The Future of The Future of

Staffing is SocialStaffing is Social

Brian CavoliJune 1, 2010

Recruitment is Changing

“In 2010, the pace of literally everything will

continue to increase, leading to 12 months of

insane competition, endless labor churn, and

boundless opportunity”

Source: Dr John Sullivan, ERE.net

Recruitment is Changing

“ Each of these trends to come

presents unbelievable

opportunity to those recruiting

leaders brave enough to break

rank and step forward to

challenge the status quo.”

1. Churn

2. Contingent labor

3. Show Me the Money

4. Return of the Talent War

5. Direct Sourcing

6. Jugaad is Required

7. Employment Branding

8. Tool Obsolescence

9. Obsolete Talent

10.Retention

1. Churn

2. Contingent labor

3. Show Me the Money

4. Return of the Talent War

5. Direct Sourcing

6. Jugaad is Required

7. Employment Branding

8. Tool Obsolescence

9. Obsolete Talent

10.Retention

Source: Dr John Sullivan, ERE.net

Why This Is Important

• Never before has talent been so accessible

• Access to personal and more persuasive communication tools

• Build a pipeline of followers

• Make it easy for candidates to reach you

JobAdsJobAds AgenciesAgencies

Your Company

Passive Candidates

“You can’t use Wal-Mart advertising techniques to attract Tiffany customers”

Source: Lou Adler on ERE

What is Unique About Them?

At Work Helping a Competitor Succeed

Well Connected – Trust Their Networks

In Demand

Motivated by Culture and Colleagues

Build a Following

• Build and cultivate a pipeline of candidates you can tap when an unexpected opening occurs

90% of employed executives will take a recruiters phone

call (ExecuNet)

70% of IT workers expect mass turnover when job

market recovers (Dice.com)

Employee turnover will increase by 50% in 2010

(ERE.net)

1 in 5 workers plan to leave their current job in 2010

(Careerbuilder)

Turnover in the News

• March is the first time in 15 months that there were more resignations than firings

• Indications that we could be on the brink of a resignation frenzy

• Typically costs half of the position's salary to recruit a person for that job

"We're preparing for a massive reshuffling of talent at all job levels in all industries,“

- Wall Street Journal 5/25/10

Your Employment Brand

• Convey the meaning of a career at your company

• Amplify the real voices in your company

• Connect with people directly

• Authentic communications

• People expect you to be there

Followers are Advocates

Source: Chadwick Martin Bailey and iModerate Research Technologies

Empower Employee Advocates

• Scale referrals by provide something unique and interesting to distribute

OR

Making the Case

1. More popular than email

2. Time spent jumped from 2 hrs a month to 5 ½ hrs today

3. Facebook just topped Google as the most visited website

4. Drives more traffic to news, entertainment sites than Google

1, Nielsen 2 Hitwise 3, 4 CompeteSource: Nielsen

Experienced Audience

A Priority for Recruiters

Ads, Online

Online videos

Career Fairs

Social Media

Open Houses

Agency – Retained

Agency – Contingency

Ads, Broadcast

Resume Databases

LinkedIn

Employee Referrals

Ads, Print

Networking Events

Online Job Boards

Corporate Website

Internal databases

0% 20% 40% 60% 80% 100%

How are you planning to

use the following sourcing

methods in 2010?

Source: 2010 JCSI Survey of Recruitment Professionals

A Priority for Recruiters

Ads, Online

Online videos

Career Fairs

Social Media

Open Houses

Agency – Retained

Agency – Contingency

Ads, Broadcast

Resume Databases

LinkedIn

Employee Referrals

Ads, Print

Networking Events

Online Job Boards

Corporate Website

Internal databases

0% 20% 40% 60% 80% 100%

Source: 2010 JCSI Survey of Recruitment Professionals

Top Methods to Increase in 2010

1. LinkedIn

2. Social Media

3. Employee Referrals

What It Does Best

What It Is Not Good At

Social Media Universe

Source: fredcavazza.net

Developing a Strategy

Source: Forrester Research

Developing a Strategy

Source: Forrester Research

Getting Started

LinkedIn

• Build your connections!

• Company customization options are limited

• Make your profile strong

• Frequent status updates (connect to Twitter)

• Share company presentations (Slideshare plug-in)

• Start a Group for your company careers

• Review and participate in Answers

Looking Beyond LinkedIn

Facebook

• Start a Careers page for your company

• Customize tabs for your employment branding

• Share/discuss career events, news, etc

• Respond to questions

• Be careful about personal friend invites

• Watch your community page

Targeted Ads

• Target specific groups of people– schools– interests– companies

• Pay only by the click

• Leverage the personal advantage of the network Sample FB recruitment ad

featuring the hiring manager

Source: Techcrunch

Zuckerman’s Law

“Next year, Facebook users will share twice as much

information as they share this year, and next year,

they will be sharing twice as much as they did the

year before.”

Once a network is in place with active and engaged users, participants are

motivated to share information more regularly, which in turn solicits more

engagements from friends, creating a vicious circle of user interactions

Source: NY Times

Twitter

• Start a company careers account

• Customize your background with messages/URLs

• Many tools help manage multiple users

• Follow the influential and interesting

• Discuss, don’t just post openings

• Link to your other communities (track with bit.ly)

YouTube

• Start a careers channel

• If you have videos, unlock them from your site!

• Flip camera or put slides to a podcasts

• Interview with hiring managers about a opening

• Much more interesting than a job description

• Personalize your company, thought leaders

• Brief “why work here” videos

Podcast

Google Reader

• Your monitoring command center (free)

• Collect RSS feeds for real-time updates

• Mentions of your company in:– Google blog– Twitter (industry events)

– YouTube

– Employer Review Sites (Glassdoor)

• Monitor industry blogs, competitors, employees,

Measurement

What’s Next

Niche Communities Mobile

A better platform for socializingHighly relevant content within specific

industries, functions and skills

A Little About JCSI

JCSI is a recruiting services firm

specializing in passive candidate

research and social media strategies

to help companies hire the best

candidates faster at a lower cost.

12 years of experience with emerging companies and Fortune 1000

Leading edge of using new tools to improve the recruitment process

Leave Your Card

This Presentation

Social Staffing eBook

Recruitment Survey eBook

Nielsen Social Media Report

JCSI Case Studies

I’ll email you the following…

bcavoli@jcsi.net www.twitter.com/bcavoli

Thank You

Brian Cavoli

bcavoli@jcsi.net

774-760-0250

www.twitter.com/bcavoli

www.linkedin.com/briancavoli