the myths and power of social in acquiring the best talent
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Recruiting 3.0: Why “social” matters and some emerging new practices
Janet Swaysland Senior Vice President of Global Communications and Social Media for Monster Worldwide
Eric Winegardner Vice President of Client Adoption for Monster Worldwide
Stay Connected with Monster.
http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/
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For more on social media and talent acquisition, visit www.monsterthinking.com
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Copyright – 2011 Monster
It’s all about hiring people. Filling positions.
Everything is a means to this end.
But the world of work is changing…
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New World of Work
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New World of Work
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Which describes you best when it comes to incorporating “social” into your recruiting strategy?
P O L L
I’m a social media zealot, it really works for me
I’m dabbling and on the fence about its value
I’m a skeptic and hope it all goes away
Please Vote to the Right of Your Screen
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In 45 minutes or so
• Why “social” matters for talent acquisition: Social media is social business
• 6 Big realities and a little advice along the way
• Are you ready? A recruiting 3.0 checklist
• Helpful resources
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•New categories, models, winners and losers
Business
•Create preference and drive revenue
•Infuse social into products, services and experiences
Company
•Participatory culture >> new communications tools and management styles to leverage and retain talent
HR
•Employer brand must engage; multiplatform strategy
Recruiting
•Learn, participate, gain personal brand via social platforms – internal and external
•Changing expectations
EEs
It’s social business now (with big opportunity for people functions)
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“Yes, but…”
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6 New Realities for Talent Acquisition
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REALITY #3New tools and technology are here to help. But tools are not a strategy.
REALITY #1“Social” does matter – and you already know all about it.
REALITY #2Your people are your brand. And they are either working for you or against you.
REALITY #4Beware of candidate labeling. Today’s candidate has multiple sources.
REALITY #5Search is the new killer app.
REALITY #6As the economy improves, recruiting will be different this time.
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“I guess I have to. But where do I begin?”
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REALITY #1“Social” does matter. The good news? You already know a lot about it.
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REALITY #1: “Social” does matter. The good news? You already know a lot about it.
• Reciprocity
• Fairness
• To help and be helped
• Recognition and belonging
• Tribes
If you’re human, you already “get” the secret to social media.
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• Expand your comfort zone
• Toughen up your skin, and choose your battles
• Get used to a messier, less linear world
• Enable the conversation, don’t try to control it
• Embrace, but don’t overreact
• Keep it real, for you and for them
New practices
REALITY #1: “Social” does matter. The good news? You already know a lot about it.
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“How are candidates finding out all this ‘inside info’ about our company?”
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REALITY #2 Your people are your brand. And they are either working for you or against you.
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Your employees are your best brand ambassadors.
How credible do you believe each of the following is as a source of information about a company?
Source: Edelman Trust Barometer
REALITY #2: Your people are your brand. And they are either working for you or against you.
Specialist Sources Most Credible
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It’s about putting a face behind the brand and giving your people a voice
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REALITY #2: Your people are your brand. And they are either working for you or against you.
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17URL: http://mashable.com/2009/09/11/banks-social-media/#
If banks can do it, you can do it…
1. Community building2. Product research3. Customer service4. Marketing and promotion5. Transparency
REALITY #2: Your people are your brand. And they are either working for you or against you.
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Does your company block employees from social sites like Facebook, Twitter, LinkedIn, etc?
P O L L
Yes
No
Please Vote to the Right of Your Screen
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Dispel the Biggest Myths/Fears
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REALITY #2: Your people are your brand. And they are either working for you or against you.
• How will this affect workplace productivity?
• How can we control it?
• What if someone says something bad?
• Isn’t social media just a fad anyway?
Social Media at Work: Enable your Employees to Be Company Advocates
By Shel Holtz
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REALITY #2: Your people are your brand. And they are either working for you or against you.
See your database as a social source.
Habits
• Keep everyone educated and engaged
• Team up with marketing
• Know what people inside are saying outside
• Walk the talk internally
• Find evangelists in your company
• Get a social media policy in place
New practices
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“I just downloaded TweetDeck andI’m starting to Tweet! Now what?”
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REALITY #3New tools and technology are here to help. But tools are not a strategy.
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Research & Listen
Measure
Research. Listen. Engage. Measure.
