1 / 33

FROM JURASSIC PARK TO LINKEDIN PARK

FROM JURASSIC PARK TO LINKEDIN PARK. THE NEW RECRUITMENT REALITY ANNA FORSBERG & LINDA DARCK. AGENDA. The New Reality Evolution Strategy & Branding Social Media Platforms Challenges & Concerns 2013 & Beyond. THE NEW REALITY. Recession over Baby boomers retiring

thuy
Download Presentation

FROM JURASSIC PARK TO LINKEDIN PARK

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. FROM JURASSIC PARK TO LINKEDIN PARK THE NEW RECRUITMENT REALITY ANNA FORSBERG & LINDA DARCK

  2. AGENDA • The New Reality • Evolution • Strategy & Branding • Social Media Platforms • Challenges & Concerns • 2013 & Beyond

  3. THE NEW REALITY • Recession over • Baby boomers retiring • Gen Y --> traditional methods obsolete What are you doing to attract this scarce and selective talent pool?

  4. GEN Y

  5. NOT CONVINCED? • 9/10 orgs use social media to recruit • The top three reasons recruiters are using social media networking is to: • Reach passive job seekers • Control costs • Source candidates for specialized, hard to recruit positions www.nasrecruitment.com

  6. BENEFITS • UNDER PAR-ADOX • Passive candidates • Volume vs Quality • Cost-effective • Mission, vision and goals • Branding • Add value to HR role

  7. EVOLUTION

  8. Social Media Strategy

  9. BRANDING • 80% of companies agree that social networking plays a key role in building brand reputation. • 75% of HR professionals report that employer brand is critical in developing a talent pipeline. Your brand, INTENTIONALLY OR NOT, will affect who will be in your applicant pool. Sources: www.shrm.org, www.socialmediaexaminer.com

  10. You already have a reputation! • Understand what it is • Your idea = reputation?

  11. WORD ON THE STREET • NETWORK • GOOGLE ALERT • MONITOR www.socialmention.com

  12. BRANDING: FB

  13. This Is My Job! Starring LAUSD employees.

  14. TWITTER

  15. LinkedIn • Largest professional network online (200M members) • Optimal for: • Networking • Recruiting for niche jobs • Passive & active • Showcasing jobs • Professional development

  16. EVERYONE AND THEIR MOMS ARE IN

  17. TALENT PREMIUM

  18. Social Media @ Work

  19. MANAGING YOUR GROUP • STRATEGY • RECRUIT MEMBERS • INCORPORATE • DEVELOP CONTENT • MAINTENANCE • EXPLORE/EXPERIMENT!

  20. Potential Challenges • Blocked • HR vs. District branding • Branding w/out ownership • Strategy and Content • Few jobs available • Flexible but purposeful • Time • Staff expertise/training

  21. Our Challenges • Engagement: • Personal/professional • Fear of the unknown • LAUSD employees not active job seekers • Not using social media • Legal issues

  22. Different animal

  23. Common Concern:Wasting Work Time Translation:

  24. Common Concern:Managing Negative Comments

  25. Etiquette & Guidelines • Common sense and sound judgment • Set clear guiding principles for “off-topic” conversations • Existing code of conduct, IT, and privacy policies • Good examples: Intel & Australia • http://www.intel.com/sites/sitewide/en_us/social-media.htm • http://www.youtube.com/watch?v=8iQLkt5CG8I

  26. 2013 AND BEYOND • Social Media Training • Gamification • The Death of the Resume • Personal Branding

  27. @lausdjobs Facebook.com/LAUSDcareers Career Opportunities at LAUSD (Non-Instructional) linda.darck@lausd.net anna.forsberg@lausd.net

More Related