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Questions from "Optimizing the Social Web for Recruiting" With John Phillips and Doug Berg
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Replies to This Discussion
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Permalink Reply by Jason Gorham on -
You can do this a couple of ways, use one account and then link the others to it. Tweet once and it will show up on your Facebook, Friendster, RSS etc. You have to take the time to set these up.
Jason Gorham
CEO
Sharkstrike.com
Amy Lewis said:TS Asked: is this done through RSS feeds? as in, how are you updating twitter real time if recruiters aren't manually updating?
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Permalink Reply by Jason Gorham on
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You have to be careful and segment them. An example would be that a friend of mine created a work e-mail signature that sent me to her page on facebook. I advised her to change it to the corporate facebook page which she did. This is only one example. You can learn a little more from an article that I was in here: http://www.itbusiness.ca/it/client/en/Home/News.asp?id=52190&Pa...
Amy Lewis said:Ashley Asked: How do your recruiters manage their personal life on facebook vs. professional?
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Permalink Reply by Jason Gorham on
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Before you pick a platform/tool you should have a strategy. Part of that strategy is:
Goal
Analysis
Build
Measure
Change
In your analysis you should have selected a copywriter/blogger/social networking leader. (Noticed I said networking not media as media is a bad connotation.)
Amy Lewis said:stacey Asked: how much time does a recruiter spend on twitter, etc? i have heard of other companies who hire someone that just does this b/c it takes too much time.
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Permalink Reply by Jason Gorham on
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Yes you will need to set these up yourself or have someone set them up for you.
Amy Lewis said:Mike Asked: You mentioned sending employee referrals to social network company site? Will that require someone to set up an account with facebook, linkedin, etc?
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Permalink Reply by Doug Berg on -
Amy Lewis said:
If you get an automated engine to post the jobs/feeds out to the social channels, then the recruiters wouldn't have to do it any longer (at least you would hope not...) which hopefully would remove the task from their todo list.Dusti Asked: how do you get your recruiters to not spend time in the posting to be on those sites? How do you automate
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Permalink Reply by Doug Berg on
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For those who asked, the site for Microsoft Entertainment is at http://www.microsoft-entertainment-jobs.com which runs as a "micro site" for their division of Microsoft online, which is why you don't see it on the primary corporate site.
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Permalink Reply by Doug Berg on
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Amy Lewis said:
There are several ways to broadcast the jobs into Twitter, but we recommend doing "micro-segmenting" of your Twitter strategy to personalize it for the interest areas of the candidates, and so that you don't "pollute" twitter. In other words, instead of having a single corporate account and dumping hundreds of jobs into it, segment into your divisions, targeted hiring areas, by recruiter etc, so that you can build a more relevant network of twitter channels.TS Asked: is this done through RSS feeds? as in, how are you updating twitter real time if recruiters aren't manually updating?
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Permalink Reply by Doug Berg on
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Amy Lewis said:
I think based on what John was saying today, that you would try to have your recruiters focusing their social networking strategy so that the relationships they are developing and being driven to your companies social channels/groups/pages etc, versus their individual accounts/profiles. As a matter of fact, if this is done right, you shouldn't have 1 single candidate who is linked to any recruiters personal profile - which leaves their personal life completely up to them!Ashley Asked: How do your recruiters manage their personal life on facebook vs. professional?
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Permalink Reply by Doug Berg on
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Amy Lewis said:
Any good strategy would allow candidates to "opt-in" to your network/channel/group, etc. and customize what content they want from you, and when. That's the beauty of the social networks, but it's also the case for micro-segmentation, because if someone signs up to hear about your companies jobs via email or RSS, and they can't say that they only want to hear about "accounting" jobs etc. then they will turn you off fast.Bob Asked: So now we have automated the recruiting process and followed up with candidates who didn't get the job. How do we prevent candidates from getting overloaded with emails or contacts from us? How do we control the technology that we have set up so it doesn't become a burden on the candidate?
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Permalink Reply by Doug Berg on
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Amy Lewis said:
The good news is, that your private talent community is totally controlled (and only accessed by) your recruiters. Out on the other networks (such as LinkedIn) you can setup a group that requires acceptance (and is moderated) by your recruiting team, which helps to keep the foxes out of the hen house (so to speak). With channels like Twitter, and fans on facebook, competitors could see who's following/fans, but then they have to pursue and link to those people who have to choose whether they want to talk with that person, but now your back to heavy lifting.Steve Asked: What prevents other recruiters from joining your talent communities and taking others within that community for their jobs?
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Permalink Reply by John E. Phillips on -
John Phillips(presenter) Answers:
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Jennifer Labaczewski Asked: What do you envision will be Web 3.0 Recruiting?
