Connecting TalentSOCIAL MEDIA AND INTERNET RECRUITING EVOLUTIONS FOR 2015

PRESENTED BY: AMY BUTCHKO, SPHR SHRM-SCP

Who am I?Certified SPHR, SHRM-SCP

Senior Recruiter with SAIC, Inc., based in McLean, VA. I specialize in cyber and cloud technology positions.

Recruiting and HR experience dating back to 1999.

Past President of the Fauquier Culpeper SHRM chapter.

A Gen-Xer who came of age without a digital footprint, my social media expertise has come as a result of my experimental nature and curiosity to learn from others that requires constant care and feeding with books, classes and seminars on the topic.

Objectives1. Be literate: Learn what's new and current with social media in 2015,

2. Make your social media profile irresistible to your target audience, and

3. Automate social tasks so you can set it and forget it (and get back to your real job!)

Part IBE LITERATE: LEARN WHAT'S NEW AND CURRENT WITH SOCIAL MEDIA IN 2015

Social Media: Job Seeker Perspective

Jobseeker social habits

http://www.jobvite.com

Keep an eye on the up and comers…

http://www.businessinsider.com/snapchat-threat-to-google-facebook-tv-2015-2

24.79 million people watched a video broadcast on their phones depicting the sights and sounds of New York's "Snowpocalypse“ on the evening of Jan. 26, 2015, and over the next 24 hours.

Via Snapchat!

47% of Millennials use mobile for job search activity…

http://www.jobvite.com

…while other generations fall behind with technology.

http://www.jobvite.com

Social Media: How are we doing in HR?

Jobvite recently conducted a study of more than 1,800 recruiting and HR professionals, which found that 93% of recruiters use or plan to use social media as a means of boosting their recruiting efforts, however 82% report that their social recruiting skills are proficient or less.

http://www.jobvite.com

Where does HR look for talent?

http://www.sourcecon.com/news/2015/03/09/infographic-how-recruiters-and-job-seekers-use-social-media-by-sioffy/

Who is responsible for social media? Survey says?!

http://theundercoverrecruiter.com/employers-social-media-talent-attraction/

Another perspective….(whew!)

http://www.executiveboard.com

Social: Why it matters

http://www.sourcecon.com/news/2015/03/09/infographic-how-recruiters-and-job-seekers-use-social-media-by-sioffy/

Social Media: Post-match/Pre-hireBecause social media is evolving, there are not any clear cut boundaries yet, but common sense can help navigating the hiring process once a potential match is made.

Here’s a link to a great primer for applicant screening recently published by SHRM: http://www.shrm.org/legalissues/federalresources/pages/social-media-segal.aspx

The short of it? Be consistent and watch out for pitfalls where HR could create a claim (eg. not making a hire because someone was doing something “crazy” online).

Part IIDO YOUR PART: MAKE YOUR SOCIAL MEDIA PROFILE IRRESISTIBLE TO YOUR TARGET AUDIENCE

Make search engines fall in love with youUse the right keywords, which are the search terms, position descriptors, and job functions that describe you and what you seek.

Keywords are what Google, Bing, etc, use to help us find stuff and get found on the internet.

Better Language=Better Results

Make your profile search-worthy.

How search engines “see” me…

http://www.wordle.net/create

What happens when your profile “speaks” to others?

Relevant job opportunities fall into your lap,

Relevant connections find you first, and

Your network grows with people you can help and who can help you.

Part IIIAUTOMATE SOCIAL TASKS SO YOU CAN SET IT AND FORGET IT (AND GET BACK TO YOUR REAL JOB!)

Automatic Social HacksContent Curation (vs. Creation)

Find Stuff to Post Automatically: Google Alerts, Feedly

“Hire” the Internet to Work for You: IFTTT

Never Forget to Update Anything Ever: Buffer/Hootsuite

Content curation is the process of sorting through content on the web and presenting it in a meaningful and organized way around a specific theme.

Content Curation: The Ultimate Hack

http://www.bethkanter.org/content-curation-101/

It’s ok to be a REsource not a Source

On average, your posts should be: 70% helpful, but non-promotional posts

20% promotional posts about open positions

10% fun posts that show the passions of your people.

PS…I totally break this rule constantly.

http://theundercoverrecruiter.com/social-recruiting-starter-kit/

Tools to Find Relevant ContentGOOGLE ALERTS FEEDLY

Put the Internet to work…IFTTT

Automate Your Content

Questions?

Sources/Resourceshttp://theundercoverrecruiter.com/employers-social-media-talent-attraction/

http://www.jobvite.com

http://theundercoverrecruiter.com/social-recruiting-starter-kit/

http://theundercoverrecruiter.com/write-professional-bio-social-media/

http://www.sourcecon.com/news/2015/03/09/infographic-how-recruiters-and-job-seekers-use-social-media-by-sioffy/

http://www.bethkanter.org/content-curation-101/

http://www.businessinsider.com/snapchat-threat-to-google-facebook-tv-2015-2

http://www.shrm.org/legalissues/federalresources/pages/social-media-segal.aspx

http://www.sourcecon.com/news/2015/03/11/the-ultimate-guide-to-sourcing-and-recruiting-on-facebook-in-2015/

http://recruitingwebinars.com/recruiters-guide-to-inbound-marketing/

Thank you!

Connect with me:

www.amybutchko.com

703.828.7651

LinkedIN: www.linkedin.com/in/amybutchko/

@amybutchko (Twitter) : https://twitter.com/AmyButchko