Social Media Coordinator

DirectEmployers Association

To provide employers an employment network that is cost-effective, improves labor

market efficiency and reaches an ethnically diverse national and international
workforce.

Over 650 Member Companies

Majority from the Fortune 1500
17 Board of Directors
All unpaid seats comprised of Member Companies (elected)
Member focused, non-profit organization 501(c)(6)

Pioneers of Internet Recruitment

1992 Built the 1st online job board called Online Career Center (OCC)
OCC purchased by TMP in 1995 (Monster board/OCC merger = Monster.com)
Market Experts and Leaders
Advanced Technology / Automation
World-class products, services, deliverables
Advocacy for OFCCP Compliance
Social Jobs Partnership formed Q4 2011 www.facebook.com/socialjobs
Facebook, DOL, NASWA, NACE & DirectEmployers Association

DirectEmployers Members @ A Glance

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What social network crossed the 10 million

mark faster than any other standalone site in
history?
What social network is considered the worlds
largest professional network on the Internet with

150 million+ members in over 200

countries and territories?
What social network has over 1

million
links shared in 20 minutes?
What social network has 11

accounts
created every seconds?

Sources:
1)http://press.linkedin.com/about
2)http://techcrunch.com/2012/02/07/pinterest-monthly-uniques/
3)http://newsroom.fb.com/content/default.aspx?NewsAreaId=22

http://www.theconversationprism.com/

But dont try to do it all, pick what makes sense for your objectives

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Companies using social media to recruit:

Sources:
1)http://www.mdgadvertising.com/blog/wpcontent/uploads/2011/08/the_roi_of_social_media_mdg_advertising_infographic.png

Of those respondents using social media for recruiting:

87% using
LinkedIn

55% using
Facebook

47% using
Twitter

12% using
YouTube

Of those respondents using social media for recruiting:

94.5% successfully hired through LinkedIn

24.2% successfully hired through Facebook
15.9% successfully hired through Twitter
3.1% successfully hired through company blog

Of those respondents using social media for recruiting:

91.7% using
LinkedIn
66% using
Facebook
53.3% using
Twitter
26.7% using
YouTube

50%

of job seekers still spend most their

time searching on traditional job boards

29%

of job seekers use social media as

their primary tool for job searching

Sources:
1)http://www.tweetmyjobs.com/blog/2012/01/is-social-recruiting-real-video/
2)http://mashable.com/2011/07/10/digital-resume/
3)http://www.businessinsider.com/7-cool-resumes-we-found-on-pinterest-2012-2

Fill out your LinkedIn

profile 100%

Create a Twitter account

for your professional life.

Overhaul your Facebook

profile to make it work for
you. (showcase strengths,
experience)

Make connections - then

leverage them to get
your resume in front of a
hiring manager

Go to industry events

Sources:
1)http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1

57% of job seekers expect a company to interact with fans & followers
Both active & passive job seekers say they use a companys social media
page to apply to jobs posted, ask and get answers questions and get
information not the companys website
59% of job seekers agree that what is said by others about a company is
more important in how they form their opinion about a company than what a
company says about itself
70% agree that positive posts from fans or followers on a companys social
media site would make them more likely to apply for a job at that company

Sources:
1)http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations

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 Potentially larger pool of candidates

Access to more information to better filter candidates
More direct line of communication to the potential hires themselves
High usage and short response time on some social networks may help
fill positions faster, resulting in a decrease of vacancy days
Access to hidden candidates
Increase job visibility and easy sharing
Enhance candidate experience

Sources:
1)http://www.nypost.com/p/news/business/jobs/boot_camp_Hkb09pi8zxnRw5jQLa6YtO/1

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Race

Capturing info impermissible

to consider such as protected
classes
- May taint an otherwise wellbased hiring decision
- Make decision on incorrect
information
- Evidence of search may be
revealed in litigation

Marital
Status

Religio
n

Depending on technology,
may not be sourcing from
diverse pool (see next slide)
Tricky to fulfill data collection
and recordkeeping
requirements for OFCCP
purposes

Familial
Status/Respon
sibilities

Source:
1) http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F%2Fwww.taleo.com%2Fsites
%2Fdefault%2Ffiles%2Fwhitepaper-social-recruitingguide.pdf&ei=mh2MT9SKGImE8QTdnJz2CQ&usg=AFQjCNGF6gSuP4f27SzA1wa9MZsm4NVpqg&sig2=B36pamRUXzsReOUZ9cWtnw

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Google Alerts
Google News
Yahoo! Alerts
SocialMention
Technorati
BoardTracker (currently being
revamped)
Keotag
Twitter Search

What is your audience doing in social media spaces youre interested in?
What motivates this behavior?
What social communities already are active in your space, or even around your
brand?
Where are the conversations taking place?
Who is talking?
Are the speakers influential?
How are they referencing my brand and in what context?

