“Social” is bringing new opportunities and challenges to all parts of business, and human resources and recruiting are no exception. In this deck, we explore six new realities surrounding “social” recruiting and strategies you can employ to help you succeed in today’s social world. We’ll separate the myths from reality and share emerging practices on how social tools and tactics fit into an overall recruiting strategy. You will learn: Why “social” matters and how it’s changing business, HR and the recruiting landscape How to think about bringing social into your recruiting processes in ways that are relevant to your industry and company culture (it’s not a one size fits all world!) Where to learn more, get the support you need to be successful.

1. For more on social media and talent acquisition, visit www.monsterthinking.com Recruiting 3.0: Why “social” matters and some emerging new practices Janet SwayslandSenior Vice President of Global Communications and Social Media for Monster Worldwide Sponsored by: Eric WinegardnerVice President of Client Adoption for Monster Worldwide http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/ http://www.youtube.com/user/MonsterVideoVault

2. Copyright – 2011 Monster

3. It’s all about hiring people. Filling positions. Everything is a means to this end. But the world of work is changing… Sponsored by: Copyright – 2011 Monster

4. New World of Work 4 Sponsored by: Copyright – 2011 Monster

5. New World of Work 5 Sponsored by: Copyright – 2011 Monster

6. 6 P O L L Which describes you best when it comes to incorporating “social” into your recruiting strategy? I’m a social media zealot, it really works for me I’m dabbling and on the fence about its value I’m a skeptic and hope it all goes away Please Vote to the Right of Your Screen Sponsored by: Copyright – 2011 Monster

8. Are you ready? A recruiting 3.0 checklist

9. Helpful resourcesSponsored by: Copyright – 2011 Monster

10. 8 It’s social business now (with big opportunity for people functions) Sponsored by: Copyright – 2011 Monster

11. 9 “Yes, but…” Sponsored by: Copyright – 2011 Monster

12. 6New Realities for Talent Acquisition 10 REALITY #4 Beware of candidate labeling. Today’s candidate has multiple sources. REALITY #1 “Social” does matter – and you already know all about it. REALITY #5 Search is the new killer app. REALITY #2 Your people are your brand. And they are either working for you or against you. REALITY #3 New tools and technology are here to help. But tools are not a strategy. REALITY #6 As the economy improves, recruiting will be different this time. Sponsored by: Copyright – 2011 Monster

13. “I guess I have to. But where do I begin?” 11 REALITY #1 “Social” does matter. The good news? You already know a lot about it. Sponsored by: Copyright – 2011 Monster

15. Fairness

16. To help and be helped

17. Recognition and belonging

18. TribesSponsored by: Copyright – 2011 Monster

20. Enable the conversation, don’t try to control it

21. Embrace, but don’t overreact

22. Toughen up your skin, and choose your battles

23. Get used to a messier, less linear world

24. Expand your comfort zone13 Sponsored by: Copyright – 2011 Monster

25. “How are candidates finding out all this ‘inside info’ about our company?” 14 REALITY #2 Your people are your brand. And they are either working for you or against you. Sponsored by: Copyright – 2011 Monster

26. 15 REALITY #2: Your people are your brand. And they are either working for you or against you. Your employees are your best brand ambassadors.How credible do you believe each of the following is as a source of information about a company? Specialist Sources Most Credible Sponsored by: Source: Edelman Trust Barometer Copyright – 2011 Monster

27. REALITY #2: Your people are your brand. And they are either working for you or against you. It’s about putting a face behind the brand and giving your people a voice Sponsored by: 16 Copyright – 2011 Monster

28. 17 REALITY #2: Your people are your brand. And they are either working for you or against you. If banks can do it, you can do it… Community building Product research Customer service Marketing and promotion Transparency Sponsored by: URL: http://mashable.com/2009/09/11/banks-social-media/# Copyright – 2011 Monster

29. 18 P O L L Does your company block employees from social sites like Facebook, Twitter, LinkedIn, etc? Yes No Please Vote to the Right of Your Screen Sponsored by: Copyright – 2011 Monster

31. How can we control it?

32. What if someone says something bad?

33. Isn’t social media just a fad anyway?Social Media at Work: Enable your Employees to Be Company Advocates By Shel Holtz Sponsored by: Copyright – 2011 Monster

35. Walk the talk internally

37. Keep everyone educated and engaged

38. Know what people inside are saying outside 20 Sponsored by: Copyright – 2011 Monster

39. “I just downloaded TweetDeck and I’m starting to Tweet! Now what?” 21 REALITY #3 New tools and technology are here to help. But tools are not a strategy. Sponsored by: Copyright – 2011 Monster

