6. 7 approaches to facebook recruiting 7 developing a strategy going old school social recruiting attracting talent content is king managing your time leveraging the social graph
8. define goals sample initial goals branding/marketing improve brand presence to build awareness increase positive mentions/sentiment about our brand website increase traffic to careers site recruiting attract qualified candidates to our career opportunities develop a source for active & passive candidates
10. prepare a response strategy * * before you need it SOURCE: http://www.johnhaydon.com/2010/08/org-facebook-page-decision-flowchart
11. expect more good than bad 63% of job seekers have a better impression of a company that responds to negative posts / comments on their social media site than those who do not Careerbuilder/Personified survey June 2010
23. community 59% of job seekers agree that what is said by others about a company is more important in how they form their opinion about a company than what a company says about itself 70% agree that positive posts from fans or followers on a company’s social media site would make them more likely to apply for a job at that company SOURCE http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations Careerbuilder/Personified survey June 2010
24. community 57% of job seekers expect a company to interact with fans & followers Both active & passive job seekers say they use a company’s social media page to apply to jobs posted, ask and get answers to questions and get information – not the company’s website SOURCE http://www.scribd.com/doc/34282554/Social-Media-Infographic-Job-Seeker-Perceptions-and-Expectations Careerbuilder/Personified survey June 2010
44. employee referrals “we have found that current employees are the most widely used and are by far the most trusted source of information about organizations for candidates” Corporate Leadership Council
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