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Social Recruiting: Is it right for your business? Lance Haun, Community Director, ERE Media
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Social recruiting presentation for SWHRMA

Oct 19, 2014

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Page 1: Social recruiting presentation for SWHRMA

Social Recruiting: Is it right for your business?

Lance Haun, Community Director, ERE Media

Page 2: Social recruiting presentation for SWHRMA

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?

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

Not a replacement for strategy

Considerations

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Are your employees online?

Are potential employees online?

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Do you have an online presence?

Do you want an online presence?

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Are you committed to devote time and energy

to developing an effective strategy?

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What can social recruiting help achieve?Diversity recruiting goals

Attracting young to middle aged professionals

Certain affinity industries (tech, marketing, media)

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

Many blue collar industries

Getting the widest swath of candidates available

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Other considerationsCompany culture

Management expectations

Employee awareness

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Tools, tools, tools

How do you reach people on social media?

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Big 3: LinkedInProfessional network

Best technique: starting a group

Attracting people: ask employees to share group

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Big 3: FacebookPersonal network (very large)

Best technique: Facebook page

Attracting people: Facebook advertising, word of mouth

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Big 3: TwitterPersonal network (very large)

Best technique: Twitter account

Attracting people: Following influencers and local people

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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

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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

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Tracking ResultsATS automation (ask your provider)

Ask in application

Ask interviewees

Ask your social network

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Companies using social recruiting

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MicrosoftExample: LinkedIn groups

What are they doing differently?

Mass segmentation

Affinity groups

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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

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UPSExample: Facebook page and Twitter account

No social presence before 2009

Target demographic: 18-35 year olds

Committed to one year

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UPS Results4,000+ clicks through to jobs

19 hires made

Cost-per-hire approximately $750

Evaluating 2010 results with changes

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TakeawaysSocial recruiting must align with overall strategy

Pick your tools carefully

Measure results

You are building momentum

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Questions?

My contact info:Lance Haun

[email protected](360) 356-1760

http://twitter.com/thelance