The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community.
Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
How HR Can Use Social Media for Recruitment and Candidate Engagement
1. Talent Acquisition TLC:
“How to Use Social Media for
Recruitment and Candidate
Engagement ”
www.HROToday.com/Association
Network | Learn | Advance
@HROTAssoc
Albert Qian,
Founder of Facebook online jobs board
and marketplace, Albert's List
3. Member Benefits
HRO Today magazine digital subscription
Networking opportunities with our global membership
Access to member only content
Discounts to HRO Today Forum events
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Opportunities to participate in webinars and research
Thought Leadership Councils (TLCs)
www.HROToday.com/Association @HROTAssoc
4. Thought Leadership
Councils (TLCs)
www.HROToday.com/Association @HROTAssoc
The TLC functional categories are designed to attract a monthly membership audience for networking,
engagement and strengthen the relevance to HRO Today magazine, our events and HR, in general.
Talent Management
Outsourcing
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Employee Relations & Services
Talent Acquisition
5. HRO Today Forum –
North America
www.HROToday.com/Association @HROTAssoc
May 2-4, 2016, Chicago
6. Contact Us
Scott Fuhr- Marketing Manager
Email: Scott.Fuhr@SharedXpertise.com
Phone: +1.215.606.9525
Zachary Misko - Global VP, Executive Director
Email: Zachary.Misko@SharedXpertise.com
Phone: +1.215.606.9552
9. Presentation Agenda
• About Albert Qian
• The Growth and Emergence of Social Media
• Social Media: The New Way to Recruit and Engage with
Applicants
• Case Study: Albert’s List
• The Millennial Career
• Closing Thoughts / Q&A
10. About Albert Qian
• High tech product marketing manager
working in Irvine, California (Orange
County)
• B.S.C., Management Information
Systems, Santa Clara University (2010)
• Founder, Albert’s List – online
marketplace for job seekers, recruiters,
and individuals with power of referral
12. Part 1: The Proliferation of Social
• Over the past 10 years, Web 2.0 has seen the emergence of social networks
like LinkedIn (2003), Facebook (2004), and Twitter (2007).
• Facebook: 1.55 billion users per month
• LinkedIn: 400 million users per month
• Twitter: 320 million users per month
• Social media has allowed for messages to travel faster than ever – introduction
of app economy through mobile has enabled even more innovation (eg;
Tinder, Uber/Lyft, PostSecret, Jobr).
• Industries have begun to merge as technologies overlap. For example, public
relations is traditionally its own role – social media is now crucial for success.
13. Part 1: The Proliferation of Social
• Social media has amplified the need for a personal brand and
encouraged individuals to create their own message and
experience.
• Additionally, social media has changed how candidates find jobs
and how HR/recruiters vet those candidates.
Let’s explore.
14. Part 2: Online Profiles
• Sites like LinkedIn have allowed for the creation of
profiles or “live” resume type websites. Candidates
and recruiters/HR can passively hunt for each
other.
• Personal branding: Users can leverage features like
LinkedIn Pulse (blogging), portfolio features,
endorsements, and groups to amplify who they
are. The job search process is as much about skills
as it is being a marketer.
19. Part 3: But LinkedIn is Not the Only Place…
• Personal branding extends beyond LinkedIn. Users build their
own websites, Facebook brand pages, Twitter accounts, and
leverage other tools to put themselves out there and get
themselves to the top of Google.
• Examples include using websites (about.me), attending
networking events, and holding video conferences on Blab.im,
Google Hangouts on Air, and Periscope
20. Part 3: …and Millennials are all over it
• 87% of Millennials (18-29) use Facebook, 53% use Instagram, and 37% use
Twitter. (Pew Research)
• 83% of Millennials connect with companies on social networks. (SDL)
• 95% of Millennials believe that friends are a credible source of product
information (SocialChorus)
• 73% of Millennials found their last job through a social network (Aberdeen
Network)
• 60% of job seekers have used a mobile device to job seek in the past year
(Jobvite)
• By 2020, Millennials will make up 50% of the workforce – Gen Z is not too far
behind (JobCast)
23. Part 1: Go Where Your Audience Is
• The job seeking process is no longer a one way conversation.
Becoming engaged and staying engaged is important for building
and maintaining relationships.
• Modern job seekers want to be heard AND seen AND understood.
They want to know why they don’t qualify for a job.
• Use the same technologies and tools. It shows relatability and will
draw more candidate interest.
• TIP: Don’t be afraid to experiment with new technologies or
experiences. Start a Twitter account, do a webinar on Blab, or
attend a hackathon.
24. Part 2: Build Your Own Brand
• Your audience (applicants) are building their personal brand.
Spend time building yours as well.
