7. RH 2.0 = réputation RH R H 2.0 ? Conversation entre les candidats SUR ma marque employeur Conversation entre le candidat ET ma marque employeur
8. L ’expérience « candidat » Sites Société Générale Sites non-Société Générale
9. L e sourcing traditionnel Entreprise Candidats RH Salariés
10. L es RH, nouvel élément fédérateur Entreprise Salariés Candidats / Salariés RH Salariés Salariés
11. L’entreprise Le candidat A nticiper la relation Conversations Conversations Diffusion de l’offre Candidature Entretien 1 Entretien 1 Entretien 2 Entretien 2 recrutement X
14. L’ éco system RH 2.0 Cible, sujet, lieu 1 Confiance 2 Attachement 3 Collaboration 4
15. HR web portfolio VOLUME OF CONTACTS « HOT » INFORMATION AND EXCHANGE ONE WAY AND « COLD » INFORMATION INTENSITY IMAGE OBJECTIVES RECRUITMENT OBJECTIVES VOLUME
The quality of the on-line presence is a criteria of choice, or of rejection The companies have to be accepted in existing discussions
1/ we define a topic and a target to agregate a community 2/ Members of the community have exchanges between them 3/ We have exchangse with the community 4/ Members of the community can provide our message they become our brand ambassadors : you fill find them on Google result page ; They increase your visibility
At the top : image objectif /at the bottom, operational objectives At left : many contacts with a low intensityand cold contents / at the opposite : only few contacts but with exchange and intensity Careers is universal, powerful At the middle : iphoone, web TV and blog : our own platforms At the right : all social networks : Facebook, Twitter and soon LinkedIn : as you can see, these social network can cover a large range of objectives between image and recruitment
Au travers de ces 3 exemples : montrer qu’il existe des éco systèmes différents pour servir des objectifs différents Les medias sociaux présentent des opportunités formidables en marketing RH