McClure 2011 using social media in hr & recruiting

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!

jennifer@unbridledtalent.com  

hPp://unbridledtalent.com  

hPp://www.facebook.com/UnbridledTalent  

hPp://www.linkedin.com/in/jennifermcclure  

hPp://twiPer.com/CincyRecruiter