• Your message – why you do what you do
• What you can offer to others
• Become a thought leader both within and outside of your
industry on your topic. Spend time in conversations on social
(eg; #jobhuntchat, Mondays @ 10 pm PST)
• Content AND relationships are king: The more you show and
share, the more people will look to you.
• TIP: Consider blogging or another form of content creation. Even
sharing a live video conversation on Periscope can build
interactions.
25. Part 2: Put the “Human” in HR/Recruiting
• Business is no longer B2B, B2C, or recruiter-to-candidate – it’s
“Human to Human”.
• Get off the phone and out into the community. Opportunity is
sought after – true for both recruiters and job seekers.
• Search for appropriate terms on social media – eg; #job,
#jobsearch, #jobhunt and look for candidates actively looking.
• TIP: Work with fellow recruiters to look for candidates together.
Turn the job-seeking process into a collaborative effort.
26. Case Study – Albert’s List
• Albert’s List is a social community and career marketplace bringing together
recruiters, jobseekers, service providers, and individuals with the power of
referral (link: bit.ly/findyournextjob, Facebook Group)
• Candidates can also look at upcoming networking event calendars, take part in
career webinars, and offline networking events.
• Founded March 2013, community has amassed 10,600+ members through
word of mouth, online posts, and networking events. Email list has 600+
individuals and Facebook page has 300 likes.
• Individuals are tagged in posts, and members have been hired at companies
eBay, Google, GoPro, and Twitter.
• Success points of community are in culture – when you show others you are
helpful, it permeates throughout.
34. The Millennial Workforce
• Millennials will be 50% of the workforce by 2020
• 33% of Millennials want social media freedom at work (Cisco)
• 60% of students expect to be able to work remotely (Cisco)
• Only 22.9% of associations have a plan to engage the younger
generations (Greenfield Services Inc)
• Millennials polled want a career with meaning over just making
money (Forbes)
• It costs companies $15,000-25,000 to replace a Millennial who
leaves a company (Marketwatch)
35. What Millennials Want
• Meaningful Work: Millennials want work that helps the world be
a better place.
• Freedom: Millennials want to use social media at work
• Opportunity: The chance to influence company direction
• Leadership: Managers who recognize good work and reward
transparently and objectively.
• Balance: Work-life balance that allows time for personal life.
37. Closing Thoughts
• Social media is a new avenue for recruiters and HR to seek and
engage Millennial (and Gen Z) employees.
• Millennials will be the majority of the workforce by 2020;
companies must adjust and adapt, or face talent shortages.
• A personal brand matters more than ever – leading with content
and helping others is the new reality.
• Collaborate and work human-to-human. Human resources is no
longer a silo organization.
39. Get in Touch
I’m happy to continue the conversation and
connect professionally.
• Twitter: @albertqian
• LinkedIn: http://www.linkedin.com/in/albertqian
• Email: albert.qian@gmail.com
• Albert’s List:
• Facebook Group: http://bit.ly/findyournextjob
• Website: http://www.albertslist.org
• Twitter: @alberts_list
Notes de l'éditeur
Hello and welcome to our webinar.
Recent research shows that 86% of those within the first 10 years of their career use social media as a way to find work. Are you scouring social media for your next candidate?
In today’s session, Albert Qian, founder of Facebook online jobs board and marketplace, Albert's List, will explain how to use social media to find, engage and hire eager professionals, how to use a community to share job and career advice with candidates - including millennials - and what millennials want in the modern day career.
We’re excited to have Albert with us today, and before we get started I’d like to share just a bit more about the HRO Today Services and Technology Association that has brought you this webinar today.
The HRO Today Services & Technology Association is a membership channel and community dedicated to:
Professional development through research, industry trends and expert panel discussions, webinars
Peer-to-peer networking opportunities, discussions and Q & A
Best practice sharing
Practitioner, provider and industry thought leaders and expert collaboration
Our Thought Leadership Councils include:
Talent Acquisition (recruitment, RPO, MSP, diversity, screening, relocation, metrics, branding),
Talent Management (engagement, recognition, retention, motivation, learning, training and development),
Employee Relations & Services (compensation, benefits, payroll, compliance, policy, wellness, safety),
Outsourcing (supply chain management, multi-process HRO, BPO, governance, contracts, sourcing).
Topics within and about technology, outsourcing, data, sourcing, best practices, etc. will be discussed, as relevant, within the appropriate functional TLC.
Here’s some brief background about our speaker today:
Albert Qian is a high-tech digital marketing and product specialist originally from Silicon Valley and now working in Orange County, California. He is the founder of Albert's List, a Facebook jobs community with over 10,000 members that includes recruiters, hiring managers, job seekers and more. Through the use of social media, Albert has helped fellow group members find work at companies like eBay, Google and GoPro.
Please welcome Albert. Albert, please take it away.