Jennifer McClure`

Helping Leaders Leverage Influence & Create Maximum Impact.

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Best Practices In Recruiting With Social Media [Slideshare]

This Fall, I’ve had the pleasure of attending and speaking at five State SHRM Conferences (Illinois, Florida, Indiana, Colorado & Minnesota) about the topic “Using Social Media for HR & Recruiting” – and I’ve enjoyed every minute of it! I’m so excited to see continued and growing interest and enthusiasm from human resources & recruiting pros around learning more about how to utilize social media as part of their day-to-day activites.

To address that growing interest, a couple of the conferences I’ve attended – Illinois & Colorado – scheduled a full day of social media related sessions with presenters covering the topic from a variety of angles (including HR, recruiting, legal, usage by unions, etc.).

Last week, I spoke a the Minnesota SHRM Conference, and they included two day’s worth of social media offerings! On Day 1, I presented two sessions – “Using Social Media in HR: Attract, Recruit, Retain” and “Best Practices In Recruiting With Social Media” and my friend and favorite @MNHeadhunter – Paul DeBettignies – took over on Day 2, covering “Rocking LinkedIn: Profiles, Connections, Sourcing & Recruiting” and “Social Media for Recruiting: Let’s Get Doing”.

I thought I’d share my slide deck for the “Best Practices In Recruiting With Social Media” session in an effort to highlight some of the Minnesota employers (plus a few others) whom I believe are doing some cool and interesting things with their use of social media for recruiting and employment branding.

Best Practices In Recruiting With Social Media 10 2011

Highlighted Companies:

Careers Site:
Best Buy
UnitedHealth Group
The Nerdery

Facebook:
General Mills Careers
The Nerdery

YouTube:
UnitedHealth Group
Mayo Clinic

Blog:
Daxko Nation
EMC Corporation Community
Lisa Rosendahl blog (one of my favorite Minnesota HR pros)

Twitter:
General Mills

LinkedIn:
Deluxe Corporation Company Profile
Sodexo Careers Group

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The companies listed above are just a few of the ones that I often highlight in many of my presentations.

What other companies would you suggest that are really innovative in utilizing social media with their HR, recruiting and/or employment branding efforts? Share some examples with us in the comments section!

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Sign Me Up For “The Recruitment Revolution”

Thanks to the good folks at Talent Management Magazine and MediaTec Publishing, Inc. I’ll be sharing some of my insights and ramblings a couple of times each month on their new recruiting and talent management blog!

My first post – “Three Investments To Make In Future Recruiting Success When Hiring Takes a Break” – was published on the site yesterday and if you like what you see here on Unbridled Talent, then I’m hoping you’ll also like what you see there.

So head on over to the Talent Management website and check it out. And while you’re there, be sure to subscribe to the Talent Management Magazine blog to stay informed about “The Recruitment Revolution”!

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Here’s a taste of my first post to get you started…

Three Investments To Make In Future Recruiting Success When Hiring Takes a Break

With recent reports of zero job creation in August 2011 and a still struggling economy, it’s clear that many companies have either shuttered their recruiting function until things improve or are throttling back their efforts heading into the final months of the year. As a result, more than a few recruiters may find that they have some extra time on their hands and need to find ways to continue to add value within their organizations.

Three high-impact opportunities to focus on include:

1. Review your careers site through the eyes of a potential applicant

2. Use social media to build virtual (and real) relationships with potential candidates

3. Volunteer for cross-functional teams and spend time with hiring managers

Click here to read the full post…

 

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Required Reading For Recruiters – Recruiting 3.0 & 4.0 Explained

As a way to keep up with best practices and what’s new/next in the HR & Recruiting worlds, I read a ton of articles, blogs and tweets to try to keep up. And as a student of the game, I enjoy much of the content. I’m informed by a majority of it, challenged by some of it and inspired by a bit of it.

Today, I wanted to point you to a couple of articles that hit on all three of those categories for me. Some really awesome stuff written and posted on the recruiter resource and community – ERE.net – from Matthew Jeffery – Head of EMEA Talent Acquisition & Global Talent Brand at Autodesk.

