Social Recruiting Step By Step

1. Social Recruiting Step By Step

2. http://www.linkedin.com/in/drninabrody/ http://twitter.com/takecarejobs http://www.facebook.com/takecarecareers Nina Brody, Ph.D. Head of TalentTake Care Health

3. http://www.linkedin.com/in/fredpratt/ http://twitter.com/ffpratt http://www.facebook.com/fred.pratt Partners Fred Pratt VP, Client StrategyTMP Worldwide Phone: 856.532.2303 Email: fred.pratt@tmp.com

4. http://www.linkedin.com/in/jennysteinberg/ http://twitter.com/jennybell http://www.facebook.com/jenny.steinberg Partners Jenny Steinberg Account DirectorTMP Worldwide Phone: 781.895.4037 Email: jenny.steinberg@tmp.com

5. it’s people Why Social?

6. connecting Father Girlfriend Mother Coworker Sister Brother Roommate Best Friend Why Social?

7. connecting it’s people Father Girlfriend Mother Coworker Sister Brother Roommate Best Friend Why Social? and having conversations... even about work

8. Outline goals, objectives, and measures of success • Choose the right partner • Develop a strategy (phased approach work best) • Work out kinks internally (leadership buy-in is key) • Communicate and educate • Measure Developing a Social Presence Getting Started • How to get started? • Outline Goals, Objectives, and Measures of Success • Choose the right partner • Develop a strategy (Phased approach work best) • Work out the kinks internally (Leadership buy-in is key) • Communicate and educate • Measure

9. #1 Our Objectives • Break through the clutter • Personalized experiences for candidates through interaction • Showcase culture through genuine experiences • Develop and launch an internal & external marketing plan

10. #2 Choose the Right Partner • Who has expertise? • Does your team have bandwidth? • Think about the entire lifecycle of the project • Resource both internal and external partners

11. #3

12. Phase I: Build a presence on social networking sites to share information about Take Care as an employer and integrate/cross promote it in everything we do for recruitment marketing. Build It. Phase II: Involve Take Care employees in the social networking sites to provide genuine experiences and information about Take Care as an employer. Get Employees Involved. Phase III: Leverage the Take Care employee network on the social networking sites to generate buzz among their friends and networks. Enlist Employees in Spreading the Word to Their Networks. Our Social strategy

13. First Step in Building a Presence: Choose Areas of Focus More Than 500 Million Active Users 1,448% Year-Over-Year Growth in Users More Than 68 Million Active Users and a New User Every Second More Than 24 Hours of Video Uploaded Every Minute

14. Facebook • Overall Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

15. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & Managers responding to questions

16. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & Managers responding to questions

17. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

18. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

19. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

20. Facebook • Build It Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

21. Facebook • “Get Employees Involved” Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

22. Facebook • “Get Employees Involved” Strategy • Post Events (including photos) • Post Press Releases • Post Videos • Highlight our FREE CE/CME Program • Post Recruiter Landing Pages • Partner coordinating questions and managing content • Employees posting about their experiences • Recruiters & managers responding to questions

23. Set a social policy – but keep it simple • Inform key groups – IT, Marketing, Executives • Get Leaders Involved • Set up procedures for responding to candidates and internal employees #4 Work Out Kinks Internally

24. Develop a communication plan – both internal & external • Train your team members on Social • Train employees on Social – basic how to, guidelines, and what you want them to do #5 Communicate & Educate

25. Facebook – Talent Partner Training Set up live training sessions for Talent Partners Engaged Talent Partners by using a contest Educated team on how to keep your profile private and still recruit Reviewed policies, procedures, and roles/responsibilities of our external partner Recorded training and posted on a resource website

26. Facebook – Employee Training Set up live training sessions for Employees Educated employees on how to set up a profile, how to communicate, and Fan/Like our page Reviewed social policies and guidelines Linked our Colleague Referral Program with Facebook Recorded training and posted on a resource website

27. Facebook – Match Game Added “Fun” to the Facebook page by developing the match game Scores can be tweeted or emailed to challenge others

28. Facebook – Colleague Referral Program As an added incentive we linked our Colleague Referral Program with Facebook so that our employees could cross promote our jobs and potentially gain a referral bonus.

29. Highly Targeted Facebook – Paid External Marketing We actively market to a highly targeted group of potential candidates through facebook using social ads. We promote specific jobs, free CE/CME courses, landing pages, etc.

30. Emails SEO Optimized Job site Landing pages Facebook – Cross Promotion Integrate the Facebook page in all other tactics.We cross promote our Social Media presence in almost everything we do. We want candidates to engage with Take Care as an employer in a way that makes sense for them. We also promote with our email signatures and other marketing materials.

31. Set measures that are aligned with your objectives whenever possible • Look for incremental growth month on month • Run your own race – (forget about what others are doing and stick to the plan) #6 Measure

32. Measuring Impact Facebook 1,070 Fans We look at incremental growth of Fans, or people “liking” our page, but most important is that they are interacting with the page. Post quality score is something we and TMP look at to gauge effectiveness.

33. Measuring Impact More important than the numbers is the answer to this question: Are we breaking through the clutter and having conversations with candidates?

34. Social is not the magic bullet • Social is one part of a larger strategy • Social is always evolving so stay on top of it • Your employer brand experience is the “differentiator” Tips & Tricks

35. For more information on developing a successful social media recruitment program for your organization, just contact your TMP representative, call 1-800-867-2001 or send an email to wecanhelp@tmp.com. Contact