social media presentation for 3.4.10 final

8/8/2019 Social Media Presentation for 3.4.10 Final

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Precision Resource Company

Social Media and SocialRecruiting Practices

Presented by:Krystel Smalls


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Agenda..

What is social media

What is social recruiting

Recruiter Centric Networks

Job posting vs. sourcing for candidates

What are social media sites

What are the uses

Benefits Concerns/Challenges

U12

U30


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Slide 2

U12 Employment Branding, Sourcing Candidates, & Building a network/communityUEC, 2/24/2010

U30 POSITIVES:

Provides recruiters access to millions of contacts. Helps to leverage social contacts to get introductions to desired

contacts.

Can create social groups of people however limited ability to

communicate.

NEGATIVES:

Recruiters can get lost for hours/days building their linking network.

Difficulty to sync contact history from network to CRM.

If recruiter builds personal network and leaves your company, their

network leaves with them.UEC, 2/25/2010


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What is social media

SOCIAL MEDIA IS AN UMBRELLA TERM

THAT DEFINES THE VARIOUS ACTIVITIES

THAT INTEGRATE TECHNOLOGY,

SOCIAL INTERACTION, AND THE

CONSTRUCTION OF WORDS, PICTURES,

VIDEOS AND AUDIO ONLINE.


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Traditional media tells the samebig story

TO AS MANY PEOPLE AS

POSSIBLE.


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Social Media is about lots of little

stories told

IN SMALL GROUPS AT THE

SAME TIME.


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Social Media OverviewWho Uses Social Networks in the U.S.?

In 2009 37% of adults and 70% of teens on the

internet used Social Media

By 2011 50% of adults and 84% of teens on the

internet will use Social Media

Source: Harris Interactive


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What is social recruiting

The ability to quickly and effectively extractvalue out of information systemscontaining human capital data which

enables a recruiter to be more productive.

The ability to query social network sites,systems, and databases to find, engage,and recruit candidates and increase valueto organizations who wish to have acompetitive advantage in the war for

talent.

U64

U65


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Slide 13

U64 What social recruiting is not:

It is not a fad. Its a fundamental shift in the way we communicate.

Social Recruiting is NOT Posting Jobs and Press Releases. Posting job openings on Facebook, Twitter, and LinkedIn is not Social

Recruiting its simply posting jobs on social networking sites. Job posting is job posting theres nothing social about it, regardlessof where the jobs are posted.

Social Recruiting is NOT Sourcing Candidates on Social Networks

Searching LinkedIn, Facebook, and Twitter to find potential candidates isnt Social Recruiting. Talent identification is only 1 step in the

entire recruiting life cycle (albeit a critical one!). If anything, its Social Sourcing.

Regardless of what you would like to label it - theres nothing social about identifying candidates. You dont even need to be human to

source candidates from social networking sites there are apps that can do that.

Social Recruiting is NOT Just Having a Facebook Fan Page

Social Recruiting is NOT Just Being on Twitter

Social Recruiting is NOT Going to Replace Job Boards

In my opinion, Job boards have their place and they will adapt and evolve too as we see the web 2.0 growing

UEC, 3/2/2010

U65 The current economic crisis offers organizations the possibility to rethink their recruitment activities and employer branding strategies.

As fewer vacancies are being created and only a limited number of new employees are hired, the quest for the right candidate(s) who

can be efficient integrated in the organization is perhaps becoming more significant.

Online conversations can become the most important information source for the current digital natives. Consequently, an employer

brand could be primarily defined by people external to the organization.UEC, 3/2/2010


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How Social Media Benefits Recruiting

Social media changed recruitment, puttingrelationships at their very core.

Social media enables users to generate

content and consequently, confirming itsvalue for recruitment.

Also encourages people to share

information about the Precision, possibleinternships and job offerings, etc. with theirconnections.

U63


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Slide 14

U63 Over time candidates will find that they are better treated and more completely able to present themselves via social networks than

they can with a resume.UEC, 3/2/2010


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Popular sites

Twitter Tweetmyjobs.com / Tweetmyresume.com

FaceBook

LinkedIn Second Life

Scribd

Koda.us

Xobni


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Speed of Qualified Candidate Identification:Comparison of Sourcing Methods


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Job posting vs. Sourcing

There is no candidate quality filter built into LinkedIn, Facebook, Twitter, or anysocial network

A great candidate is a great candidate. Job board resume databases - just like

LinkedIn, Twitter, ATS that a recruiter

directly sources from, and every othersource of candidates - are a large randomsample of the entire candidate population.


