Master Social Media for HR

Put the social back in social media − build stakeholder partnerships to effectively reach talent.

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Not leveraging social media for branding and recruiting talent will:

  • Keep large pools of available talent untouched by and unaware of your organization.
  • Place potential candidate inquiries with departments that manage social media channels rather than with HR professionals who have accurate employer brand and recruiting knowledge.
  • Reduce your ability to measure key audience engagement and talent acquisition analytics.

Creating an online presence for your organization will:

  • Allow you to influence your employer brand and reduce inaccurate perceptions.
  • Allow you to engage passive candidates using powerful and readily available tools.
  • Track actionable talent acquisition and employer brand analytics.

Book Your Workshop

Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.

Module 1: Establish Goals and Metrics

The Purpose

  • Identify social media objectives and determine metrics to track efforts.

Key Benefits Achieved

  • Objectives prepared and metrics to sustain and improve social media efforts set.

Activities: Outputs:
1.1 Identify talent needs.
  • Prioritized needs for HR social media
1.2 Evaluate organization’s current social media strategy.
1.3 Establish high-level social media goals.
  • Goals and metrics
1.4 Set benchmark metrics and take baseline measurements.

Module 2: Optimize the Employer Brand on Social Media

The Purpose

  • Evaluate how social media is used currently in the organization.
  • Determine how to best get HR involved with social media.

Key Benefits Achieved

  • Social media process mapped out.
  • HR participation outlined.

Activities: Outputs:
2.1 Enhance current HR social media presence.
2.2 Align current social media presence with the EVP.
  • Process developed for shared platforms
2.3 Plan for social media process participation or improvement.
  • Plan for social media improvements

Module 3: Identify Trends and Opportunities

The Purpose

  • Research competitors and platforms.

Key Benefits Achieved

  • Platforms to focus social media efforts toward selected.

Activities: Outputs:
3.1 Analyze competitor trends.
  • Competitor analysis
3.2 Analyze competition with a SWOT diagram.
  • SWOT analysis
3.3 Research and identify new platforms to build a presence on.
  • List of new social media platforms

Module 4: Plan for Content Creation and Distribution

The Purpose

  • Develop a plan for creating online content.

Key Benefits Achieved

  • Created a plan for content management

Activities: Outputs:
4.1 Brainstorm ideas for content creation.
  • List of content ideas
4.2 Build a content calendar.
  • Social media content calendar
4.3 Assign content creation responsibilities and deadlines.
  • List of responsibilities and deadlines for content creation

Module 5: Create a Social Media Sourcing and Direct Outreach Plan

The Purpose

  • Examine sourcing resource options and best practices.

Key Benefits Achieved

  • Focus roles for sourcing are set.

Activities: Outputs:
5.1 Pinpoint roles for direct outreach.
  • List of critical or hard-to-fill roles for direct sourcing
5.2 Examine social media resources available to HR.
5.3 Review and customize the Social Media Sourcing Guide.
  • Customized Social Media Sourcing Guide

Book this workshop to accelerate your HR projects

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