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Adecco Staffing, USA — HRCI Webinar Series | 01.28.15
Using Social Media
as a Recruitment Tool

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Meet the Presenters

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Matilda Anderson
Director of Marketing,
Social Media and Digital
Strategy, Adecco Group North
America
@MatildaEmily
linkedin.com/in/matildaanderson
Matilda serves as Director of Digital Marketing with
Adecco Group North America, an industry leading
global Fortune 500 staffing company. Matilda has
over 5 years of delivering significant results by
leveraging social media, blog strategy, digital and
web content production, and email campaigns.
She specializes in social media strategy and has
designed and implemented a dynamic training
curriculum focused on using social media for
recruiting purposes. These trainings have been used
by Adecco’s recruiters throughout 450+ U.S. locations.
Meet the Presenters:
Matilda Anderson

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Ted Coiné
CMO, Meddle.it | Co-Author of
“A World Gone Social”
https://meddle.it
@tedcoine
linkedin.com/in/tedcoine
Ted Coiné is Chief Marketing Officer of Meddle.it, the next
generation content marketing tool for organizations and
individuals.
He is a Forbes Top 10 Social Media Power Influencer and
an Inc. Top 100 Leadership Expert. This stance at the
crossroads of social and leadership gave Ted a unique
perspective to identify the demise of Industrial Age
management and the birth of the Social Age. The result,
after five years of trend watching, interviewing and
intensive research, is his latest co-authored book,
A World Gone Social: How Companies Must Adapt to
Survive.
An Inc. Top 100 Speaker, Ted is also a serial business
founder and three-time CEO. He lives in Naples, Florida,
with his wife and two daughters.
Meet the Presenters:
Ted Coiné

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Mark Babbitt
CEO, YouTern | President
Switch & Shift, LLC | Co-Author of “A World
Gone Social”
http://www.aworldgonesocial.com
@MarkSBabbitt
linkedin.com/in/marksbabbitt
Mark is an in-demand speaker and mentor, who has
been named as a Top 100 leadership speaker by Inc.
and one of the “15 Twitter Accounts Every Entrepreneur
Should Follow" by Business News Daily. He is the co-
author of A World Gone Social: How Business Must
Adapt to Survive.
Mark serves as CEO of YouTern and President of
Switch and Shift. In addition, he is a founder of
ForwardHeroes which launches in 2015 to help our
military veterans transition successfully into civilian
careers.
Meet the Presenters:
Mark Babbitt

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“A World Gone Social:
How Companies Must Adapt to Survive.”
http://aworldgonesocial.com/

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At Adecco Staffing, USA we offer flexible staffing solutions, expert leadership and a commitment
to diversity and inclusion to help companies realize new possibilities in the workplace.
Who is Adecco
Staffing, USA?

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Who is Adecco Staffing, USA?
• Accounting &
Finance
• Call Center &
Customer Service
• Creative &
Marketing
• Engineering &
Technology
• Hospitality
• Industrial &
Manufacturing
• Medical &
Science
• Office, Clerical &
Administrative
• Transportation
As the world’s leading provider
of HR solutions, we inspire
individuals and organizations to
work more effectively and
efficiently.
We partner with small and mid-sized businesses,
as well as Fortune 500 companies across major
industries, such as:

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Adecco’s Social
Media Presence

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At Adecco, we utilize the most effective and up-
to-date social media recruiting techniques to
assist in placing over 650,000+ associates per
day in jobs for over 100,000 clients in over 60
countries.
Our social media channels boast over 107,000
followers, that our recruiters leverage to share
relevant thought leadership to job seekers and
prospective clients alike.
Adecco’s social media presence.
facebook.com/AdeccoUSA
twitter.com/AdeccoUSA
linkedin.com/company/Adecco-Staffing-USA
plus.google.com/+AdeccoUSA
youtube.com/user/AdeccoUSA
pinterest.com/AdeccoUSA
slideshare.net/AdeccoUSA

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• Current Employment Landscape
• The Job Seeker Journey
• The Effectiveness of Using Social Media to Recruit
• Your Personal Brand
• Develop Your Social Media for Recruitment Strategy
• ROI of Social Recruiting
• Q&A
Webinar Overview

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Current
Employment
Landscape

