Second afternoon session from the Social Media in Recruitment Conference in London.

Becky Folb, who was a panelist at #SRCONF in November, delivers a lively presentation on her journey from her background as an agency recruiter to now being in-house at Nokia.

Her Job is Global Talent Acquisition Manager (Digital Marketing): Source candidates across the globe for the Digital Marketing group, plus introduce social recruiting across the group.

Kicking off: Social Recruiting is about being social, it is not a broadcast media

Be in charge of your Digital Identity
A strong on line presence is critical for future success

Talent pipelining - using social as the basis for building the talent pool

• Identifying
• Sourcing
• Engaging

Employer Image
Brilliant opportunity via social to join the conversations

• Listen
• Join/share
• Influence

Enhance your company online reputation is key

• Authentic reputation online
• Visibility to your target audience
• Build trusted relationships

What do these key points look like for the corporate recruiter?
In-house recruiter at the centre with 4 quadrants:

• Employer Image
• Community building
• Persononalise the business - talk about company culture, values
• Building trust and passion for the grand. Engage with talent in discussions about the company and its values

Career page is the ‘front door’ for all recruitment activity
Landing page on Facebook, Twitter, LinkedIn have to connect to the career page
Tell about the opportunities within the social media

Built a global Values based approach:
What makes Nokia…Nokia?

Spread the messages across the social channels
LinkedIn global groups
sub groups by location and business

Facebook by local pages

Twitter - newest addition
Each key region has a person named to reach out to - so not about just broadcast, but candidates can reach a specific person in the recruitment team

Community building is important
Join the conversations, not trying to control the conversation. Build relevant and engaging comms to build trust with talent and to nurture the relationships. Conversations not just about jobs and employment.

The Three Takeaways: Communicate, Participate, Share

How to accomplish this with social content?

• Entertain
• inspire
• Educate
• Inform
  Again, not just about work.

If you are an agency recruiter:

• It is also about your personal digital profile
• What you say online matters, don’t hide
• Demonstrate your unique value to clients
• Quality and consistency not quantity
• Continue learning and inspire others

Be relevant on LinkedIn -don’t spam

• You are an outsider to the candidate if you are not connected
• Send relevant emails or weaken your credibility
• Offer to help
• (Missed her last point)

Reporting and Metrics
They use Spredfast to measure reach, activity and engagement externally

Go back into the business and ask how you are doing
Find out from conversations with employees what they think and what they are doing with your social activity

Final Points
In-house Recruiter

• Have Social Media guidelines
• Set strategy
• Intergate into complete recrutitment process
• Make friends with comms, marketing and the business
• Share best practice success
• Every candidate experience is critical
• Be aware of public negativity

Agencies

• Anyone could be listening to you online - what you say matters
• Don’t just broadcast roles on Twitter have two way conversations with our followers
• Live and breathe your identity
• Tae the conversation offline, connect with people at events
• Say and do the same thing (tell the truth)