Using social media in hr & recruiting jennifer mcclure

2. why does
social media
matter?

3. evolution of communication

4. recruiting has changed
1997 sources of hire 2010 sources of hire
Newspaper ads 28.7% referrals 27.5%
Employee referrals 19.7% job boards 24.9%
agency (contingent) 10.4% career site 18.8%
contract recruiters 8.7% college 7.2%
job fairs 8.3% direct sourcing 5.0%
other advertising 5.0% re-hires 2.8%
image advertising 4.6% temp/contract-hire 2.4%
trade journals 4.2% 3rd party 2.3%
college 2.9% print 2.0%
resume services 2.9% career fairs 1.8%
agency (retained) 2.1% walk-ins 0.7%
internet 2.1% other 4.7%
radio 1.5%
http://www.careerxroads.com/news/SourcesOfHire11.pdf

5. 650 million profiles
490 million users
240 million blogs
130 million accounts
who’s using
120 million members
social media?

6. why should
you get
involved?

7. professional development
“using my social networks makes my job easier. i
don't need to google info, i just ask my friends.”
trish mcfarlane – hr business partner, st. louis children’s hospital

8. employment branding
your employment brand is the
way your organization’s
prospective applicants,
candidates and employees
perceive you as an employer

9. ‘social’ recruiting
“social media allows recruiters to network, build and maintain
relationships with candidates in new ways and provides a forum
to engage a much broader audience. it doesn’t replace
traditional relational recruiting, it enhances it by allowing
recruiters to extend their reach in a very cost effective way. “
lars schmidt – director of talent acquisition, npr
web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf

10. where
should
you start?

11. monitor & ‘listen’
http://www.tweetdeck.com
http://www.google.com/alerts
http://www.socialmention.com

12. define your goals
sample initial goals
branding/marketing
• improve brand presence to build awareness
• increase positive mentions/sentiment about our brand
website
• increase traffic to careers site
recruiting
• attract qualified candidates to our career opportunities
• develop a source for active & passive candidates

13. prepare a response strategy*
* before you need it
http://www.johnhaydon.com/2010/08/org-facebook-page-decision-flowchart
http://www.webinknow.com/2008/12/the-us-air-force-armed-with-social-media.html

14. plan your activities
• create a content calendar
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
Sunday
• Recognize
a
• Post
“day-­‐ • Ask
a
• Share
• Chat
with
a
• Link
to
• Poll
Fan
or
in-­‐the
life”
Ques:on
Company
Recruiter
Career
Ques:on
Employee
photo(s)
news
informa:on
• Schedule
• Ask
a
an
Event
• Post
a
Ques:on
Video
• schedule time
• use scheduling tools for some content

15. provide guidelines & training
* free database of 177
Social Media Policies:
socialmediagovernance.com/policies.php

16. expect more good than bad
63% of job seekers have a
better impression of a
company that responds to
negative posts / comments on
their social media site than
those who do not

17. reconsider blocking social media

18. choose
your ‘tools’

19. select tools that meet your needs

21. this ain’t traditional recruiting
recruiter
potential candidate

22. company or careers page

23. employment branding

24. employment branding
“we have found that current employees are the most
widely used and are by far the most trusted source
of information about organizations for candidates.”
corporate leadership council

25. share information

27. employment branding

28. recruiting

29. share information

31. professional development

32. employment branding
* Companies that blog attract 55% more website traffic

33. employment branding
http://www.daxkonation.com

34. create community
http://www.emc.com/community

35. share information
“Blogging is the new
newsletter at Mayo Clinic.”
Linda Donlin - Internal Communications Manager
Mayo Clinic

37. professional development
“Twitter has helped me to know
my customers, solve customer
problems and to create
relationships to do that.
There is a fabulous community
of HR professionals engaging
with each other via social media.
My professional visibility because
of my interactions on social
media is much greater than it
was a year ago and it is helping
me to make new contacts and
explore opportunities.”

38. be ‘social’

39. find people/candidates to follow

40. recruiting

41. post jobs
http://www.tweetmyjobs.com
http://tweetajob.com

43. professional development

44. company profile

45. your profile

46. find candidates

47. post jobs

48. create community

49. tie it all
together

52. Thank you!
hPp://unbridledtalent.com
jennifer@unbridledtalent.com
hPp://www.facebook.com/UnbridledTalent
hPp://www.linkedin.com/in/jennifermcclure
hPp://twiPer.com/CincyRecruiter