Social Recruiting

Why it won’t work, unless…. Click to edit Master subtitle

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IndiaSocial 2012 Gautam Ghosh India Marketing Lead and Product Evangelist

The Talented Community

Topics for today
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The state of Social Recruitment today Look at the role online communities play Discuss how to get started building talent communities Explore how to drive long term engagement How to measure your efforts

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Fundamental shifts – nature of work 1960 Task Oriented I vi ndi dualCont but ri or Generalist Skills Predictable Workload Geographically Dependent 2012 Complex Knowledge Work Team Based Collaborati ve Time Techni cal Mobile / Virtual Pressured .

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Types of Social Recruiting Driven by the “Rockstar Social Recruiter” .

The Company Talent Community .

On Employment Branding Your Culture is your Employment Brand and your employees are your brand ambassadors .

Your employees and Alumni are rating you • People sharing information .

Content. Conversations De vel op e ag Attract g En .

experience To communicate with them Integrate existing talent databases Incorporate Applicant Tracking System Attract people visiting the careers website and not applying • • • • .What do companies want? • • • To know who follows them Surprise: No new resumes Filter talent by skills. location. education.

Online Communities .

What is an online community? An online community is a group of people with similar goals or interests that connect and exchange information using web tools... An online talent community is a group of people that share an affinity for an organization. and collaborate using web tools. exchange information. share opinions. . profession or skill that connect . .

Three distinguishing points Connects Organization/Profession/Skill with all Stakeholders Groups COMMUNI TY Connects Members to Other Members Connects Members to Non-Members (Discovery) .

vetted and cemented • • • • .Role in the modern world • Online communities are the new “meeting places” for digital citizens across the globe They form the backbone of the modern support system They are where content gets discovered They are where discussions happen whether you participate or not They are where perceptions are formed.

educate/develop • Broader Talent Ecosystem Engagement – • Discover Talent Otherwise Overlooked – • Cultivate / Grow Future Talent – • Leverage Brand Army . influence. test alignment See talent across all labor types Added insight. share/listen. pre-applicant assessment Mentor.What talent communities can enable: • True Employer Branding – Segment.

Getting Started • Key Action Steps. Success and Failure Factors .

Key action steps – the basics 1 2 3 4 5 6 Understand your target member(s) Define how and what you want members to do Design a community that delivers value to all Set realistic expectations Plan for the internal change management needed to support talent communities and community mgmt Be realistic about allocating resources .

Warning: Crass lesson coming Nothing grows in a sandbox … especially one littered with crap! .

Healthy communities are like gardens • You have to seed them (content and interaction) You can’t put some plants together You need to fertilize infant plants You have to manage pests You have to eliminate rotten matter You need to split them when they grow to large Your results grow as your skills grow • • • • • • .

Success factors – beyond the basics • Great Community Manager – Dedicated champion of transparency Solicits/drives interaction Doesn’t judge Capable of engaging with different audiences Promotes diversity of thought and inclusion – – – – • • • Build in rewards for desired member activity Connect to offline events Build on member commonalities .

you face an uphill challenge • • • • • Focusing solely on the technology Not dedicating time/resources Delivering little/no value Locking down the target member too tight Not designing for interaction .Failure factors • Assuming all professions are created equal – If existing CoP’s cannot be found.

Keeping Your Audience Engaged • It’s Just Like Any Other Relationship .

Six keys to successful engagement 1 2 3 4 5 6 Common Interest Dedicated Time Together Two-way Communication Tolerance for Honesty Authenticity / Empathy Opportunity to Grow Together** .

.Design for engagement Curious Alumni Employee Contractor/ Consultant Outsourced Service Provider Competitor Intern Aspiring Employee Other Stakeholder Applicant Pipelined Newly Hired Ambassador This movement requires a planned experience. This is the only segment that values job announcements.

Questions? .

slideshare.com T: @GautamGhosh F: http://www.bravenewtalent.Keep the conversation going Gautam Ghosh E: gautam@bravenewtalent.Blogger S: http://www.facebook.com/HR.com .net/Gautam M: +91-97422-39954 @bravenewtalent www.

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