the myths and power of social in acquiring the best talent

Recruiting 3.0: Why “social” matters and some emerging new practices

Janet Swaysland Senior Vice President of Global Communications and Social Media for Monster Worldwide

Eric Winegardner Vice President of Client Adoption for Monster Worldwide

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Copyright – 2011 Monster

It’s all about hiring people. Filling positions.

Everything is a means to this end.

But the world of work is changing…


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New World of Work


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New World of Work


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Which describes you best when it comes to incorporating “social” into your recruiting strategy?

P O L L

I’m a social media zealot, it really works for me

I’m dabbling and on the fence about its value

I’m a skeptic and hope it all goes away

Please Vote to the Right of Your Screen


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In 45 minutes or so

• Why “social” matters for talent acquisition: Social media is social business

• 6 Big realities and a little advice along the way

• Are you ready? A recruiting 3.0 checklist

• Helpful resources


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•New categories, models, winners and losers

Business

•Create preference and drive revenue

•Infuse social into products, services and experiences

Company

•Participatory culture >> new communications tools and management styles to leverage and retain talent

HR

•Employer brand must engage; multiplatform strategy

Recruiting

•Learn, participate, gain personal brand via social platforms – internal and external

•Changing expectations

EEs

It’s social business now (with big opportunity for people functions)


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“Yes, but…”


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6 New Realities for Talent Acquisition

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REALITY #3New tools and technology are here to help. But tools are not a strategy.

REALITY #1“Social” does matter – and you already know all about it.

REALITY #2Your people are your brand. And they are either working for you or against you.

REALITY #4Beware of candidate labeling. Today’s candidate has multiple sources.

REALITY #5Search is the new killer app.

REALITY #6As the economy improves, recruiting will be different this time.


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“I guess I have to. But where do I begin?”

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REALITY #1“Social” does matter. The good news? You already know a lot about it.


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REALITY #1: “Social” does matter. The good news? You already know a lot about it.

• Reciprocity

• Fairness

• To help and be helped

• Recognition and belonging

• Tribes

If you’re human, you already “get” the secret to social media.


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• Expand your comfort zone

• Toughen up your skin, and choose your battles

• Get used to a messier, less linear world

• Enable the conversation, don’t try to control it

• Embrace, but don’t overreact

• Keep it real, for you and for them

New practices

REALITY #1: “Social” does matter. The good news? You already know a lot about it.


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“How are candidates finding out all this ‘inside info’ about our company?”

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REALITY #2 Your people are your brand. And they are either working for you or against you.


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Your employees are your best brand ambassadors.

How credible do you believe each of the following is as a source of information about a company?

Source: Edelman Trust Barometer

REALITY #2: Your people are your brand. And they are either working for you or against you.

Specialist Sources Most Credible


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It’s about putting a face behind the brand and giving your people a voice

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17URL: http://mashable.com/2009/09/11/banks-social-media/#

If banks can do it, you can do it…

1. Community building2. Product research3. Customer service4. Marketing and promotion5. Transparency



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Does your company block employees from social sites like Facebook, Twitter, LinkedIn, etc?

P O L L

Yes

No



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Dispel the Biggest Myths/Fears

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• How will this affect workplace productivity?

• How can we control it?

• What if someone says something bad?

• Isn’t social media just a fad anyway?

Social Media at Work: Enable your Employees to Be Company Advocates

By Shel Holtz


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http://hiring.monster.com/hr/hr-best-practices/workforce-management/employee-performance-management/social-media-at-work-US.aspx

http://hiring.monster.com/hr/hr-best-practices/workforce-management/employee-performance-management/social-media-at-work-US.aspx

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See your database as a social source.

Habits

• Keep everyone educated and engaged

• Team up with marketing

• Know what people inside are saying outside

• Walk the talk internally

• Find evangelists in your company

• Get a social media policy in place

New practices


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“I just downloaded TweetDeck andI’m starting to Tweet! Now what?”

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Research & Listen

Measure

Research. Listen. Engage. Measure.

REALITY #3: New tools & technology are here to help. But tools are not a strategy.

