Master Social Media for HR
Put the social back in social media − build stakeholder partnerships to effectively reach talent.
Onsite Workshop
HR not leveraging social media for branding and recruiting talent will:
- Leave you behind the 82% of organizations leveraging social media for recruitment and 77% using social media to promote their employer brand.
- Keep large pools of available talent untouched by and unaware of your organization.
- Place HR 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.
- Increase job opening visibility with low additional cost.
- Allow you to engage passive candidates, using powerful and readily available tools.
- Track actionable talent acquisition and employer brand analytics.
Module 1: Establish Social Media Objectives, Processes, and Benchmark Metrics
The Purpose
- Identify social media objectives and determine metrics to track efforts.
- Evaluate how social media is used currently in the organization.
Key Benefits Achieved
- Objectives prepared and metrics to sustain and improve social media efforts set.
- Social media process mapped out.
Activities: | Outputs: | |
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1.1 | Identify talent needs. |
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1.2 | Evaluate organization’s current social media strategy. |
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1.3 | Establish high-level social media goals. |
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1.4 | Set benchmark metrics and take baseline measurements. |
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Module 2: Optimize the Employer Brand on Social Media
The Purpose
- Determine how to best get HR involved with social media.
- Research competitors and platforms.
- Develop a plan for creating online content.
Key Benefits Achieved
- HR participation outlined.
- Created a plan for content management.
Activities: | Outputs: | |
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2.1 | Enhance current HR social media presence. |
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2.2 | Align current social media presence with the EVP. |
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2.3 | Plan for social media process participation or improvement. |
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2.4 | Analyze competitor trends. |
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2.5 | Analyze competition with a SWOT diagram. |
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2.6 | Research and identify new platforms to build a presence on. |
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2.7 | Brainstorm ideas for content creation. |
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2.8 | Build a content calendar. |
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2.9 | Assign content creation responsibilities and deadlines. |
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Module 3: 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: | |
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3.1 | Pinpoint roles for direct outreach. |
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3.2 | Examine social media resources available to HR. |
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3.3 | Review and customize the Social Media Sourcing Guide. |
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