This year’s Fall 2010 Social Recruiting Summit will be hosted by PepsiCo’s Chris (RecruiterGuy) Hoyt. His passion for change, interesting views related to the future of our industry and his trademark snarky repartee should make any speaker a bit nervous, not to mention any participants brave enough to sit in the front row.

Stephen will share how social media has impacted the business and affected the development of the latest version of Microsoft Office, the world’s top productivity suite.

Heather and Kristin will present a “Digital Talent Attraction” case study, walking you through research, planning, strategy, tactics and results. You will receive tips on selling the stakeholders within your organization on the importance of being engaged in the digital sphere, and on the benefits of giving those internal decision makers part ownership of the planning process. You will learn how to devise a strategy that will work for your organization, and which questions to consider in developing your digital plan. You’ll get ideas on how to divide the work throughout your team, why you should give different team members the opportunity to manage key pieces of the program, and how much time each person should devote. Lastly, you’ll learn how to analyze your existing recruiting metrics to determine where to put your budget dollars, and how to leverage your resulting data to tailor your approach moving forward. Plenty of time will be allocated for Q&A.

Due to its viral & non-linear nature, social media response is very challenging to track. Companies want to leverage social media to recruit but do not know how to measure & don’t try. However, there is no question about the “world of mouth” impact it can deliver when done right. Normally that’s about as far as you could take it but what if we… Engaged people to apply for jobs from organic Facebook & Twitter pages without any paid media support? Tracked lead generation, created applications, completed applications, interviews & hires from Social Media? Compared the performances of all 3 campaigns (Facebook, Twitter, YouTube) equally to assess true minimum ROI at each touch point? Attributed a true valuation to Quality of Influence and Return On Influence for Social Media recruitment bridging them to the traditional recruitment metrics? And then compared the organic performance to paid media.

We took on that challenge & set aggressive goals to measure success for leveraging “organic” social media for recruitment. While it is difficult, if not impossible, to fully determine the applicant flow generated from organic social media, it is possible to put in place a framework that establishes a tangible “minimum contribution” by social media to a company’s overall recruitment efforts.

In this session we clearly explain the six-step methodology used and share how you can adapt and apply them to your own recruitment efforts. We explore how and where data are collected, the selected metrics put in place to determine success, and share insights gained from personal experience using Social Media to recruit. And lastly, we show how to tie them to the specific key performance indicators to ultimately measure Social Media recruitment success in terms of true ROI.

So your company has decided to use Social Media to increase your employment brand. Now what?

Determining the right content for social media is as critical as understanding which distribution channels (Facebook, Twitter, Linkedin, etc.) you need to use. ROI will be much clearer if you have the appropriate content strategy. In this session, Richard Cho will provide some examples of various social media content that can speak to the broad “needs” of any candidate.

The challenge was clear – share an engaging employment brand while remaining true to the Rackspace Core Value of Full Disclosure and Transparency. Avoid canned messages and build a blogging community to share true examples of what life is really like at Rackspace.

Since March of this year, Michael Long (The Red Recruiter) has brought on over 20 bloggers from 5 continents, Rackspace employees who share their stories and opinions about what it’s like to work for the organization. RackerTalent.com is intended to give potential job seekers the opportunity to learn about the culture and determine if Rackspace is their ideal career destination. Michael will share the process, successes and challenges of implementing a career portal dedicated to authentic employment branding.

Is your desire to have your recruiters use social media to make hires actually diluting your long term return on investment in social media and talent communities? We will explore this idea and discuss what Microsoft has discovered on their quest for sustainable talent communities across the social media landscape. We will look at 3 key concepts and share some of our experiences.

1. Pipelining through community building – a case study of 3 types of communities.
2. Measurement/ROI – what should you be measuring to determine impact?
3. Risks – know what you’re up against before you invest.

It is important to measure your results with uniform apple-to-apple metrics, so to wrap up we will give some words of advice on selecting a measurement platform.

Doug will share aggregate data and metrics from millions of career site visitors from Jobs2Web’s network of companies who are using social media to recruit talent.

Come and see what social channels are driving the highest visitation and applications rates by job category, industry, social source, etc. He’ll also share other interesting factoids such as what time of day or day of week you should be posting your jobs on social sites to get the best results. In the interactive portion of the session, attendees will share the results they are getting with their own social strategies.

In this wrap-up, Kris Dunn will lead a crowd-sourced session designed to summarized the day’s activities, presentations and vibe, covering what people think really works in the field of social recruiting, what needs more work, what questions remain to be asked, etc. Never one to leave things to chance, Kris will come armed with flash poll data from questions asked throughout the day, and will use the poll data as a “jumping-off” point to drive the discussion.

Enjoy drinks and appetizers at Microsoft’s newest hot spot – Spitfire Restaurant. Located about a mile away from the conference center and boasting great atmosphere and fine Latin influenced fare, such as fish tacos and roasted pork tamales. Don’t miss this last opportunity to enjoy the #socialrecruiting summit!