Embed Size (px)
Citation preview
Social Recruiting Step By Step
Nina Brody, Ph.D. Head of TalentTake Care Health
http://www.linkedin.com/in/drninabrody/
http://twitter.com/takecarejobs
http://www.facebook.com/takecarecareers
Partners
Fred Pratt VP, Client StrategyTMP Worldwide
http://www.linkedin.com/in/fredpratt/
http://twitter.com/ffpratt
http://www.facebook.com/fred.pratt
Phone: 856.532.2303Email: [email protected]
Partners
http://www.linkedin.com/in/jennysteinberg/
http://twitter.com/jennybell
http://www.facebook.com/jenny.steinberg
Jenny Steinberg Account DirectorTMP WorldwidePhone: 781.895.4037Email: [email protected]
Why Social?
it’s people
Why Social?
connecting
Mother
Father
Coworker
Best Friend
Roommate
Sister
BrotherGirlfriend
Why Social?
it’s people
connecting
Mother
Father
Coworker
Best Friend
Roommate
Sister
BrotherGirlfriend
and having conversations...
even about work
Developing a Social Presence
– How to get started?•Outline Goals, Objectives, and Measures of Success•Choose the right partner•Develop a strategy (Phased approach work best)•Work out the kinks internally (Leadership buy-in is key)•Communicate and educate•Measure
Getting Started
1. Outline goals, objectives, and measures of success
2. Choose the right partner
3. Develop a strategy (phased approach work best)
4. Work out kinks internally (leadership buy-in is key)
5. Communicate and educate
6. Measure
#1 Our Objectives
• Break through the clutter
• Personalized experiences for candidates through interaction
• Showcase culture through genuine experiences
• Develop and launch an internal & external marketing plan
• Who has expertise?
• Does your team have bandwidth?
• Think about the entire lifecycle of the project
• Resource both internal and external partners
#2 Choose the Right Partner
#3
Phase I:Build a presence on social networking sites to share information about Take Care as an employer and integrate/cross promote it in everything we do for recruitment marketing. Build It.
Phase II:Involve Take Care employees in the social networking sites to provide genuine experiences and information about Take Care as an employer. Get Employees Involved.
Phase III: Leverage the Take Care employee network on the social networking sites to generate buzz among their friends and networks. Enlist Employees in Spreading the Word to Their Networks.
Our Social strategy
First Step in Building a Presence: Choose Areas of Focus
1,448% Year-Over-Year Growth in Users
More Than 500 Million Active Users
More Than 68 Million
Active Users and a New User
Every Second
More Than 24 Hours of Video Uploaded
Every Minute
Overall Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & Managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & Managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
Build It Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
“Get Employees Involved” Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
“Get Employees Involved” Strategy
• Post Events (including photos)
• Post Press Releases
• Post Videos
• Highlight our FREE CE/CME Program
• Post Recruiter Landing Pages
• Partner coordinating questions and managing content
• Employees posting about their experiences
• Recruiters & managers responding to questions
• Set a social policy – but keep it simple
• Inform key groups – IT, Marketing, Executives
• Get Leaders Involved
• Set up procedures for responding to candidates and internal employees
#4 Work Out Kinks Internally
• Develop a communication plan – both internal & external
• Train your team members on Social
• Train employees on Social – basic how to, guidelines, and what you want them to do
#5 Communicate & Educate
Facebook – Talent Partner Training
Set up live training sessions for Talent Partners
Engaged Talent Partners by using a contest
Educated team on how to keep your profile private and still recruit
Reviewed policies, procedures, and roles/responsibilities of our external partner
Recorded training and posted on a resource website
Facebook – Employee Training
Set up live training sessions for Employees
Educated employees on how to set up a profile, how to communicate, and Fan/Like our page
Reviewed social policies and guidelines
Linked our Colleague Referral Program with Facebook
Recorded training and posted on a resource website
Facebook – Match Game
Added “Fun” to the Facebook page by developing the match game
Scores can be tweeted or emailed to challenge others
Facebook – Colleague Referral Program
As an added incentive we linked our Colleague Referral Program with Facebook so that our employees could cross promote our jobs and potentially gain a referral bonus.
Facebook – Paid External Marketing
Highly Targeted
We actively market to a highly targeted group of potential candidates through facebook using social ads. We promote specific jobs, free CE/CME courses, landing pages, etc.
Facebook – Cross Promotion
Integrate the Facebook page in all other tactics. We cross promote our Social Media presence in almost everything we do. We want candidates to engage with Take Care as an employer in a way that makes sense for them. We also promote with our email signatures and other marketing materials.
Emails SEO Optimized Job site Landing pages
• Set measures that are aligned with your objectives whenever possible
• Look for incremental growth month on month
• Run your own race – (forget about what others are doing and stick to the plan)
#6 Measure
1,070 Fans
Measuring Impact
We look at incremental growth of Fans, or people “liking” our page, but most important is that they are interacting with the page. Post quality score is something we and TMP look at to gauge effectiveness.
Measuring Impact
More important than the numbers is the answer to this question: Are we breaking through the clutter and having conversations with candidates?
• Social is not the magic bullet
• Social is one part of a larger strategy
• Social is always evolving so stay on top of it
• Your employer brand experience is the “differentiator”
Tips & Tricks
For more information on developing a successful social media recruitment program for your organization, just contact your TMP representative, call 1-800-867-2001 or send an email to [email protected].
Contact
![Response to Exclude Brody in Anderson[1]](https://img.pdfslide.us/doc/110x75/55217cf9497959842f8b568e/response-to-exclude-brody-in-anderson1.jpg)
