@eddiegramm presents at the #AHRITECH conference October 2011

1. Social Media for Recruitment @eddiegramm #AHRITECH

2. Interactive, Hands on, Collaborative Get curious – Ask questions If you don’t ask, I will  Smiles Expectations

3. Social media agency – 4 years old Team of 16 and growing Designers, Strong web / facebook development team, Strategists, Planners, Analyists and Account managers. Who are we?

4. Senior Social Media Consultant Recruiter – Digital Design & Advertising BDM Sales …And more  About me

5. Which company are you from? 1 thing that you want to take away from today? 1 Question? Who Are you?

6. What is Social Media? Benefits of Social Media for HR / Recruiters Defining measurable objectives Monitoring Social Media Policy Style guide Crisis management Channel Integration Resourcing Twitter, facebook, Youtube, LinkedIn Questions! What we will cover today!

7. Media is an instrument on communication, like a newspaper or a radio, so social media would be a social instrument of communication About.com Social media is life online Michelle Digital Social media are online communications in which individuals shift fluidly and flexibly between the role of audience and author. To do this, they use social software that enables anyone without knowledge of coding, to post, comment on, share or mash up content and to form communities around shared interests ProPR It’s sharing and collaboration via SN tools. What is Social Media?

8. Biggest cultural shift we’ve ever lived through…it’s not social media…it’s the internet…and it’s still a baby! You need to keep up!

9. Almost 40% of Australians are now interacting with companies via social networking sites – Source Nielson State Of Our Nation

10. Number of Australian’s utilising Social Media is estimated at 9.9 million – March 2011.

11. Per Capita 7 hours, 19 min, 13 secs per month Australians are The Biggest Users Of Social Media

12. 86% of Australians online are looking to fellow users for opinions and information about products, services and brands.

13. More content is created every 48 hours, than what was created from the beginning of time until 2003! Content

14. Humanise the logo

16. Same rules as before

17. 1 on 1 – Immediate connection

18. Social media can shape the way that we make our decisions on a day-to-day basis Job seekers’ rubbish radar is so much higher than what it was 5 years ago. They know what’s going on!

19. Tap into conversation that’s already happening & have a voice Build a network of Job seekers Add value / care! Change perceptions / sentiment Give relevant facts Build the brand / brand values further Engage on a larger scale Low cost - bigger bang for buck Find & attract top talent!!! Opportunities for HR / Recruiters

20. "Social media may be a huge opportunity for your employees to help build your company's brand, but let's not forget that there also exists a tremendous risk for individual employees to inadvertently damage the company's brand and by defining a set of guidelines you help mitigate that risk.” Quote: Mario Sundar, community evangelist at LinkedIn. Risks

21. Social Media Policy is a legally binding document, communicated to an organisation’s employees, setting out the way in which employees are to participate on Social Networking Sites and the rules that the Organisation wants to apply. Social media policy lets employees know what they need to know in order to communicate the company message effectively, and what they should and should not do. What is a Social Media Policy?

22. The policy should be more about what employees can do and best practices for social media use rather than all the things employees can't or shouldn't do on social media.

23. It is beneficial for employees to have their input into the policy. To share insight and opinions from the experience they have had working at the company or their department. Employees are a fantastic resource

24. Two approaches to creating a social media policy. 1) Complete social media policy that addresses all currently available social mediums. 2) Write polices as you need them.

25. Get Legal's Involved!

26. State the policy Follow with a bulleted breakout of the key points. Let employees know there has been a change to the employee agreement that each employee signed when they were hired. E-mail sent to all employees including a copy of the new policy or a link to where they can reference the policy. Make the policy visual via video/Youtube Host on website – Facebook page in app? Have a social media module for every employee - Frequently Webinars? Implementation

27. Policy Dept of Justice Policy - http://www.youtube.com/watch?v=8iQLkt5CG8I

28. Create social media steering group Foresee what could go wrong Have strategies in place to address a crisis Tackle head on most of times – be authentic Who? On what platform? In what timeframe? E.g. – Domino’s Pizza incident Use monitoring tools for Crisis Management Crisis Management