The first article written a couple of months ago – “A Vision for the Future of Recruitment: Recruitment 3.0” – should be required reading for all recruiters and includes much of the content and ideas that Matthew shared in his fantastic opening keynote at the 2011 Spring ERE Expo. (Check out the video of Matthew’s presentation – which is well worth watching and thanks ERE for making it available!)

Today on ERE.net is a follow-up article from Matthew Jeffery titled “Recruitment 4.0: Crowdsourcing, Gamification, Recruitment as a Profit Center… and the Death of Recruitment Agencies!”.

In this post, Matthew nicely sums up the evolution of recruiting and shares his predictions for the future of Recruiting (4.0). Here’s an excerpt:

Recruitment 1.0 encompasses traditional recruiting over a huge timeline, including good old-fashioned fax machines, print advertising, (post, spray ,and pray), and Rolodexes moving into traditional ATSs. Recruiters more focused on processes than end results. The basic any-bum-on-any-seat philosophy.

Recruitment 2.0 saw the move onto online and using technology for recruitment purposes, including the advent of online job boards & online CV searches. While the technology moved forward, the traditional methodology of 1.0 was prevalent, including online post, spray, and pray candidate attraction (aka the recruitment lottery of let’s hope the right-ish person looks at the online advertisement, at the right time and feels willing to go to the effort to apply).

Both Recruitment 1.0 and 2.0 were/are fundamentally focused on the active job seekers, (applying to vacancies, on agency books, and those watching job boards like a possessed predator).

Recruitment 3.0 is a huge leap as it moves recruitment out of its comfort zone. The beating heart of 3.0 is the non-active/passive individual and a focus on “best talent” and building predictable talent pipelines. In addition, the philosophy of “everyone is a potential candidate so engage them” is central. 3.0 takes us into building engaged, two-way, free-conversation based, transparent communities. This is anchored by things like employment branding, marketing, and PR. 3.0 is not only concerned with building communities but mapping key competitors and seducing cream-of-the-crop talent with your brand and in-house opportunities.

So what exactly is Recruitment 4.0? Grab a cup of coffee (or a Diet Coke) and a snack and take a few minutes to read the rest of the article. It’s meaty stuff to chew on.

Regardless of the size of your company, to stay ahead of the game and compete for talent in the “new normal”, you’ve got to be thinking about how to evolve your recruiting practices. The information contained in these two articles by Matthew Jeffery would be great to utilize as a discussion starter with your recruiting team or CEO and as you’re thinking about goals, objectives and making plans for 2012 and beyond.

What do you think about some of the ideas presented? Are we really ready for Recruiting to become a profit center and to include games in our recruiting processes? Will job boards meet their (constantly predicted) demise? Will recruiting agencies no longer be necessary?

I’d love to know what you think.

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Social Recruiting On The Rise In 2011

Results from the 2011 Social Recruiting Survey conducted by Jobvite indicate that the use of social media and social networks for recruiting continues to increase among employers and their efforts are paying off! Almost 2/3 of respondents indicated that they have successfully hired a candidate via their social recruiting efforts within the last year.

The Jobvite survey includes responses from over 800 employers in the US, and now in it’s 3rd year, provides a good benchmark for social recruiting growth.

The survey also indicates that many employers are expanding their use of social networks for recruiting beyond LinkedIn, with 64% of employers indicating that they use two or more social networks for recruiting in 2011.


The survey results reveal that a majority of employers expect to increase hiring over the next 12 months and 77% expect increased competition for talent as the economy heats up. As a result, many are increasing their budgets for recruiting via social media in 2011.

To view more information from the Jobvite 2011 Social Recruiting Survey, download a free copy of the 21 page report HERE.

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The folks at Jobvite also incorporated the results from the 2011 Social Recruiting Survey, their 2010 Job Seeker Nation Survey and the Jobvite Index (featuring data from Jobvite customers) into a cool Infographic showing The State of Social Recruiting 2011.

