This presentation addresses the following: (1) how to build an effective social recruiting strategy (2) how to involve and engage employees to share jobs (3) how to be efficient with your social networking time (4) how to determine which social networks are right for your organization and how to successfully execute your social recruiting strategy. Presented by digital marketer Genia Stevens. Visit her at: belwahmedia.com https://www.forbes.com/sites/forbesagencycouncil/people/geniastevens1/ http://linkedin.com/in/gvstevens Contact Genia if you need a speaker: genia@belwahmedia.com

1. Developing a Successful
Social Recruiting Strategy
Presented by Genia Stevens, MBA
gks@geniastevens.com
608.466.7612

2. LinkedIn: 42% female/58% male
Facebook: 51% female/49% male
Twitter: 43% female/57% male
Of workers who said social networks led to their most recent job,
Facebook was the leading source at 78%. (source: Job Seeker 2011)

3. Q: What is a social recruiting strategy?
A: A plan of action, utilizing various social media tools,
designed to achieve a specific recruiting goal
1st – Clearly define your organization’s
goal(s)
2nd – Determine what social recruiting
means to your organization

4. Recruiting is: building relationships and finding the right
people for your organization
Social networks: make recruiting easier and more focused
Benefits of social recruiting:
1. Connect to the largest pool of both passive and active job
seekers
2. Encourage employees to refer job seekers who are in their
network
3. Lower your organization’s cost for sourcing

5. Before developing a social recruiting strategy:
1. Understand the organization’s business objective: why are
you using social media as part of your recruiting effort?
2. Set specific (realistic) goals
a. What would you like to accomplish short-term (this
quarter)?
b. What would you like to accomplish mid-term
(1 year)?
c. What would you like to accomplish
long-term (>1yr)?

6. Defining Your Company’s Culture
1. What is your company’s current brand promise/unique
selling proposition to its customers?
2. What is your company’s current or desired employment
brand promise?
HINT: If you’re having trouble defining your
employment brand promise, you can use the
answer to #1 to shape the answer to #2

7. Defining Your Company’s Culture
Social recruiting can be tailored to help you find candidates
with the right skills and who fit your organization’s culture. To
do that, you must learn more about your employees and
what they think is great about your organization.
1. Determine the one value/vision/mission every employee at
your organization shares.
2. Based on your company’s culture, who would
be your ideal job seeker?

8. What Value Do You Have to Offer Job Seekers?
-Benefits
-Perks
-Career Advancement
Your social recruiting effort should reflect the promises you offer as
well as provide an accurate representation of the company culture.
Content
All content should relate to your employment
value.

9. Content Ideas
1. What is your sale’s pitch when sourcing candidates?
2. Leverage content from the marketing department
3. Suggested ratio for social recruiting content:
25% company culture
25% job postings
25% how to get hired
25% fun
4. Create a content schedule
5. Experiment with video

10. Utilizing Employees in Your Social Recruiting Strategy
1. Empowering employees as recruiters increases the number
of contacts in your organization’s database
2. Engaging employees in the recruiting process increases the
number of high quality prospects your or your recruiter has
access to
3. Engaged employees serve as your organization’s brand
ambassadors; they help to positively promote the
company’s culture
See: Facebook.com/DialAmerica

11. Utilizing Employees in Your Social Recruiting Strategy
Questions you need to ask yourself:
1. Which social networks do you use to engage employees?
2. Are your employees currently referring friends and network
contacts?
3. Why do your employees do referrals?
- referral bonuses
- easy to broadcast job descriptions
- love the company
4. Are you making it easy for employees to utilize
their social network to refer friends and network
contacts?

12. Questions?
Genia Stevens, MBA
608.466.7612 (office)
608.466.5230 (mobile)
gks@geniastevens.com
www.geniastevens.com