Pinstripe #recruitcamp Nashville Presentation
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Pinstripe #recruitcamp Nashville Presentation
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Pinstripe #recruitcamp Nashville Presentation
- 1. August 26, 2010 How Social Recruiting Supercharged the World's Premier Measurement Company
- 3. Introductions & Background Greg Summers Business Development Director D: (215) 462-2838 C: (215) 834-4642 Michelle Krier Director of Marketing & Social Media D: (262) 439-1443 C: (414) 617-3103
- 4. Partnership Formation The partnership launched in June 2009
- 5. State of Social Media – June 2009 Sporadic tweeting No engagement
- 6. Process for Crafting the Social Recruiting Strategy
- 9. Implementation & Initial Roll-Out
- 11. Implementation & Initial Roll-Out
- 13. Implementation & Initial Roll-Out
- 14. Implementation & Initial Roll-Out
- 17. Lessons Learned
- 19. Results
- 20. Results Source Effectiveness: June 1, 2009 – May 31, 2010 Source Jobseekers Candidates Hired Facebook 394 4 LinkedIn 987 15 Twitter 25 0 Social Media (general) 187 0 Viadeo.com 7 0 TOTAL 1600 19
- 21. Success Stories
- 23. LinkedIn Job Posting Agilent Community to the Rescue!
- 24. What’s Next?
- 26. Thank you. Visit us at www.pinstripetalent.com or call 877-797-3379
Notes de l'éditeur
- When the partnership formed there was a Twitter account focused on campus and internship recruiting but no efforts at engaging and the account was updated sporadically
- Before Pinstripe did anything, we sat down with Agilent to better understand what their goals were for implementing social recruiting as part of their recruitment marketing plan. We came up with three overall web-based goals and will be talking today specifically about the social recruiting efforts.
- A lot of companies like to jump right in because they want to get on the bandwagon. Need to know who you are trying to reach, what your goals are and that will determine what tools you use. Talk through candidate profiles
- Goal of each site is not to simply post jobs. We work w/many people in Agilent to find content that will be interesting and relevant to people, hopefully to give them a better sense of what it’s like to work at Agilent and if they would be a good fit, then intersperse job openings in that messaging.
- Note what changed from original Twitter account to this one – name, focus on professional/technical staff, started following others, customized Twitter background, added links to other social media sites, Tweets not just about jobs. Can see lots of engagement here – direct messages to people, retweets, etc.
- Agilent originally using tiny urls for shortening links, bitly offers better tracking and sharing options. Goal is always to track in a variety of ways - - # of clicks, # of retweets, # of mentions. Tracking helps determine if we’re being successful as well as what types of content is resonating with your followers, friends and fans
- Highlight the engagement of the group members, Ali starts discussions and gets good responses, etc.
- Note that all 3 social media profiles have the same name – Agilent Careers – which helps from a branding perspective Always promoting other Agilent social media sites and the company careers page as well
- In addition to FB, LI and Twitter, we also targeted other niche social networking sites. Our recruiters created a profile and started networking in these groups and we leveraged free job posting boards if they existed. Goal was to drive candidates to other Agilent social media sites and to the Agilent careers page.
- Talk about how we encouraged the talent acquisition staff to promote Agilent’s social media presence by including links in their email signatures and how links have been added on the Agilent careers landing page
- Address the change from 1 recruiter managing each social profile to one recruiter managing all three. Touch on that we’ve found Agilent’s online community is passionate and engaged and we’ll show an example of that in just a moment.
- Talk through how we’re tracking source effectiveness in VE and that using social media for recruiting is a gradual process. You don’t build your list of followers or friends overnight but that we are tracking in the right direction. Also point out that not everyone is the right candidate for Agilent so it’s ok (and should be the goal) to communicate w/people through social media and come to the result that they are not the right fit for Agilent and vice versa. We make sure to treat everyone w/dignity and respect so that they come away feeling positive about their interaction w/Agilent.