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Making Social Media Work in Recruiting – FREE Webinar 3/30/11

March appears to be the month of the FREE webinar here at Unbridled Talent and I’d like to make you aware of another opportunity to listen in!

The March 30th webinar  – Making Social Media Work in Recruiting – is sponsored by Recruiting Trends® and is part of their Best Practice Webinar Series 2011.

I’m excited to be a co-presenter along with the lovely and talented Carmen Hudson – Engagement Manager, Sourcing & Social Media Strategy at Recruiting Toolbox and CEO/Founder of tweetajob.com. Carmen is someone that I have learned from and admired through her experiences in Recruiting and Sourcing at Yahoo!, Starbucks and now Recruiting Toolbox and she has also been an inspiration to me as a female entrepreneur – founding tweetajob in 2009.

There should be plenty of time for Q&A as part of this webinar, so please join us, ask a question and contribute to the conversation! Webinar details and Carmen’s bio from the Recruiting Trends® website are listed below.

Join us on Wednesday, March 30 1 PM – 2 PM EDT for this insightful webinar

Register Now – at no charge to you!

As a recruiter, you’re all about finding the right person for the right job at the right time and the quality of your talent pipeline is what makes you successful!

You depend on access to several mediums to find the best candidates, and for many this includes social media.

But how do you decide which of the many social media platforms and sites are right for you and your organization? And how do you stay current?

Twitter, LinkedIn, Facebook, YouTube to name a few are all great resources for sourcing and recruiting. Each platform has its own unique demographic and you’ll want to consider each audience when making the decision as to which application(s) will give you the best results in your sourcing and recruiting efforts.

Join Carmen Hudson Engagement Manager, Sourcing and Social Media Strategy at Recruiting Toolbox and Jennifer McClure President of Unbridled Talent as they share with you some of the most common considerations and elements when using social media to recruit top talent.

During this 60 min event they will address:

  • How to Create an Online Presence – Reflecting Who You Are
  • How to Make the Most of Your ‘Social’ Time
  • Why it is important to Individualize Your Approach
  • The importance of staying Authentic
  • And much more

You will receive expert advice on proven success and failures using today’s Social Media platforms!

Register now to listen to this insightful fast-paced webinar, yours to enjoy at no cost.

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Carmen Hudson, Engagement Manager – Sourcing and Social Media Strategy

Carmen Hudson draws from over 15 years of recruiting experience, with a strong focus on helping organizations attract, source and recruit top talent. Carmen’s expertise is in helping clients build the right sourcing and recruiting strategies, and then implementing them in the real world of limited budgets, competing priorities, and highly competitive recruiting environments. She consults and trains companies to help them leverage high ROI solutions for big sourcing, social media, and technology implementation initiatives.

Carmen is a self-described “recruiting geek” who has spent years learning, creating, and sharing best practices around sourcing. She gets that technology – for all of its hype – is still a means to an end, not an end in itself. Her corporate experience includes Yahoo!, where she was Senior Manager, Talent Acquisition. At Yahoo! she led the strategic sourcing team, revitalizing the employee referral program and Yahoo’s employer brand. The team was awarded a coveted Yahoo! Superstar Award, an ERE Excellence award and various recruiting and advertising industry awards. Prior to joining Yahoo!, she was manager, Global Strategic Sourcing for Starbucks Coffee Corporation, where she developed sourcing strategies and recommended resources and tactics to support U.S. retail management hiring. She has also held senior talent acquisition roles at Microsoft, Amazon.com and Capital One and founded a social recruiting technology company.

Carmen is a regular contributor to recruiting industry publications, including ERE Exchange and Recruiting Trends. She is a frequent speaker at recruiting events, including the Social Recruiting Summit, Kennedy Online Recruiting Conference and the Seattle Staffing Management Association.  Carmen earned a degree in journalism from Northwestern University.

Carmen Hudson on LinkedIn
Carmen on Twitter: @peopleshark

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