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Social Media for Recruiting
November 2009

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We’re here to talk about Social Media
What is social media?
Listening to your audience
Contributing via social media
Tips & tricks of the trade
Executive Support

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What is social media?
Teams should have a clear plan in place before engaging in social media
activities.
Blogs
Feedback &
Suggestions
Photos
Videos &
Podcasting
Social Networks
News Aggregators
Social Bookmarking
Commerce & Collaboration
Communications &
Entertainment

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And a few more examples…

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The audience
Tip: Know your reply ratio – try to keep them in balance – try to
have a conversation.
A deep understanding of your audience is critical to building and joining
conversations that add value to both your company and your audience.
Who…
are we trying to reach?
Where…
is our target audience?
How…
are we going to engage with them?
What…
are we going to share with them?
When…
will we share it and how often?
Why…
do they care?

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What can you contribute via social media?
Tip: Know your reply ratio – try to keep them in balance – try to
have a conversation.
Social media does not live in isolation. It’s an extension of blogs,
websites, and traditional media.
Links to PR, blogs, videos,
photos, news, interesting
articles
Conversation and debate
Connections with people and
brands
Mix of broadcast and
conversation
What else?

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Go beyond “What are you doing?”
Tip: Know your reply ratio – try to keep them in balance – try to
have a conversation.
Candidates want to get to know the company, as well as well as the
people at the company when making a decision.
Publish UGC that shows the real soul
of the company and tells the story,
use photo, video, audio to help those
stories come to life
Have real Q&A sessions where
candidates can ask questions, get
real answers, and have this
exchange be indexed and searchable
Build and cultivate the company’s
candidate/career presence on
Twitter, Facebook, Linked, etc.
through real two-way dialogue
Encourage recruiters, hiring
managers (all employees really) to
seek out potential hires and build
relationships with them

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Tips for Using Social Media for Recruiting
The right profile: People follow people but also follow brands – make the
brand image reflect what you want people to see about the company
Spread the word: Put a link on your e-mail footer, job postings, .com and other
online accounts, e-mail your contacts and fellow recruiters and suggest the
same
Keep the conversation going: Use social media to update people on current
recruiting activities – not only job postings, but events, articles
Find top talent: Really good people are inquisitive so many will be checking
out SM; think about how LinkedIn or Monster search is used by recruiters!
Job postings: Get your job headline right as that’s all that will be seen on most
social sites. What are your key selling points? Brand – title – location?
Follow top candidates: Finding great people is hard; getting them to connect
can be harder. See if you can follow them and start a conversation on Twitter.
Keeping in touch: Stay in touch with folks that leave, as well as those that
have showed an interest in the company. You never know when they may be
interested again or who they know that will be interested.

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Top 50 Companies using Twitter for Recruiting
Source:
http://www.job-hunt.org/job-search-news/2009/06/09/top-50-employers-recruiting-on-twitter/

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Keys to Success on Any Platform
Committed resource(s) for each
platform
Seed community with great content
from committed contributors
Customize the look and feel to match
objectives
Promote it!
Encourage active participation
Manage with consistency
Listen & Optimize
The full potential of a social media campaign is realized in the long-term,
not in one-time campaigns.

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Getting Executive Support
Tap into executives that “get it” or
have shown and interest and enable
them to be advocates
Highlight realistic goals
Be honest with budgetary needs –
nothing is free
Articulate your goals per each tool
Metrics never hurt
- Are you getting more resumes?
- More high quality candidates?
- Filling jobs quicker?
- Spending less on recruiting?
Establishing clear goals for your efforts will help you to frame and
execute your social strategy.

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Key Take Aways
Set clear goals and match them with
available tools
Start small and focused
Provide strong guidance and
coaching at the outset
Communicate, communicate,
communicate
Don’t underestimate the need for
training
Committed staff is a must
Understand and embrace emerging
social technologies –they’re important
to us, and to you
Establishing clear goals for your efforts will help you to frame and
execute your social strategy.

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Questions?
Feel free to reach out to me at
any time!
Jamie Pappas
Manager, Social Media Strategy
pappas_jamie@emc.com
www.jamiepappas.com