1.
Creating a Social Networking Recruitment Strategy
Presenter: Michelle Krier
Sponsored by

2.
Agenda
• Why Create a Social Networking Recruitment Strategy?
• Building Your Strategy
• Benefits
• ROI Measurement
• Case Study: Sodexo
• Summary and Questions
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3.
Polling Question
Please describe your current role…
Recruiter or Recruiting Leader - 57%
HR Manager / Director or above – 13%
HR Generalist / HR Specialist (non recruiting) - 7%
Hiring Manager / Executive - 2%
Other - 22%
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4.
Why Create a Social Networking
Recruitment Strategy?

5.
“Social media is a
fundamental shift in
the way people
communicate via
real‐time
conversations
online.”
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6.
Who Uses Social Media?
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7.
Dramatic Recruiting Shifts
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8.
Social Networking Usage Trends
• We have found that current employees are the most widely used
and are by far the most trusted source of information about
organizations for candidates. Unfortunately, only 24% of
employees actively promote their organization in the labor market.
Corporate Leadership Council
• Trust in “a person like me” has more than tripled, from 20% in 2000
to 68% in 2006. Edelman Trust Barometer
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9.
Creating Your Strategy

10.
Polling Question
Does your organization currently have a
social media strategy?
• Yes – 28%
• No – 58%
• Not sure – 14%
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11.
How to Start
• Follow the POST Method
• People (who are you trying to reach?)
• Objectives (what are you trying to accomplish?)
• Strategy (how do you want your relationships with the people you are targeting to
change?)
• Technology (what tools will you use to accomplish the above?)
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12.
People
• Segment into groups
– Clients/customers
– Prospective clients/customers
– Potential employees
• Where do they have an online presence?
• What is their profile (i.e., are they heavy technology users or not?
Do they lead the pack or are they followers?)
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13.
Objectives
• Engage with potential employees
• Build brand awareness
• COMMUNICATE!!
• Make them measurable – how?
– # of impressions
– # of followers, fans, etc.
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14.
Strategy
• How do you want your interactions with candidates and potential
candidates to change and grow over time?
• Do you have a dedicated resource(s) to manage these efforts on an
ongoing basis?
• Start small but have room to grow
• Must be integrated!!
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15.
Technology
• The tools are determined after the people, objectives and strategy.
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16.
Polling Question
Which social media tools does your company
currently use? (check all that apply)
• Blogs – 11%
• Social networking sites – Twitter, Facebook, LinkedIn, etc. – 64%
• Video, podcasts – 17%
• E‐newsletters – 26%
• None of the above – 30%
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17.
Blogs
75% found blogs useful,
important or critical and
75% blog at least weekly
HubSpot
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18.
Social Media Sites
• The “big three” ‐
• Don’t just create an account – be active!
• Establish relationships and engage with people
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19.
Social Media Sites
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20.
Video
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21.
Corporate Career Site
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22.
Corporate Career Site
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23.
Corporate Career Site
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24.
Facebook Careers Page
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25.
Facebook Careers Page
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26.
So Now What?!
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27.
Implementing the Strategy
• Should complement your traditional recruiting strategy
• Who will manage it?
– Dedicated resources
– Team approach – various team members manage different pieces
• Integrate social media activities into daily activities
• Be authentic
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28.
Social Media Policy
• Provides guidance to employees about
how to interact on behalf of the company
online; clearly defines what’s acceptable
and what’s not as well as what’s grounds
for termination
• Protects the company
• Can be brief or lengthy depending on size
of company and nature of business
• Good examples you can find online:
– IBM
– Intel
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29.
Benefits
Branding
Recruiting
Public Relations

30.
Employment Branding
• Branding ‐ A way to differentiate the employment experience
– An emotional connection with internal/external audiences
– Highlighting ‘points of difference’
– Branding should be consistent with the consumer brand/culture
• Guiding Principles of branding
– COGNITIVE: Understand ‐ Believe ‐ Engaged
– BEHAVIORAL: Deliver ‐ Tell the story ‐ Link to HR Systems
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31.
Recruiting
Internal Candidates
Create robust communication to current employee database and insure
employees in (or out) of the career path are recruited
Active Candidates
Qualify job search criteria and ensure robust recruitment marketing to
candidates looking for a job now ‐ online and off on web and in your
current ATS & CRM
Selective Candidates
Research and mine resume/ candidate database for candidates
actively…daily
Passive Candidates
Find and maintain relationships with currently employed talent that might
not be looking to change jobs today
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32.
Companies don’t control the message
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33.
How do you Measure ROI?

34.
Success/ROI Determination
• Types of results for social media:
1. Traffic (# of followers, # of fans, etc.)
2. Outcomes (how quickly you can fill an open req)
3. Business results – tie back to overall goals
– Participate in the conversation
– Enhance relationships with candidates and potential candidates
“The problem with trying to determine ROI for social media is you
are trying to put numeric quantities around human interactions
and conversations, which are not quantifiable.”
‐ Jason Falls, Social Media Explorer
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35.
Polling Question
If you currently use social media tools for recruiting,
how successful have you been?
• Very successful – 2%
• Moderately successful – 30%
• Not successful – 13%
• Not sure/haven’t tried using social media for recruiting – 55%
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36.
Case Study:
Sodexo's Integrated Recruitment Strategy

37.
Career Site Connection
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38.
Communication Tools
• Magazine
• Podcast
• Newsletter
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39.
Facebook
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40.
Facebook
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41.
YouTube
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42.
Blog
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43.
Twitter
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44.
LinkedIn
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45.
Summary
Social
Networks
Company Business
Pages Directory
Company
Ranking
Sites
Web Videos &
Podcasts
2.0
Employee
Voice RSS
feeds
Blogs
Have a strategy to reach your audience!
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46.
Take‐Aways
• Creating a Social Networking
Recruitment Strategy PPT
• Social Networking Sample Policy
• The New Recruitment Tool: Social
Networking Sites
• 10 Demandments Self‐Assessment
Tool
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47.
The Power of a Partnership
Run Branded
Talent/Contact Assessments
Campaigns
Create/Mine Interview
Talent Pools Management
2. 3.
Source Recruit
Forecast Background
Headcount Checks
4.
1. Screen
Plan
Tax Credit
Set Budgets Evaluation
6. 5.
Refine Board
Brian Tomasic Reports/Metrics Onboarding
& eI-9
ADP
Brian_tomasic@adp.com Analyze Ensure
Processes Regulatory
### Compliance
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48.
Join us for Future Webinars
TCO and ROI in RPO 06/24/09
Top Recruitment Strategies for Uncertain Times 08/13/09
Visit www.pinstripetalent.com for more information
Connect with Pinstripe!
www.pinstripetalent.com www.youtube.com/PinstripeTalent
www.twitter.com/PinstripeTalent and www.twitter.com/PinstripeJobs
www.facebook.com/pages/Brookfield‐WI/Pinstripe/24643581222
www.linkedin.com/groups?gid=1774239
www.pinstripetalent.com/HRpreneuring
www.pinstripetalent.com/RPOlosophy
www.pinstripetalent.com/recruitalicious
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49.
Thank You! Questions?
Michelle Krier, Marketing Services Manager, Pinstripe
Connect with me!
E‐mail: mkrier@pinstripetalent.com
@michellekrier
www.linkedin.com/michellekrier
www.facebook.com/people/Michelle‐Weber‐Krier/1533336251
Blog: www.dailykrier.com
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