40. 22 REALITY #3: New tools & technology are here to help. But tools are not a strategy. Research. Listen. Engage. Measure. Research & Listen Engage Measure Sponsored by: 22 Copyright – 2011 Monster

42. Think AND not OR

43. Start small, with focus

45. Enjoy while it’s free23 Sponsored by: Copyright – 2011 Monster

46. “’Passives’, ’actives’, ‘poised’,’ browsers’, ‘internal,’ ‘external’… is this smart?” 24 REALITY #4 Beware of candidate labeling. It’s not that simple. Sponsored by: Copyright – 2011 Monster

47. 25 REALITY #4: Beware of candidate labeling – It’s not that simple. I’ve been here for 15 years and am comfortable. But I’ll listen to a recruiter’s pitch. I’d never consider joining that company after how they treated an unemployed friend of mine who applied there I am actively seeking a better job with a great company. Employee What’s my career path here? Sponsored by: Copyright – 2011 Monster

49. See your database as a social source

51. Don’t close the folder26 Sponsored by: Copyright – 2011 Monster

52. “I am looking for the sharpest needles in the biggest and best haystacks. And I need to find them first.” 27 REALITY #5 Search is the new killer app. Sponsored by: Copyright – 2011 Monster

53. REALITY #5: Search is the new killer app. “Semantic tools create matches based on ideas, not just keywords, and serve-up additional job candidates who would not previously have been found.” -- Sue Feldman, IDC It’s a multisource world. 28 JOB POSTING APPLICANTS SAVED RESUMES EMPLOYEE PROFILES WEBSITE VISITORS SOCIAL NETWORKS REFERRALS Next gen search tools find the right candidates from the most possibilities. Sponsored by: Copyright – 2011 Monster

55. Think skills and experience, not keywords

56. Mine the talent pools you already have

57. Consider OFCCP compliance as you search

58. Retool your recruiters

59. More face time, less screenSponsored by: Copyright – 2011 Monster

60. “I’m worried about resources, focus, change. 2011 is a huge year for us.” REALITY #6 As the economy improves, recruiting will be different. 30 Sponsored by: Copyright – 2011 Monster

61. 31 P O L L How concerned are you about turnover of your top performers? Very concerned, we’re already losing some A-players Concerned, but think we are addressing it Not really concerned, we will survive Please Vote to the Right of Your Screen Sponsored by: Copyright – 2011 Monster

62. 32 REALITY #6: As the economy improves, recruiting will be different. “Today’s employers feel that employees are loyal due to the economic times, but the reality is they are not. Because of this, there is a strong likelihood that when the economy turns for the better, employers could find themselves with valued employees jumping ship. This places pressure on them to put retention measures in place now.”-- Katherine Jones, HCI Research Fellow. Sponsored by: Copyright – 2011 Monster

64. Optimize your reach and targeting

66. Add at least one social media capability

67. Build in capacity for innovation and change33 Sponsored by: Copyright – 2011 Monster

68. The 6 New Realities REALITY #4 Beware of candidate labeling. Today’s candidate has multiple sources. REALITY #1 “Social” does matter – and you already know all about it. REALITY #5 Search is the new killer app. REALITY #2 Your people are your brand. And they are either working for you or against you. REALITY #3 New tools and technology are here to help. But tools are not a strategy. REALITY #6 As the economy improves, recruiting will be different this time. 34 Sponsored by: Copyright – 2011 Monster

69. Recruiting 3.0 – Is your company ready?

70. A Recruiting 3.0 Readiness Checklist 36 We produce enough quality content to sustain social media conversations. Our company has clear goals for integrating social media into the hiring process. We have the people resources and bandwidth to commit to Recruiting 3.0. We are embracing the power of new search technology. Our career website is prepared for social media integration. We know which social media sites are popular with our target audience. Sponsored by: Copyright – 2011 Monster

71. Resources for Learning More 37 www.monsterthinking.com smartblogs.com/socialmedia/ mashable.com/2009/06/02/social-media-policy-musts/ www.socialmedia.org www.socialmediatoday.com www.recruitingblogs.com Sponsored by: Copyright – 2011 Monster

72. 38 Q & A Thank you for your kind attention! Janet SwayslandSenior Vice President of Global Communications and Social Media for Monster Worldwide Eric WinegardnerVice President of Client Adoption for Monster Worldwide Sponsored by: Copyright – 2011 Monster