2. To provide employers an employment network that is cost-effective, improves labor
market efficiency and reaches an ethnically diverse national and international
workforce.
• 600+ Member Companies
Ø Majority from the Fortune 1500
• 17 Board of Directors
Ø All unpaid seats comprised of Member Companies (elected)
• Member focused, non-profit organization 501(c)(6)
• Pioneers of Internet Recruitment
Ø 1992 Built the 1st online job board called Online Career Center (OCC)
Ø OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com)
• Market Experts and Leaders
• Advanced Technology / Automation
• World-class products, services, deliverables…
• Advocacy for OFCCP Compliance
• Social Jobs Partnership – formed Q4 2011 – www.facebook.com/socialjobs
Ø Facebook, DOL, NASWA, NACE & DirectEmployers Association
6. What social network crossed the 10 million
mark faster than any other standalone site in
history?
What social network is considered the world’s
largest professional network on the Internet
with 150 million+ members in over
200 countries and territories?
What social network has over 1
million
links shared in 20 minutes?
What social network has a
new account
created every 11 seconds?
Sources:
1) http://press.linkedin.com/about
2) http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/
3) http://newsroom.fb.com/content/default.aspx?NewsAreaId=22
9. Companies using social media to recruit:
Sources:
1) http://www.mdgadvertising.com/blog/wp-content/uploads/2011/08/
the_roi_of_social_media_mdg_advertising_infographic.png
10. Of those respondents using social media for recruiting:
87% using
LinkedIn
55% using
Facebook
47% using
Twitter
12% using
YouTube
11. Of those respondents using social media for recruiting:
94.5% successfully hired through LinkedIn
24.2% successfully hired through Facebook
15.9% successfully hired through Twitter
3.1% successfully hired through company blog
12. Of those respondents using social media for recruiting:
91.7% using
LinkedIn
66% using
Facebook
53.3% using
Twitter
26.7% using
YouTube
13. 50%
of
job
seekers
s6ll
spend
most
their
6me
searching
on
tradi1onal
job
boards
29%
of
job
seekers
use
social
media
as
their
primary
tool
for
job
searching
Sources:
1) http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/
2) http://mashable.com/2011/07/10/digital-resume/
3) http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2
14. • Fill
out
your
LinkedIn
profile
100%
• Create
a
TwiGer
account
for
your
professional
life.
• Overhaul
your
Facebook
profile
to
make
it
work
for
you.
(showcase
strengths,
experience)
• Make
connec6ons
-‐
then
leverage
them
to
get
your
resume
in
front
of
a
hiring
manager
• Go
to
industry
events
Sources:
1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
15. 57% of job seekers expect a company to interact with fans & followers
Both active & passive job seekers say they use a company’s social media
page to apply to jobs posted, ask and get answers to questions and get
information –not the company’s website
59% of job seekers agree that what is said by others about a company is
more important in how they form their opinion about a company versus what a
company says about itself
70% agree that positive posts from fans or followers on a company’s social
media site would make them more likely to apply for a job at that company
Sources:
1) http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations
17. • Potentially larger pool of candidates
• Access to more information to better filter candidates
• More direct line of communication to the potential hires themselves
• High usage and short response time on some social networks may help
fill positions faster, resulting in a decrease of vacancy days
• Access to hidden candidates
• Increase job visibility and easy sharing
• Enhance candidate experience
Sources:
1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
19. Race
• Capturing info impermissible
to consider such as protected
classes Marital
- May “taint” an otherwise well- Status
based hiring decision
- Make decision on incorrect
information
- Evidence of search may be
revealed in litigation Religion
• Depending on technology,
may not be sourcing from
diverse pool (see next slide)
• Tricky to fulfill data collection
and recordkeeping
requirements for OFCCP
purposes Familial
Status/
Responsibili6es
23. What is your audience doing in social media spaces you re interested in?
What motivates this behavior?
What social communities already are active in your space, or even around your
brand?
Where are the conversations taking place?
Who is talking?
Are the speakers influential?
How are they referencing my brand and in what context?
Sources:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
24. Measure your results & refine
Increase in database of candidates
Savings in advertising costs
(referrals from social, online video)
Increase in career site traffic
Increase of candidates per req
http://www.todaysfacilitymanager.com/
facilityblog/2010/08/new-ansi-approved-
retail-measurement-standard.html
25. What will the process flow be?
What are the set-up /maintenance costs or fees associated with this project?
(programming, coding, creative, time)
Which types of platforms will be leveraged for this project, and how many total?
Will the different platforms (e.g. mobile, social) require multiple formats and content types?
If managed internally, who will be the point person, or team dedicated to this project?
Contingency plan for team member is he/she leaves?
Source:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
26. The Social Media Governance page has hundreds of policies
and useful templates to help!
SHRM Survey: An Examination of How
Social Media Is Embedded in Business
Strategy and Operations
55 percent of surveyed employers plan to
increase their social media efforts in the
next year.
40 percent of organizations have a formal
social media policy.
56 percent of social media policies include
a statement regarding the organization’s
right to monitor social media usage.
Other common policy components include:
• a code of conduct for employee use of
social networking for professional purposes
(68 percent),
• a code of conduct for employee use of
social networking for personal purposes (66
percent), or
• guidelines for social media
communications (55 percent).
