FROM JURASSIC PARK TO LINKEDIN PARK

1
FROM JURASSIC PARK TO LINKEDIN PARK

• THE NEW RECRUITMENT REALITY
• ANNA FORSBERG LINDA DARCK

2
AGENDA

• The New Reality
• Evolution
• Strategy Branding
• Social Media Platforms
• Challenges Concerns
• 2013 Beyond

3
THE NEW REALITY

• Recession over
• Baby boomers retiring
• Gen Y --gt traditional methods obsolete
• What are you doing to attract this scarce and
  selective talent pool?

4
GEN Y
96 ON SOCIAL NETWORKS 50 MOBILE DEVICE gt WALLET
33 SOCIAL MEDIA FREEDOM gt SALARY 56 BLOCKING DECLINING JOB
5
NOT CONVINCED?

• 9/10 orgs use social media to recruit
• The top three reasons recruiters are using social
  media networking is to
• Reach passive job seekers
• Control costs
• Source candidates for specialized, hard to
  recruit positions
• www.nasrecruitment.com

6
BENEFITS

• UNDER PAR-ADOX
• Passive candidates
• Volume vs Quality
• Cost-effective
• Mission, vision and goals
• Branding
• Add value to HR role

7
EVOLUTION
8
Social Media Strategy
9
BRANDING

• 80 of companies agree that social networking
  plays a key role in building brand reputation.
• 75 of HR professionals report that employer
  brand is critical in developing a talent
  pipeline.
• Your brand, INTENTIONALLY OR NOT, will affect who
  will be in your applicant pool.
• Sources www.shrm.org, www.socialmediaexaminer.com
  

10

• You already have a reputation!
• Understand what it is
• Your idea reputation?

11
WORD ON THE STREET

• NETWORK
• GOOGLE ALERT
• MONITOR www.socialmention.com

12
(No Transcript)
13
(No Transcript)
14
BRANDING FB
15
This Is My Job!
Starring LAUSD employees.
16
TWITTER
17
LinkedIn

• Largest professional network online (200M
  members)
• Optimal for
• Networking
• Recruiting for niche jobs
• Passive active
• Showcasing jobs
• Professional development

18

• EVERYONE AND THEIR MOMS ARE IN

19
TALENT PREMIUM
20
(No Transcript)
21
Social Media _at_ Work
22
(No Transcript)
23
(No Transcript)
24
MANAGING YOUR GROUP

• STRATEGY
• RECRUIT MEMBERS
• INCORPORATE
• DEVELOP CONTENT
• MAINTENANCE
• EXPLORE/EXPERIMENT!

25
(No Transcript)
26
Potential Challenges

• Blocked
• HR vs. District branding
• Branding w/out ownership
• Strategy and Content
• Few jobs available
• Flexible but purposeful
• Time
• Staff expertise/training

27
Our Challenges

• Engagement
• Personal/professional
• Fear of the unknown
• LAUSD employees not active job seekers
• Not using social media
• Legal issues

28

• Different animal

29
Common ConcernWasting Work Time

• Translation

30
Common ConcernManaging Negative Comments
31
Etiquette Guidelines

• Common sense and sound judgment
• Set clear guiding principles for off-topic
  conversations
• Existing code of conduct, IT, and privacy
  policies
• Good examples Intel Australia
• http//www.intel.com/sites/sitewide/en_us/social-m
  edia.htm
• http//www.youtube.com/watch?v8iQLkt5CG8I

32
2013 AND BEYOND

• Social Media Training
• Gamification
• The Death of the Resume
• Personal Branding

33

• _at_lausdjobs
• Facebook.com/LAUSDcareers
• Career Opportunities at LAUSD (Non-Instructional)
• linda.darck_at_lausd.net
• anna.forsberg_at_lausd.net