Best practice to maximise the benefits of Social Media for HR and recruitment professionals.

1. Social Media: Impact on HR
October 2011

2. 55% of HR professionals rate word of mouth
as the best source of candidates
HRNext
“I’ll be stunned if 50% of candidate referrals
aren t coming through online communities in
’
the next five years.”
Taleo

3. 45% of employers screen
Social Media sites
• 3 • HR and Social Media
source: careerbuilder.com 2009

4. 35%
reported they found content on social media that
caused them not to hire the candidate
• 4 • HR and Social Media
source: careerbuilder.com 2009

5. Why Social?
The central premise of Social Media’s success, is the
participation of people.
Business success isn’t about your product or service: it’s
about your people.
Social Media provides your business with the
opportunity to spot the right people.

6. Social Media
62%
47.4%
read 29.0%
post
write
80.0% No10
Imagery Blogging
watch Sydney*
28.2% Micro No6
Video
upload blogging Aus*
Podcasting RSS
24.6%
feed
40.2%
listen
Forums Widgets
Chat Networks
74%
message 81.1%
belong
• UM Wave 4 and 5

7. The Facts for HR & Recruitment
72.8% of internet users read blogs and globally one new
blog is created every second of every day

8. The Facts for HR & Recruitment
Does your company use social
media to support recruitment
efforts?
Source: Jobvite, 2010

9. The Facts for HR & Recruitment
What social platforms
does your company use
to support recruitment
efforts?
Source: Jobvite, 2010

10. The Facts for HR & Recruitment
58.1%: Have you
successfully hired
through a social
Yes network?
Source: Jobvite, 2010

11. Social Media Engagement:
The Facts for HR & Recruitment
Which social media sites does your company have, & for what purpose?
The sum of all the jobs publicised on Twitter makes it
Source: Jobvite, 2010
11
the largest job board in the world.
7 July 2011

12. In the context of HR….
Social Media is not just a set of new channels
for talent sourcing and people engagement.
Its an opportunity for organisations to align
with the candidate marketplace and the
employee population to achieve business
objectives.

13. What do you want to achieve?
Use Social Media to listen to prospective talent
Use Social Media to ask questions
Use Social Media to engage: current & new talent
Use Social Media to develop your talent pipeline
Use Social Media to give legs to your EVP
Use Social Media to hire, engage, retain

14. How is it being used?
EVP
Internal External
• People Engagement • Attraction
• Retention strategies • Candidate relationship
• Training; mentoring development
• Assessment • Talent pipelining
• Execution of Diversity strategies • Assessment: pre appointment
• Enhancing ‘real life’ social communities • Channeling EVP
• Internal relationship building • Brand reputation management
• Information sharing • Engagement: post
• Onboarding appointment, pre start
• Alumni comms

15. What’s Out There?
Social Media for HR:
Online/Offline
Gaming Meetups
recruitment
Mobile Payroll
TC (Team
Tumblr
Collaboration)
Flickr Twitter RSS Podcasting
HR Blog Facebook Ning;
Mobile: for
candidate YouTube Yammer
Apps: Google+ relationship
Mobile,
Tablet Online events: LinkedIn Sharepoint;
hosted in social
Google Docs

16. Keeping your EVP in the Picture…
Thought
Culture Leadership
Employer Corporate
Leadership Brand Brand Customer
Offer
Reputation Reputation
Social
Media
Strategy
Internal: External:
People Talent
Engagement Pool

23. How is it being used?

24. Where are mistakes happening?
Lack of strategy.
Using the environments as jobboards.
Lack of original content.
Activity that’s not audience relevant.
Box ticking.
Over compensating….

25. Keep in mind….
It’s not free!
You need real resources to create success.
Give your staff a say!
Be strategic.
Measure, assess, alter your strategy. All the time.