need a hiring advantage? try social media!

Need a Hiring Advantage? Try Social Media!

Presented by Elaine Orler

Talent Func4on Group, LLC

Hosted by: ERE.net Sponsored by: iCIMS

Talent Func4on is a consultancy whose mission is to facilitate the evolu4on of the corporate staffing

func4on. Talent Func4on helps staffing leaders and solu4on providers to deliver results for their clients. Talent Func4on combines project‐based consul4ng with execu4ve coaching services to address the people, prac4ces, and soLware that make up the

Talent Acquisi4on func4on.

Talent Func4on Group

A B Transac4onal Measurement Regional TA Global TA

Applicant Centric Direct Sourcing Recrui4ng Manager Talent Leader

talenRunc4on.com

www.facebook.com/ TalenRunc4on

@talenRunc4on

www.linkedin.com/ talent func4on

Agenda

 Defining the Trip

 Tour Guides ‐ Jump to the front of the line

 Required Equipment ‐ Travel in style

 Safety Procedures – Stop Drop and Roll

Are you feeling the pull to increase recrui<ng in 2011? A. Yes ‐ we are ramping up quickly B. Yes ‐ we are just star4ng to consider it

C. No ‐ we're s4ll on the fence looking for signs to ramp up

D. No ‐ we've never slowed down ‐ we're recrui4ng like crazy

E. Don't know either way

Polling Ques4on One

Evolu4on of the Candidate Experience

 Distant Past

  Review an adver4sement in the paper on

Sunday

  Submit a cover le]er and resume via USPS mail

  Call to confirm resume was received

  Receive a ‘Thanks but No Thanks’ Le]er 2

weeks later


  Past and Present   Find a job pos4ng on line (adver4sement) any day of the week

  Link to the company website, complete the online applica4on form, submit resume.

 Webpage refresh confirms receipt, but call to confirm anyway: get voicemail message saying ‘due to volume we are unable to answer your call’.

  Receive ‘Thanks but No Thanks’ Email 2 days later


 Present and Future   Network with company social groups, see twi]er about need for resource

  DM – the request, with a 4nyurl link to linked‐in profile

  Get mobile text message back: TY – Call HR for Eval. Text: Status to 54000 any4me

  Get Mobile text w/link to self schedule interview for tomorrow

Craigslist

  Stats from Video   Over 50% of the world’s popula4on is under 30‐years‐old

  96% of them have joined a social network

  Facebook tops Google for weekly traffic in the U.S.

  Social Media has overtaken porn as the #1 ac4vity on the Web

  1 out of 8 couples married in the U.S. last year met via social media

  Years to Reach 50 millions Users: Radio (38 Years), TV (13 Years), Internet (4 Years), iPod (3 Years)…

  Facebook added over 200 million users in less than a year

  iPhone applica4ons hit 1 billion in 9 months.

  We don’t have a choice on whether we DO social media, the ques4on is how well we DO it.”

  If Facebook were a country it would be the world’s 3rd largest ahead of the United States

Defining the Trip

Social Media Revolution v2 www.socialnomics.net/video

Rela4onship as a Baseline

9

Social Media •  On‐line technologies and prac4ces that people use to share opinions,

insights, experiences and perspec4ves with each other.

Social Networking •  Web sites and services that allow you to connect on‐line with friends,

family, colleagues and people who have similar interests.

What’s not worked?

54.9%

Are Employees Blocked From Social Media?

Twitter Other

36.6%

14.1%

29.6%

38.0%

28.0% Facebo

ok

No

TwiDer

Myspa

ce

Other

CareerXRoads Research Study 2010

LinkedIn

Yes

•  Disconnected Experience from Apply Process

•  Forcing one way communica4on

•  Using des4na4on sites to ‘research’ applicants

•  Post and Pray

•  Recrui4ng w/Social and Blocked for Employees

% of recruiters who have rejected candidates based on informa<on found online

VS. % of consumers who think online informa<on

affected their job search

Source: Online Reputa1on study (for Data Privacy Day)

How do you describe your current recrui<ng social media efforts?