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LinkedIn Members: Educated & Affluent

Household Income


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Facebook Stats

3rd most trafficked website in the world! 300 million active registered users

5 billion minutes are spent on Facebook eachday (worldwide)

Over 500,000 new active users a day

Average userhas 120 friends

More than 30 million users update their

statuses at least once each day 62 billion page views per month

More than 8 million users become fans of

pages each

day


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Social Media OverviewWho Uses Social Networks in the U.S.?

In 2009 37% of adults and 70% of teens on the

internet used Social Media

By 2011 50% of adults and 84% of teens on the

internet will use Social Media

Source: Harris Interactive


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Twitter and Google Search

21

Notice that:Name, Location, and

Bio (job title) are almostalways providedU31


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Slide 21

U31 search.twitter.comUEC, 2/25/2010


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Facebook users are passionateand active job seekers


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Tips for social recruting

The right profile:

Spread the word:

Keep the conversation going: Find top talent:

Job postings:

Follow top candidates: Keeping in touch:

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U39

U40

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U42

U43

U44


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Slide 30

U38 Tips for social Recruiting:People follow people but also follow brands make the

brand image reflect what you want people to see about the companyUEC, 3/2/2010

U39 Tips for social Recruiting:Put a link on your e-mail footer, job postings, .com and other online accounts, e-mail your contacts and fellow recruiters and suggest

the sameUEC, 3/2/2010

U40 Tips for social Recruiting:Use social media to update people on current recruiting activities not only job postings, but events, articlesUEC, 3/2/2010

U41 Tips for social Recruiting:

Really good people are inquisitive so many will be checking out SM; think about how LinkedIn or Monster search is used by recruiters!UEC, 3/2/2010


Get your job headline right as thats all that will be seen on mostsocial sites. What are your key selling points? Brand title location?UEC, 3/2/2010


Finding great people is hard; getting them to connectcan be harder. See if you can follow them and start a conversation on Twitter.UEC, 3/2/2010


Stay in touch with folks that leave, as well as those thathave showed an interest in the company. You never know when they may

beinterested again or who they know that will be interested.UEC, 3/2/2010


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How we can incorporate SocialMedia into Precision/Zachry

Use social networks to establish relationships withpotential employees, to advertise positions, andseek referrals

Virtual

Worlds for training and career fairs,Webinars

You Tube channels and cool recruitment videos, jobpodcasts

Marketing - Engage wit

hand empower ourcustomers as an extension of our marketing efforts

Social Media removes the tendency to market at people andinstead naturally shapes a more honest, meaningful, andinformative approach.


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Zachry & Social Media

Twitter for conference/meeting questionsand updates

External and internal Blogging

Facilitating global teams, knowledgesharing, encouraging innovation andconnecting employees and externalpartners

using Web 2.0 to increase informal learning upgrading policies so employees

understand any limits/issues associated

with

social media usage


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Facebook Free My Space Free

Youtube Free

LinkedIn Free

Blogs (word press) Free Twitter (application) Free

Ning Free

Monster $$$

Career Builder $$$

LinkedIn Corporate $$

Niche boards $$

Micro sites $$

Assoc. website ad $$

ROI: The $$ of Using Social Media vs. OtherMethods


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Other metrics

Increase in web traffic

-% use of outside staffing

services Reduction in fees to paid job

boards Impact in Marketing, PR, and

customer service.

U23


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Social Media Success


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Companies successfully usingsocial media.

Comcast on Twitter

Zappos on Twitter

Dell Doing it Everywhere

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U20

U22

U28


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Slide 37

U19 Company Success:

Comcast has found a way to offer exceptional customer service to their consumers, but the thing that really makes them stand out is

how well they monitor discontent. Complain about Comcast and you can bet youll hear from @comcastcares to see if they can help.UEC, 3/2/2010

U20 Company success:

The most obvious of companies to make Twitter work is Zappos, an online retailer that has really led the way in corporate Twitter use.

