mcclure 2011 using social media in hr & recruiting
DESCRIPTION
Using social media in hr & recruitingjennifer mcclureTRANSCRIPT
why does social media
matter?
evolution of communication
1997 sources of hire
Newspaper ads 28.7%
Employee referrals 19.7%
agency (contingent) 10.4%
contract recruiters 8.7%
job fairs 8.3%
other advertising 5.0%
image advertising 4.6%
trade journals 4.2%
college 2.9%
resume services 2.9%
agency (retained) 2.1%
internet 2.1%
radio 1.5%
2010 sources of hire
referrals 27.5%
job boards 24.9%
career site 18.8%
college 7.2%
direct sourcing 5.0%
re-hires 2.8%
temp/contract-hire 2.4%
3rd party 2.3%
print 2.0%
career fairs 1.8%
walk-ins 0.7%
other 4.7%
http://www.careerxroads.com/news/SourcesOfHire11.pdf
recruiting has changed
who’s using social media?
650 million profiles
120 million members
130 million accounts
240 million blogs
490 million users
why should you get
involved?
professional development
“using my social networks makes my job easier. i don't need to google info, i just ask my friends.” trish mcfarlane – hr business partner, st. louis children’s hospital
employment branding
your employment brand is the way your organization’s prospective applicants,
candidates and employees perceive you as an employer
‘social’ recruiting
web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf
“social media allows recruiters to network, build and maintain relationships with candidates in new ways and provides a forum to engage a much broader audience. it doesn’t replace traditional relational recruiting, it enhances it by allowing recruiters to extend their reach in a very cost effective way. “ lars schmidt – director of talent acquisition, npr
where should you start?
monitor & ‘listen’
http://www.socialmention.com http://www.google.com/alerts http://www.tweetdeck.com
sample initial goals
branding/marketing
• improve brand presence to build awareness • increase positive mentions/sentiment about our brand
website • increase traffic to careers site
recruiting • attract qualified candidates to our career opportunities
• develop a source for active & passive candidates
define your goals
http://www.johnhaydon.com/2010/08/org-facebook-page-decision-flowchart
* before you need it
prepare a response strategy*
http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html
• create a content calendar
• schedule time
• use scheduling tools for some content
Monday
• Recognize a Fan or Employee
• Ask a Ques:on
Tuesday
• Post “day-‐in-‐the life” photo(s)
Wednesday
• Ask a Ques:on
• Schedule an Event
Thursday
• Share Company news
• Post a Video
Friday
• Chat with a Recruiter
Saturday
• Link to Career informa:on
Sunday
• Poll Ques:on
plan your activities
* free database of 177 Social Media Policies:
socialmediagovernance.com/policies.php
provide guidelines & training
63% of job seekers have a better impression of a
company that responds to negative posts / comments on
their social media site than those who do not
expect more good than bad
reconsider blocking social media
choose your ‘tools’
select tools that meet your needs
recruiter
this ain’t traditional recruiting
potential candidate
company or careers page
employment branding
“we have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates.”
corporate leadership council
employment branding
share information
employment branding
recruiting
share information
professional development
employment branding
* Companies that blog attract 55% more website traffic
employment branding
http://www.daxkonation.com
create community
http://www.emc.com/community
share information
“Blogging is the new newsletter at Mayo Clinic.” Linda Donlin - Internal Communications Manager
Mayo Clinic
professional development
“Twitter has helped me to know my customers, solve customer
problems and to create relationships to do that.
There is a fabulous community of HR professionals engaging
with each other via social media.
My professional visibility because of my interactions on social
media is much greater than it was a year ago and it is helping me to make new contacts and
explore opportunities.”
be ‘social’
find people/candidates to follow
recruiting
post jobs
http://www.tweetmyjobs.com http://tweetajob.com
professional development
company profile
your profile
find candidates
post jobs
create community
tie it all together
Thank you!
hPp://unbridledtalent.com
hPp://www.facebook.com/UnbridledTalent
hPp://www.linkedin.com/in/jennifermcclure
hPp://twiPer.com/CincyRecruiter