1. TAG Recruiting Society
January, 2011

2. EVP, Arbita, Inc. http://j.mp/shally
 Recruiting since 1996
 6 yrs. Corporate sourcing leadership
 5 yrs. contingency, ran $1M+ full desk
 4 years consulting with over 200 organizations
 Architected and managed centralized research teams
at Motorola, Cisco, Coke (CCE), Google, Microsoft
 Raised in Colombia, South America
(English is my second language)
 Returned Peace Corps Volunteer (Nicaragua ’94)
 B.S. in International Business from RIT

3. Five Advantages Social Media Brings To The Table

4.  Increased presence in social media
elevates your brand so its important to
participate and engage with prospects
on others’ Facebook pages, LinkedIn
Groups, Twitter accounts and Blogs

5.  Social Media communities tend to
allow members access to their total
membership so your recruiters may
use member email and other contact
information to make direct contact
with specific individuals of interest
via “direct approach” on social
networks

6.  Your organization’s activity on
Facebook, LinkedIn, Twitter and
Blogs results in favorable organic
ranking by search engines, driving
traffic to your careers page and
allowing you to dramatically
reduce your advertising budget

7.  Members of LinkedIn, friends on
Facebook, “followers” on Twitter (etc.)
are generally able to see the complete
list of “friends of a friend” so your
recruiters will find that each single
social media contact becomes a
gateway to a broader community – this
is known as the viral networking effect

8.  Social Media communities are
replete with “word on the street” –
actionable intelligence that gives
you a heads-up regarding industry
buzz, competitive intelligence,
where the talent pool is headed,
and other key indicators that don’t
come through job boards.

9. Five Initiatives You Must Have In Order To Succeed

10. 1. Go where your prospects are not where you think
they should be - identify key talent channels within
varied social media platforms: online Social
Networking reflects our real-world social proclivities,
we hang out with others who share our interests and
affiliations

11. 2. Compose a Vision Statement describing a robust
approach to social media recruitment to include
acquisition, validation, analysis and application of
actionable knowledge about key stakeholders for
goal-setting, strategy formulation and support HR &
recruitment missions

12. 3. Based on identification of channels above, craft a
roadmap on how the entire organization should
engage, connect and participate with skill-set
relevant niche sites and online subject matter
influencers to heighten identification of
organizational employment brand

13. 4. Assign social media activities in each channel to key
recruitment personnel with an emphasis on
outreach, engagement and organic attraction of
dedicated talent audiences

14. 5. Implement a communications strategy that fosters
genuine candidate relationships utilizing Web 2.0 or
“social media” channels of communication

15. Are Social Networks A Useful Source of Candidates?

16.  No.
 Social Recruiting works only when you empower and deputize
your entire organization to be recruiting evangelists.
 Most companies mistakenly push nothing but job ads to social
networks, and in such frequency that it becomes noise nobody
listens to, with little to no value-add

17.  The way we’re doing it now there is little reward in comparison
to amount of work. Most companies lack an effective strategy for
sourcing, they depend on web-savvy recruiters “figuring it out”
as they go, often reinventing the wheel.
 For example 70% of respondents have no strategy for sourcing
from niche and regional networks and 83% have no strategy for
sourcing on blogs: both massive, yet remain widely overlooked

18. RECRUITMENT MARKETING INITIATIVES WHICH RECRUITMENT MARKETING
USED ON HARD-TO-FILL JOBS? CHANNELS YIELDED MOST QUALIFIED?
 85% Job Boards  24% Social Networks
 78% Social Networks  16% Recruiting Services
 49% Recruiting Services  11% Job Boards
 41% Sourcing Services  11% Sourcing Services
 24% SEO  3% SEO
 16% SEM  1% SEM
 28% “other”  34% “other” (from “no idea” to
word of mouth, referrals, internal
sourcing team, etc.)

19. A Few Things To Get You Started With Social Marketing

20. Is a dialog not a broadcast
A message is not a conversation

21. To get noticed among millions of profiles:
 Have a 100% complete profile – fill out summary and
specialties with words/phrases describing your expertise
 Vanity URL (your name): makes sure your profile is “public”
linkedin.com/in/shally or facebook.com/shally.steckerl
 Your past experience should go back 10 years. Concisely
explain what you did at each job/company.
 Write/get recommendations, ask/answer questions
 Link to your websites (your jobs RSS, team blog, etc.)
 Remember, its not who you know it’s who knows YOU
2
1

22.  Don’t be a social media schitzo. Be the same person on all your social
networks!
 You are your brand - skip the canned branding rhetoric and just
express your passion for your industry, your job, your role, and the
branding will come naturally.
 Don’t “sell” – share! You will gain more if you don’t sell. If you treat SM
as advertising you will turn people off. Share something useful about
you, your company or product. Don’t give away the recipe but a little
taste of your secret sauce once in a while will get you better results.

23.  Be real. People want to relate with other people, not with “constructs” so
be yourself, be honest about who you are and what you care about, and
what you are doing, even an occasional tip about your favorite burger
joint. You have multiple interests, so express that.
 Write well. Bad spelling, grammar or punctuation, and hasty
abbreviations should be avoided. You can’t always get it right but
confident prose and concise eloquence go a long way to establish your
brand.

24.  One you get in, stay committed. If you are going to do it then
don’t just stick your feet in, jump all the way in and stick to it.
This doesn’t mean you have to write constantly every day but
stay involved at some level of frequently at least once every
other week or even weekly.

25. 1. Participation in to many tools
(You don’t want “naked profiles”)
2. Self Promotion Overload – Using SM platforms as a
promotion platform doesn't provide anything to the
community
3. Setting & Forgetting – Time investment involved,
continual process – Listen & Participate

27. Arbita’s Recruitment Genome Project is the single most wide-reaching
and thorough market research project ever conducted in the
recruitment community.
• Focus group interviews
• Multiple survey instruments
• Exhaustive secondary research
• Analysis from industry thought leaders like:
Kevin Wheeler, Peter Weddle, etc.
• Practical wisdom from over 4000 staffing leaders
• Ranked list of key sourcing initiatives for 2010
• Participate and get the reports for free

28.  Tons more free learning at The Sourcer’s Desk
 Follow @Shally and @Arbitainc on Twitter
 Join Arbita on LinkedIn and Facebook
 Email us your questions!