REALITY #3: New tools & technology are here to help. But tools are not a strategy.
Engage
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• Enjoy while it’s free
• Pick three not ten
• Get the engagement habit
• Think AND not OR
• Start small, with focus
• Listen and monitor (non-stop)
New practices
REALITY #3: New tools & technology are here to help. But tools are not a strategy.
Do Something!
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“’Passives’, ’actives’, ‘poised’,’ browsers’, ‘internal,’ ‘external’… is this smart?”
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REALITY #4 Beware of candidate labeling. It’s not that simple.
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Employee
What’s my career path here?
I am actively seeking a better job with a great company.
I’ve been here for 15 years and am comfortable. But I’ll listen to a recruiter’s pitch.
I’d never consider joining that company after how they treated an unemployed friend of mine who applied there
REALITY #4: Beware of candidate labeling – It’s not that simple.
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Habits
• Don’t close the folder
• Source inside
• Be accessible to anyone interested in learning more
• Focus on candidate experience
• See your database as a social source
• Resist labeling; challenge assumptions
New practices
REALITY #4: Beware of candidate labeling – It’s not that simple.
Candidate
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“I am looking for the sharpest needles inthe biggest and best haystacks. And I need to find them first.”
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REALITY #5Search is the new killer app.
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“Semantic tools create matches based on ideas, not just keywords, and serve-up
additional job candidates who would not previously have been found.”
-- Sue Feldman, IDC
REALITY #5: Search is the new killer app.
It’s a multisource world.
Next gen search tools find the right candidates from
the most possibilities.
JOB POSTINGAPPLICANTS
SAVEDRESUMES
EMPLOYEEPROFILES
WEBSITEVISITORS REFERRALS
SOCIAL NETWORKS
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Habits
New practices
REALITY #5: Search is the new killer app.
• Reconsider your sourcing strategy
• Think skills and experience, not keywords
• Mine the talent pools you already have
• Consider OFCCP compliance as you search
• Retool your recruiters
• More face time, less screen
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“I’m worried about resources, focus, change. 2011 is a huge year for us.”
REALITY #6As the economy improves, recruiting will be different.
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P O L L
Very concerned, we’re already losing some A-players
Concerned, but think we are addressing it
Not really concerned, we will survive
Please Vote to the Right of Your Screen
How concerned are you about turnover of your top performers?
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“Today’s employers feel that employees are loyal due to the economic
times, but the reality is they are not. Because of this, there is a strong
likelihood that when the economy turns for the better, employers could
find themselves with valued employees jumping ship. This places
pressure on them to put retention measures in place now.”
-- KATHERINE
JONES, HCI RESEARCH FELLOW.
REALITY #6: As the economy improves, recruiting will be different.
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Habits
• Build in capacity for innovation and change
• Plan now to recruit recruiters
• Add at least one social media capability
• Optimize your reach and targeting
• Prepare to resell current employees
• Re-evaluate your recruitment process
New practices
REALITY #6: As the economy improves, recruiting will be different.
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The 6 New Realities
REALITY #1“Social” does matter – and you already know all about it.
REALITY #2Your people are your brand. And they are either working for you or against you.
REALITY #3New tools and technology are here to help. But tools are not a strategy.
REALITY #4Beware of candidate labeling. Today’s candidate has multiple sources.
REALITY #5Search is the new killer app.
REALITY #6As the economy improves, recruiting will be different this time.
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Recruiting 3.0 – Is your company ready?
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A Recruiting 3.0 Readiness Checklist
Our company has clear goals for integrating social media into the hiring process.
We have the people resources and bandwidth to commit to Recruiting 3.0.
We know which social media sites are popular with our target audience.
We produce enough quality content to sustain social media conversations.
We are embracing the power of new search technology.
Our career website is prepared for social media integration.
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Resources for Learning More
www.monsterthinking.com
smartblogs.com/socialmedia/
mashable.com/2009/06/02/social-media-policy-musts/
www.socialmedia.org
www.socialmediatoday.com
www.recruitingblogs.com
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Q & A
Thank you for your kind attention!
Janet Swaysland Senior Vice President of Global Communications and Social Media for Monster Worldwide
Eric Winegardner Vice President of Client Adoption for Monster Worldwide
Copyright – 2011 Monster
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