyone the same
bull If you must review job-seeker information on social networks LinkedIn is slightly
safer
bull Maintain all necessary records (eg OFCCP)
bull Look for adverse impact (thatrsquos what hurt Wal-Mart)
bull Consider notifying job-seekers that you may examine their social profiles during
hiring process
bull Partial source for above e-book Social Networks and Employment Law Are You
Putting Your Organization at Risk (pp16-39slides 15-38)
121
2009
6
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
How Do You Define Success
bull What were the goals you started with Is it easier to
connect with candidates Did you want more diversity
bull Quantify goals as much as possible and track related
metrics (growth in LinkedIn group members Facebook
fans Twitter followers video views blog visitors click-
throughs candidate satisfaction etc)
bull Yoursquoll need that to ensure managementrsquos continued
support anyway
bull LinkedIn Companies using most of its functionality save
much time and reach greater number of relevant talent
(anecdotal) but 82 use it for recruiting vs 44
Facebook (EREKnowledge Infusion 2009)
bull Look at success stories like EA and Sodexo
121
2009
7
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
What Tools Do You Need to Use
How Do You Find amp Engage Candidatesbull Examine where social media can help
you at various recruiting stages (sourcing through onboarding) or types of actions (employer brandingmarketing competitive intel education etc)
bull Use tools and systems that support integration (cross-platform open APIs) convergence (pulls data and functionality from many places like Pipland Ziki also support mobile devices) and portability (Facebook APIs are great but canrsquot export a Facebook network)
bull Search multiple social networks with Wink Spokeo etc
bull Mashups ndash still in infancy (eg this) but goes beyond Google CSEs
121
2009
8
bull Use search engine hacks to search profiles outside your network (eg Arbita OneSource speeds process)
bull Referral networks boosted with eg Jobvite (see anecdotal success)
bull Pingfm or HelloTxt to get your content distributed across all your networks
bull RSS feeds for sourcing and marketing (search engine results feeds FriendFeed TweetDeck etc)
bull Your community-building tools Facebook Group or Company Fan Page LinkedIn Group Ning (free) Jive Software (upper end of functionality) others
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Some Social Media ―Best PracticesIn quotation marks for a reason buthellip
1 Leverage crowdsourcing ndash first across your own company then focus externally and give credit to all contributors (those sources will remain loyal content suppliers halo effect on you)
2 Great evangelists can come from anywhere (donrsquot be biased against external people)
3 Give them content to put on their blogs (eg your RSS jobs feed or content widgets they can put on their blogs (use WidgetFinder WidgetBox for TypePad blogs or any of these)
4 Ask young people (eg interns) how they use socnets ndash get creative ways to utilize
5 Go where your audience is (eg LinkedIn skews older than Facebook internationally top networks vary) and get involved (they want you there -eg tivocommunitycom)
6 Tap existing groups first then create your own but focus on a talent niche
rather than a company-branded community if your company is not a brand
7 Monitor whatrsquos being said (use IceRocket BigBuzz Backtype Boardtracker
etc) and apply to recruiting (eg have an inventory of stories to share)8 Break up and repurpose your content for multiple channels9 Create social guidelines (see US Air Forcersquos)
121
2009
9
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Tasking Resources Time Commitment
bull There are so many channels and theyrsquore only proliferatingbull Assign people to channels let them become SMEs (eg
have you tried Sidewiki)bull Seek curious staffers give them freedom to experiment
but reel them in if metrics donrsquot keep improvingbull Train them on how to stay productive (eg super-targeted
feeds that flow in)bull Hold periodic CoP meetings where people can share
learnings from internal trial-and-error and external sourcesbull Irsquoll let the practitioners cover the time parthellip
PS Two more resources how to make the social recruiting business case and social media gurusrsquo 2010 trend predictions1
21
2009
10
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
Socia
l Media
panel
Copyright 2009 Arbita All rights reserved
Contact Us
What now
bull Follow Shally and Glenn on Twitter and connect on LinkedIn and Facebook
bull Join our (nospam) mailing list for tips and news or just email us questions
bull Find almost anyone in 10 minutes or less or your money back with our
Advanced Recruiter amp Job-Hunter GuruGuides at acesarbitanetproducts
bull Or get recordings of many of our best workshops on DVD
bull Tons more free learning at The Sourcerrsquos Desk
121
2009
11
custom on-site and web-based training
Select topics from over 50 hours of material
Shally SteckerlEVP Arbita
shallyarbitanet
httpacesarbitanetshally
LinkedIn | My Bio | MSN | Skype
Glenn GutmacherVP Arbita ACES
glennarbitanet
httpacesarbitanetglenn
LinkedIn | My Bio | Skype
