Social media has revolutionized how companies recruit talent. Individuals openly share career experiences online, and companies can identify and connect with candidates directly through social networks like Facebook and LinkedIn. The future of recruiting involves developing relationships with candidates over time by listening in online communities, engaging in discussions, and sharing relevant content. This shifts recruiting from advertising to building long-term connections with passive and active candidates.

1. The Future of
Staffing is Social

2. The Future is Bright
Social media has revolutionized marketing –
now, it is changing the future of recruiting
Never before has the talent deep in a competitor’s
organization been so accessible
Ads and agencies are losing effectiveness social media
can attract higher quality hires at a lower cost

3. Social Media is About Relationships
• Web 2.0 technologies turn websites from one-
Your
way communication to market conversations
Company
• Individuals are connecting online and openly
Job
Agencies
sharing ideas, experiences and opinions with Ads
millions of others
• Companies can bypass ads to reach
candidates directly

4. Social Media Landscape
Publish
Virtual
Share
Worlds
Connected
Livecast Discuss
Recruiting
Micro
Lifestream
Blogs
Social
Network

5. Importance of Social Media
• Social networking has become more Facebook Has the Highest Reach
popular than email and the Largest Growth Rate
• Time spent growing 3 times faster than
overall rate of Internet growth
• Audience is becoming older and
globally diverse
Source: Nielsen
In 2009, the number of Facebook
• Users are 3 times more likely to trust a
members age 35+ has doubled
peer over advertising when making a
purchase decision Biggest age group on Facebook
is now 35 to 44
Source: Jupiter Research

6. Impact on HR & Staffing
• Talented are demonstrating expertise on blogs, forums,
review sites all across the web
• Influential are connecting and sharing with other influencers
• Openly discussing company cultures, salaries, interviews
and working conditions
• Candidates are finding others online to discuss career
decisions – importance of your employment brand
• People expect to be able to engage with companies in
social communities

7. How it is Used
Identify Talent
Quality Candidates
Connect in their
Faster Time to Fill
Environment
Lower Cost Per Hire
Build
Community Improve Your Employment Brand
Cultivate
Relationships

8. Influence Throughout the Process

9. Influence Throughout the Process
“A” Level Candidates Currently
CULTIVATION Working for Competitors

10. Requires a New Approach
Companies need a mind-set shift from
'telling and selling'
to building relationships
“ It's about bringing a relationship mind-set to everything we do.
“
Marketers need to forge bonds with consumers by opening two-
way dialogues. Marketers can no longer control the relationship
P&G CMO James Stengel

11. The Next Generation of Recruiting
• Proactive outreach to participate in communities to build
relationships as part of a long-term employment strategy
1. Develop strong understanding of the audience and where they live online
2. Join communities where relevant conversations are occurring
3. Identify talent based on demonstrated expertise
4. Connect with them by following/friending, etc
5. Build credibility by contributing to the discussion
6. Offer value by sharing relevant content/resources
7. Gain referrals through personal networks
8. Help shape your employment brand

12. Applying PR for HR
Forrester’s Report on the Future of Marketing and PR
Communications Brands
Consumer
Firm
“Deep understanding of consumer
communities, helping brands create
and nurture connections, deliver
targeted, on-demand messages, and
network for talent and insights.”
Messages Campaigns Push
Connections Conversations Pull
Source: Forrester Research

13. 3 Stages of Social Media
Recruiting
Listening
Engaging
Sharing

14. Listening
• Seek First to Understand, Then to Be Understood
– Find the communities, blogs and discussion forums that attract your
targeted candidates
– Apply monitoring tools to pick-up relevant brand mentions
– Participate in the conversation to understand the discussions, topics,
personalities and tone
– Identify the individuals that demonstrate expertise and influence

15. Engaging
• Advocate Don’t Advertise
– Comment on their contributions so the pitch isn’t the first time
they’ve heard of you
– Read several posts to understand the individual’s personality and
areas of expertise
– Make every communication personalized and relevant
– Post links to jobs and content in a way that is relevant to the
discussion and adds value to the community
– Invite feedback, comments and referrals and make it easy for
them to contact you privately

16. Sharing
• The Right Message for the Right Person at the Right Time
– There are many ways to develop tools and content that will attract
and engage candidates
Social network pages Widgets
Twitter Topic communities
Company videos Blogs
Job posting videos Web events / Webinars
Podcasts

17. Social Networks
Myspace
Facebook

18. Blogging / Microblogging
Blog platforms
Twitter
Friendfeed

19. Communities & Forums
LinkedIn Groups
Ning
Industry Sites
Career Sites

20. Video and Podcasts
YouTube
Podcasts
iTunes

21. …And Much More
Widgets
Live Interactive Events Mobile
Slideshare

22. Measurement
Outputs
• This about relationship building, not Views, visits, connections, fans,
direct response followers, etc
• But, there are many key performance
Outtakes
indicators that can evaluate success
Relationships developed, brand
conversations, forwards, referrals
Outcomes
Candidates interviewed and hired

23. Recruiting Trends for 2009
1. Upgrading employment branding
2. Reinvigorating referral programs
3. Renewing the focus on quality of hire
4. Reinforcing the business case for recruiting
“Nothing is hotter around the globe in
5. Utilizing social networks
recruiting than employment branding.”
6. Utilizing video
7. Upgrading succession planning
“Key focus areas include increasing
8. Using employee blogs for recruiting media coverage, increasing visibility
9. Revitalizing corporate jobs page online, building your “green” brand, and
countering “negative” perceptions.”
10. Using a CRM model for hiring
11. Hiring innovators
12. Recruiting globally

24. JCSI Supplements Your Team
Innovative staffing consulting firm that supplements your HR team to
develop a pool of qualified, ready to hire candidates

25. Passive Candidate Research
Comprehensive passive candidate research to identify, source and help
you hire the people currently helping your competitors succeed

26. Benefits to Your Company
Quality hires faster
Seamless extension of your team
Identify and source the top talent in your industry
Ownership of all market research and sourcing insights
Significant costs savings over agency fees
Flexible pricing model adapts to changing business requirements

27. The Future is Bright
The world of social media recruiting is an exciting place
- we can take you there
• Educating your team
Ask us about:
• Social media brand audit
• Passive candidate sourcing

28. Thank You
888-JCSI-INC
Brian Cavoli
bcavoli@jcsi.net www.JCSI.net
twitter.com/bcavoli