The idea of micro-blogging and the sense of exceptional customer service is ingrained in the corporate culture. Most Zappos

employees have an active account, and the Zappos site has a page that aggregates all the streams.

The reason why Zappos stands out on Twitter is because of their ability to bring the company to life. The Zappos CEO has lent his

personality to the company brand, a personality that is friendly, helpful, funny, and trustworthy. They use Twitter to highlight

interesting facts, and to talk to their consumers. Talking to Zappos is like talking to a friend that happens to sell shoes.UEC, 3/2/2010

U22 Company Success:Embracing social media is a huge undertaking, and involves a large investment. Dell didnt shy away from these obstacles, instead

theyve gone above and beyond, truly cultivating a cross-platform community. Theyve created multiple Twitter handles, a network of

blogs, and are very active on Facebook.

Dell is also one of the few companies to publicly state that they created a return on investment from Twitter. Apparently, Dells social

media efforts help create $1 million in revenue.UEC, 3/2/2010

U28 Company Success:

Lesson: Social media isnt all about ROI, but it is possible. Creating cross-platform strategies can lead to the most success, especially

when your demographic is already Internet and technologically savvy.UEC, 3/2/2010


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Potential Issues and concerns

Demographics

Accessibility Issues (Discrimination, Disability, etc.)

Privacy

Employee safety

Public perception

Accuracy

Compliance Employee Distraction and Misuse

Network infrastructure, capacity and security

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U16

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U18

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U35

U61

U62


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Slide 38

U15 Discrimantion

While many recruiters and hiring managers utilize sites like Google or Facebook in an attempt to uncover information about an

applicant, they often overlook the potential legal problems that arise when an employer inadvertently learns specific information about

an applicant that they would have otherwise been legally prohibited from obtaining such as age, sexual orientation, religion, national

origin, etc.

Once an employer has viewed such information, it will be difficult to defend any discrimination claims from applicants who contend tha

they were not hired based on the companys knowledge of the prohibited information. Its the old adage, you cant un-ring the bell.

Similarly, certain applicants may allege discrimination if the employer subjects them to additional scrutiny because they have an

Internet presence or holds them to a higher standard while viewing and considering the information as opposed to those applicants

who do not have social networking profiles.UEC, 3/2/2010

U16 Privacy:

The topic of privacy is much more volatile. Some argue that the applicant has put this information out there and that they should bemindful of what they post. While that may be somewhat true, in many states, once you put your garbage out on the street, you have

given up reasonable expectation of privacy and anyone is free to go through it. Most people would find that quite intrusive; especially

if someone were to come across personal photos, letters or even an embarrassing prescription and then, even worse, factor their

findings into an employment decision.

Others say that an applicant has a reasonable expectation of privacy and personal information should not be viewed or considered.Whatever your position on the matter, consider the purpose for making such a query. Is it in search of information that cant be found

during a high-quality interview and testing process? Is it job-related or just a quick open-ended search to discover if the applicant

meets one particular persons standard of decency? Be cautious of making a hiring decision based on, or influenced by, legal, outside

work conduct or activities.U

EC,3/2/2010

U17 Accuracy:

Keep in mind that you may be getting duped. The lengths dishonest applicants will go to deceive an employer can be staggering.

Setting up an online persona or planting misleading information is relatively easy.UEC, 3/2/2010

U18 Compliance:

And second, background screeners as well as employers have a legal responsibility to adhere to the Fair Credit Reporting Act (FCRA),

which states, among other things, that the most accurate up-to-date information be used when screening and evaluating an applicant

for employment.


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Slide 38 (Continued)

UEC, 3/2/2010

U34 Network:Our intiial focus should be on proficiency instead of technology tools or platformsUEC, 3/2/2010

U35 UEC 2/25/2010

Monitor Social Footprint

Social Media Aggregators

Email Notifications

Digsby.com (widget)

Google Alerts

Social Mention

TwiMailer

effective social media strategies have humanized organizations and allowed them to build better relationships with customers.