John E. Phillips(Microsoft) Answered: That is a great question. If I was to guess (just my thought on the world) I would say you are already seeing what web 3.0 can do for recruiting with what I presented… Search, Social Media, Mobile messaging, RSS feeds, aggregators etc… As we make the move to web 2.0 we enter these avenues to connect with candidates and find information.. I see the move to 3.0 as the convergence of all of these… I think aggregators and distribution is key… places to collect and distribute data without multiple entry points etc… For recruiting it looks like (virtual career fairs, mobile recruiting, recruiter chat/interactivity, candidates with Linkedin profiles(or similar) vs. resumes) I see job boards as being less of a factor (unless they change their business model) as well as ATS’s. ________________________________________
Jan Fleck Asked: What is "SEO/SEM?"
John E. Phillips(Microsoft) Answered: Instead of going into too long of answers I will give you some resources. SEO: Search Engine Optimization http://en.wikipedia.org/wiki/Search_engine_optimization
SEM: Search Engine Marketing http://en.wikipedia.org/wiki/Search_engine_marketing
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Marla Asked: How do you convince executive management the value of social networking as a recruiting practice to get their buy in for resources?
John E. Phillips(Microsoft) Answered: I would say that I speak to the problem as a business… I started with a conversation on how people have changed the way they absorb content… the emergence of Search & Social networks. Unless they have been under a rock they have seen in on the news. So I take that baseline conversation (the talent shift slide in my presentation) then I show them what I am spending on Middle men (job boards etc..) and explain to them that we are missing a huge population by sending people through a middle man vs. capturing people who are interested…. I will say it may be easier for me as we are in the tech space to my leaders are knee deep in this space.
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Dusti Guzman Asked: how do you get your recruiters to not spend time in the posting to be on those sites? How do you automate
John E. Phillips(Microsoft) Answered: The automation is done through our platform and the Job specific RSS feeds… for more information see Jobs2web. The vendor that got us there.
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Allyson Holbrook Asked: do you bump into product partners on social networking sites...ie - if you are on facebook promoting jobs for XBox is that separate from the "retail" side of your business?
John E. Phillips(Microsoft) Answered: Yes, and we are redundant in some of those spaces… you want to have the (jobs/Careers) site out there too so when people search for jobs you show up.. the great piece of this is we also go to the “retail” sites and will be giving them our job search widget as well to drive traffic without overwhelming the community. Remember we want them to be able to apply from anywhere.
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Silvana Gjoni Asked: Does this have an applicant tracking feature
John E. Phillips(Microsoft) Answered: We have an ATS that people feed into upon apply.
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TS Asked: is this done through RSS feeds? as in, how are you updating twitter real time if recruiters aren't manually updating?
John E. Phillips(Microsoft) Answered: Job specific RSS Feeds
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Kerry Cimber Asked: Are social networks becoming job boards- if so why do job postings on social networks not produce the same results/ is it how we post etc..
John E. Phillips(Microsoft) Answered: My opinion is that people are signing up to receive things (tweats, updates etc..) and are less out on the social web (searching) for jobs… hence why we want to engage them when and where they are so when they are ready they don’t have to search for us… they just have us in their network.
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Marla Asked: Could we have more details on HOW to automate? You didn't specially tell us how to do that.
John E. Phillips(Microsoft) Answered: I would reach out to Jobs2web. It is RSS feeds. But they are job specific. They have to be set up with rules to ensure that you have the appropriate feeds going to the appropriate people.
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Ashley Gore Asked: How do your recruiters manage their personal life on facebook vs. professional?
John E. Phillips(Microsoft) Answered: In my presentation I showed a series of slides on changing the configuration on your social recruiting strategy… going from recruiter owned networks (personal) to Company owned (professional)
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stacey Changes Question To: how much time does a recruiter spend on twitter, etc? i have heard of other companies who hire someone that just does this b/c it takes too much time.
John E. Phillips(Microsoft) Answered: Which is exactly why we automate this… in economic times like this we need to do More with less so I am not going to do any activity or investment without have a better ROI on it.
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Bob Horton Asked: So now we have automated the recruiting process and followed up with candidates who didn't get the job. How do we prevent candidates from getting overloaded with emails or contacts from us? How do we control the technology that we have set up so it doesn't become a burden on the candidate?
John E. Phillips(Microsoft) Answered: That’s why it is super important to ensure that you are partnered with a vendor that is sophisticated in its approach and is not just setting up endless mails with jobs… in our model the candidate chooses what content they want and the timing they want it.
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Jim Asked: Please defiine IP
John E. Phillips(Microsoft) Answered: Intellectual property (IP) are legal property rights over creations of the mind, both artistic and commercial, and the corresponding fields of law.[1] Under intellectual property law, owners are granted certain exclusive rights to a variety of intangible assets, such as musical, literary, and artistic works; ideas, discoveries and inventions; and words, phrases, symbols, and designs. Common types of intellectual property include copyrights, trademarks, patents, industrial design rights and trade secrets.
