This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.

1. From Linked In toLinked Together Using Social Media Campaigns and Web 2.0 for the betterment of Recruitment, Employee Engagement, and Job Seeking

2. Pittsburgh Human Resources AssociationAugust 18, 2010

3. Ron Kubitz, Recruiting Manager

4. Background & Experience Over 20 Years Experience Recruiting for Engineering, Construction and related positions Headhunter Recruiting & Sales Manager Corporate Recruiter LinkedIn LION Prominent Blogger on Topics Related to Recruiting, HR, Training, and Careers AIRS Certified SHRM/PHRA Member

6. Create Enthusiasm and Familiarity with the many facets of Social Networking .

7. Identify “Good and the Bad” of Social Networking.Objectives Continued

8. Objectives Improve your job seeking results using socialmedia. Illuminate the candidate experience and increase employee engagement using the social web. Utilize methodology learned to improve recruiting, marketing, and employee engagement WhileSpending Less than at present.

9. How many of you are using the Social Web?

11. What is Web 2.0? Web 2.0 is a collection of technologies that allow users to interact with online content. LinkedIn Facebook Twitter

12. What is Web 2.0? Users can participate, control, and guide the experience.

13. What is Web 2.0? Web 2.0 is comprised of: Social Networks Blogs Podcasts Online Video

14. What is Web 2.0? Centered on user experience, Web 2.0 allows for a variety of inventive and functional recruiting and job seeking avenues.

15. The Numbers 45% of organizations plan to increase the use of social networking technologies such as LinkedIn, Twitter, and Facebook*. 59% of babyboomers, 71% of generation X’ers, and 85% of generation Y utilize social networking*. 19 Million people used the internet and searched for a job in January 2009*. *Source: Doublestar

17. The number of people who visit social networks regularly is projected to increase to 115 million by 2013*.

18. Podcast audience is expected to increase 251% by 2012*.*Source: E-Marketer

20. 41% of respondents feel that job boards are no longer an effective method to find quality candidates.

21. 81% of respondents feel social networking internet sources should be a major part of their recruitment strategy.

22. 51% of respondents are dissatisfied with their current social networking strategy.

23. 85% of respondents do not have an effective strategy for finding candidates on blogs.

24. Social media strategy is MORE cost effective than job board strategy AND also follows the shifting utilization of these sites by job seekers – becoming the mainstream.*Recruitment Genome Project 2009

26. Blogs and corporate social media pages are most effective

27. Excellent form of communication in some cases BETTER than e-mail

28. Create more active employee participation and greater satisfaction

29. Healthy ROI.

32. Social Media Recruiting Starfish *Source: Robert Scoble

34. Builds a More Personal Relationship.

35. Improves Corporate Branding.

36. Improves the Candidate Experience.

37. Human Contact Element.

38. Increases Traffic to Corporate Website.

39. Reduces Recruiting Costs.

41. Personal vs. Professional

42. Must be Committed to It!

43. Employer Resistance

46. InMails Groups – Industry Specific – Join! Post Jobs/Search Jobs Company Pages/Contacts Search Tools – People/Jobs/Companies Blogs 75 Million Profiles on Linkedin

48. Linkedin has become the center of the Web for:

49. networking with colleagues

50. sourcing potential clients

51. creating new business prospects

53. 9.0 Million Visitors per Month

54. 76% Have at Least a 4-Year College Degree*Source: Green Dot Interactive 2009

55. Facebook began as a way for college students to connect to one another. Today, the social networking site is commonly used to link students, co-workers, friends, and people living in the same communities. Its audience of older users is growing. Users can create profiles, post photos, and list personal interests. They can also exchange public messages, leave comments, join groups, and become fans of businesses and causes.

57. 6th most visited website in the world with 1.1 billion visitors per month.

58. Largest segment is the college crowd, making up 40.8% of all members.

59. Fastest growing segment are 25 and older, doubling every six months.

60. Over 55,000 regional, work related, collegiate, and high school networks.*Source: Green Dot Interactive 2008

62. Company Pages (Fans) Newsfeeds Sponsored Pages (Employment Branding) Post Career Events / Jobs Search for Candidates Blogs

65. Create policy/ground rules on personal postings on both corporate sites and personal sites.

66. Introduce the policy.Observe professional standards and ethics when mining for talent. Review laws on discrimination. Create a hacking strategy. Consult an attorney.

68. In Conclusion: In a forum where 200+ million people can be reached each month, social networking is an efficient, cost effective and limitless tool for attracting passive and other quality talent, and also the most effective forum for aggressively seeking that new career position.