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

2 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 Recruiting 2.0

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

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

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

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

7 What is Web 2.0? Recruiting 2.0 Source: Wikipedia, March 27, 2008 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.

8 1.Yahoo!Search engine/content 2.YouTubeUser-generated content 3.Windows LiveSearch engine 4.GoogleSearch engine 5.MyspaceSocial networking 6.FacebookSocial networking 7.MSNSearch engine/content 8.Hi5Social networking 9.WikipediaUser-generated content 10.OrkutSocial networking Source: Alexa.com, 03/18/08 Consider the top 10 most visited websites: Recruiting 2.0

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

10 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 collaborative websites and to power community websites.softwarelinkcollaborativewebsites  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) Recruiting 2.0

11 Example: U.S. Army Recruiting 2.0

12 YouTube Recruiting 2.0  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 Example: Google Recruiting 2.0

14 Social Networking Sites Recruiting 2.0

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

16 Online Patterns Recruiting 2.0

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

18 LinkedIn Search Results Recruiting 2.0

19 LinkedIn Profile Recruiting 2.0

20 Facebook Search Results Recruiting 2.0

21 Facebook Profile Recruiting 2.0

22 Facebook Fan Page Recruiting 2.0

23 MySpace Search Results Recruiting 2.0

24 MySpace Profile Recruiting 2.0

25 MySpace Page Recruiting 2.0

26 Blogs 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) Recruiting 2.0

27 Is all this legal? Recruiting 2.0 It’s as legal as any other recruitment or assessment practice. Best practices: 1.Don’t assume that what you see on a page was placed there by the owner. 2.Make sure invite/hire decisions are not based on protected characteristics. 3.Make all invite/hire decisions based on job-related qualifications. 4.Document your invite/hire decisions. 5.Train those that will be using these technologies. 6.Consider centralizing their use (although this has downsides, like potentially limiting Facebook use).

28 Internet users between the ages of now account for 40.6% of the MySpace visitor base 62% of YouTube users are 35 or older Is this age discrimination? Recruiting 2.0 Source: But, this does NOT mean you should stop tracking the demographics of your recruitment & applicant flow!

29 The challenges of evolving Recruiting 2.0 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:

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

31 Other Creative Options 1.Podcasts (e.g., through jobsinpods) 2.Search engines (posting and optimization) 3.Track searches: e.g., jobster.com 4.Find online places where talent “hangs out” 5.Others? Recruiting 2.0

32 – Blogs/Discussions: – – – – – Webcasts: – – How can I keep up on everything? Recruiting 2.0

33 Recruiting 2.0

34 Recruit the best