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Semelhante a Webinar January 2010 Recruiting, Sourcing
Semelhante a Webinar January 2010 Recruiting, Sourcing (20)
Webinar January 2010 Recruiting, Sourcing
- 1. VP Marketing Nancy Holland January 2010 Recruiting, Sourcing and Hiring in 2010
- 2. GO COLTS!!!! 2 January 2010
- 4. Social Media
- 6. Search Engine Optimization (SEO)
- 8. Social Media in Recruiting January 2010 5
- 9. Using Social Media in Recruiting January 2010 6 “I believe we were blindsided by the move to social networking and the resulting social community phenomenon.” Marvin Smith, HCI Blog, January 15, 2010 www.hci.org/cfe/blogs/thetalenteconomy
- 10. Using Social Media in Recruiting January 2010 7 “It is the aftermath to the move to social communities that presents both opportunities and challenges for the recruiting industry.” Marvin Smith Source - http://www.hci.org/cfe/blogs/thetalenteconomy
- 11. YouTube January 2010 8
- 12. January 2010 9
- 13. January 2010 10
- 14. January 2010 11
- 15. January 2010 12
- 16. January 2010 13 http://www.reelseo.com/list-video-sharing-websites/
- 17. Facebook January 2010 14
- 18. January 2010 15
- 19. January 2010 16
- 20. LinkedIn January 2010 17
- 21. January 2010 18
- 22. January 2010 19
- 23. January 2010 20
- 24. January 2010 21 Acxiom Advanced Technology Services, Inc. AT&T Camber Corporation Eaton Corporation Ernst & Young HCR ManorCare, Inc. Hyatt IBM JC Penny Mayo Clinic Pearson Education SodexoTeradata Corporation Union Bank Welch Allyn
- 25. January 2010 22 CitrixDRS Technologies, Inc. HCR ManorCare, Inc. Hyatt Merck Sodexo
- 26. Twitter January 2010 23
- 27. January 2010 24
- 28. January 2010 25 Source - http://luisgalarza.blogspot.com
- 29. January 2010 26 “Launched a dedicated desktop client dubbed JobDeck that indexes recruitment related tweets from across the Twittersphere.” Source - http://www.clickz.com/3636255
- 30. Search Engine Optimization & Custom Landing Pages January 2010 27
- 31. January 2010 28 Source - http://mashable.com/2009/04/15/social-media-seo/
- 32. January 2010 29 Source - http://www.recruiterguy.net/
- 33. January 2010 30 Source - http://www.google.com/jobs/workyoutube/
- 34. January 2010 31
- 35. January 2010 32
- 36. Upcoming WebinarProduct Overview: Direct SEO and Direct TrafficDate: Wednesday, February 10, 2010 Time: 2:00 PM - 3:00 PM EST Presented by: Chad Sowash, Vice President of Business Development, DirectEmployers Association, Inc. January 2010 33
- 37. January 2010 34 Questions? Nancy Holland, VP Marketing Toll Free (866) 268-6206 Nancy@DirectEmployers.org
Notas do Editor
- Obviously there will be hiring whether it is to backfill positions; to staff for sales of new product launches or to increase headcount due to growth and we need to embrace social media in our hiring practices. Why?
- Some people like Marvin Smith the author of a blog on the Human Capital Institutes website believes their has been a social revolution thatRecruiting has been blindsided by.
- Smith goes on to say that these social communities have created opportunities and challenges for the recruiting industry.
- Obviously there will be hiring whether it is to backfill positions; to staff for sales of new product launches or to increase headcount due to growth and we need to embrace social media in our hiring practices. Why?
- A short promotional video that encourages people to connect with Hyatt using social media. Let us know what you think.Promotional video “You’re More Than Welcome” with 31,474 viewsProfileChannel Views: 3,110Total Upload Views: 5,723Subscribers: 42
- Channel Views: 5,257,139Total Upload Views: 14,947,973Subscribers: 107,55there doesn’t appear to be any links to their career site from their main video page.
- Advertisement for jobs at YouTube – Over 160,000 views; Best Practice you will see here is - Text box on the video that states “YouTube is hiring! Apply today at youtube.com/ytjobsloaded on November 11, 2009 however, this video is not anywhere to be seen on their main video page
- YouTube makes it easy to measure your traffic and the effectiveness of your videos. You are also able to view the demographics of the viewers and see if you are targeting the correct types of candidates. This YouTube video had the most views when it was first uploaded however, continues to perform well. The most views were in the United States by Males ages 13-44.
- Best Practice: keep in mind there are other video sites on the internet that you should distribute your videos to including - YouTube, Yahoo Video.qq, Flickr, Photobucket, Daily Motion, MySpace, Veoh, Viddler, and Vimeo
- Obviously there will be hiring whether it is to backfill positions; to staff for sales of new product launches or to increase headcount due to growth and we need to embrace social media in our hiring practices. Why?
- Typing jobs into the Facebook search box brought up career pages – Here you see AT&T with 676 fans
- This is AT&T’s College fan page – Facebook is obviously a great tool to reach college students but it now reaches way beyond that demographic.Some Best Practices to point out here are the custom tabs – including On Campus, Programs and Internships. Inside the On Campus tab you see a section “January’s College Hire Spotlight” this is a great way to make the application more personal and create an opportunity for viral distribution of the pages.