A.  Exploring – “We’ve tried a few things but have not created a formal strategy.”

B.  Defining – “We’re crea4ng a formal strategy and business case to leverage more social media opportuni4es.”

C.  Refining – “We’ve have a strategy and plan, and are constantly refining our efforts to get to the best talent.”

D.  Cruising – “We have a plan, it’s working great, I just want the con4nuing educa4onal credits.”

E.  Ignoring – “Social Media is a fad, and will not impact recrui4ng.”

Polling Ques4on Two

Tour Guide

Socialize

•  Watch & learn from others first •  Follow what others individuals are doing

•  Watch what other companies are doing

•  Leverage emerging technologies •  “Mobilize”

to associate or mingle sociably with others

Synthesize Crea<ng a posi<ve candidate experience… •  Be responsive •  Be honest •  Be open •  Transparent = trust •  Create in4macy Makes collabora4on a personal experience

to combine elements into a single or unified en4ty

Synthesize to combine elements into a single or unified en4ty

Harmonize to be in agreement in ac4on, sense, or feeling

Harmonize: Be Unique but Be Authen4c

•  Change the tradi4onal job descrip4on when appropriate and specific to opportuni4es

•  “Crowdsourcing” is becoming the new job board! •  Don’t be afraid to adjust course •  Take calculated risks

•  Video

•  Discussion Threads

•  “Fans”

•  Polls

•  Photos

•  “Intern Experience”

•  Twitter

•  “Culture Brochure”

•  Corporate Responsibility

Career Portal

Workforce Plan

Internal Mobility

Social

Job Pos4ng

CRM

ATS

Succession Plan

Predic<ve Analy<cs

Marke<ng

Onboard

Perform. Mgmt.

Interview

HRMS

Comp

Benefits

Video

Mobile

App’s

Dynamic Schedules

Learn Mgmt.

Payroll

Inventory the act of making a catalog or detailed lis4ng

Transform: PlaRorm to undergo a change in form, appearance, or character

Transform: Email with Social Strengths to undergo a change in form, appearance, or character

Transform: Coding, Tagging and Tracking to undergo a change in form, appearance, or character

Required Equipment

Visualize to form a mental image of

  Evaluate the parts as individual parts

  Turn the evalua4on sideways

 Answer this ques4on:   What can you do to guarantee a lawsuit that you will loose?

  Measure that outcome against the ac4vi4es that are done today.

  Iden4fy cri4cal ‘part’ failures and order new ones

Deconstruct

•  Social recrui4ng communica4ons should be viewed no differently than exis4ng collabora4on models (i.e. email, mee4ngs, etc.)

•  Iden4fy top 5‐10 “worst case scenarios” and build con4ngencies

•  Embrace and prepare for failure

to break down into basic parts; dissect; dismantle

 Return on Investment   Tie social recrui4ng to the strategy and goals

  Keeping the “i” low will reduce the dependence on “R”

  Incremental vs. “Big Bang”   An execu4ve sponsor with clout and interest

  Focus on proficiency instead of technology “tools” or “plaRorms”

  Iden4fy poten4al impact to all business units (marke4ng, service, HR, etc.)

  Look for synergy and unifica4on vs. solo crea4on

Ra4onalize to remove unreasonable elements from

26

Op4mize or… to make as effec4ve, perfect, or useful as possible

  Remember the golden rule   Treat every candidate the way you’d like to be treated

  Avoid the “black hole” syndrome   No ma]er how many inquires you receive,

acknowledge the receipt of a person’s submission or ques4on.

  Use technology for what it does best   Give the candidates what they want most – 4mely

feedback. Use text, twi]er, SMS for frequent, short communica4on.

  Don’t send mixed messages   Describe the job and the organiza4on candidly and

accurately.   Create a comfortable atmosphere

  Candidates who are at ease are more likely to provide the informa4on needed to drive accurate selec4on decisions.

  Recognize that small things lead to big impressions   Be a]uned to professional details.

  Create your own talent pools for future recrui4ng needs

Build a Be]er Social Rela4onships Today

Thank you!

Ques4ons?

elaine.orler@ talenRunc4on.com

www.facebook.com/ elaineorler

@elaineorler

www.linkedin.com/ elaineorler

info@ talenRunc4on.com

www.facebook.com/ TalenRunc4on

@talenRunc4on

www.linkedin.com/ talent func4on

need a hiring advantage? try social media!

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