Putting policies in place is only the first step, but not buried deep inside some company handbook

Its important for companies to keep track of their employeesOnline profiles as a basic defense. Without literally peering into

everything employees do via social networks, companies can develop automated processes to keep track of whats being said about

them. Keyword searches for a company name on Twitter and Facebook, for example, can return relevant messages automatically for

review by the company. Knowing which profiles correspond to what employees is vita

Privacy Concerns:

Twitter Tracking Programs

CoTweetTweetDeck

Seesmic Desktop

TwitterFeed

TweetFunnel

To mitigate reputational risk in these online communities, we should include an emphasis on culture, values, and ethics within our

organization. By reinforcing these fundamental elements, business leaders will have the opportunity to encourage good decisionmaking

in virtual social networking environmentsUEC, 3/2/2010


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U61 Ensure employees do not disclose

confidential/proprietary information of our company or similar information shared by third parties with our company. Also, they should

avoid posting pictures or

details of a private conversation without seeking permission from the concerned person(s).UEC, 3/2/2010

U62 Employee Safety Note:

Employees should be respectful of the company, colleagues,clients, business associates, competitors and the general public.

Employees should remember

that content on a public domain will be accessible to the entire world for a long period of time. So do not publish something that will

come back to haunt you later.UEC, 3/2/2010


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Points to consider

How can Social Networks Help to: Source, Attract, and Retain toptalent?

Identify potential impact to all business units (marketing, service,

HR, etc)

Decide on our corporate voice who will it be and how will it bemaintained?

Approach social media guidelines with care

Create a policy that sets expectations and boundaries for all employees including any relevant

limitations or suggestions for the personal use of social media

Establish guidelines for employees working in social media as a part of their job.

Monitor Social Footprint

Social Media Aggregators

Email Notifications

U29

U36

U37

U45

U60


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Slide 39

U29 Points to consider:Use Company Buzz on LinkedIn (FREE), or sites like Radian6 ($$) & ScoutLabs ($$)

Social Media Aggregators such as

Profilactic

Minggl

iStalkr

Correlate.us

Explode.us

Profilefly

SocialStream

Tabber

SocialUrl

Merging email: nutshellmail.com

Employee Monitoring:

Trackur.com

Jivesoftware.com

softactivity.comUEC, 3/2/2010

U36 UEC 2/25/2010

Points to Consider:

Content creation is key to social media success, and every company should have a Web site with a content management system that

allows for quick, easy content creation without the IT department needing to recode a Web site.

UEC, 3/2/2010

U37 Points to consider:UEC 2/25/2010

effective social media strategies have humanized organizations and allowed them to build better relationships with customers.

Putting policies in place is only the first step, but not buried deep inside some company handbook

Its important for companies to keep track of their employeesOnline profiles as a basic defense. Without literally peering into

everything employees do via social networks, companies can develop automated processes to keep track of whats being said about


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them. Keyword searches for a company name on Twitter and Facebook, for example, can return relevant messages automatically for

review by the company. Knowing which profiles correspond to what employees is vita

Twitter Tracking Programs

CoTweet

TweetDeck

Seesmic Desktop

TwitterFeed

TweetFunnel

To mitigate reputational risk in these online communities, we should include an emphasis on culture, values, and ethics within our

organization. By reinforcing these fundamental elements, business leaders will have the opportunity to encourage good decisionmaking

in virtual social networking environments."UEC, 3/2/2010

U45Points to consider:Attract how can you get the best of the best from the current and future talent pool both active and passive candidates?

Retain how will you keep the good ones you have that really are a good fit?

Repel how can you keep the ones that just dont fit from applying in the first place?UEC, 3/2/2010

U60 Points to consider:

www.socialmediagovernance.comUEC, 3/2/2010


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..

C i h i t k f


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Companies whose mistakes fromwhich we can learn

Citrix Online

Kodak

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U27


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Slide 41

U26 Citrix Online created the Workshifting community to address the rise of telecommuting and remote work. Sure, it ties in with Citrixs

GoToMeeting/Webinar/PC product line, but the blog isnt a commercial for its products.UEC, 2/25/2010

U27 Kodak created a photography blog and the majority of its content is about photography and creativity in general, not about Kodak

cameras.UEC, 2/25/2010

social media presentation for 3.4.10 final

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