Social recruiting presentation for SWHRMA

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Lance Haun

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What we’ll cover Strategizing your recruiting process: does social recruiting fit in? What tools are available if you choose to explore social recruiting? What are some companies that are using social recruiting tools?

Social Recruiting: What’s your strategy? Social recruiting accentuates your current recruiting process Not a replacement for strategy Considerations

Are your employees online?Are potential employees online?

Do you have an online presence?Do you want an online presence?

Are you committed to devote time and energy to developing an effective strategy?

What can social recruiting help achieve? Diversity recruiting goals Attracting young to middle aged professionals Certain affinity industries (tech, marketing, media)

What can’t social recruiting help with? Older, near retirement professionals Many blue collar industries Getting the widest swath of candidates available

Other considerations Company culture Management expectations Employee awareness

Tools, tools, toolsHow do you reach people on social media?

Big 3: LinkedIn Professional network Best technique: starting a group Attracting people: ask employees to share group

Big 3: Facebook Personal network (very large) Best technique: Facebook page Attracting people: Facebook advertising, word of mouth

Big 3: Twitter Personal network (very large) Best technique: Twitter account Attracting people: Following influencers and local people

Learning Commitment LinkedIn: Learning how to manage, moderate groups; creating interesting content Facebook: Managing page content and interactions Twitter: Learning how Twitter works, searching and posting interesting content/jobs

Time commitment 30-60 minutes per day Spend 10-20 minutes on each network Replying to comments, creating content, reaching out to or attracting new members

Tracking Results ATS automation (ask your provider) Ask in application Ask interviewees Ask your social network

Microsoft Example: LinkedIn groups What are they doing differently? Mass segmentation Affinity groups

Microsoft Results Hires from sources usually unable to penetrate Diversity hires (African American game developers, Military veterans) A positive ROI and cost-per-hire less than average

UPS Example: Facebook page and Twitter account No social presence before 2009 Target demographic: 18-35 year olds Committed to one year

UPS Results 4,000+ clicks through to jobs 19 hires made Cost-per-hire approximately $750 Evaluating 2010 results with changes

Takeaways Social recruiting must align with overall strategy Pick your tools carefully Measure results You are building momentum

Questions? My contact info: Lance Haun lance@ere.net (360) 356-1760 http://twitter.com/thelance

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In our research paper titled "Qualitative Analysis on Tax Evasion and Reasons for Reluctance to Join ATL in Pakistan," we delve into the intricate dynamics of tax compliance and explore the underlying reasons why individuals in Pakistan might hesitate to become a part of the Active Taxpayer List (ATL) within the framework of business law and taxation. With a multidisciplinary approach, our team of five researchers embarked on an in-depth exploration of tax evasion behaviors and the factors influencing them. Through qualitative analysis, we aimed to unravel the complex interplay of socio-economic, cultural, and institutional factors shaping tax compliance attitudes among Pakistani taxpayers. Drawing on a diverse range of qualitative research methods, including interviews, focus groups, and content analysis, we gathered rich insights from a diverse sample of individuals representing various sectors of the economy. By immersing ourselves in the lived experiences and perceptions of taxpayers, tax advisors, and legal experts, we uncovered nuanced perspectives on tax evasion practices and attitudes toward ATL membership. Our findings highlight the multifaceted nature of tax evasion in Pakistan, shedding light on both the motivations driving non-compliance and the barriers to ATL enrollment. From perceived inefficiencies in the tax system to cultural norms and trust deficits in governmental institutions, our research identifies a myriad of factors contributing to tax evasion behavior and reluctance to join ATL. Furthermore, our study offers valuable implications for policymakers, tax authorities, and business stakeholders seeking to enhance tax compliance and foster a culture of transparency and accountability in Pakistan's taxation landscape. By addressing the underlying drivers of tax evasion and promoting the benefits of ATL membership, policymakers can design more effective strategies to broaden the tax base and promote sustainable economic development. In conclusion, our research paper represents a comprehensive endeavor to deepen our understanding of tax compliance dynamics in Pakistan and elucidate the complexities surrounding ATL enrollment. By unraveling the intricacies of tax evasion behaviors and attitudes, we hope to contribute to informed policymaking and foster a culture of tax compliance and integrity in Pakistan's business and taxation environment.

Challenges and Opportunities: A Qualitative Study on Tax Compliance in Pakistan

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Social recruiting presentation for SWHRMA

1. Social Recruiting: Is it right for your business? Lance Haun, Community Director, ERE Media

2. What we’ll cover Strategizing your recruiting process: does social recruiting fit in? What tools are available if you choose to explore social recruiting? What are some companies that are using social recruiting tools?

3. Social Recruiting: What’s your strategy? Social recruiting accentuates your current recruiting process Not a replacement for strategy Considerations

4. Are your employees online?Are potential employees online?

5. Do you have an online presence?Do you want an online presence?

6. Are you committed to devote time and energy to developing an effective strategy?

7. What can social recruiting help achieve? Diversity recruiting goals Attracting young to middle aged professionals Certain affinity industries (tech, marketing, media)

8. What can’t social recruiting help with? Older, near retirement professionals Many blue collar industries Getting the widest swath of candidates available

9. Other considerations Company culture Management expectations Employee awareness

10. Tools, tools, toolsHow do you reach people on social media?

11. Big 3: LinkedIn Professional network Best technique: starting a group Attracting people: ask employees to share group

12.

13. Big 3: Facebook Personal network (very large) Best technique: Facebook page Attracting people: Facebook advertising, word of mouth

14.

15. Big 3: Twitter Personal network (very large) Best technique: Twitter account Attracting people: Following influencers and local people

16.

17. Learning Commitment LinkedIn: Learning how to manage, moderate groups; creating interesting content Facebook: Managing page content and interactions Twitter: Learning how Twitter works, searching and posting interesting content/jobs

18. Time commitment 30-60 minutes per day Spend 10-20 minutes on each network Replying to comments, creating content, reaching out to or attracting new members

19. Tracking Results ATS automation (ask your provider) Ask in application Ask interviewees Ask your social network

20. Companies using social recruiting

21. Microsoft Example: LinkedIn groups What are they doing differently? Mass segmentation Affinity groups

22.

23.

24. Microsoft Results Hires from sources usually unable to penetrate Diversity hires (African American game developers, Military veterans) A positive ROI and cost-per-hire less than average

25. UPS Example: Facebook page and Twitter account No social presence before 2009 Target demographic: 18-35 year olds Committed to one year

26.

27.

28. UPS Results 4,000+ clicks through to jobs 19 hires made Cost-per-hire approximately $750 Evaluating 2010 results with changes

29. Takeaways Social recruiting must align with overall strategy Pick your tools carefully Measure results You are building momentum

30. Questions? My contact info: Lance Haun lance@ere.net (360) 356-1760 http://twitter.com/thelance

Social recruiting presentation for SWHRMA

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