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Social Recruiting Roadmap

Presentation at GAN's Talent Acquisition and Social Recruitment Conference, April 2013

Stacy Chapman

on 10 September 2014

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Transcript of Social Recruiting Roadmap

Stacy Chapman
(stacy@swooptalent.com) Social Recruiting Roadmap Where I am and
What I Need to Do Design, Test, Measure, Monitor, Adapt, Repeat Your brand, plus what you do for EVERY job
Keep it as thin as possible Build My Brand Baseline Base roadmap on NEEDS for THIN Baseline and Critical/Hot Jobs....NOT on "one size fits all"

80% of your effort on the most valuable outcomes

Design for the HUMANS you want to attract Critical Business Needs Drive Priorities and Effort As you get success from the baseline and the critical jobs, THEN you start to flesh things out....and take things away.

Evolution, not revolution. Evolve, Adapt, Add Value My Current State Roadmap? What's a Roadmap? What Baseline Do I Need? My Critical Roles My Competitive Situation What Humans Do I Need to Reach? Social Recruiting Roadmap

Questions? Stacy Chapman
415-518-1201 What is my organization's online and social presence like?
What is my organization's online careers and jobs presence like?
Do those two things relate to each other in any way or are they like two entirely unrelated species?

What is my "employment brand" right now? Is that where we want it?
Do I have any short term control over that? Is anyone looking after it?

What skills and systems do I have?
Have I got a budget or am I doing all this free?

What are my biggest pain points?
How scared, excited and/or bored do I feel about all this?
What is our message/position in the social talent marketplace? What is the acceptable level of presence I need to have to be competitive for talent? What can I get away with NOT doing?

What candidate experience is needed?

What can I do myself? What can I do for free?

How much content will that need? Who will generate it?
What happens if we don't get fresh content regularly? One size never fits all, especially not in social recruiting.

Spend 80% of the effort on the most important 20% of roles.

Critical to business strategy
Hard to fill
Highly competitive/short supply
Impact of top performers
Starting with my critical roles....where are they? Not the skills...the HUMANS.

When I think about my perfect candidate, who are they? Are they active or passive? Are they even ON social media? Where? How can I reach them? What would interest them? SEGMENTATION IS THE BASIS OF ALL GOOD MARKETING SALES AND MARKETING TACTICS ARE BASED ON BUYERS, NOT PRODUCTS Start with Critical Roles. Who are your Talent Competitors? What is your market position? What strengths can you build on? How do you want to be perceived in the market? Highly Recommended Roadmapping Tool Job boards, career site, FB hiring, candidate experience and your basic social presence. As THIN as possible. “If I had eight hours to chop down a tree, I'd spend six hours sharpening my ax” "I know half my advertising isn't working, I just don't know which half." “You have to be fast on your feet and adaptive or else a strategy is useless" "The perfect is the enemy of the good"
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