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According to the Bureau of Labor Statistics*:
• Total nonfarm payroll employment increased by 2.95 million in 2014.
• Unemployment rate 5.6%, the lowest since June 2008.
• Unemployment rate fell 1.1% in 2014.
According to Kiplinger’s December 2014 Economic Outlook**:
• 3 million new jobs forecasted to be added in 2015
• Averaging 250,000 per month
• Unemployment forecasted drop from 5.6% to 5.3%
• Employment gains will keep incomes and consumption fueling healthy economic growth
Areas for Improvement:
• Labor Participation Rate at 62.7%
• Recent graduates, veteran and mature worker unemployment higher
Current employment landscape.
* - U.S. Bureau of Labor Statistics report, January 2014 release: http://www.bls.gov/news.release/pdf/empsit.pdf
** - http://www.kiplinger.com/tool/business/T019-S000-kiplinger-s-economic-outlooks/

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A shifting workforce.
• 57.2 million new hires started jobs in the U.S. from October 2013
to October 2014
• Increase of 4.5% from the previous year
• With an improving economy, companies are feeling comfortable
adding headcount to their workforce
• Headcount will not necessarily be in the form of traditional
W-2 jobs
• Job seekers will soon be able to afford to be choosier where they
decide to apply
Current employment landscape.

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Job Seeker Journey

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Job Seekers are now treating a job search like they would when
making a substantial purchase for a consumer product.
This includes:
• Doing extensive research on a company or organization’s
reputation
• Studying up on a company’s brand and to research what the
work experience might be like
• Turning to a personal social network
Job seeker journey.

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What does this shift mean for companies?
• Recruiting & HR departments have lost control of the narrative
• Many candidates choosing to work for great companies, rather than first job
that comes their way
• The best recruits might not be looking for work, rather already working
• Smart job-seekers are circumventing the front door
• Job seekers are more educated and aware than ever before
• Many understand income opportunities come in all shapes and sizes
• Trends will continue as more sectors adjust to realities of new economy
Job seeker journey.

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What can companies do to combat the shift?
• Assess current culture
• Where are we now? Where do we want to be?
• Present an authentic brand; avoid spin and corporate-speak
• Embrace the change. Embrace social media
• "More Social. Less Media.”
• Become a brand known for thought leadership
• Build a community around the brand's products and services
• Turn to passionate employees and executives as champions of your brand
Job seeker journey.

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In Social Age, companies that lead with purpose — that genuinely
care about their employees, customer and community — will
attract the best talent.
Job Seeker Journey:
Bottom line.

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Why Social Media
for Recruiting?

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Adecco’s #SocialRecruiting 2014 Global Study
shows social media is, and will continue to
become, the new job marketplace:
• 53% of all recruiting involved internet activity
• Expected to increase to 61% in the next year
• 7 out of 10 recruiters use social media for their
daily HR professional activities
• 5 out of 10 job seekers use social media for job
search purposes
• 29% of job seekers were contacted through
social media by a recruiter
• 9% of those respondents received a job
offer
Why social media for recruiting?

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For profile scouting and verification of resumes, social
media is used more often than traditional search engines.
Resumes & Applicant Tracking Systems
• Vestiges of the Industrial Age
• HR Executives adjusting strategy to include social
But even with these shifts…
• Resumes and ATS remain tools of the trade
• Savvy job-seekers adding social media to their search
strategies
Why social media for recruiting?

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Why social media for recruiting?
Channel breakdown.
Facebook
• Primarily used to keep closer ties
with friends and family
• Most “personal” of all the
social networks
• Great for sharing links and content
• Limited by your connections
Twitter
• Open forum-style
• Venue to make a personal (and
public) connection, share content
and links
• Hashtags are used commonly
• #socialrecruiting
• #aworldgonesocial
LinkedIn
• Used for professional use only.
Profile consists of:
• Relevant employment
information
• Endorsements and
recommendations
• Highlights previous work/
accomplishments
• Great place to network
• Robust job search feature

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Developing
a Personal Brand

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A personal brand…
• Shows you’re more than just a mouthpiece
• HR and recruiters need a personal brand, too
• Helps you establish expertise
• Builds trust (we people trust people, not corporations)
• Establish yourself as a mentor, community member and relentless
giver
• Is something that you can take with you, no matter your place of
employment
OPEN (Ordinary Person | Extraordinary Network)
• Recruiters and HR began counting on networking and sourcing to build talent
pools
• Stopped relying solely job postings, job boards and transactional leads
Developing a Personal Brand:
Great Place to Begin.

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To establish your personal brand…
• Blog
• Meddle.It
• Twitter, chats, LinkedIn groups, etc.
• Speak to groups
• Podcasting
• Video Blogs (Vlogs)
Developing a Personal Brand:
Great Place to Begin.

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Your Personal Brand and Your Company’s Brand
• Read and abide by social media policy for your company
• For independent recruiters, follow the guidelines set by the
company you’re recruiting for
• Make sure there are subtle differences between you and your
company’s profile
• No robots or company mouthpieces!
Developing a Personal Brand:
Great Place to Begin.