Sources:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf

Measure your results & refine

Increase in database of candidates

Savings in advertising costs
(referrals from social, online video)
Increase in career site traffic
Increase of candidates per req

http://www.todaysfacilitymanager.com/fac
ilityblog/2010/08/new-ansi-approvedretail-measurement-standard.html

What will the process flow be?

What are the set-up /maintenance costs or fees associated with this project?
(programming, coding, creative, time)

Which types of platforms will be leveraged for this project, and how many total?
Will the different platforms (e.g. mobile, social) require multiple formats and content types?
If managed internally, who will be the point person, or team dedicated to this project?
Contingency plan for team member is he/she leaves?

Source:
1) http://www.iab.net/media/file/IAB_SocialMedia_Booklet.pdf

The Social Media Governance page has hundreds of policies

and useful templates to help!
SHRM Survey: An Examination of How
Social Media Is Embedded in Business
Strategy and Operations
55 percent of surveyed employers plan to
increase their social media efforts in the
next year.
40 percent of organizations have a formal
social media policy.
56 percent of social media policies include
a statement regarding the organizations
right to monitor social media usage.
Other common policy components include:
a code of conduct for employee use of
social networking for professional purposes
(68 percent),
a code of conduct for employee use of
social networking for personal purposes (66
percent), or
guidelines for social media
communications (55 percent).

Sources:
1)http://socialmediagovernance.com/policies.php
2)2)
http://www.shrm.org/about/pressroom/PressReleases/Pages/SHRMSurveyincreaseSo

A companys employees double

as PR representatives for your
business, whether you (or they)
like it or not.

http://www.hubspot.com/Portals/53/docs/hubspot_social_media_pr_ebook.pdf

Every good PR opp is a good

recruiting opp

Shama Kabani

Facebook users are very wary

of spam. Recruiters run the risk
of being blocked by users if they
post every job opening so that it
constantly shows up inside a
user's news feed..

http://online.wsj.com/article/SB10001424052970204524604576611120154304788.h
ml?mod=WSJ_Tech_LEFTTopNews

http://www.slideshare.net/jobvite/jobvite-webcast7approachesrecruitfbwithjennifermcclure031511

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Twitter - Search
Hashtags:
#jobadvice,
#jobhuntchat,
#hirefriday
Or relevant
conference
hashtags your
prospective
candidates might
be attending
Advanced Twitter
search

Twitter - Search
Dont overlook the
similar to you section!

Twitter Posting jobs

Post jobs through RSS to Twitter account

Twitter Engaging and informing candidates

Have an account to engage candidates, share your stories and interact with current employees

Google+ Search

http://findpeopleonplus.com/

Facebook - Advertising

Source:
1)http://www.facebook.com/advertising

Facebook - Advertising

Source:
1)http://www.facebook.com/advertising

Facebook - Pages

Facebook Pages and engaging candidates

Facebook Integration with career site

New and creative approaches

THE RARE FIND:
REINVENTING RECRUITING
Companies like Google and
Facebook are downplaying
rsums and identifying talent in
unusual ways.
An excerpt from George Anderss book The Rare Find

Sources:
1) http://www.businessweek.com/magazine/the-rare-find-reinventing-recruiting-10132011.html

New and creative approaches

Facebook Apps
BeKnown (networking tool)
BranchOut (networking tool)
Inside Job (networking tool, add jobs
to page)
LinkUp (add jobs to your page)
Work With Us by Jobvite (add jobs to
your page)

Sources:
1) http://jobsearch.about.com/od/jobsearchtools/a/facebookapps.htm

Mobile Apps
Jobs by Careerbuilder (search)
Indeed.com (search)
Jibber Jobber (management tool)
SnapDat (digital biz card exchange)
LinkedIn Mobile (mobile version of site)
In The Door (networking tool)
SnagAJob.com (for hourly employers and job
seekers)
CareerAMP- now Who Do You Know (networking
tool)
LinkUp (search)

2) http://moneywatch.bnet.com/career-advice/blog/on-job/9-best-mobile-apps-for-finding-a-job/504/

10,222 fans on the page.

(In 4 weeks!)

4000 job applications

received (During a 2 week campaign)
600 interviews completed
(over 3 days)

120 Hires

https://www.work4labs.com/case-study-hard-rock-cafe-florence/
Shama Kabani, CEO Marketing Zen Group, DEAM11

YouTube career channel

Share culture
Employee network groups
Promoting intern initiatives
Day in the life
How to videos

Sources:
1)http://www.youtube.com/advertise/watching.html

YouTube - Search

LinkedIn Search

LinkedIn Company pages, groups, career tabs

LinkedIn Group and company statistics

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http://www.directemployers.org/blogs
@DirectEmployers
https://www.smartbrief.com/socialmedia/index.jsp
http://www.dol.gov/
http://blogging4jobs.com/toolbox-hr/
http://www.tweetmyjobs.com/employers/resourcecenter
http://mashable.com
http://unbridledtalent.com/blog/

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KATIE PFLEDDERER
Katie@DirectEmployers.org
(317) 874-9070
2011 DirectEmployers Association, a
nonprofit consortium of leading global
employers