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Let’s Poll (Vault)
Please text NYSHRM16to 22333
to participate in our live poll
Becoming Social:Building a Roadmap to Recruiting via Social Media
Joel PetersonCOO and Director of HR
Goshow Architects
Miriam PetersonHR Assistant
Goshow Architects
Let’s Poll (Vault)
Please text NYSHRM16to 22333
to participate in our live poll
4
Introduction
Resources and Tools
2Why Should You Bother with Social Media Recruiting?
3Peterson Labs
5Legal and Ethical Considerations
Please Tweet!
@joelyoh@miriamemp
@nystateshrm
#NYSHRM16
• Director of HumanResources
• Communications DirectorNew York State SHRM
• 10 years building the peoplewho build the buildings
• Volunteer – New York StateSpecial Olympics
• Student at Pace University:International Managementand HR Management
• HR Assistant at Goshow• Volunteer – New York
State Special Olympics• Career Goals: Combine
HR, travel, and wine
• Joel + Miriam:Innovatix+EssensaOctober 17
Joel PetersonMiriam PetersonSpeaking Engagements
4
Why Should You Bother WithSocial Media Recruiting?
Resources and Tools
1Introduction
3Peterson Labs
5Legal and Ethical Considerations
Time is an Issue for Many PractitionersIt’s How We Communicate Now
Personal Development + Professional Effectiveness
Information+
Resources+
Contacts
Relationship BuildingInformation Gathering & SharingCollaboration
How You Can Use Social Media for Recruiting
Key Ingredients of a Good Social Presence
Who You Are(Your Brand)
What You Want to Say(Your Message)
How to Communicate(Your Tools)
4
Peterson Labs
Resources and Tools
1Introduction
2Why Should You Bother With Social Media Recruiting?
5Legal and Ethical Considerations
Peterson Labs: The Research
• 8 Second Rule Approach
• We researched 293 companies, of which10% were unidentifiable
• Not based on content
• Based on website links, not social platforms
• Social Media is not just for big companies
• There are around 40 industries represented
Company Statistics: LinkedIn
246
47
YES 84%
NO 16%
Company Statistics: Glassdoor
51
119
123
ENGAGED 17.4%
UNCLAIMED 42%
NO PRESENCE 40.6%
Glassdoor: What Is It?
Glassdoor: Engaged
Glassdoor: Unclaimed
Glassdoor: No Presence
10 Companies 18 Companies
Company Statistics: Social MediaPlatforms
64.8%
14.7%
2% 0.7%0.7%
17.4%
57% 34.1%
7.5%
1
Resources and Tools
Introduction
2Why Should You Bother with Social Media Recruiting?
3Peterson Labs
5Legal and Ethical Considerations
What Are Your Resources?
Staff Size Budget
Time
Company Highlight: GE Johnson(Construction)
Time To Go Mobile!
• 90 % of job seekersuse their phones tosearch
• 50 % of all socialmedia activity comesfrom a mobile device
The 8Second
Rule
Company Highlight: DONAN
Company Highlight: RDH BuildingSciences (Engineering Firm)
Go Mobile: What to Use
Go Mobile: Where
Go Mobile: When
Go Mobile: Why
Go Mobile: How
Emerging Tools
• Mobile• Instant• Storytelling
Periscope
Snapchat
Recruiting via Instagram
Instagram is a photo and video-sharing social networking app usedby over 400 million people.
Instagram users view more than 70 million videos per day.
5 Easy Steps
Company Highlight: H2M Architectsand Engineers
Recruiting via Snapchat
Snapchat is a photo messaging app used by 100 million people.
Snapchat users view more than 7 billion videos per day.
Recruiting via Periscope
Periscope is a live-streaming app used by 10 million people.
Periscope users view 1.85 million broadcasts (or Scopes) per day.
Recruiting via Twitter Cards
Use Twitter JobCards to expand
tweet life
Target Twitterjob seekers
Target specifickeywords,
locations orlanguages
Average lifecycle of a Tweet
is 5 minutes
Employee advocacy is a term used to describe the exposurethat your employees generate for your company using their
own online tools and networks.
Employee Advocacy
These days, social media is the main medium for employeeadvocacy.
Employee advocacy grows out of culture, not technology ormarketing.
Employee Advocacy
Only cultures rooted in trust do employee advocacy well.
People will trust your employees more than they trust your companybrand…provided your employees are given the trust and the right tools to share
your content freely, out of their own will.
How To Use These Tools
Project Progress Photos
Office social events
Conversations with key influencers
Or why not have your Employees do it for you!
1
Legal and Ethical Considerations
Introduction
2Why Should You Bother with Social Media Recruiting
3Peterson Labs
4Resources and Tools
Legal and Ethical Considerations:Recruiting
Legal and Ethical Considerations:Screening
You may discover protected characteristics about a candidate by screeningthem via social media.
If you use social media screenings, they should be conducted at the samepoint in the application process for each candidate.
Any information found on social media must be used legally.
Over 20 US States have some law related to the ban ofemployee/applicant screenings via social media
Legal and Ethical Considerations:Employee Advocacy
“Employees shall have the right to self-organization, toform, join, or assist labor organizations, to bargaincollectively through representatives of their ownchoosing, and to engage in other concerted activitiesfor the purpose of collective bargaining or other mutualaid or protection, and shall also have the right to refrainfrom any or all of such activities except to the extentthat such right may be affected by an agreementrequiring membership in a labor organization as acondition of employment as authorized in section8(a)(3) [section 158(a)(3) of this title].”
Create Your Social MediaRecruiting Roadmap
What is yourmessage?
What toolsare you
comfortableusing?
Whatresources
areavailable?
Review yourroadmap atthe end ofevery year!
Points to Ponder from thePetersons
• Don’t expect results withoutbuilding a relationship first
• Always post relevant content
• Don’t post until youunderstand your targetaudience
• Always have a clear messageand plan in mind
• The biggest faux pas in socialmedia recruiting is not usingsocial media at all
Q & A