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Write a Dynamic Profile & Optimize Your Profiles
• Biography to be featured throughout all social media channels
• Copy and message should differ greatly by social network
• Your personal statement is not just your job!
• Optimizing Your Profiles
• Should be optimized and professionalized for recruiting
Developing a Personal Brand:
Great Place to Begin.

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Professional Bio and Profile Optimization Resources
• Professional Biography Tips:
http://petersterlacci.com/2012/06/30/branded-bio-sentence/
• LinkedIn Profile Optimization:
https://www.linkedin.com/pulse/20140708162049-7239647-16-tips-to-optimize-your-linkedin-
profile-and-enhance-your-personal-brand
• Facebook Profile Optimization:
http://www.makeuseof.com/tag/manage-facebook-profile-like-professional-weekly-facebook-tips/
• Twitter Profile Optimization:
http://atlantablog.foundationcenter.org/2012/07/creating-a-professional-twitter-tips-on-expanding-
your-professional-network-impressing-employers-.html
• Google+ Profile Optimization:
http://jobsearch.about.com/od/Google/a/google-plus-professional-presence.htm
• Pinterest Profile Optimization:
http://www.business2community.com/pinterest/tips-staying-professional-pinterest-0652751
Developing a Personal Brand:
Great Place to Begin.

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Make Connections!
Connect & follow the industry you’re recruiting for, including but not
limited to:
• Industry influencers & innovators on social media
• Online organizations & networking groups
• Industry news & reports
• Revelent blogs & online publications
Developing a Personal Brand:
Great Place to Begin.

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Developing a Personal Brand:
Bottom line.
Last things to remember about personal branding
• Be yourself!
• Job-seekers want a trusted recruiter
• Don’t just post job ads!
• Go where your talent is
• Connect with other recruiters
• Share knowledge and connections
• Attend “offline” meet-ups and events
• Your know-how is your brand!

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Sourcing Through Social

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Set Your Recruiting Goals for the Year:
• Set 3 social recruiting goals for yourself this year
• Feeling ambitious? Set more!
• Keep goals actionable, but challenge yourself
• Set benchmarks and set quantifiable goals
• Schedule self assessments
Some goals might include:
• Measurable increases in follows and engagements (brand awareness)
• Candidate lead generation/job applies
• Expansion of professional network and contacts
• Reinvigorate/reinforce existing or past contacts
Sourcing Through Social:
Set Your Goals.

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Put your personal brand into action.
• Promote your company’s official content
• Share and engage blog posts relevant to your industry
• Offer resume or interview tips and other career advice
• Share and engage with influencer’s social posts
• Meddle.It
Make personal 1-on-1 connections by:
• Engaging in network discussion
• Offer free resume review
• Replying promptly to questions and feedback
• Following up with placed candidates and check-in with past contacts
Sourcing Through Social:
Strategies to Achieve Your Goals.

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Posting Job Ads
When posting job ads, remember to:
• Keep it brief
• Utilize images and video
• Include exciting job benefits or perks in post
• Target your audience, otherwise it could appear spammy
• Utilize geographic and demographic targeting
• Use keywords and hashtags (when applicable)
Do not:
• Only post job ads.
• Overpost – This will be appear spammy
• Post jobs to an unrelated audience
Sourcing Through Social:
Strategies to Achieve Your Goals.

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Sourcing Through Social:
Strategies to Achieve Your Goals.
Be a ‘Relentless Giver’ to:
• Build trust
• Build credibility
• Relationships by serving others and helping to achieve their goals

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ROI of Social Recruiting
Answer the No. 1 question asked by recruiters that have not yet embraced social – their
managers and leaders.

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Some frequently asked questions about ROI
• How do we measure ROI of Social Recruiting?
• How do we articulate ROI to managers, leaders and
those in the C-Suite?
• How do we build a socially-enabled team of
recruiters?
• How do we become part of the “social recruiting”
community?
• How do we know if we’re doing social right?
• What are the signs that we’re doing social wrong?
ROI of Social Recruiting

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Why is social recruiting the recruiting norm these days?
• Generation Y and Generation Z will accept nothing less
• We must choose to be part of this change
• We need to put the “Human” back into “Human Resources”
ROI of Social Recruiting

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Q&A

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Connect with us.
Thank You for Attending.
Matilda
Anderson
@MatildaEmily
linkedin.com/in/matildaanderson
Ted
Coiné
@tedcoine
linkedin.com/in/tedcoine
Mark
Babbitt
@MarkSBabbit
linkedin.com/in/marksbabbitt