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Stephanie Huff Asked: What tool or resource do you use to track the reporting metrics on which social networks candidates come from?
John E. Phillips(Microsoft) Answered: Jobs2web is who build the site and integration as well as the reporting metrics tool
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Erin DeChambeau Asked: What type of program is being used to "track" these items?
John E. Phillips(Microsoft) Answered: It is the jobs2web platform. They have developed dynamic source tracking that will feed into your ATS.
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Amy Dixon Asked: We currently use the local newspaper and local on line job site for recruiting. What is the best way to move from this to Web 2.0?
John E. Phillips(Microsoft) Answered: You may be in a great position to do this transformation with less pain than the rest of us… I don’t mean to sound like a sales guy but you should reach out to jobs2web and talk to them.
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sarah dwyer Asked: Did you pay for a third party to create your facebook page or have a member of your team do it?
John E. Phillips(Microsoft) Answered: Both. We do some and jobs2web dose some.
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Mike Chernesky (McDonalds) Asked: You mentioned sending employee referrals to social network company site? Will that require someone to set up an account with facebook, linkedin, etc?
John E. Phillips(Microsoft) Answered: Yes it is a separate application the is built to connect with their contacts on the web and track them back to an ATS.
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Karen Sadowski Asked: Are you offering a system/tool to accomplish all the automation you have discussed
John E. Phillips(Microsoft) Answered: Jobs2 web is
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Michael Moon Asked: How do you handle tracking of applicants from an OFCCP definition of an applicant?
John E. Phillips(Microsoft) Answered: the key to this whole thing is that we are not housing any resumes or information to make comparative assessments with. We are asking people to apply… every link we send out or they click on ends up with them applying in my ATS which is where the official OFCCP definition of an application is had. At that point we manage them as any internet applicant.
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Bret Fischer Asked: How does remaining OFCCP compliant fit in with this program?
John E. Phillips(Microsoft) Answered: See Above answer
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Lori Kovach Asked: If you work with jobs2web for SEO, if you end your contract, do you have to start over with building your SEO? Thanks!
John E. Phillips(Microsoft) Answered: Yes.. like any SEO company they have there own secrete sauce… in my research they have the best of it… but you should defiantly be ready to get into a strategic relationship…. Shop around.. you will end up with them.
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Karen Sadowski Asked: How much is the product job2web?
Omar Rivera Asked: How receptive were your recruiters to this, or your Talent Acquisition organization as a whole to this shift?
John E. Phillips(Microsoft) Answered: Very receptive we were taking more administration off their plates and expanding their funnel so they could focus on the candidates.
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AJ Hernandez Asked: What challenges are foreseen with building the mobile/text recruitment platform?
John E. Phillips(Microsoft) Answered: non yet but I suspect that it will cater to the millennial generation more that others
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Shanil Asked: Does your staffing model include Sourcers who engage more Web 2.0 strategies?
John E. Phillips(Microsoft) Answered: Yes, My sourcers are trained in these methods
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Dan Harris Asked: How long did it take to build up your web2.0 channels and communities, and what were the biggest challenges and overcoming those? Thanks -Dan Harris
John E. Phillips(Microsoft) Answered: the biggest challenge for us was gathering the creative… outside of that is was just drinking from the fire hose.. there is a TON to learn and you find a new opportunity every day so it feels like you are never fully rolled out… but it is all positive… only took about a month to get going
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Mo Wise Asked: Did you have a difficult time getting your IT & Security departments to agree to implementing the Jobs2Web tracking technology?
John E. Phillips(Microsoft) Answered: No because they fill so many voids in technology and reporting that they don’t have the budget to fix.
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Chris Sheptoski Asked: Do you drive people to your facebook accts etc.... or are you just working with the folks who find you?
John E. Phillips(Microsoft) Answered: Both, especially niches that we don’t have a huge volume of jobs… to help keep them warm.
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Shanil Asked: what % of budget do you devote to social networks/web 2.0 vs job boards?
John E. Phillips(Microsoft) Answered: Minimal I would say 10-20% YOY.. but it is getting bigger because my job board spend is coming down drastically it pays for its self YOY.
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Jennifer Asked: Do you recommend 1 organization page on a social media platform or multiple pages that are specific to the hiring catergory? For example, Phycial Therapist XY company page on facebook.
John E. Phillips(Microsoft) Answered: It is totally up to how much Market segmentation you want.. in some cases it is only valuable for us to know how to market to people… example.. a gaming group & women in gaming.. both groups get the same jobs broadcasted to them but we value understanding our pool of diversity talent and will invite them to targeted events etc,,
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