Smart Use of Social Media in Recruitment
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My slides from the Social Media In Recruitment Conference on the 19th April 2012 #SMIR
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Smart Use of Social Media in Recruitment
- 1. BrubakerHR Collaborative Insight BHR Gareth Jones Inmate
- 2. The Smart Use of Social Media Social Media in Recruitment Conference. 19th April 2012 #SMIR
- 10. We wanted to….
- 18. “Human social networks and communities are both well established, robust social structures that pre date their online counterparts by a a millennia. Humans naturally gravitate to and desire the interactions that these structures allow. We want to belong”. Dr Michael Wu
- 20. Takeaway Number One: This is no fad. It is not going away.
- 22. The power of the crowd
- 23. Insight
- 26. Reduce Costs
- 28. 100% support calls through community No agents or call centres Fastest growing telco in the UK Net promoter score of 73
- 29. “The 300% increase in search engine placement for top keywords – a natural product of their community’s open, dynamic conversation – is itself worth millions”. Hewlett Packard Community
- 30. Takeaway Number Two: Conversation is the new currency.
- 31. If its good enough for customers…
- 32. ..its good enough for candidates and employees too.
- 34. Social is not about websites or marketing
- 36. This is my place, not yours…
- 37. “Social is not a stand alone feature or technology – it’s a culture. It should be integrated in all business processes: Inside and outside of companies.” Dr Michael Wu
- 38. “Technology is slowly returning us back to the more human relationships that a fast paced world has pressured us into compromising.” Dr Michael Wu
- 39. Get everyone involved in hiring…. …which means giving everyone inside the organisation unlimited, unmonitored and uncontrolled access to social tools. No excuses.
- 40. You cant be social outside if you are not social inside INNOVATION Marke:ng HR FEEDBACK INSIGHT NPD COMMUNITY LOYALTY Product ADVOCACY Resourcing Dev TRUST OPENESS Sales COLLABORATION
- 41. Failing to embrace the internal conversation is like putting a Morris Minor engine in one of these… …it wont work, it will ruin the experience and you will be found out.
- 42. Don’t build talent communities… …get your employees involved in their own communities, communities that already exist – fish where the fish are.
- 43. Talk to candidates over social channels… …stop ignoring them and embrace the conversation.
- 44. Stop advertising, start sourcing… …avoid the chronic inefficiencies of “driving applicants” and improve your candidate experience
- 45. Turn your recruiters into community managers… …forget traditional KPI’s – CV’s, interviews, calls etc. Focus instead on network/ community growth.
- 46. ‘Leadership is about the stories that are told about you – both positive and negative. You’ll be judged by those stories more than anything you say or write.”
- 47. Employer Brand ‘Leadership is about the stories that are told about you – both positive and negative. You’ll be judged by those stories more than anything you say or write.”
- 48. Takeaway Number Three: Big change is coming in recruitment
- 49. “We are in the Compuserve-‐ Prodigy-‐AOL stage of social media evolu<on. It’s a@er Netscape and before Google in equivalent internet <me.” John Sumser
- 50. Further reading/viewing… The Science of Social: Beyond Hype, Likes and Followers Dr Michael Wu The Starfish and The Spider Ori Brafman and Rod A Beckstrom The Cultural Anthropology of Stack Exchange Joel Spolsky
- 51. Thank you! Gareth Jones 07880 742581 @garelaos www.linkedin.com/in/garethmjones www.garethjones.me www.brubakerhr.com enquiries@brubakerhr.com