Sources:
1) http://socialmediagovernance.com/policies.php
2) 2) http://www.shrm.org/about/pressroom/PressReleases/Pages/
SHRMSurveyincreaseSocialMedia2012.aspx
27. “A company’s employees double
as PR representatives for your
business, whether you (or they)
like it or not.”
http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf
“Every good PR opp is a good
recruiting opp”
– Shama Kabani
28. “Facebook users are very wary
of spam. Recruiters run the risk
of being blocked by users if they
post every job opening so that it
constantly shows up inside a
user's news feed..”
http://online.wsj.com/article/
SB10001424052970204524604576611120154304788.html?
mod=WSJ_Tech_LEFTTopNews
http://www.slideshare.net/jobvite/jobvite-
webcast-7approachesrecruitfbwithjennifermcclure031511
40. Facebook
–
Social
Jobs
Partnership
Facebook, the U.S.
Department of Labor, the
National Association of
Colleges and Employers
(NACE), DirectEmployers
Association (DE), and the
National Association of State
Workforce Agencies (NASWA)
created the ‘Social Jobs
Partnership.’ The partnership’s
goal will be to facilitate
employment for America’s
jobless through the use of
social networks.
https://www.facebook.com/socialjobs/
42. New and creative approaches
THE
RARE
FIND:
REINVENTING
RECRUITING
Companies
like
Google
and
Facebook
are
downplaying
résumés
and
iden6fying
talent
in
unusual
ways.
An
excerpt
from
George
Anders’s
book
The
Rare
Find
Sources:
1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html
43. YouTube career channel
Share culture
Employee network groups
Promoting intern initiatives
Day in the life
How to videos
Sources:
1) hGp://www.youtube.com/adver6se/watching.html
And these figures are from last year’s Annual JobVite Social Recruiting Survey
And these figures are from last year’s Annual JobVite Social Recruiting Survey
And these figures are from last year’s Annual JobVite Social Recruiting Survey
For employers using social to recruit, we find that the various data collected in the industry shows common theme of LI, FB, Twitter and YouTube. Here is data from a survey administered to our Membership…
Recent article on Mashable tells job seekers that a social media presence is critical.Business Insider ran a story in mid February illustrating some creative visual ways that job seekers have leveraged PinterestSurvey from TweetMyJobs meant to uncover the “hype” around social was conducted and results released in January proved that there is a shift in job seeker behavior – now 29% are using social as the PRIMARY tool for job searching.
Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
Job seekers are being told to use social media as a way to be more easily found, share their talents more in-depth and network.
The risks posed by the use of social networks in the hiring process begin at the front end, with sourcing, because the labor pool available through these networks does not reflect the demographics of the general population. For example, according to the media analytics firm Quantcast, only 5 percent of LinkedIn’s members are African American (vs. 12.8 percent of the total population) and only 2 percent are Hispanic (vs. 15.4 percent of the total population)5. It is easy to argue that sourcing via LinkedIn will have a disparate impact, and a similar case can be made for all the social networks.
The Interactive Advertising Bureau (IAB) - The IAB educates marketers, agencies, media companies and the wider business community about the value of interactive advertising.
•Define blogging/social networking/internet use and participation •Define the scope of the policy •Define whether corporate electronic resources can be used for personal reasons •Address which employees can speak as authorized representatives of the company •Instruct users to identify themselves in endorsements •Instruct users to include a disclaimer of corporate responsibility •Address appropriate use of social media in recruiting •Identify conduct that could result in discipline
Jennifer McClure - @JenniferMcClure Unbridled Talent
Don’t have to have a Twitter account Can search
If you have colleagues or folks in your company on twitter, and you’re recruiting for the same area, they might be connected to some potential candidates.
It’s important to decide whether you want a separate page for your recruiting efforts or to combine with the company pageIf you have profiles do you want to have personal or business?
Example of AT&T helping candidates on their wall for the attCollegeConnection page
Provides .jobs (mobile styling) within the FB environment, meaning .jobs gets the traffic and the experience stays the same… Search, browse, share and even embedding your very own talent network if you like…
Started as a employer brand initiative. They realized there were all kind of profiles and pages floating around and needed a more centralized way to manage the brand. At one point there were over 500 pages and only half were active. The company corporate page already had an audience that opted in and it just made sense to gain exposure for their employer brand. There is an Intel Student Spot for interns or RCGs (Recent Colege Grads). With this page for jobs, there is a job feed integration. All of the jobs have a unique source code, so when a user clicks to apply and are directed to Taleo, Intel can track the info. They use a jobs spotlight to showcase jobs that might be a little bit higher priority or more difficult to fill. Their approach is one-stop-shop so a person can get everything they need. The jobs tab is managed by a project manager who serves as a liaison between staffing and social resources (sales / marketing)They also have pages per each region, or country. This way recruiters on the ground there can use the local language and post specific targeted info. They know that last year 2% of hires came out of social media, but at a glance the numbers are increasing. The focus is engagement though and the employer brand. They even have a “no comment left behind” policy. Biggest way to engage is getting in people’s news feeds. Their structure allows them to send targeted messages to people who like them through the use of the open graph.
Approaches such as this puzzle, hackathons, contest and more are be leveraged online and in person to find the best and brightest, especially in the tech industry.
Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
Linkedin offer many options, and recruiting solutions. Price can be high, but there are basic searches you can do
