Social Media for HR

Professionals

David R. ZakSHRMA

November 12, 2009

3

Due to the current financial challenges in the U.S. economy, do you anticipate that in the next 12 months the use of social networking websites by your organization for recruiting potential job candidates will increase, stay the same or decrease?

30%

59%

11%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Increase Stay the same Decrease

n = 355

4

Why is your organization using or planning to use social networking sites more now than before?

Less expensive than other methods of screening/ recruiting applicants.53%

Able to recruit passive applicants which might not otherwise apply or be contacted with your organization

52%

Able to target applicants according to specific criterion, e.g. job level, skills, geographic region

46%

Results in more qualified applicants relative to the amount of time and effort invested

37%

Able to obtain more information about an applicant than would be provided by just a resume, cover letter, or CV

36%

To increase employer brand, recognition and to create an online community focused on the organization

36%

Allows for potential applicants to easily contact your organization about employment35%

Results in a large quantity of applicants relative to the amount of time and effort invested

30%

Able to assess whether the applicant is a good fit with the organization before bringing them in for an on-site interview

27%

Able to assess the applicant’s work related potential or performance before brining them in for an on-site interview

20%

Note: Percentages do not total to 100% as respondents were allowed multiple choices. Only respondents who indicated a current or possible increase in the next 12 months of social network website usage for recruitment were asked this question.

n = 136

• ↑ Recruitment• est. Social Media Policy• ↑ Training• ↑ Professional Development

Recruitment• Background

checks– Pros– Cons

• Generation Y– Other

generations?• Retention

Recruitment

• Social Media job posting– Twitter searches– Twitter hashtags– Service providers (www.tweetmyjobs.com)– LinkedIn network– LinkedIn groups– LinkedIn searches– LinkedIn pay to play– Facebook network– Facebook fan v. groups

Social Media Policy

• Chad Houghton, director of e-media and business development at SHRM:– “it might be beneficial not to create some

arbitrary rules without first seeing where the opportunities and risks really are”

Professional Development

• Twitter lists• Twitter hashtags + search• Blogs (RSS, Google Reader, email)• Smartphones + text• LinkedIn Groups• YouTube, SlideShare

Training

• Tweet at events• Video - YouTube• PowerPoint – SlideShare• Blog embedding• Surveys, interaction (comments)

• Do you buy in?• What more are you going to do?

– What additional platform are you going to try?– What recruitment are you going to try?– What prof. development are you going to try?– What training idea are you going to try?

• When + how are you going to develop a social media policy, if at all?

David Zak• http://bit.ly/seblog |

www.davidzak.info• http://bit.ly/selinkedin• http://bit.ly/setwitter

– @SpringfieldEdge– www.twitter.com/springfielde

dge

• Facebook– http://bit.ly/sefacebook– facebook.com/davidzak

• http://bit.ly/seyoutube• http://bit.ly/seflickr• http://bit.ly/seslideshare

• 937.631.5315 (c)• 937.521.1935 (d)• 937.325.7621 (o)• 937.325.8765 (f)• dzak@greaterspringfield.com• www.greaterspringfield.com• http://business.greaterspringfield.com