Social Media and Your Talent Strategy�

‘social’ talent STRATEGY business strategy�

talent strategy�social media strategy�

objectives �metrics�tactics �

BRAND strategy employer brand�how a business builds and packages its identity, origins and values, and what it promises to deliver to emotionally connect employees.�

talent brand�to brand for talent is to market an organization as a place to work to create demand – as a magnet – to recruit, retain and engage the right people to do the right work at the right time for the right results. �

libby sartain – author, brand for talent �

OBJECTIVES

sample initial metrics �

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�

METRICS

TACTICS

SOURCE: http://www.slideshare.net/beeshields/behind-general-mills-social-media-strategy�

create a content calendar �

where we’ll FOCUS 1� ATTRACTING �

2� RECRUITING �

3� ENGAGING �

4� DEVELOPING �

5� COMMUNICATING �

ATTRACTING �

1�

•  30% of google searches are job related ~300m/month�•  compete for talent at the moment of search (seo/sem) �

•  less than 3 clicks to apply for jobs�

•  link to information about careers prominently on website�

•  share your culture, information about employment �

•  showcase actual employees (not stock photos) �

CAREERS SITE the ‘hub’

people who visited Racker Talent before applying for a job were 65% more likely to be successful than those whose 1st port of call was the career site or ATS �

“we should always keep in mind that the most engaged and longest lasting

contributors to our organizations are the ones who fit within our cultures. our goal should be to accurately depict ourselves knowing good and well that for the right person, we will absolutely be their best

place to work.” �michael long – head of culture branding, rackspace hosting�

share your CULTURE

highlight CAREER PATHS

RECRUITING �

2�

‘one of the reasons we’re active in social media channels is that our candidates expect us to be in those channels.’�

stephanie lilak – chief staffing office, general mills�

GO where they are

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%�

2011 sources of hire�referrals � 28.0%�job boards � 20.1%�career site� 9.8%�recruiter initiated� 9.1%�college� 6.6%�re-hires� 4.3%�social media� 3.5%�3rd party� 2.8%�print � 2.2%�temp/contract-to-hire� 2.1%�career fairs� 1.9%�walk-ins � 0.8%�other � 8.8%�SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence�

the recruiting EVOLUTION

share job PREVIEWS

ENGAGING �

3�

candidate EXPECTATIONS

why active & passive job seekers follow companies on social media�SOURCE: CareerBuilder 2011 Job Seeker Survey�

RECOGNIZE employees

ENABLE employees

DEVELOPING �

4�

LEARNING communities

extended LEARNING

use private facebook groups to connect participants in leadership development programs and learning groups�

“blistered thumbs may be a signature hallmark of tomorrow’s most successful executives.” �

fast company – march 2012 �

‘GAMIFICATION’ of learning

video game players perform 10% to 20% higher in terms of perceptual and cognitive ability than non-game players�

COMMUNICATING �

5�

enable CONNECTION

SOURCE: http://www.thoughtfarmer.com/blog/2012/02/07/white-paper-social-intranets-employee-engagement/�

“we believe social intranets can and do have a positive impact on employee happiness, and help build trust and social comfort in employees.” �

provide INFORMATION

“a survey of new hires at sodexo revealed that internal hires utilized one or more sodexo careers properties to help find a job or prepare for an interview with us at virtually the same rate (46-47%) as external hires. the careers blog was the most frequently cited property, read by 32% of internal hires and 17% of external hires.” �

arie ball – vp of talent acquisition, sodexo �

tell your STORY

wrapping up �

“’build it, and they will come’ only works in the movies. social media is a ‘build it, nurture it, engage them, and they may come and stay.’” �

seth godin – author & marketer �

thank you! jennifer@unbridledtalent.com�

http://unbridledtalent.com�

http://www.facebook.com/UnbridledTalent �

http://www.linkedin.com/in/jennifermcclure�

http://twitter.com/JenniferMcClure