Badass Social Recruiting Community Administrator Needed for Badass SaaS Company

My Strategic Programs team, a part of our Recruiting organization at SuccessFactors is growing! As my role is expanding, I’m needing a badass Social Recruiting Community Administrator to join my team and help in our growing, engaged employer branding/recruiting communities online. This is a 6 month part-time (15-30hrs/week) contract role. If interested please send me your resume or Linkedin profile to wstaney@successfactors.com as well as links to your work (social media presence, past communities you’ve managed, etc).

I’m looking for someone who practices what they preach so if you don’t have your own online brand presence and are not active in and passionate new media and technology there is no need for you to apply.

Job Description:

Assist in the execution of strategy and scale of social media and online communities across SuccessFactors Careers online employer brands and communities on digital, social and internal and external communities. Implement social content and experience, monitor conversation, and assist in evaluating and recommending supportive technology. Engage prospective and current candidates. Listen and react to candidate and faculty input and continue the development an organic, authentic & passionate community of influencers. Coordinate promotion of online and in-person events.

Key Job Elements:

  • Implement the social content and experience across internal and external employer brand properties and communities. Work closely and align with cross-functional teams and internal departments including but not limited to: Corporate Marketing Social Media Team, PR, Legal, and Staffing/Recruiting
  • Prepare and provide weekly/monthly benchmarked analytics and insights into community growth and engagement and tie into recruiting initiatives/metrics
  • Support and drive events within social and community spaces. Reconcile multichannel conflicts and support holistic business needs. In collaboration with Director of Recruiting, Strategic Programs, Web Producers and content team members, handle delivery of copy and media as well as ad hoc conversational responses, resolutions and updates
  • Moderate comments, content and conversation contributed by candidates and staff
  • Maintain and circulate publishing calendars and timelines for social content, blogs
  • Partner with Director of Recruiting, Strategic Programs (that’s me), and content creators within the Recruiting and Marketing teams as well as other departments to provide unique voice of our brands
  • Integrate social media efforts within company and web environments. Contribute to conversion and brand experience, seamlessly and authentically. Establish SuccessFactors, and SAP Company and its divisions as an innovator and showcase SuccessFactors and SAP Cloud’s unique culture. Drive internal awareness

Image
Specialties:

  • An understanding of online culture and engagement, emerging technologies, and technical uses of online tools
  • Leveraging knowledge of Twitter, YouTube, LinkedIn, blogging, and community development to help implement social media strategy established by Director of Recruiting, Strategic Programs (me)
  • Feed management and tweets to various corporate twitter feeds, Administer Facebook groups/pages and add content
  • Develop and publish social media content, including blogs, videos and community posts

Requirements:

  • Minimum Bachelor’s degree in Marketing, English, Communications or equivalent experience
  • Excellent writing skills (Blogging, micro-blogging, etc)
  • Previous experience managing large corporate communities online
  • Previos experience with employer branding or recruitment marketing a BIG PLUS
  • Must have prior experience with social media anayltics and monitoring
  • CSS, HTML, WordPress experience a PLUS
  • Deep understanding and advocate/user of social media tools
  • Understanding of HR/Recruiting sector required
  • With guidance, possesses ability to build understanding, engagement and consensus across multiple LOBs. Proven ability to execute on time in a fast-paced environment
  • Excellent interpersonal, communication and organizational skills
  • Must be a self-starter with a can-do attitude

This position is a 6 month contract with possibility of Full Time and is located in Austin, Texas.

Image

About SuccessFactors

SuccessFactors, an SAP Company, is the leading provider of cloud-based applications. Although everyone seems to be talking about cloud computing solutions for business, we’ve been in the cloud from the beginning. We began our journey in Human Capital Management earning the distinction of the leading provider of cloud-based Business Execution (BizX) Software. BizX delivers business alignment, team execution, recruiting execution, people performance, and learning management solutions to organizations of all sizes across more than 60 industries. Fast forward to today — now as part of SAP we are responsible for the SAP Cloud business and have become one of the largest and fastest-growing SaaS players in the industry – touching 15M + users, 3500+ customers, in 168 countries, 35 languages and serving 60 industries.

For the most comprehensive cloud computing portfolio in the market, SAP Cloud delivers mature business applications that drive collaboration across a business and connect to partners. There are over 20 applications and suites in the SAP Cloud designed to optimize and manage a company’s most critical assets – its people, money, customers, and suppliers. And for those who prefer to run their entire business on a single, cloud-based software solution, we offer a suite that will surely meet your needs.

Our primary focus is on delivering beautiful products for our customers. When our customers win, we win. And we pride ourselves in delivering the most powerful software-as-a-service (SaaS) solutions on the market. As an SAP company, the possibilities for growth, innovation, and impact are endless!

