1. Social Recruiting: Is it right for your business? Lance Haun, Community Director, ERE Media

2. What we’ll cover Strategizing 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?

3. Social Recruiting: What’s your strategy? Social recruiting accentuates your current recruiting process Not a replacement for strategy Considerations

4. Are your employees online?Are potential employees online?

5. Do you have an online presence?Do you want an online presence?

6. Are you committed to devote time and energy to developing an effective strategy?

7. What can social recruiting help achieve? Diversity recruiting goals Attracting young to middle aged professionals Certain affinity industries (tech, marketing, media)

8. What can’t social recruiting help with? Older, near retirement professionals Many blue collar industries Getting the widest swath of candidates available

9. Other considerations Company culture Management expectations Employee awareness

10. Tools, tools, toolsHow do you reach people on social media?

11. Big 3: LinkedIn Professional network Best technique: starting a group Attracting people: ask employees to share group

13. Big 3: Facebook Personal network (very large) Best technique: Facebook page Attracting people: Facebook advertising, word of mouth

15. Big 3: Twitter Personal network (very large) Best technique: Twitter account Attracting people: Following influencers and local people

17. Learning Commitment LinkedIn: 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

18. Time commitment 30-60 minutes per day Spend 10-20 minutes on each network Replying to comments, creating content, reaching out to or attracting new members

19. Tracking Results ATS automation (ask your provider) Ask in application Ask interviewees Ask your social network

20. Companies using social recruiting

21. Microsoft Example: LinkedIn groups What are they doing differently? Mass segmentation Affinity groups

24. Microsoft Results Hires from sources usually unable to penetrate Diversity hires (African American game developers, Military veterans) A positive ROI and cost-per-hire less than average

25. UPS Example: Facebook page and Twitter account No social presence before 2009 Target demographic: 18-35 year olds Committed to one year

28. UPS Results 4,000+ clicks through to jobs 19 hires made Cost-per-hire approximately $750 Evaluating 2010 results with changes

29. Takeaways Social recruiting must align with overall strategy Pick your tools carefully Measure results You are building momentum

30. Questions? My contact info: Lance Haun lance@ere.net (360) 356-1760 http://twitter.com/thelance