social media plus presentation
Post on 19-Oct-2014
1.486 views
DESCRIPTION
TRANSCRIPT
The Future of
Staffing is Social
Brian Cavoli
Recruitment is Changing
“In 2010, the pace of literally everything will
continue to increase, leading to 12 months of
insane competition, endless labor churn, and
boundless opportunity”
Source: Dr John Sullivan, ERE.net
Recruitment is Changing
“ Each of these trends to come
presents unbelievable
opportunity to those recruiting
leaders brave enough to break
rank and step forward to
challenge the status quo.”
1. Churn
2. Contingent labor
3. Show Me the Money
4. Return of the Talent War
5. Direct Sourcing
6. Jugaad is Required
7. Employment Branding
8. Tool Obsolescence
9. Obsolete Talent
10.Retention
Source: Dr John Sullivan, ERE.net
No More Hype
There are many ways this can be applied for recruiting
Here is one approach to get you started
Why This Is Important
• Never before has talent been so accessible
• Access to personal and more persuasive communication tools
• Build a pipeline of followers
• Make it easy for candidates to reach you
JobAds Agencies
Your Company
Passive Candidates
“You can’t use Wal-Mart advertising techniques to attract Tiffany customers”
Source: Lou Adler on ERE
What is Unique About Them?
At Work Helping a Competitor Succeed
Well Connected – Trust Their Networks
In Demand
Motivated by Culture and Colleagues
Build a Pipeline
• Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs
90% of employed executives will take a recruiters phone
call (ExecuNet)
70% of IT workers expect mass turnover when job
market recovers (Dice.com)
Employee turnover will increase by 50% in 2010
(ERE.net)
1 in 5 workers plan to leave their current job in 2010
(Careerbuilder)
Your Employment Brand
• Convey the meaning of a career at your company
• Amplify the real voices in your company
• Connect with people directly
• Authentic communications
• People expect you to be there
Followers are Advocates
Source: Chadwick Martin Bailey and iModerate Research Technologies
Empower Employee Advocates
• Scale referrals by provide something unique and interesting to distribute
OR
Making the Case
1. More popular than email
2. Time spent jumped from 2 hrs a month to 5 ½ hrs today
3. Facebook just topped Google as the most visited website
4. Drives more traffic to news, entertainment sites than Google
1, Nielsen 2 Hitwise 3, 4 CompeteSource: Nielsen
Experienced Audience
A Priority for Recruiters
Ads, Online
Online videos
Career Fairs
Social Media
Open Houses
Agency – Retained
Agency – Contingency
Ads, Broadcast
Resume Databases
Employee Referrals
Ads, Print
Networking Events
Online Job Boards
Corporate Website
Internal databases
0% 20% 40% 60% 80% 100%
How are you planning to
use the following sourcing
methods in 2010?
Source: 2010 JCSI Survey of Recruitment Professionals
A Priority for Recruiters
Ads, Online
Online videos
Career Fairs
Social Media
Open Houses
Agency – Retained
Agency – Contingency
Ads, Broadcast
Resume Databases
Employee Referrals
Ads, Print
Networking Events
Online Job Boards
Corporate Website
Internal databases
0% 20% 40% 60% 80% 100%
Source: 2010 JCSI Survey of Recruitment Professionals
Top Methods to Increase in 2010
1. LinkedIn
2. Social Media
3. Employee Referrals
Engagement = Business Success
“ companies that are both deeply and widely engaged in social
media surpass their peers in terms of both revenue and profit
performance by a significant difference”
http://www.engagementdb.com 17
What It Does Best
Finding and Connecting
• Identify talent based on
demonstrated expertise
• Find people not active on
the job boards
• Connect with candidates
on their own terms
Meaningful Communication
• Convey the meaning of a
career at your company
• Sell your company and your
position
• Respond to questions and
start a discussion
Building Your Brand
• Amplify your messages and
participate in the discussion
• Be found in search engines
• Generate word of mouth
and employee referrals
What It Is Not Good At
All Your Sourcing
• This will not replace all
traditional methods
• Use it first to network and
tap your pipeline
• Dive in deep when job
boards are ineffective
Just Pushing Jobs
• This is not just another
medium
• Requires a different
approach
• Spamming techniques will
damage your brand
Just Making Friends
• Network with no content
will fade quickly
• Not everyone will want to
friend or be a follower
• Authenticity and
transparency are critical
Social Media Universe
Source: fredcavazza.net
Developing a Strategy
P O S TPeople Objectives Strategy Technology
Who is the audience?
What are they doing?
What are you looking to achieve?
listen / talk / support / energize
How will you achieve these objectives?
Choose the appropriate
technologies
Source: Forrester Research
Getting Started
Your Career Website
• Build your connections!
• Company customization options are limited
• Make your profile strong
• Frequent status updates (connect to Twitter)
• Share company presentations (Slideshare plug-in)
• Start a Group for your company careers
• Review and participate in Answers
Looking Beyond LinkedIn
• Start a Careers page for your company
• Customize tabs for your employment branding
• Share/discuss career events, news, etc
• Respond to questions
• Be careful about personal friend invites
• Watch your community page
Targeted Ads
• Target specific groups of people– schools– interests– companies
• Pay only by the click
• Leverage the personal advantage of the network Sample FB recruitment ad
featuring the hiring manager
Source: Techcrunch
Zuckerman’s Law
“Next year, Facebook users will share twice as much
information as they share this year, and next year,
they will be sharing twice as much as they did the
year before.”
Once a network is in place with active and engaged users, participants are
motivated to share information more regularly, which in turn solicits more
engagements from friends, creating a vicious circle of user interactions
Source: NY Times
• Start a company careers account
• Customize your background with messages/URLs
• Many tools help manage multiple users
• Follow the influential and interesting
• Discuss, don’t just post openings
• Link to your other communities (track with bit.ly)
YouTube
• Start a careers channel
• If you have videos, unlock them from your site!
• Flip camera or put slides to a podcasts
• Interview with hiring managers about a opening
• Much more interesting than a job description
• Personalize your company, thought leaders
• Brief “why work here” videos
Google Reader
• Your monitoring command center (free)
• Collect RSS feeds for real-time updates
• Mentions of your company in:– Google blog– Twitter (industry events)
– YouTube– Employer Review Sites (Glassdoor)
• Monitor industry blogs, competitors, employees,
Measurement
CandidatesResumes, ATS profiles, screens,
interviews
EngagementConversations, interactions,
forwards, sentiment, referrals
ReachViews, visits, followers, fans, posts
What’s Next
Niche Communities Mobile
A better platform for socializingHighly relevant content within specific
industries, functions and skills
A Little About JCSI
JCSI is a recruiting services firm
specializing in passive candidate
research and social media strategies
to help companies hire the best
candidates faster at a lower cost.
12 years of experience with emerging companies and Fortune 1000
Leading edge of using new tools to improve the recruitment process
Leave Your Card
This Presentation
Social Staffing eBook
Recruitment Survey eBook
Nielsen Social Media Report
JCSI Case Studies
I’ll email you the following…
[email protected] www.twitter.com/bcavoli
Thank You
Brian Cavoli
774-760-0250
www.twitter.com/bcavoli
www.linkedin.com/briancavoli