Social Media Coordinator
DirectEmployers Association
To provide employers an employment network that is cost-effective, improves labor
market efficiency and reaches an ethnically diverse national and international
workforce.
• Over 650 Member Companies
 Majority from the Fortune 1500
• 17 Board of Directors
 All unpaid seats comprised of Member Companies (elected)
• Member focused, non-profit organization 501(c)(6)
• Pioneers of Internet Recruitment
 1992 Built the 1st online job board called Online Career Center (OCC)
 OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com)
• Market Experts and Leaders
• Advanced Technology / Automation
• World-class products, services, deliverables…
• Advocacy for OFCCP Compliance
• Social Jobs Partnership – formed Q4 2011 – www.facebook.com/socialjobs
 Facebook, DOL, NASWA, NACE & DirectEmployers Association
DirectEmployers Members @ A Glance
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What social network crossed the 10 million
mark faster than any other standalone site in
history?
What social network is considered the world’s
largest professional network on the Internet
with 150 million+ members in over
200 countries and territories?
What social network has over 1
million
links shared in 20 minutes?
What social network has 11
accounts
created every seconds?
Sources:
1) http://press.linkedin.com/about
2) http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/
3) http://newsroom.fb.com/content/default.aspx?NewsAreaId=22
http://www.theconversationprism.com/
But don’t try to do it all, pick what makes sense for your objectives
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Companies using social media to recruit:
Sources:
1) http://www.mdgadvertising.com/blog/wpcontent/uploads/2011/08/the_roi_of_social_media_mdg_advertising_infographic.p
ng
Of those respondents using social media for recruiting:
87% using
LinkedIn
55% using
Facebook
47% using
Twitter
12% using
YouTube
Of those respondents using social media for recruiting:
94.5% successfully hired through LinkedIn
24.2% successfully hired through Facebook
15.9% successfully hired through Twitter
3.1% successfully hired through company blog
Of those respondents using social media for recruiting:
91.7% using
LinkedIn
66% using
Facebook
53.3% using
Twitter
26.7% using
YouTube
50% of job seekers still spend most their
time searching on traditional job boards
29% of job seekers use social media as
their primary tool for job searching
Sources:
1) http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/
2) http://mashable.com/2011/07/10/digital-resume/
3) http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2
•
Fill out your LinkedIn profile
100%
•
Create a Twitter account for
your professional life.
•
Overhaul your Facebook profile
to make it work for you.
(showcase strengths,
experience)
•
Make connections - then
leverage them to get your
resume in front of a hiring
manager
•
Go to industry events
Sources:
1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
57% of job seekers expect a company to interact with fans & followers
Both active & passive job seekers say they use a company’s social media
page to apply to jobs posted, ask and get answers questions and get
information –not the company’s website
59% of job seekers agree that what is said by others about a company is
more important in how they form their opinion about a company than what a
company says about itself
70% agree that positive posts from fans or followers on a company’s social
media site would make them more likely to apply for a job at that company
Sources:
1) http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations
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• Potentially larger pool of candidates
• Access to more information to better filter candidates
• More direct line of communication to the potential hires themselves
• High usage and short response time on some social networks may help
fill positions faster, resulting in a decrease of vacancy days
• Access to hidden candidates
• Increase job visibility and easy sharing
• Enhance candidate experience
Sources:
1) http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1
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Race
• Capturing info impermissible
to consider such as protected
classes
- May “taint” an otherwise wellbased hiring decision
- Make decision on incorrect
information
- Evidence of search may be
revealed in litigation
Marital
Status
Religion
• Depending on technology,
may not be sourcing from
diverse pool (see next slide)
• Tricky to fulfill data collection
and recordkeeping
requirements for OFCCP
purposes
Familial
Status/Responsibili
ties
Source:
1)
http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F%2Fwww.taleo.com%2Fsites%2Fdefault%
2Ffiles%2Fwhitepaper-social-recruiting-
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Google Alerts
Google News
Yahoo! Alerts
SocialMention
Technorati
BoardTracker (currently being
revamped)
Keotag
Twitter Search
What is your audience doing in social media spaces you’re interested in?
What motivates this behavior?
What social communities already are active in your space, or even around your
brand?
Where are the conversations taking place?
Who is talking?
Are the speakers influential?
How are they referencing my brand and in what context?
Sources:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
Measure your results & refine
Increase in database of candidates
Savings in advertising costs
(referrals from social, online video)
Increase in career site traffic
Increase of candidates per req
http://www.todaysfacilitymanager.com/fa
cilityblog/2010/08/new-ansi-approvedretail-measurement-standard.html
What will the process flow be?
