HR 2.0 Social Media Strategy for Recruitment & Talent Management

Sidneyeve Matrix

digital proclivities

web firstContext

image: Ed Yourdon

Context

Context

Context

image: Quang Minh

social is mobile

Context

image: Michael Dawes

ambient connectivity6 messages per waking hourstatversations

6 messages per waking hour

millennials and other digital natives find comfort in

Context

tech-forward companiesare attractive to graduatesit's a signal of innovation

image: vanessa hutd

"More companies are discovering that an über-connected workplace is not just about implementing a new set of tools---it is also about embracing a cultural shift to create an environment where employees are encouraged to share, innovate and collaborate virtually."

~Jeanne Meister, Harvard Business Review

Gen Y work priorities

FlexibilityFun cultureMentorshipChallenges

Work with impactTechnology (social & mobile)

Professional developmentOpportunity for advancement

"I need to access my Facebook in order to do my job."

by El Ronzo

~Millennial MBA, interviewed in Harvard Business Review

image by El Ronzo

impact of social media 1. employer branding2. collaboration & communication3. talent recruiting4. assessing candidates before hiring5. professional development of employees6. employee engagement7. driving innovation

Manpower Employer Perspectives on Social Networking survey of 34,000 employers worldwide in 2009

where will the

be most felt by companies in the coming years?

people management & enterprise strategyshape & support new ways of working

image by DeaPeaJay

CHRO leadership

translating talent strategy into business value using social media

Objectives

what business benefits are you seeking?

1. Brand elevationcommunicate EVPthought leadership

Sample Objectives

2. Attract & engage candidatesthe right

in the right positions, this is competitive advantage

Sample Objectives

3. Increase productivityand organizational effectiveness

via collaboration, transparency, agility

Sample Objectives

4. Raise the satisfaction indexincrease motivation & keep morale high

Sample Objectives

5. Reduce attritionengage & retain great employees

Sample Objectives

6. Successionplanningidentify & support high performancehigh potential employees

Sample Objectives

Social recruiting90% companies plan social recruiting in 2011

source: JobVite survey of 800 companies

and 64% hired via social networks in 2010

from job boards....

Social Recruiting

"Twitter is altering the recruitment advertising landscape. The focus is now on providing users with the tools to access, find and filter jobs within the Job Cloud."

~ Matt Alder, RecruitingFuture.com

...to the Job Clouda brave new world for recruiting

Social Recruiting

job notices on niche news media sites & streams

Social Recruiting

career maps

Social Recruitingvisualizing

career mapsvisualizingrecruiting  microsite  links  from  Facebook,  consistent  color  coding  make  it  easy  to  follow  the  career  maps

videosSocial Recruiting

social mediafor social good

Social Recruiting

Social Recruiting

careeradvice+ Q&A

Social Recruiting

P2P workshops

"Involvement of employers inspires and informs young people, preparing them for the workforce ...

Social Recruiting

...by making them aware of the skills and attitudes employers expect."

~David Cruikshank, Deloitte Chairman

Social Recruiting + thought leadership

image: lenifuzhead

inbound recruitment marketingadding value at social touch points

Socializing Employee referral programsSocial Recruiting

how  is  HR  leveraging  our  social  graphs?

Social Recruiting

simple  +  impactful  Q:want  to  work  with  your  friends?  

Social Recruiting+ job searching

When  I  tested  BeKnown  it  immediately  posted  a  bunch  of  spam  on  my  Facebook  wall  without  permission.  Very  uncool.

The  service  is  gameified,  so  if  you're  not  interested  in  spam  and  silly  badges,  I'd  give  it  a  pass.

Social Recruiting& job searching

In  2011  BranchOut  scaled  back  their  game  elements  and  grew  by  a  million  members.  

This  app  is  cool  way  to  professionalize  your  Facebook  and  discover  jobs.

Socializing & "turbocharging" P2P referrals Social Recruiting

Career Microsites social recruitment landing page

Social Recruiting

image: Pink Sherbert Photography

Source: CareerBuilder Harris Interactive survey 2010

job listings 35%fast facts 26%info about career paths 23% evidence that working there is fun 16% employee testimonials 16%photos from company events 12%

when job seekers visit recruiting microsites, what do they want to see?

business cultureflexible

Social Recruitingmicrosites

career pathsclear

Social Recruitingmicrosites

a day in the life videotruthiness & transparency

Social Recruiting +Employer Branding

Social Recruiting

Are  your  campaigns,  events,  initiatives,  digital  assets  capitalizing  on  the  power  of  social  friendship?

image: Spenser Finnley

Social Recruiting

image: hfabulous

Word of mouth webreaching passive candidates

Social Recruiting

we’re all looking for something to share

FXspilloverenthusiasm &

the social graph

Social Recruiting

Social Recruiting +Employer Branding

image: Jack Fussell

Social Recruiting +Employer Branding

Shareable content by design

the currency of the social web

Social Recruiting

moments of microboredom

image: withgalen

infosnacking

Social Recruiting

image: christopher frier brown

mobile  content

Which of your career streams needs a social recruiting makeover to be more interesting and spreadable?