Engage


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• Enjoy while it’s free

• Pick three not ten

• Get the engagement habit

• Think AND not OR

• Start small, with focus

• Listen and monitor (non-stop)

New practices

REALITY #3: New tools & technology are here to help. But tools are not a strategy.

Do Something!


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“’Passives’, ’actives’, ‘poised’,’ browsers’, ‘internal,’ ‘external’… is this smart?”

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REALITY #4 Beware of candidate labeling. It’s not that simple.


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Employee

What’s my career path here?

I am actively seeking a better job with a great company.

I’ve been here for 15 years and am comfortable. But I’ll listen to a recruiter’s pitch.

I’d never consider joining that company after how they treated an unemployed friend of mine who applied there

REALITY #4: Beware of candidate labeling – It’s not that simple.


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Habits

• Don’t close the folder

• Source inside

• Be accessible to anyone interested in learning more

• Focus on candidate experience

• See your database as a social source

• Resist labeling; challenge assumptions

New practices

REALITY #4: Beware of candidate labeling – It’s not that simple.

Candidate


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“I am looking for the sharpest needles inthe biggest and best haystacks. And I need to find them first.”

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“Semantic tools create matches based on ideas, not just keywords, and serve-up

additional job candidates who would not previously have been found.”

-- Sue Feldman, IDC

REALITY #5: Search is the new killer app.

It’s a multisource world.

Next gen search tools find the right candidates from

the most possibilities.

JOB POSTINGAPPLICANTS

SAVEDRESUMES

EMPLOYEEPROFILES

WEBSITEVISITORS REFERRALS

SOCIAL NETWORKS


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Habits

New practices

REALITY #5: Search is the new killer app.

• Reconsider your sourcing strategy

• Think skills and experience, not keywords

• Mine the talent pools you already have

• Consider OFCCP compliance as you search

• Retool your recruiters

• More face time, less screen


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“I’m worried about resources, focus, change. 2011 is a huge year for us.”

REALITY #6As the economy improves, recruiting will be different.

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P O L L

Very concerned, we’re already losing some A-players

Concerned, but think we are addressing it

Not really concerned, we will survive


How concerned are you about turnover of your top performers?


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“Today’s employers feel that employees are loyal due to the economic

times, but the reality is they are not. Because of this, there is a strong

likelihood that when the economy turns for the better, employers could

find themselves with valued employees jumping ship. This places

pressure on them to put retention measures in place now.”

-- KATHERINE

JONES, HCI RESEARCH FELLOW.

REALITY #6: As the economy improves, recruiting will be different.


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Habits

• Build in capacity for innovation and change

• Plan now to recruit recruiters

• Add at least one social media capability

• Optimize your reach and targeting

• Prepare to resell current employees

• Re-evaluate your recruitment process

New practices

REALITY #6: As the economy improves, recruiting will be different.


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The 6 New Realities

REALITY #1“Social” does matter – and you already know all about it.

REALITY #2Your people are your brand. And they are either working for you or against you.


REALITY #4Beware of candidate labeling. Today’s candidate has multiple sources.


REALITY #6As the economy improves, recruiting will be different this time.

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Recruiting 3.0 – Is your company ready?

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A Recruiting 3.0 Readiness Checklist

Our company has clear goals for integrating social media into the hiring process.

We have the people resources and bandwidth to commit to Recruiting 3.0.

We know which social media sites are popular with our target audience.

We produce enough quality content to sustain social media conversations.

We are embracing the power of new search technology.

Our career website is prepared for social media integration.


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Resources for Learning More

www.monsterthinking.com

smartblogs.com/socialmedia/

mashable.com/2009/06/02/social-media-policy-musts/

www.socialmedia.org

www.socialmediatoday.com

www.recruitingblogs.com


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http://smartblogs.com/socialmedia/




http://mashable.com/2009/06/02/social-media-policy-musts/

http://www.socialmedia.org/

http://www.socialmediatoday.com/

http://www.socialmediaexplorer.com/



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Q & A

Thank you for your kind attention!

Janet Swaysland Senior Vice President of Global Communications and Social Media for Monster Worldwide

Eric Winegardner Vice President of Client Adoption for Monster Worldwide


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