Download - Smart Use of Social Media in Recruitment
Collaborative Insight BrubakerHR
Gareth Jones Inmate BHR
The Smart Use of Social Media Social Media in Recruitment Conference. 19th April 2012 #SMIR
We wanted to….
“Human social networks and communities are both well established, robust social structures that pre date their online counterparts by a a millennia. Humans naturally gravitate to and desire the interactions that these structures allow. We want to belong”. Dr Michael Wu
Takeaway Number One:
This is no fad. It is not going away.
The power of
the crowd
Insight
Increase Revenue Potential
Reduce Costs
No agents or call centres 100% support calls through community
Fastest growing telco in the UK Net promoter score of 73
“The 300% increase in search engine placement for top keywords
– a natural product of their community’s open, dynamic
conversation – is itself worth millions”.
Hewlett Packard Community
Takeaway Number Two:
Conversation is the new currency.
If its good enough for customers…
..its good enough for candidates and employees too.
Social is not about websites or marketing
This is my place, not yours…
“Social is not a stand alone feature or technology – it’s a culture. It should be integrated in all business processes: Inside and outside of companies.” Dr Michael Wu
“Technology is slowly returning us back to the more human relationships that a fast paced world has pressured us into compromising.” Dr Michael Wu
Get everyone involved in hiring….
…which means giving everyone inside the organisation
unlimited, unmonitored and uncontrolled access to social
tools. No excuses.
You cant be social outside if you are not social inside
COMMUNITY
INNOVATION
COLLABORATION
TRUST
FEEDBACK
NPD INSIGHT
OPENESS
ADVOCACY LOYALTY
HR
Resourcing Product Dev
Sales
Marke:ng
Failing to embrace the internal conversation is like putting a Morris Minor engine in one of these…
…it wont work, it will ruin the experience and you will be found out.
Don’t build talent communities…
…get your employees involved in their own
communities, communities that already exist – fish where the
fish are.
Talk to candidates over social channels…
…stop ignoring them and embrace the
conversation.
Stop advertising, start sourcing…
…avoid the chronic inefficiencies of “driving
applicants” and improve your candidate experience
Turn your recruiters into community managers…
…forget traditional KPI’s – CV’s, interviews, calls etc. Focus
instead on network/community growth.
‘Leadership is about the stories that are told about you – both positive and negative. You’ll be judged by those stories more than anything you say or write.”
‘Leadership is about the stories that are told about you – both positive and negative. You’ll be judged by those stories more than anything you say or write.”
Employer Brand
Takeaway Number Three:
Big change is coming in recruitment
“We are in the Compuserve-‐
Prodigy-‐AOL stage of social media evolu<on. It’s a@er Netscape
and before Google in equivalent internet <me.”
John Sumser
Further reading/viewing…
The Cultural Anthropology of Stack Exchange Joel Spolsky
The Starfish and The Spider Ori Brafman and Rod A Beckstrom
The Science of Social: Beyond Hype, Likes and Followers Dr Michael Wu
Thank you!
Gareth Jones
07880 742581 @garelaos
www.linkedin.com/in/garethmjones www.garethjones.me www.brubakerhr.com