Social Recruiting

infographicsSocial Recruitingshareable  content

mobile  contentSocial Recruiting

branded appsSocial Recruiting

mobile  content

DIY  apps

or exclusive sponsorshipwhite label?

Social Recruitingmobile  content

Is  there  a  cool  app  buried  in  the  app  stores,  that  resonates  with  your  brand  values  and  would  add  value  to  your  clients'  or  employees'  smartphones?

Many  underpaid  indie  app  developers  would  welcome  an  exclusive  $pon$or$hip  offer.  The  fastest  way  to  get  into  mobile  could  be  co-­‐branding  or  white  labelling.

gameification & microfameinternships 2.0

Social Recruiting

Internships  are  not  always  unpaid.  The  most  coveted  positions,  ones  with  high  visibility  and  major  perks,  are  increasingly  being  filled  via  social  web  contests.

These  campaigns  are  purpose-­‐built  for  virality.

Social Recruiting

internships  2.0

Social Recruitinginternships  2.0

game elements

high visibility

Social Recruitinginternships  2.0

high visibility

internships  2.0Social Recruiting

game elementshigh visibility

Social Recruitinginternships  2.0

putting  interns  out  in  front

Social Recruitinginternships  2.0

Social Recruitinginternships  2.0

Talent Management & Retention

Gen Y is eager to develop marketable skills and is seeking career trajectories.

image: jamesjustin

support community knowledge sharing with a less hierarchical structure

increase employee satisfaction, motivation, and performance

cost savings bonus: preserve organizational memory

inward facing blog Talent Management

increasing openness, decreasing silos

bonus: social media makes leaders more visible to employees

helps if your goal is more transparency

Talent Managementan inward facing blog

(but only if they are willing to participate!)

image: mark sebastian

cross-generational knowledge-sharingSocial technoMentoring

Talent Management

digital literacysocial technomentoring can support increased

across the organization

Talent Management

image: lastquest

54%

Source: 2010 survey commissioned by SkillsSoft

employees surveyed feel they're not given enough time to keep up with training courses

70% would prefer on-demand eLearning

Talent Management

Training as a Perk

encourage continuous professional development to keep morale high

Talent Management

training is directly connected to employee retention

on-demand eLearningTalent Management

especially interactive formats & transferrable skills training

image: justingaynor

millennial perspectivesGenY likes being asked for their opinions

Talent Management

image: orangeacid

care enough to be interested make the ask

strategic function: gain actionable intelligence around employee performance, ambition, interests

Talent Management

acknowledge innovators by increasing visibilityfeature their backstory in newsletter

interview with quotations + photo/videoor a guest blog

Talent Management

key to employee satisfaction?

social recognition

a 1-time award?an email?a phonecall?

do your communication tools match Gen Y media use styles?

reward & recognize:Help them connect.Reward effort as well as success.Publicise their successes.Say thank you.

Talent Management

raise the visibility of your thought leaders& innovators

social software to create a culture of feedback

What's Next?looking ahead: emerging trends for HR 3.0

image: Leslie Kalohi

Gen Y is very socially consciouswants to make an impact in life and work

What's next?

101K

What's next?

social media for social good

"The HR function has a responsibility to be proactive in leading the way in establishing a company-wide CSR-enabled culture."

What's next?

social goodfootprints

image: jam343

supporting employee

What's next?

What's next?

HR+flexible work styles+ sustainability

agile productivitydata & networks at hand

What's next?

“getting” the importance of flexibility & mobilityto employees

mobile enterprise

emailsocnetsapps & datamultimedia filesremote desktop& real-time updates

from an employee perspective:what does work-ready mobile entail?

What's next?

image: fritzon

future  focused  enterprise  knows  that  next  gen  talent  (the  touch  generation)  will  be  mobile  literate

for the under 2 "consumer" group?

iPad#1

hello

iPad is the tool of choicegrade schools to biz schools

mLearning

image: Blakespot

android and iOS apps for HRwhether  podcast  or  app,  now  is  the  time  for  your  organization  to  create  some  mobile  solutions  and  content

Thank  you  to  Alexandra  Patricia  Vivien  Macgregor  for  research  assistance.  Contents  of  this  presentation  including  images  have  Creative  Commons  Attribution-­‐Noncommercial-­‐Share  Alike  3.0  Licenses.

Sidneyeve  Matrix  teaches  media  and  marketing,  culture  and  communications,  at  Queen's  University  in  Canada.Online  at  sidneyevematrix.com