29. Workers fired for Domino's prank video

30. Dominos CEO video

32. Your Social Media program - Half Hearted Approach doesn’t cut it!

33. Social Media Strategy

34. Goals – e.g. connect with top talent, increase database, increase brand awareness Measurable objectives – e.g. 20 new candidates per week Identify metrics – e.g. no. of twitter followers Look at current strategies – possible integration Measure success – e.g. conversion rates ROE and ROI (if necessary) – e.g. number of conversations or Klout Score Small wins using social media VS full social media program Strategy

35. Objectives - SMART. Specific = we want to increase candidates of X through X platform Measurable = we want to increase candidates by 20% or X units Achievable = we want to improve on last time by a x amount Realistic = we have set aside X resources which should mean X success Timely = we have allowed X time to meet these objectives which is feasible Be clear what success looks like

36. Listen – monitor / measure Strategy Policy, Style Guide, Crisis Management Resourcing Platform set up – profile management Integration / Campaigns Monitoring / Reporting Social Media Excellence

37. Elements

38. Integrate Marketing / Communications /Recruitment activations Ensure all social media platforms are ‘talking to each other’ in some manner. Website Mobile devices TVC’s / Radio / Print Integration

39. What is it? Listening, defining the social landscape – find out where relevant conversation is happening eg. Twitter/forums Why listen? Gain understanding of conversation, sentiment& platforms. To assist in writing a social media strategy/policy Connect with your industry – different platforms for different industries Monitoring

40. Platforms

41. Snap Shot Report

42. SocialMention.com Search.Twitter.com Research.ly Klout.com Google alerts Twellow Bit.ly Free Monitoring Tools

43. Active Candidates Passive Candidates Permanent Freelance / Contract Identify Categories

44. Define valuable / shareable content & relevance e.g. job postings on twitter Define platforms to be used Consistency – Style Guide Encourage colleagues to identify opportunities Find & follow Influencers Engagement Strategy

45. Use Radian 6 – or other monitoring platform Klout, twitter.com/search etc Outline an outreach list Find, follow & engage these people Continue to build your network Identify influencers & build your network

46. Analyse Adapt Improve

47. Twitter Facebook LinkedIn YouTube Tweetdeck / Hootsuite Bitly.com Platforms & tools

48. @ - what does an @ mean? when would you @ message? What does an RT mean? How can we use RT DM – when would you use a DM? Lists – Creating great lists? Favourite – when would you favourite a post? Hashtags & #FF – follow Friday  Twitter – What? How?

49. Twitter Example

50. Twitter Example - Optus

51. Followers / Following Number of retweets Number of mentions Number of favourites URL Click thoughs Referral of traffic to Facebook page / Website Amount of Jobs placed Twitter Metrics

52. A recruitment tool?? How can we use it? Provides insight into company culture A forum for discussions Work for us Tab Highly measurable via Facebook insights Facebook

53. Facebook Example – Deloitte iPhone app

55. Highly targeted PPC model – can pre-define spend Can be used as a job ad Can bring awareness to Facebook page Measurable results via Facebook insights Facebook Ads

56. Facebook Ads

57. Page Likes Comments Engagement In app usage Demographic Placements via ‘Work For Us’ Facebook Metrics

58. A Professional Network as opposed to a social network Can post jobs Great search functionality Easy to source the best talent but difficult to engage Limited connectivity Need to upgrade to send ‘Inmail’ Using the ‘groups’ functionality LinkedIn

59. Number of Connections Number of Groups joined Comments in discussions Not a lot of easily accessible metrics LinkedIn Metrics

60. Number of Connections Number of Groups joined Comments in discussions Not a lot of easily accessible metrics LinkedIn Metrics

61. Advertised through EDM’s & Website Fish where the fish are Gain an insight into skills, personality & passion Less candidates to filter through YouTube – St George Dragons

62. Wendall Promotes - http://www.youtube.com/watch?feature=player_embedded&v=s4pUhWbMQRA Dragon 1 - http://www.youtube.com/watch?feature=player_embedded&v=1990WWMPlBI Dragon 2 - http://www.youtube.com/watch?feature=player_embedded&v=cYUiEd_IRsQ Dragon 3 - http://www.youtube.com/watch?feature=player_embedded&v=u3qh207etVo

63. contact usthinktankmedia.com.au 03 90231487(03) 90231487