This document discusses empowering just-in-time sourcing through social media. It outlines five key benefits of social media for recruiting: branding, engagement, SEO, viral networking, and competitive intelligence. It also describes five social media initiatives that are important for success: going where candidates are, having a unified global vision, creating a roadmap, assigning channels, and implementing a communication strategy. The document provides tips on social media marketing and common mistakes to avoid. It also describes Arbita's Recruitment Genome Project for conducting market research to provide guidance to recruiters.

1. Empower Your Just in Time Sourcing with Social Media TAG Recruiting Society January, 2011

2. Shally Steckerl, EVP Arbita EVP, Arbita, Inc. http://j.mp/shally Recruiting since 1996 6 yrs. Corporate sourcing leadership 5 yrs. contingency, ran $1M+ full desk 4 years consulting with over 200 organizations Architected and managed centralized research teams at Motorola, Cisco, Coke (CCE), Google, Microsoft Raised in Colombia, South America (English is my second language) Returned Peace Corps Volunteer (Nicaragua ’94) B.S. in International Business from RIT

3. The New Communication Paradigm Is a dialog not a broadcast A message is not a conversation

4. Benefits of Social Media Five Advantages Social Media Brings To The Table

5. Branding Increased presence in social media elevates your brand so its important to participate and engage with prospects on others’ Facebook pages, LinkedIn Groups, Twitter accounts and Blogs

6. Engagement Social Media communities tend to allow members access to their total membership so your recruiters may use member email and other contact information to make direct contact with specific individuals of interest via “direct approach” on social networks

7. SEO Your organization’s activity on Facebook, LinkedIn, Twitter and Blogs results in favorable organic ranking by search engines, driving traffic to your careers page and allowing you to dramatically reduce your advertising budget

8. Viral Networking Members of LinkedIn, friends on Facebook, “followers” on Twitter (etc.) are generally able to see the complete list of “friends of a friend” so your recruiters will find that each single social media contact becomes a gateway to a broader community – this is known as the viral networking effect

9. Comp Intel Social Media communities are replete with “word on the street” – actionable intelligence that gives you a heads-up regarding industry buzz, competitive intelligence, where the talent pool is headed, and other key indicators that don’t come through job boards.

10. Key Social Media Initiatives Five Initiatives You Must Have In Order To Succeed

11. Go Where They Are Go where your prospects are not where you think they should be - identify key talent channels within varied social media platforms: online Social Networking reflects our real-world social proclivities, we hang out with others who share our interests and affiliations

12. Unified Global Vision Compose a Vision Statement describing a robust approach to social media recruitment to include acquisition, validation, analysis and application of actionable knowledge about key stakeholders for goal-setting, strategy formulation and support HR & recruitment missions

13. Roadmap Based on identification of channels above, craft a roadmap on how the entire organization should engage, connect and participate with skill-set relevant niche sites and online subject matter influencers to heighten identification of organizational employment brand

14. Assigned Channels Assign social media activities in each channel to key recruitment personnel with an emphasis on outreach, engagement and organic attraction of dedicated talent audiences

15. Communication Strategy Implement a communications strategy that fosters genuine candidate relationships utilizing Web 2.0 or “social media” channels of communication

16. Recruitment Genome Project Are Social Networks A Useful Source of Candidates?

17. Are social networks a useful source of candidates? No. Social Recruiting works only when you empower and deputize your entire organization to be recruiting evangelists. The way we’re doing it now there is little reward in comparison to amount of work. Most companies lack an effective strategy for sourcing, they depend on web-savvy recruiters “figuring it out” as they go, often reinventing the wheel.

18. Are social networks a useful source of candidates? Blogs, among the largest and most active social networking destinations, are almost completely ignored by recruiters Most companies mistakenly push nothing but job ads to social networks, and in such frequency that it becomes noise nobody listens to, with little to no value-add

19. Most Interesting Findings 70% have no strategy for sourcing from niche and regional networks and 83% have no strategy for sourcing on blogs: both massive, yet remain widely overlooked Not all the tried-and-true methods have been supplanted: 90% say Employee Referral programs are much or somewhat better than social networks. The challenge going forward is how to make social networks and employee referral programs synergistic

20. Survey on “hard to fill jobs” recruitment marketing initiatives used ON hard-to-fill jobs? Which recruitment marketing channels yielded most qualified? 85% Job Boards 78% Social Networks 49% Recruiting Services 41% Sourcing Services 24% SEO 16% SEM 28% “other” 24% Social Networks 16% Recruiting Services 11% Job Boards 11% Sourcing Services 3% SEO 1% SEM 34% “other” (from “no idea” to word of mouth, referrals, internal sourcing team, etc.)

21. Branding Get noticed among millions of profiles: Have a 100% complete profile – fill out summary and specialties with words/phrases describing your expertise Vanity URL (your name): makes sure your profile is “public” linkedin.com/in/shally or facebook.com/shally.steckerl Your past experience should go back 10 years. Concisely explain what you did at each company. Write/get recommendations, ask/answer questions Link to your websites (your jobs RSS, team blog, etc.) Remember, its not who you know it’s who knows YOU 21

23. Recruitment Genome Project Arbita’s Recruitment Genome Project is the single most wide-reaching and thorough market research project ever conducted in the recruitment community. Focus group interviews Multiple survey instruments Exhaustive secondary research Analysis from industry thought leaders like: Kevin Wheeler, Peter Weddle, etc. Practical wisdom from over 4000 staffing leaders Ranked list of key sourcing initiatives for 2010 Participate and get the 1st and 2nd reports for free Shally SteckerlEVP, Arbita, Inc.612-278-0042shally@arbita.nethttp://aces.arbita.net/shally

24. Those who seek to control the conversation will be defeated by those who enable, inspire and influence

26. Follow @Shally and @Arbitaincon Twitter

27. Join Arbita on LinkedIn and Facebook

28. Email us your questions!We’re available for custom on-site and web-based training. Select topics from over 50 hours of material!