LWHRA presentation hand out 2012
5
Practical Steps for Building a Social Media Strategy Step One Conduct Audit Develop Social Policy for TA Establish program objectives Key stakeholder interviews/goals Define corporate guidelines Establish measurements for success Plan Development Annual Strategy should include: Core 4-5 Social Site Recommendations Brand/messaging Social Calendar Development (Documents all pre-planned social activities & content changes) How to display commitment to Social Responsibility How to communicate and align with corporate guidelines Business Unit/Staff communication and training requirements Crisis and editorial guidelines SEO considerations and options Custom Twitter feeds
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Transcript of LWHRA presentation hand out 2012
Practical Steps for Building a Social
Media Strategy
Step One
Conduct Audit
Develop Social Policy for TA
Establish program objectives
Key stakeholder interviews/goals
Define corporate guidelines
Establish measurements for success
Plan Development
Annual Strategy should include:
Core 4-5 Social Site Recommendations
Brand/messaging
Social Calendar Development (Documents all pre-planned social activities & content changes)
How to display commitment to Social Responsibility
How to communicate and align with corporate guidelines
Business Unit/Staff communication and training requirements
Crisis and editorial guidelines
SEO considerations and options
Custom Twitter feeds
Top 5 Social Media sites and why they are important to recruiting
Facebook is a social networking site where members connect and share with friends, create a profile, join common-interest user groups, organized by workplace, school or college, or other characteristics, and categorize their friends into lists. Facebook has over 850 million active users and growing.
Why is it important to recruiting?
Building and driving engagement with Employer Brand
Creating conversations with active and passive candidates
Getting message in front of candidates where they spend the most time
Twitter is a social networking and micro blogging service that allows you to answer the question, "What are you doing?“ by sending short text messages 140 characters in length, called "tweets", to your friends, or "followers."
Why is it important to recruiting?
• Identifying candidates
• Pushes job alerts to opt-in audience
• Engagement platform for potential candidates
• Brands your company as an employer of choice in the Twitter community
LinkedIn lets you connect with friends, colleagues, and other people you've worked or done business with. User profiles on the network is akin to an online resume, complete with the ability for others to write recommendations on work performance. Companies have profile pages on the site, and there are group features available to build discussion areas around a central topic.
Why is it important to recruiting?
• Publish robust career content about working at your company
• Highly targeted sourcing tools
• Identify relevant candidates
YouTube is also the second largest search engine in the world. YouTube allows billions of people to discover, watch and share videos. YouTube provides a forum for people to connect and inform others across the globe and acts as a distribution platform for original content creators and advertisers large and small.
Why is it important to recruiting?
• Engagement platform for potential candidates
• Building an Employer Brand on a career specific channel
• Communicating Company Culture
• Offering ‘day in the life’ for specific roles/jobs
Google+ is Google's new social network. It differs in that it promotes social sharing that is more similar to how people share in real life by providing features such as one that limits who you are talking to, creating 1-on-1 conversation.
Why is it important to recruiting?
• Google+ users, both candidates and recruiters, can opt to have their profile and messages searchable
• It’s a social network that competes with Facebook
• Google “Circles” allows users to keep their professional network separate from their personal network
Please contact Janet Muir if you would like to review a copy of the presentation and engage in a meaningful conversation about how TMP can help your organization:
Janet MuirDirector, Digital Business DevelopmentMobile: (206) 713-2936e-mail: [email protected]
Twitter: JanetMuirNWLinkedIn: www. linkedin .com/pub/ janet - muir /13/a5/424
