The document outlines a Twitter strategy for recruiters to source talent. It recommends building a brand on Twitter, tweeting job postings with relevant hashtags and location tags, and proactively searching for candidates using advanced search, lists, events and hashtags. It also stresses developing long-term relationships by engaging on Twitter over time and measuring success through various metrics. The strategy involves 5 pillars: building a brand, tweeting jobs, proactively sourcing talent, developing relationships, and measuring success.

1. Twitter Strategy for real recruiters ONREC Sourcing Summit Sept 14, 2010

2. What are you trying to do?

3. Your strategy depends on yoursituation. Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

4. Why Twitter? ‘cuz everyone else is doing it there might be untapped talent looks like it might be fun relationships r us Twitter users match our demographics

5. Some things to keep in mind before you dive in Twitter might not be for you* You might need to experiment, reset You should probably work with legal, marketing, communications and other sordid characters*or, expect a few false starts

6. You might not be an overnight sensation

7. What can Twitter do for you?

8. What can Twitter do for you? Branding, awareness and reputation management Build a talent community Improve customer candidate experience Research and competitive intelligence Direct sales recruiting opportunities

9. Brand, awareness & reputation management Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

10. Build a talent community Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

11. Talent Community? Communication outside your ATS or formal process Proprietary Fluid (members opt-in, opt-out at will) Contained (replenishing) Three-way conversation possible

12. Improve candidate experience Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

13. Research and CI Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

14. Direct recruiting Finding talent is hard (scarcity) You’d better be good at this – spend time & $$ Automate the process Jobis critical Outsource or form a swat team Don’t work too hard on this

15. How????

16. Five Pillars of Twitter Recruiting Strategy Build and promote your brand Tweet your jobs Proactively source talent Develop long term relationships Measure and communicate success

17. 1. Build and promote your brand Twitter background and avatar Bio and URL Content Who will tweet? What will you share What won’t you share? Consider PR and branding training

18. GE “gets” it. Somewhat.

19. 2. Tweet your jobs Targeted Job skill Location Timely Format length Searchable Hashtag Mobile

21. Advanced Approach

22. 3. Proactively source talent Advanced search Twitter lists Events/hashtags Get creative!

23. Advanced Search

24. X-Ray Search: site:twitter.com "software developer" (php or lamp) -job -jobs

25. Real-Time Search Engines

26. Use lists to curate groups of people List your employees on Twitter List your recruiters on Twitter Create lists of experts in your industry/function Keep up with the conversation You don’t have to follow someone to include them on a list

27. Searching Lists

28. Search Twitter Directories

29. Use lists to stay organized

30. Hashtags – easy way to find relevant people/content Looks like this: #onrec Use a Twitter client or dashboard Search for hashtag content Save searches Create your own hashtag

31. Discovering hashtags

32. Viewing hashtags

33. 4. Build relationships Your success depends on it. If you don’t want to do this, get out of recruiting Content, content, content Editorial calendar From online to offline and back

34. Engage! Get people excited.

35. Share awesome, original content Include personal experiences “Inside” your company, industry or function Feature employees as much as possible Share awesome photos and videos Whitepapers, blog posts, articles Promotions and awards “How to” News, providing it’s news Integrate FB, careersite, youtube, etc.

36. The almighty retweet Increase exposure and attract new followers Two-way: Retweet great content Make sure your content gets retweeted Make sure you’re retweetable Include links (bit.ly works best) Tweet on Friday Leave room for editorial Shorten your tweet to 120 characters Tweet it first! Add “color commentary”

37. Turn followers into candidates Curate and tend to your lists Research followers Further refine list Find other talent communities Cross reference/leg work LinkedIn Blog Google or Yahoo Profiles

38. Developing deeper relationships Proceed with caution Direct sourcing Respond with an @reply to get attention Send specific DMswith call to action Check out (or comment) on this blog post Event invitation Get offline! No spam!

39. 5. Measure & communicate success over time Facebookfans, likes and shares Twitter followers and retweets Youtube views Newsletter subscribers Link popularity RSS subscribers Website traffic (plot campaigns) Comments (and insights) Traditional sourcing data

40. Use a Twitter client to track metrics

41. Get at me! Hire me! email me: carmen@tweetajob.com call me: 206.465.3205 tweet me: @peoplesharkor @tweetajob FB me:www.facebook.com/Tweetajob link: www.linkedin.com/in/carmenhudson visit me: www.tweetajob.com download preso: www.slideshare.net/Tweetajob get our newsletter: http://eepurl.com/gsxT