Help I Need To Be More Social! TalentNet Live! Aug2011
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Help I Need To Be More Social! TalentNet Live! Aug2011
- 1. Help, I need to be more social TalentNet Aug 2011 Intuit - Gail Houston and Leslie Mason 1
- 2. Despite popular beliefs 90% of candidates qualified for your role are NOT looking
- 3. So how do we get them to apply? Utilize your company and personal employment brand
- 4. More Companies plan to use social
- 5. But are you ready? Common Complaints I don’t have time, I don’t know how
- 6. What is Recruitment 3.0 • Not everyone is looking • Everyone is a potential candidate or brand ambassador, even your consumers! • Employment brand is pivotal to your success in talent acquisition • The Psychology of People (people like to talk) • You are not in control of what people are saying • Building relationships and communities is key • Recruitment is boring Recruiter skills of the future – social, PR, sales, communications
- 7. The future is now – adopt or be left behind 7
- 8. Start with the foundation Applicants are looking for YOU, what will they find
- 9. Learn from an expert Recruiter Guy Facebook LinkedIn YouTube Blogging Twitter
- 10. Tip # 1 – Creating your social sites Follow the 3 C’s – Create, Connect & Content
- 11. Tip # 2 – Create Twitter List Tip # 2 – Social in 10 min a day Create a Twitter List and Retweet Information 11
- 12. Tip # 3 – Automate (but don’t overdo) Tip # 3 – Social in 10 min a day Create and / or follow Twitter Paper.li’s 12
- 13. Tip # 4 – Since you go to LinkedIn daily Tip # 4 – Social in 10 min a day Tweet or Post news from www.linkedin.com/today 13
- 14. Tip # 5 – Follow Industry Sites Tweet or Post news from www.mashable.com 14
- 15. Tip # 6 – Post Jobs job counter Social video networks Remember 80% content, 20% jobs 15
- 16. Tip # 7 – Facebook Tip # 8 Social in 10 min a day 16 Share positions on your Facebook wall
- 17. Tip # 8 – The Unexpected Tip # 7 – Social in 10 min a day Share www.slideshare.net presentations on topics of interest 17
- 18. Tip # 9 – It’s time for videos Tip # 9 – Social in 10 min a day Share videos from your company or about topics of interest 18
- 19. Tip # 10 – Google Plus Don’t be late to the game – it is time to explore 19
- 20. Tip #10 - Google + - My profile Are you on Google+? 20
- 21. Tip #11 – Learn how to use bitlys Bundles allow you to share more links with just one click 21
- 22. Tip #11 – Learn how to use bitlys Bitlys allow you to track and measure performance 22
- 23. Tip #12 – Do a little each day Build your brand Build your connections Tweet / Post industry related news Tip # 12 – a little each day builds a following Follow industry experts 80% content 20% jobs If you tweet and no one is following you, will anyone hear? 23
- 24. Tip #13 – The Student Becomes the Teacher Tip #13– teach your customers Once you learn and adopt you can teach your customers 24
- 25. Follow, Circle, Join, Connect, Friend Us +Leslie Mason +Gail Houston Senior Recruiter Social Media Program Manager/Senior Recruiter @leslie12002 @ghouston - @intuitcareers Gail_houston@intuit.com Leslie_mason@intuit.com www.facebook.com/intuitcareers Invite Leslie to connect on LI www.slideshare.net/intuitcareers www.lesliemason.blogspot.com www.youtube.com/intuitcareers www.infostripe.com/lesliemason www.linkedin.com/company/Intuit www.linkedin.com/in/lesliemason http://infostripe.com/gailhouston www.facebook.com/leslie.mason3 www.linkedin.com/in/gailhouston www.slideshare.net/leslie12002 Invite Gail to connect on LI www.youtube.com/leslie12002 http://infostripe.com/gailhouston
Hinweis der Redaktion
- 10% of relevant/experienced talent is actively looking for a role at any given moment in time.That means that 90% of candidates relevant for your role/s are not engaged in job searches
- At the core of the philosophy of Recruitment 3.0 is the definition of a candidate. We typically define one as someone who has nominated themselves to be part of an election process. A voluntary act.But at what point does someone volunteer themselves to be a candidate? When they see your advertisement? When they apply to your advertisement? When you interview them?So if they are not a candidate until they volunteer themselves, what are they? They are your average person sitting drinking a coffee in Starbucks, or leading a team at work, speaking at a conference, running down the road, watching TV, or having a pint of the finest ale down the local pub.What turns a regular person into a candidate? A whole host of reasons. Not being recognized for their contribution at work, poor relationship with their manager, lack of career development, lack of challenging work, poor remuneration.A company either waits for the moment that someone presses the button and turns themselves into a candidate and then jumps on them, or makes a proposition that is attractive and tempts them into candidacy.Hence at the core of Recruitment 3.0 is that everyone is a candidate. And it is up to us to create candidates not wait.
- PR & messagingMarketingDirect MarketingMarket segmentationCandidate Relationship ManagementSalesPresentation and Communication SkillsDoes recruiting have a role in PR?According to a blog post by the Marketing Recruiter - Google your recruitment leader’s name today, alongside your company name. What do you see? The vast majority of Fortune 500 recruitment leaders have no identity on search engines. They don’t promote their company brand. They don’t speak at events. Recruitment 3.0 leaders will be fired for not being a proactive champion of their company as a great place to work.