Social Recruiting: Is it right for your business?

Lance Haun, Community Director, ERE Media

What we’ll coverStrategizing your recruiting process: does social recruiting fit in?

What tools are available if you choose to explore social recruiting?

What are some companies that are using social recruiting tools?

Social Recruiting: What’s your strategy?Social recruiting accentuates your current recruiting process

Not a replacement for strategy

Considerations

Are your employees online?

Are potential employees online?

Do you have an online presence?

Do you want an online presence?

Are you committed to devote time and energy

to developing an effective strategy?

What can social recruiting help achieve?Diversity recruiting goals

Attracting young to middle aged professionals

Certain affinity industries (tech, marketing, media)

What can’t social recruiting help with?Older, near retirement professionals

Many blue collar industries

Getting the widest swath of candidates available

Other considerationsCompany culture

Management expectations

Employee awareness

Tools, tools, tools

How do you reach people on social media?

Big 3: LinkedInProfessional network

Best technique: starting a group

Attracting people: ask employees to share group

Big 3: FacebookPersonal network (very large)

Best technique: Facebook page

Attracting people: Facebook advertising, word of mouth

Big 3: TwitterPersonal network (very large)

Best technique: Twitter account

Attracting people: Following influencers and local people

Learning CommitmentLinkedIn: Learning how to manage, moderate groups; creating interesting content

Facebook: Managing page content and interactions

Twitter: Learning how Twitter works, searching and posting interesting content/jobs

Time commitment30-60 minutes per day

Spend 10-20 minutes on each network

Replying to comments, creating content, reaching out to or attracting new members

Tracking ResultsATS automation (ask your provider)

Ask in application

Ask interviewees

Ask your social network

Companies using social recruiting

MicrosoftExample: LinkedIn groups

What are they doing differently?

Mass segmentation

Affinity groups

Microsoft ResultsHires from sources usually unable to penetrate

Diversity hires (African American game developers, Military veterans)

A positive ROI and cost-per-hire less than average

UPSExample: Facebook page and Twitter account

No social presence before 2009

Target demographic: 18-35 year olds

Committed to one year

UPS Results4,000+ clicks through to jobs

19 hires made

Cost-per-hire approximately $750

Evaluating 2010 results with changes

TakeawaysSocial recruiting must align with overall strategy

Pick your tools carefully

Measure results

You are building momentum

Questions?

My contact info:Lance Haun

lance@ere.net(360) 356-1760

http://twitter.com/thelance