- Obviously there will be hiring whether it is to backfill positions; to staff for sales of new product launches or to increase headcount due to growth and we need to embrace social media in our hiring practices. Why?
- LinkedIn has quickly become a fantastic tool for recruiters so creating specific groups and effectively managing these groups is a great way to build talent communities. A terrific example of an employers use of LinkedIn’s company profile feature is Hewlett-Packard. Here you see their company profile page. HP is able to display Current Employees, Former Employees, New Hires, Recent Promotions and changes, Popular Profiles as well as Career path for HP employees, Key statistics like top locations, common job titles, median age and gender, News and stock information. Again fantastic job with the company profile but when I searched for an HP group for job seekers or those outside of the HP family I didn’t find any. There was a large group of over 38,000 members for current and former direct employees of Hewlett-Packard but it specifically stated Sorry – students, customers, contractors, and a long list of other groups that could be a terrific source of referrals do not qualify for membership. I understand the need/want for an exclusive group and would not be so disappointed if there were an alternative for these others. I was not able to find one. I performed specific searches on many of the Fortune 500 and found the same to be true for a great many of these companies.
- I did find one for Citrix Virtualization Technology with over 4,500 members. This group is owned by Barry Flanagan, he is the Global Microsoft Alliance Evangelist at Citrix Systems. Barry is able to buildauthentic relationships with the network on the Citrix group creating many benefits including candidates who are already engaged with their brand, and their culture therefore providing great opportunities for referrals. He is also able to stay in touch with former, valued, trusted colleagues for potential future employment relationships. Citrix doesn’t want to lose touch with people who have worked successfully for or with them in the past.
- LinkedIn has many groups for job seekers in every area so search for these groups and become an active participant with your corporate career account, post questions, polls and discussions as well as participate in others posts. You will notice this group has 8,017 members and is owned by Patrick Crane who is VP Marketing for LinkedIn, this group also is an Official group which means it has been verified by LinkedIn.
- Here is a list of DirectEmployers members who have company profile pages on LinkedIn that we are aware of. I’m sure there are others and if you know your company has one please let me know you can email me at nancy@directemployers.org
- Here is a list of DirectEmployers members who have company groups on LinkedIn that we are aware of. I’m sure there are others and if you know your company has one please let me know you can email me at nancy@directemployers.org
- Obviously there will be hiring whether it is to backfill positions; to staff for sales of new product launches or to increase headcount due to growth and we need to embrace social media in our hiring practices. Why?
- Sodexo is a great Twitter example of ways to engage followers without spamming them. There are tweets about scholarships; links to company blogs; Retweets of company information tweeted by other Sodexo employees and conversations with candidates and employees.Sodexo has 2,655 followers and they are listed 153 times.
- A great blog post about tools for Twitter is here on the Free Internet Marketing And Trends blog - Best Practice use tools like Social Oomph and Hoot Suite to manage your content. With Social Oomph you are able to schedule tweets and track @ mentions and Hoot Suite allows you the flexibility of tweeting articles and blogs from your toolbar. However, be careful and research the automated tools well because some can possibly get your account suspended, avoid sites like IWantFollowers.com and others that will beef up your follower numbers. Big follower numbers can take some time so the best way is to provide great, relevant content, crosspost your information, market your twitter account and be patient, the followers will come.
- Rick Wehrle our VP of Product Development sent me an email with ClickZ’s blog post today about a new JobDeck launched for recruiters to have their tweets indexed helping them to connect with potential candidates.
- In an April 2009 Mashable blog article, Lee Odden, CEO of TopRank Online Marketing stated, “Implementing a social media marketing program without optimizing content is leaving money on the table. Useful content (blog, video, images, audio) that cannot be discovered via search is a lost opportunity to reach an audience that is looking.” Odden goes on to list 5 SEO steps for Social Media these include 1. Find the audience; understand their behaviors, preferences, methods of publishing, and sharing. Most companies that are involved with the social web in the channels where their customers spend time have a good sense of where to start. Many companies are ahead of the game by tracking their audience via social media monitoring software that identifies keywords, conversations and influencers. 2. Define your objectives-The role of SEO in social media is to create discovery via search. So make sure you understand this objective when you are optimizing your videos or blog content because indirectly your social content can boost links to website content. 3. Establish a game plan – Focus on content and interaction since it is content that people discover and share. 4. Create a tactical mix – Do the homework of finding where the desired audience spends its time interacting with and sharing content. Look at keyword glossaries to find writing headlines, anchor text and twitter content. 5. Measure your goals – Goals measurement should roll up to the specific objectives. There are several social media monitoring services available. As a matter of fact the next slide highlights a recent post by one of our members AT&T with some great measurement tools for recruiting.
- Remember that YouTube video for working at youtube – I showed you it had a textbox with a link across the bottom of the screen? Well guess where that link takes the user? It takes them to a custom landing page for jobs within Google.
- In conclusion I would like to remind you there are so many different social media outlets today. I’ve highlighted the most popular but you really should evaluate the options and also keep in mind there might be some that are very specific to a niche area that you are trying to target. Here you can see Sodexo has a link to special interest groups like Clinical Dietitian Community and Housekeeping Management Community among others. If you effectively locate these communities and participate you can tap into a much more robust talent pool.
- I will be posting a blog to follow-up this webinar on the DirectEmployers.org site with links to all of these sites, tools and blogs within the next week. Also, this webinar will be available for download within a week.