Social Media - Friend or Foe for Recruiters?
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Transcript of Social Media - Friend or Foe for Recruiters?
Social Media: Friend or Foe to Recruiters
Minnesota Recruiting &
Staffing Association
04/26/2011
• 13 years as an IT Recruiter
• Top 20 MN Social Media Innovator
• HR Examiner’s Top 25 Digital Recruiters
• HR Examiner’s Top 25 Digital HR Influencers
• Local and national speaker on Recruiting/HR, Career and Social Media topics
• Co‐Founder and Coordinator of Minnesota Recruiters
Recruiting Is Marketing, PR And Sales
Social Media
Friend AND Foe
Social Media Buzzwords:
TransparencyAuthenticity
EngageCommunicateParticipateInteract
Relationships
Flashback And Forward 3 Years
Post n PrayThe “War For Talent”Baby Boomers retiringHow to recruit Gen Y
How are you preparing for the new/old employment market?
Some Clients Are Getting More Aggressive (partial list)
Talent Pools
Passive candidate databases
Talent Community Managers
Video
Online chats
SMS (Text) campaigns
SEO/SEM/PPC
Social Media Facebook Fan PageTwitter
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LinkedIn Company Profiles
Facebook Ad
CAUTION
If you have a Social Media presence you MUST reply promptly
Customer Service is a MUST
Social Media Is…
FREE
But we rarely factor our time as a cost when using the phone, job boards and other “traditional”methods. Need to compare apples to apples.
Google: Can You Be Found And If So…
• What will your clients/candidates find out about you
• Most Importantly: Would YOU call YOU back?
“You can't stay in your corner of the Forest waiting for others to come to you. You have to
go to them sometimes.”
Recruiting Is A Contact Sport
Tools In The (My) Recruiter Tool Chest
“Online”:
•Ning Groups
•Blogs
•YouTube
•RSS/Email Feeds
“Traditional”:
•Phone
•Web site
•Career Page
•Big Job Boards
•Niche Job Boards
•Newsletter
•Networking Events
I N e e d D e e p e r R e l a t i o n s h i p s !
I D o n ’ t N e e d M o r e C a n d i d a t e s . . .
I Don’t Need More Candidates...
I need deeper relationships!
I need to be 1st on their mind!
• Headline– Include keywords that will help people find you
• Websites– Rename and link to company site, career page
• Summary– Add skill sets and job titles you are recruiting for
– Add your email address
• Include resume
• Create Company page
• Follow other company pages
• Join/participate in groups
• Connect with your network
• Consider making “Education and Work”public
• Include “real name”, nearest large city, keywords, buzzwords
• “Follow” local “cool kids”, industry leaders, groups, those in the know
• Search/follow Skill Sets, Titles, HR & Recruiters
• Add yourself to directories
• Find others lists
• Groups: #smbmsp ‐ #mnrec ‐ #minnebar
• Twitter Search
Invest before making a withdrawal
Linkedin, Facebook & Twitter Updates
Share links to:
Events/conferencesSeminars/webinars
Industry articles/news/statistics/blog postsLocal business articles/news/statistics/blog posts
Ask/give adviceAsk/answer questions
Reply to othersForward others updates
Is Social Media a “time suck” or…
Do users need to be more self disciplined?
Is who you recruit online… will they be?
Success in using Social Media as a recruiting tool depends on (in part)
candidate:
LocationSkill SetIndustry
And the Recruiter’s ability to use the tools
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Minnesota HeadhunterSearch Words
Minnesota Headhunter Referrals
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I rarely make a “cold call”
Analytics
Visits to your web siteCareer page
BioKeywordsReferrals
Articles & Links
Use Google Analytics & URL Shortners
Statistics (all opt in):
Facebook = 988Linkedin = 3802
Twitter Following/Followers = 5758 & 7450Email Newsletter = 2057
Feedburner (RSS & EMail) = 1022
*The numbers matter little: engagement, relationships and referrals are what matter
Results:
Placements ‐ $$$ReferralsTrust
VisibilityCredibilityAuthority
Network/event/meeting invitesSpeaking requests
Are You Engaged Or Walled Off?
Resources for more information:
ERE.net
RecruitingBlogs.com
Fordyce Letter
RSS Feeds In Plain English
Paul DeBettigniesPaul DeBettigniesVP RecruitingVP Recruiting
HireCast ConsultingHireCast [email protected]