Need helping recruiting members of Generation Y to your job openings? In this webinar, we’ll discuss how to use recruiting 3.0 strategies such as search engine optimization and talent communities to recruit today’s young professionals. We’ll discuss the importance of engagement and authenticity in professional networking sites. We’ll also share some tips on SEO and other recruiting strategies that you should be utilizing.

1. How to Recruit Young Professionals
Utilizing Recruiting 2.0 Tools
How to Recruit Young Professionals
Utilizing Recruiting 3.0 Tools
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2. What We’ll Cover
• Social media and networking sites
• Talent communities
• Social applicant tracking
• Search engine optimization (SEO)
• Other recruiting strategies
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3. Recruiting 3.0 & Today’s Young Professionals
• What is recruiting 3.0?
– Utilizing today’s tools to recruit candidates to your
company, including social media, RSS feeds, talent
communities, search engine optimization, etc.
• Who are today’s young professionals?
– Generation Y, born 1977-1997, also known as Millennials
or the Internet Generation
– Tech-savvy, passionate, concerned about the
environment, well-educated
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4. Social Media & Young Professionals
• Social media
– According to Nielsen, sites like Facebook and Twitter now
account for 22.7% of time spent on the web (Mashable,
Aug. 2010)
• Young professionals and social media
– 85% of members of Gen Y use social networking sites
(eMarketer)
– An average job seeker spends 5 hours per week using
social media
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5. How to Use Social Media in Your Overall Strategy
• Engage in sites like LinkedIn, Facebook, Twitter &
YouTube
• Include links to your company careers page or
portal
• Interact with potential candidates & job seekers
• Be a real person: authenticity & transparency is
what Gen Y expects
• Regularly update your profile and status on each
site to inform followers & fans about job openings or
current news
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6. LinkedIn (85 Million+ Users)
• Create a company page
• Provide information on current job openings,
products & services, and links to your website
• Engage in groups (or create your own) and
LinkedIn Answers
• Incorporate applications for branding and sharing
– Slideshare
– Wordpress/blog applications
– Events
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7. Facebook (500 Million+ Users)
• Create a company page
• Provide a separate tab with information on careers
at your organization
• Post links and relevant information for your fans
• Interact with fans, create a community
• Send updates to fans periodically
• Promote events through creating a Facebook Event
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8. Twitter (175 Million+ Users)
• Create a company account and separate recruiter
accounts
• Participate in job seeker chats
• Share blog posts, relevant links and articles
• Interact with followers and potential candidates
• Regularly promote/highlight others (they’ll likely
reciprocate)
• Link to other social media accounts and your job
postings
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9. YouTube (people watching 2 billion videos/day)
• Create a company account
• Develop a video strategy
• Post videos to your account
• Customize your YouTube channel with a unique
URL and skin
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10. Blogging (77% of Active Internet Users)
• Good for SEO of your website
• Establish expertise in your field or industry
• Address concerns or common questions
• Create a community of employees, candidates and
customers
• Share industry news
• Link to media coverage and other social media
accounts
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11. Talent Communities
• A network of groups: potential employees, past
applicants, former employees (“alumni”),
recruitment professionals, college campus
recruiters
– All together in one place: your careers hub
• A portal focused on two-way interaction between
these individuals
• A great way to interact with potential employees &
answer questions/confront concerns
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12. Why Do You Need a Talent Community?
• Qualified candidates at a recruiter's fingertips
• Less dependence on expensive, ineffective job
boards
• Less money spent on job advertisements
• Increased interaction with potential candidates
• Better quality of applicants to job openings
• Creates a talent pipeline for future job openings
• Attracts passive candidates
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13. Social Applicant Tracking
• Keep up with applicants and candidates through
social applicant tracking
• Stay in touch with candidates throughout the
recruitment process
• Manage referrals and applications
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14. Optimize Your Careers Site for Search Engines
• SEO is an important part of your recruiting strategy
• How will job seekers find your site if it doesn’t show
up as a top page in search results?
• Drive traffic to your listings
• Optimize your site to show up first for searches of:
– “Your company name” jobs
– “Your city” jobs
– “Your industry” jobs
Contact Heather at heather@comerecommended.com 14

15. Why Does SEO Matter When Recruiting Gen Y?
• Gen Y grew up with the Internet
• They tend to start their job search on search
engines rather than job boards
• They trust your careers site over a job board ad
• If your page isn’t optimized, they’ll find someone
else’s job listings before yours
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16. How to Improve SEO on Your Careers Page
• Include relevant keywords and search phrases in
job listings
• Remain active: blogging, forums and updating your
pages often make it look more established
• Make it easy to navigate (good for job seekers, too!)
• Link to your careers page whenever you can (social
media helps with this) – search engines will notice
• Optimize your page titles
• Correctly format URLS
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17. Other Recruiting Strategies
• Niche job sites
– MediaBistro, Dice, YouTern
• Job aggregators
– SimplyHired, Indeed
• Mobile marketing
• Instant messaging
– Skype, Meebo
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18. Other Recruiting Strategies, Cont.
• Create content
– Whitepapers, eBooks
• Create podcasts
– BlogTalkRadio
• RSS Feeds
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19. Important Take Aways
• Go where the young professionals are: the Internet
& social media
• Be real: Gen Y does not want to interact with a
“company account” – they want real people who
they can relate to
• Talent communities: a good way to bring together
former employees, potential employees and
recruiters for interaction
• Be visible: make yourself easy to contact and
connect with online in order to attract talented Gen
Y candidates
Contact Heather at heather@comerecommended.com 19

20. About Cachinko: Get & Stay Connected
Talent Community Manager (TCM)
• Target job postings to
specific Talent Networks. Your
Talent Network: Talent Network: contacts can apply, refer and
Houston Drillers (34) Houston Engineers (19) share the jobs!
• Your Talent Community is
secure and private. Your 1st
Stacey Tim Sally Bob Harry degree contacts are always
secure, they can never be
Sally’s Personal Network: seen by others.
• Your recruiters can effectively
TCM engage the Talent
TPR Richard Courtney Community in conversations
about job openings.
Courtney’s Personal Network:
Maria Sally Edward Mark
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21. Cachinko Broadcasts Your Jobs!
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22. Thank you!
Join us for our next employer webinar on:
January 27, 2011: How to Create & Maintain a
“Green” Recruiting Program
Contact Heather at heather@comerecommended.com