Recruiting in the age of Web 2.0

1. Recruiting in the age of Web 2.0 Bryan Baldwin California Department of Justice WRIPAC April 2008 Meeting

2. Recruiting 2.0 Agenda • The evolution of recruiting • What is Web 2.0? • Top websites and how to use them • Legal concerns and challenges to evolving • Q&A

3. Recruiting 2.0 Traditional Recruiting • Newspaper and other print ads • Career fairs/events • School career centers • Printed promotional material These are all still important!

4. Agency career portals • Internet job boards Still important • Wikis • Video sharing • Social networks • Blogs and personal pages • Comments • Community-of-interest sites Web 2.0 Recruiting 2.0 Modern Recruiting

5. Recruiting 2.0 Why We Must Evolve • Looming retirements • Tight labor market • “Post and pray” won’t work • HR being asked to show ROI • Where are the candidates?

6. Candidates Types Recruiting 2.0 • Active • Semi-Active • Semi-Passive • Passive Which types are you usually getting? Where do you think most of the top candidates are?

7. Web 2.0 is a trend in the use of World Wide Web technology and web design that aims to facilitate creativity, information sharing, and, most notably, collaboration among users. With these advanced capacities, a second generation of web-based communities and hosted services, such as social-networking sites, wikis, blogs, and folksonomies, are evolving. Source: Wikipedia, March 27, 2008 Recruiting 2.0 What is Web 2.0?

8. Recruiting 2.0 Consider the top 10 most visited websites: • Yahoo! Search engine/content • YouTube User-generated content • Windows Live Search engine • Google Search engine • Myspace Social networking • Facebook Social networking • MSN Search engine/content • Hi5 Social networking • Wikipedia User-generated content • Orkut Social networking Source: Alexa.com, 03/18/08

9. Interactivity Connectivity What are you doing to engage your candidates? Recruiting 2.0 Dominant Themes

10. Recruiting 2.0 Wiki(pedia) • What is a wiki? • A wiki is software that allows registered users or anyone to collaboratively create, edit, link, and organize the content of a website, usually for reference material. Wikis are often used to create collaborativewebsites and to power community websites. • What is Wikipedia? • How can we use this for recruiting? • Own your Wikipedia page • Direct traffic from Wikipedia • Start your own wiki! (e.g., with pbwiki)

11. Recruiting 2.0 Example: U.S. Army

12. Recruiting 2.0 YouTube • What is it? • Why would we want to use it? • Popularity • Multi-media • How can we use it? • Create & distribute recruiting videos • Create a YouTube channel • Surf for commenters

13. Recruiting 2.0 Example: Google

14. Recruiting 2.0 Social Networking Sites

15. Recruiting 2.0 Online Patterns MySpace Google Careerbuilder Facebook Source: Alexa

16. Recruiting 2.0 Online Patterns

17. Con: Recruiting 2.0 The Big Players • MySpace • Pro: the most popular • Facebook • Pro: college grads (lots of passives) • Con: can be challenging to use • LinkedIn • Pro: experienced professionals • Con: not free

18. Recruiting 2.0 LinkedIn Search Results

19. Recruiting 2.0 LinkedIn Profile

20. Recruiting 2.0 Facebook Search Results

21. Facebook Profile Recruiting 2.0

22. Recruiting 2.0 Facebook Fan Page

23. Recruiting 2.0 MySpace Search Results

24. Recruiting 2.0 MySpace Profile

25. Recruiting 2.0 MySpace Page

26. Blogs Recruiting 2.0 • Have been actively used by progressive employers for years • Used to attract individuals based on content that interests the highly qualified • 39% of Internet users read blogs (2006) • 24% of Gen Yers (18-26) read blogs (2006) • 35% of teen girls blog (2007)

27. Recruiting 2.0 Is all this legal? It’s as legal as any other recruitment or assessment practice. • Best practices: • Don’t assume that what you see on a page was placed there by the owner. • Make sure invite/hire decisions are not based on protected characteristics. • Make all invite/hire decisions based on job-related qualifications. • Document your invite/hire decisions. • Train those that will be using these technologies. • Consider centralizing their use (although this has downsides, like potentially limiting Facebook use).

28. Recruiting 2.0 Is this age discrimination? • Internet users between the ages of 35-54 now account for 40.6% of the MySpace visitor base • 62% of YouTube users are 35 or older But, this does NOT mean you should stop tracking the demographics of your recruitment & applicant flow! Source: http://jobsinpods.wordpress.com/2008/03/11/are-older-job-seekers-using-social-media-sites/

29. Recruiting 2.0 The challenges of evolving • Expect resistance from folks who are not familiar with this technology (esp. MySpace) • Expect these sites to be blocked by your network security—but don’t let that stop you! • Finding passives takes more time. • Have a plan. Check out: • http://blogs.forrester.com/charleneli/2007/12/the-post-method.html

30. Recruiting 2.0 Get in the pool. Like this. Not like this. And this. But not like this.

31. Other Creative Options Recruiting 2.0 • Podcasts (e.g., through jobsinpods) • Search engines (posting and optimization) • Track searches: e.g., jobster.com • Find online places where talent “hangs out” • Others?

32. How can I keep up on everything? Recruiting 2.0 • Blogs/Discussions: • www.ere.net • www.recruiting.com • www.cheezhead.com • Webcasts: • www.hr.com • www.humancapitalinstitute.org

33. Recruiting 2.0

34. Recruit the best