A presentation to the Minnesota Recruiter's conference on how Talent Acquisition is uniquely situated to serve as a center of excellence for social business adoption. This is a stand-alone reference document.

1. socialmediatalent.com
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2. Driving Social Through The
Organiza9on
The Transi9on From
“Doing” Social To “Being” Social

3. The World Of Doing Social
• Listening
– We google our name on occasion
– We pay for a online service
– We pay aBen9on to the online service
– Someone blogs, and we talk to them
• Crea+ng Content
– We have a Facebook page!
– Someone blogs at our company
– We pay a social strategy consultant to write for us or outsource
– We have YouTube, Flickr, and other social networks linked to our company
• Integra+on
– Our marke9ng department applies social principles to digital
– Our PR department does blogger and TwiBer outreach
– Social is a magnifier for our messaging
• “Engaging”
– We have a team that looks for nega9ve feedback and responds
– We proac9vely look for market and data
– We have a good reputa9on with social folks, or a person who has a good reputa9on
socialmediatalent.com
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4. Internal Network Analysis
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5. Internal Network Analysis
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socialmediatalent.com
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6. How Social Came To Be
• I’m Not Ge6ng Valida+on
– Smart people wanted to get recogni9on
– Most jobs don’t give recogni9on
– Write what you know
• My Job Bores Me
– I’m beBer than what I’m doing
– There has to be a beBer way to do this
• Nothing Is Happening, What’s Hot?
– Moving up takes geWng no9ced
– We’re trapped, so let’s break out the promo9on structure
– Where is the aBen9on/money going in the industry?
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7. The World Of Being Social
• Listening
– Every person at our company uses social for their own informa9on
– We u9lize a number of metrics and alerts to monitor our reputa9on
– We’ve built a communica9on structure to report nega9ve informa9on
– We’ve built a communica9on structure to report posi9ve informa9on
• Crea+ng Content
– We have teams that create content based on their need
– We have clear policies in place on what is to be done and by whom
– Outsourced content is connected to internal neworks
– We have YouTube, Flickr, and other social networks linked to our divisions, with back‐up admins.
• Integra+on
– Each department is aware of the impact of social on their business metrics
– Social is at the table prior to launch of new projects
– Social is a magnifier for our people
• “Engaging”
– Communica9on up and down the management chain
– Our people proac9vely look for market and data
– We have a good reputa9on as a company with the public
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8. How Recrui9ng Fits In
• The Hub And Spoke Model
– One guru, helping out other departments
– Proving social business works, before expanding
• Becoming A Center Of Excellence
– Get known as the social person in the company
– Set model for how to adapt and adopt
• Using Recruiter Skills To Make Friends And Influence People
– Turning the interview inward
– Understanding how to get to decision makers
• Driving Recrui+ng Further Into Your Company
– How does business work? What makes a successful company?
– Bringing success to your placements
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9. Steps To Take
• Be An Awesome Social Recruiter
• Make A List Of Your Placements And Contact Them
– Post‐placement interview
– Discover what they’re challenges are in the system
• Make A List Of Managers You’ve Helped
– Pre‐ and Post‐placement interview
– Determine the standard problems new hires face
• Research Solu+ons
– Business blogs and webinars
– Asking social ques9ons in your interviews
• Pitching Solu+ons To the Decision Maker
– Make it about them, not you
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10. Tools You’ll Need
• RSS Reader
• Google Search
• TwiBer Search
• Measuring Process
• Phone
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11. Connect
• @smheadhunter
• Facebook.com/socialmediatalent
• SocialMediaTalent.com
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12. socialmediatalent.com
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