See what it’s like to work at SuccessFactors- check out this video! http://youtu.be/eZarfkN4hUo

Connect with us! Learn more about the culture at SuccessFactors, an SAP Company, see pics of our global offices, talk to recruiters, and see real-time job openings:

Facebook: http://facebook.com/successfactorscareers
Twitter: http://twitter.com/CareersAtSF
YouTube: http://youtube.com/CareersAtSF
Linkedin: SuccessFactors & SuccessFactors Careers Group

Thanks,

Will Staney

Director of Recruiting, Strategic Programs

SuccessFactors, an SAP Company

Find me on Facebook, Twitter, Linkedin

Cracking the Social Recruiting Code: 4 Proactive Job Hunting Tips To Stand Out From the Crowd

For the past couple years I’ve been building out corporate social recruiting strategies and programs as well as training recruiters on how to find candidates and engage with them in more of a human, relationship focused way using social media. In this post I spill the beans on a few of these tactics that can be flipped around and used by job seekers to find and build relationships with recruiters and key contacts at organizations you are looking to find employment with. Whether you are currently on the job hunt or not, these are some useful tips for getting inside a social savvy recruiters head that will help you throughout your career.

1) Personal branding 101

This first one is a no-brainer and I’m sure you’ve all read a million blogs about personal branding. However, it is the necessary first step. After all, you are theproduct you are selling in your job search. Be regularly active on the sites where recruiters are living such as LinkedinTwitterGoogle+ and Facebook. Actively post about your professional endeavors and projects highlighting yourself as an expert in your field. This doesn’t mean you shouldn’t get personal on your social networks, but you should also always be cognizant of what your audience is seeing (and the risks involved) so consider your audience and privacy settings before clicking that share button.

But remember, employers are starting to care more about you actually having an online presence than not having a bad one.

2) Spit it back at them.

Recruiters are out on social networks trying to find you, so go out and and find recruiters. If you just applied at a company for a marketing job – search for the recruiters hiring for marketing jobs at that company. Every recruiter is on Linkedin…start there. Find people who work at the company or in a similar position and network with them. Ask them how they got there.

Use Social Media and Social Directories to Find People to Network With

Google+: Search Google+ itself by keyword or use the directory findpeopleonplus.com to use filters to find users that work at specific companies or who have particular roles.

Twitter: Use Twitter Search itself to find conversations mentioning the keywords you search when they use in them tweets, hashtags, and narrow down by geographic location. One of my favorites is a Twitter directory called Twellow. It’s like the Yellow Pages for Twitter and can be used to find people who are influential in certain industries or topics that may be making hiring decisions. You can find and follow employees at your target companies as well.

Facebook: Search Facebook itself by keyword and find events (for in-person network), groups to network with others in your industry, and even public status updates to find conversations in real time! Also, check out the BranchOut app on Facebook. It’s the largest professional network built on top of Facebook so it allows you a safe way to connect with professionals (without becoming Facebook friends) but still leverage your personal social graph on Facebook to find jobs and people at particular companies.

Why use Facebook in your job search? Well, according to Jobvites Social Recruiting Survey, almost twice as many people found jobs using Facebook than Linkedin. Why is this? Think about the people who are most likely to refer you to a job. It’s not that guy who gave you a business card at a conference that one time that you connected with on Linkedin. It’s that friend you went to college with, your uncle in the banking industry, or your old friend from high school. These people can really vouch for you and are comfortable reaching out to their network for you to help you land that job.  Your personal network.

3) Get creative

Go above and beyond if you really want that job! Do things that will get a recruiter or company’s attention. Recruiters receive resume after resume as well as emails just like the ones you’ve probably seen blasting out on CareerBuilder or Monster so get creative! Including something like a clever video resume or a link to a website you created highlighting your skills in your cover letter or resume can really give you that ability to separate yourself from the heard!

Did you see that “Google Please Hire Me” video resume to Google by Matt Epstein in September that became a viral video? That guy got 80 interviews and a pretty sweet gig out of that. Read more about that here.

Also, anytime you can get creative in your job search using the product of the company your looking to get hired at is s a winning combination! At SlideRocket, a division of VMware, an applicant (and now employee) Hanna Phan did just that. Watch the presentation and check out Hanna’s story here.

Within weeks of this being virally shared throughout VMware, without even landing the job officially yet, she already began building a fan base! Talk about a great first impression, right?

If you are a web developer – build a website that highlights you in the position you want at the company you want. It’s so much easier to share a link to a recruiter or company employee on social media than it is a paper resume (and it’s more likely to be seen as well)!

Recruiters are so bored with the basic resume that when something compelling comes at them, they WILL remember you. If they get a lasting impression from you, and you don’t qualify for that immediate role, they will think of you for the next position that comes along.

4) Resume Blasts are a thing of the Past

This is a mindset recruiters still need to break as well. Just as the days of recruiters blasting their jobs on job boards hoping the perfect candidate applies are over also are the days of career seekers blasting out their resumes hoping that perfect job comes calling. In this job market, in the days of social media, that just doesn’t cut it anymore.

Start your job search by researching and identifying 10-15 companies whose culture and vision match your own and proactively reach out to people at those companies. Learn about the manager of the department you want to work in and even their leadership. You landed the interview? Great, now ask the recruiter for the names of the people you are going to be interviewing with and do some research like I mentioned in point 2 above before you go in there!

Do you currently use social media in your job search? What are some creative ways you have seen either job seekers or recruiters use social media?