TTRA Recruiting presentation
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The document discusses how recruiters can improve their strategies in 2010 by using social media. It recommends recruiters get social by building an online presence and community through sites like Facebook, LinkedIn and Twitter to source and recruit candidates. The document also provides an overview of best practices for using different social media platforms and tools to enhance branding and get results, such as having interactive career websites and authentic employee profiles.
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TTRA Recruiting presentation
- 1. Shake Up Your Recruiting Strategy in 2010 Get Social and Get Results Triangle Technical Recruiters Association Laurie Ruettimann, SPHR
- 2. Shake Up Your Recruiting Strategy in 2010 Get Social and Get Results
- 6. Social Media Landscape: The Conversation Prism
- 8. Get Social & Get Results: Social Media Landscape & Best Practices
- 9. Get Social & Get Results: Social Media Landscape & Best Practices
- 10. Get Social & Get Results: Social Media Landscape & Best Practices
- 11. Get Social & Get Results: Social Media Landscape & Best Practices
- 12. Get Social & Get Results: Social Media Landscape & Best Practices
- 13. Get Social & Get Results: Social Media Landscape & Best Practices
- 14. Get Social & Get Results: Social Media Landscape & Best Practices
- 15. Get Social & Get Results: Social Media Landscape & Best Practices
- 16. Get Social & Get Results: Social Media Landscape & Best Practices
- 17. Get Social & Get Results: Social Media Landscape & Best Practices
- 18. Get Social & Get Results: Social Media Landscape & Best Practices
- 19. Get Social & Get Results: Social Media Landscape & Best Practices
- 20. Get Social & Get Results: Social Media Landscape & Best Practices
- 21. Get Social & Get Results: Social Media Landscape & Best Practices
Notas do Editor
- Hello and welcome to shake up your recruiting strategy in 2010. I’m Laurie Ruettimann, and I’m here to help your HR and recruiting department get a little more social, if you will, and get some results. I’d like to thank Jobvite for helping to facilitate this conversation, today.
- Very briefly, some of you know me from my blog -- Punk Rock HR. I am a writer and speaker, but I used to be an HR practitioner. I started off as a recruiter, moved to a generalist role, and I earned my SPHR in 2001. All very boring. I’ve worked for companies you might know. Monsanto. Pfizer. Some companies you don’t know. Alberto-Culver. Kemper Insurance. I’ve done everything in HR from administration to work comp to recruiting to strategic planning. I’ve worked in manufacturing environments, in the insurance industry, in the pharma business, and in consumer packaged goods. I’ve worked with factory workers and CEOs. My career has taken me to many countries and I have a global perspective in HR. In 2007, I left Pfizer. My husband & I relocated to North Carolina for his job. I decided to take a break and do something fun. They say ‘write about what you know,’ so I write an antiestablishment blog that offers career advice from the perspective of HR. I also write about my cats. I consult, I’m a freelance writer, and I’m a speaker. I like to help people find jobs, which is why I’m talking to you today. Getting social with your recruiting strategy means that you’ll be able to fill your requisitions more efficiently. People get to work faster. I also like to find jobs for HR people. If you are on LinkedIN and we’re not connected, please feel free to send me an invite. If you’re not on LinkedIn, please do ONE THING for me and get on there ASAP. That’s your take-away from this presentation.
- Agenda You won’t walk away from this presentation with the eight steps needed to create a Facebook page, but I will give you ideas. I will show you best practices. I hope to get you excited about recruiting in a new way, and I hope you can take what you’ve learned and apply it to your broader HR and recruiting strategy So let’s get started. The presentation will be available after the webinar is complete -- and the document is embedded with links, articles, tips, resources, and useful sites that we’ll be talking about, today.
- Let’s quickly define social recruiting so we have a level-set understanding of what we’re talking about, today. [READ DEFINITION] Social recruiting is not a silver bullet. Alone, it will not eliminate your need for a recruiting budget or the need to place ads on job boards. It’s an extension of regular recruiting 101. Instead of passively seeking candidates in the newspaper, social recruiting allows you to source and mine the internet and social websites for candidates who may or may not be looking for a job. If you want more information on social recruiting, google it. Seriously. There are great websites out there. Smart HR professionals have written ebooks on social recruiting. Recruiters have created websites and powerpoint presentations you can find on the web.
- As an example, I googled social recruiting for you, and I’ve linked to some excellent resources that are found on a website called Slideshare. These are working HR professionals and recruiters. Practitioners. Just like you. They can teach you about social recruiting.
- Let’s talk about the social media landscape, because this is where your potential candidates are. I apologize for the size of the slide. This is the conversation prism. It was created by Brian Solis, who is one of those ‘social media gurus’ out there. The visual is tough to see, so feel free to go to http://conversationprism.com to see it. Brian describes this chart—which lists all kinds of social media sites and resources—as a living, breathing representation of Social Media. Of course the chart will evolve as new sites emerge, some platforms merge, and others sites fail. I want you to look at all the tools out there. Social media is bigger than Facebook. Look at how Brian and his team have grouped these tools together. Blogs, wikis, ecosystems, customer service platforms, events, etc. Your employees and potential employees are out there. Talking. Interacting. Being social. Creating profiles that you can find just by searching. This conversation prism is a geeky social media tool. It’s cool and is used for lots of late night theoretical discussions. It’s also a roadmap to find people. They’re out there, and you can pay a third-party recruiting firm to find them or you can find them yourself. When you find them, it’s can be a faster hiring process. It can be cheaper. It can be more meaningful & intimate because the interaction is with your company, not a headhunter. One more thought: you can’t hire great people if you’re not out there having conversations where these potential candidates can be found. You can’t hire great people if your brand is being rocked and disparaged on these sites. One more thing: beyond being a roadmap, this prism represents the way companies are operating in the 21st century. Core products and services are expressed as brands, and the operations that support the core brands—such as customer service, communications, marketing and IT—are related to and influenced by social media. Your brand and your company will evolve and be influenced by the conversations taking place in the social media marketplace. Now that’s a totally rudimentary and banal description of this awesome chart. Go back to the website when we’re done and take a look at the sites, the way they’re grouped, and think about how you could start having conversations with candidates on those sites. Think about how you, as a HR professional, might benefit from being involved. How can this help your career? I’m here to tell you that you can thoughtfully incorporate slices of these tools into your HR and recruiting strategy and you’ll be on the road to participating in the new economy.
- So we’ve talked about what you can do. Let’s quickly look at what really great companies are doing… [List examples] Tivo is on the forefront of social recruiting and finding candidates in new and interesting ways from a sourcing and recruiting perspective, but they’re also passtionate about their employer brand and they link it back to their core prodcuts and services. They put a friendly face out there, William Uranga, to talk about the recruiting team’s efforts in this area. Google TIVO and SOCIAL RECRUITING and you will find what you need to learn from some of the best minds out there. Zappos. What can I say? Blogs. Video blogs. Employee testimonials. They’re all there, and an active HR professional who is on Twitter, god forbid. Her name is Christina Foley. @electra. She’s lovely, and if you ever want to talk to a working HR professional about what it’s like to put yourself out there on Twitter, she’s a good one to find.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
- What have we learned, today? [read a few] Hire great people in whatever way you can get them, but know that social recruiting is not a fad and it’s very real. This is how your competitors are finding great people. This is how they’re reducing the initial cost of labor expenses in the workforce. I guess my message is simple. Avoid social media and social recruiting at your peril.