"Social Recruiting Seminar & Networking Evening" hosted by Viadeo & BraveNewTalent during Social Media Week 2011. Rebecca Folb, Nokia's Global Talent Acquisition Manager, spoke about Nokia’s transition from Recruitment 1.0 to Recruitment 3.0, which they have undergone in order to maximize their global recruitment efforts.

1. Social Media Week, February 2011
Rebecca Folb
Global Talent Acquisition Manager (Digital)
Nokia
Social Recruiting
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#NokiaConnects

2. 25 billion
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3. Tweets sent
in 2010
“Social Media is not a fad, it‟s still
growing and always transforming”…
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4. “Social Recruiting isn‟t the
answer to recruitment, it‟s
simply another channel
we need to use”.
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5. Establish your social recruiting strategy
Transforming the
way we source
talent, build
talent pipelines
and improve our
employer image.
People are talking about Nokia all over the week. Our
concern is that social media is reaching a vast audience and
becoming influential to potential talent. Instead of focusing
on this negative impact, we are recognising the
opportunities. If we can‟t control, we can join in, engage with
and influence this vast audience.
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6. Integrate social media into your recruitment process
Encouraging /
TIME & COMMITMENT influencing all regions
to adopt.
UNDERSTANDING
Dedicated
& CONFIDENCE
training.
SHARING &
Encourage staff to be brand Sharing best
RESPONSIBILITY practices
ambassadors to help personalise
your business by talking about effectiveness/
success.
the company culture/values,
generating a buzz about your
company and highlighting positive
brand messages in a credible way.
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7. Connect your career page to your online communities!
“Our ultimate goal is to Global Social Media Stats
drive top talent to our careers
page and apply”.  1.97 billion internet
users
“Encouraging
candidates who come  175+ million people on
to our career page to Twitter
join our communities to
get to know us better”.
 90+ million people on
LinkedIn
 600+ million people on
Facebook
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8. Our social recruitment channels
Employer Job Adverts Sourcing
Image
“How the channels have been effective for us”…
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9. “Our brand new Twitter
feed”…
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10. Design a weekly editorial calendar!
DAY Morning Afternoon
Monday Tweet about Nokia‟s work Job or news of the day
environment, or Nokia fact (Linked)
Tuesday Tweet about one of Nokia‟s values Job or news of the day
e.g. Diversity, events Nokia have (Linked)
presence
Wednesday Tweet about a great reason to work Job or news of the day
for Nokia (Linked)
Thursday Tweet about what Nokia can offer – Job or news of the day
training, development etc (Linked)
Friday Job or news of the week. Or key Wish all your followers a
hire of the week. great weekend!
Twitter is a strong
CRM tool “A social media
response guide is
Editorial Calendar also important”…
= structured feed
and frequency.
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11. Driving
talent to
Targeted our main
subgroups. career
page.
Connecting
our channels.
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12. Identifying & engaging talent – be relevant!
LinkedIn has broadened and simplified the search for
talent. We now have the opportunity to identify, reach
and contact high calibre candidates globally.
Keywords: communicate, participate & share!
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13. “Our Facebook
initiative which
led to four key
hires”…
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14. 2011
Next steps
Continue to leverage what
others are doing – Nokia
Conversations blog.
 Communities - size
matters . Keep growing…
Employee video
testimonials.
Bring the conversation
offline – we are still people
and it‟s great to talk!
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15. Social media reporting
Activity Reach Engagement
“How active “How influential “Are we engaging
our we”. are we being”. with people, „Likes‟
„re-tweets”.
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16. #NokiaConnects
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