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Recruiting is a social act, so what's so new about Social Recruiting? Aside from the numerous articles from blogging pundits, what is the real potential for social recruiting in the enterprise and just how widespread is it? Finally, what benefits does a recruiting program that entails social media outreach accrue? In this talk, Todd Nilson of 7 Summits, one of the top 20 social media agencies in the United States, will offer some ready-to-use ideas from how to get started with a social recruiting program, from eliciting executive sponsorship to what key performance metrics can be used to justify the program.
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Todd Nilson, 7Summits Agency
Social Recruiting Explosion
Learn to love the bomb.
How widespread?
94% “use” social recruiting
93% LinkedIn, 66% Facebook, 54% Twitter
73% say they have made successful hires
49% say candidate quality has improved
43% say candidate quantity has increased
33% say it takes less time to hire
32% say they have gotten more, better referralsSource: Jobvite 2013
The executive team has asked her to recruit using Facebook.
… I think she is going to jump.
Self-Assessment
Rate your social recruiting prowess
Doctor of AwesomenessNot my first rodeoWide-eyed innocentWhat is Twitter?
AWSU
M
What does it mean to be aSocial Recruiting
Organization?
5 Definitions of Social Recruiting
❖ Old School Social Recruiting
❖ Intersection of recruiting and social media for sourcing and job distribution - Wikipedia
❖ Tools definition: using LinkedIn, Facebook, Twitter to source and recruit candidates - Allison Doyle, About.com
❖ Push, Pull and “Genuinely Social” - Matt Adler, MetaShift
❖ Two-way process, expanded to social media, web-based and mobile platforms - Robin Richards, TweetMyJobs
Getting Started
Connect to Business Goals
What is the value of social technology in the enterprise?
Source: McKinsey
Global Institute
Implementation Approach
Strategy
Build & Deploy
Nurture
Align Define Assess Plan Design Config Launch Moderate Measure Evolve
Define solution direction leveraging social
recruiting
Define, build, test solution. Activate
solution.
Nurture / evolve approach. Plan future
stages.
Purpose:Identify business and audience objectives and scope (leveraging social platform / channels)Establish use cases and related requirementsMap requirements to recruiting outreach elements (potential enterprise community platform, select social media channels)Finalize solution approach- outreach features- connections / integrations- content- communication / collaboration
- measurement / success factors (KPI’s)Develop deployment roadmap – what, when, whoOutcomes: Strategy OutputDevelopment / deployment plan (scope, requirements)
Purpose:Detailed Design:- Overall outreach plan- User Experience- Referral / Ambassador plan
- Content plan- Access and Authentication- Activation approachConfigure the solution:- Themes/Structure-- Interactions w/other systems (ATS)Test / validate approachDeploy base solution (initial use cases)Outcomes: Internal Collaboration / Social Business Platform establishedInitial activation of outreachNew recruiting practices
Purpose:Manage outreach activity- Foster engagement- Promote connections, content and members as appropriate (based on objectives)Assess/monitor activity – correlate to business outcomes (KPIs)- Vitality - Community- Business Optimize channels – based on usage/engagementOutcomes: Outreach ManagementInitial Results ManagementShortened transition time to new way of recruiting
Social Recruiting StrategyOverall Business Goal
Drive sustainable growth and competitive advantage.
Hiring Objecti
ve
Hiring Objecti
ve
Hiring Objecti
ve
Social Recruiti
ng Tactic
Social Recruiti
ng Tactic
Social Recruiti
ng Tactic
Business
Objective
Business
Objective
Business
Objective
WHY
WHAT
HOW
Au
die
nce
Ob
ject
ives
(Job
seeker
need
s &
ob
ject
ives)
Social Recruiting Tactics
Direct sourcing
Job distribution
Branding
Employee referrals
Conversation, engagement, and value-adding contributions
Is it social recruiting?
Audience ObjectivesA
ud
ien
ce O
bje
ctiv
es
(Job
seeker
need
s &
ob
ject
ives)
I know I’m learning about work
opportunities that are real and
relevant to me.
I can easily find and interact with
company representatives
about job openings.
People like me work here.
I can learn about what it’s like to
work here.
I get a customized experience.
I can easily apply for new positions at the company.