What are the set-up /maintenance costs or fees associated with this project?
(programming, coding, creative, time)
Which types of platforms will be leveraged for this project, and how many total?
Will the different platforms (e.g. mobile, social) require multiple formats and content types?
If managed internally, who will be the point person, or team dedicated to this project?
Contingency plan for team member is he/she leaves?
Source:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf
The Social Media Governance page has hundreds of policies
and useful templates to help!
SHRM Survey: An Examination of How
Social Media Is Embedded in Business
Strategy and Operations
55 percent of surveyed employers plan to
increase their social media efforts in the
next year.
40 percent of organizations have a formal
social media policy.
56 percent of social media policies include
a statement regarding the organization’s
right to monitor social media usage.
Other common policy components include:
• a code of conduct for employee use of
social networking for professional purposes
(68 percent),
• a code of conduct for employee use of
social networking for personal purposes (66
percent), or
• guidelines for social media
communications (55 percent).
Sources:
1) http://socialmediagovernance.com/policies.php
2) 2)
http://www.shrm.org/about/pressroom/PressReleases/Pages/SHRMSurveyincreas
“A company’s employees double
as PR representatives for your
business, whether you (or they)
like it or not.”
http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf
“Every good PR opp is a good
recruiting opp”
– Shama Kabani
“Facebook users are very wary
of spam. Recruiters run the risk
of being blocked by users if they
post every job opening so that it
constantly shows up inside a
user's news feed..”
http://online.wsj.com/article/SB10001424052970204524604576611120154304788.h
l?mod=WSJ_Tech_LEFTTopNews
http://www.slideshare.net/jobvite/jobvite-webcast7approachesrecruitfbwithjennifermcclure031511
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Twitter - Search
Hashtags:
#jobadvice,
#jobhuntchat,
#hirefriday
Or relevant
conference
hashtags your
prospective
candidates might
be attending
Advanced Twitter
search
Twitter - Search
Don’t overlook the
similar to you section!
Twitter – Posting jobs
Post jobs through RSS to Twitter account
Twitter – Engaging and informing candidates
Have an account to engage candidates, share your stories and interact with current employees
Google+ – Search
http://findpeopleonplus.com/
Facebook - Advertising
Source:
1) http://www.facebook.com/advertising
Facebook - Advertising
Source:
1) http://www.facebook.com/advertising
Facebook - Pages
Facebook – Pages and engaging candidates
Facebook – Integration with career site
New and creative approaches
THE RARE FIND: REINVENTING
RECRUITING
Companies like Google and Facebook are
downplaying résumés and identifying
talent in unusual ways.
An excerpt from George Anders’s book The Rare Find
Sources:
1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html
New and creative approaches
Facebook Apps
BeKnown (networking tool)
BranchOut (networking tool)
Inside Job (networking tool, add jobs to
page)
LinkUp (add jobs to your page)
Work With Us by Jobvite (add jobs to
your page)
Sources:
Mobile Apps
Jobs by Careerbuilder (search)
Indeed.com (search)
Jibber Jobber (management tool)
SnapDat (digital biz card exchange)
LinkedIn Mobile (mobile version of site)
In The Door (networking tool)
SnagAJob.com (for hourly employers and job
seekers)
CareerAMP- now Who Do You Know (networking
tool)
LinkUp (search)
1) http://jobsearch.about.com/od/jobsearchtools/a/facebookapps.htm
2) http://moneywatch.bnet.com/career-advice/blog/on-job/9-best-mobile-apps-for-finding-a-job/504/
10,222 fans on the page.
(In 4 weeks!)
4000 job applications received
(During a 2 week campaign)
600 interviews completed
(over 3 days)
120 Hires
https://www.work4labs.com/case-study-hard-rock-cafe-florence/
Shama Kabani, CEO Marketing Zen Group, DEAM11
YouTube career channel
Share culture
Employee network groups
Promoting intern initiatives
Day in the life
How to videos
Sources:
1)
http://www.youtube.com/advertise/watching.html
YouTube - Search
LinkedIn – Search
LinkedIn – Company pages, groups, career tabs
LinkedIn – Group and company statistics
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http://www.directemployers.org/blogs
@DirectEmployers
https://www.smartbrief.com/socialmedia/index.jsp
http://www.dol.gov/
http://blogging4jobs.com/toolbox-hr/
http://www.tweetmyjobs.com/employers/resourcecenter
http://mashable.com
http://unbridledtalent.com/blog/
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KATIE PFLEDDERER
[email protected]
(317) 874-9070
© 2011 DirectEmployers Association, a nonprofit
consortium of leading global employers