Recruiting Conference Slides

Transcription

Welcome!
@MNRecruiters @shally @jjbuss
Tags: #sourceu #mnrec
About Shally Steckerl

In recruiting since 1996






Contingency full-desk million-dollar producer
Corporate sourcing architect and leader
Advised over 300 recruitment teams and organizations
Teach 1st ever Univ. capstone Recruitment class
Returned Peace Corps Volunteer (Nica ’94)
Raised in Colombia, South America until age 18
Bilingue  (Yes, English is my second language)



Dual B.S., International Business, RIT
Founder of The Sourcing Institute (was JobMachine.net)
Connect at [email protected] and (678) 221-HIRE
Logo Soup
Top Four Cures for
Your Sourcing Slump
To reinforce, replenish, renew or restore the talent ranks
To Recruit (verb)
The Definitive Sourcing Definition
“Sourcers are
recruiters specialized
in proactively
identifying and
engaging with talent
not found via
traditional means.”
•
•
•
•
•
•
•
Goal = Hire
Close candidates
Coach perspective
Turn pipeline into hires
Focus on responsibilities
and job environment
Manages expectations,
processes, policies
Business acumen
Partner with hiring authority
Insightful communicator
Interviewer / evaluator
Gatekeeper / negotiator
Matchmaker / diplomat
Sourcing
Recruiting
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Goal = Hire
Conduct research
Special Teams perspective
Build pipeline
Focus on skills and
qualifications
Easily makes logical leaps
Technological acumen
Endlessly curious, natural
problem solver
Intuitive, read between lines
Tenaciously persevering
Effortlessly coachable
Continuous learner
Pre-search, The Critical Point of Failure







Also called: Kickoff, Briefing, Discovery, Strategy Session
Generate a sourcing plan/strategy
Positions recruiter as expert
Demonstrates immediate value as a partner
Gather all the necessary data to ensure success
Set timelines and manage expectations
"Put First Things, First"



Covey's 7 Habits of Highly Successful People
Urgent tasks steal time from important ones
Fewer but better candidates means hiring managers will
devote more time to conducting thorough interviews

Stop wasting time searching for candidates
 Don’t click on results until your search yields at
least 50% useful results at a glance
 Spend a couple of minutes making adjustments
until you are happy with search results
 Aim for no more than 250 results per search
 It is impossible to filter out every irrelevant result
Searching Resume Databases

Search contact details fields





Search education fields





City: (Atlanta OR Norcross OR Duluth)
Zip/Postal: (30071 OR 30072 OR 3007*)
Home Phone: (770 OR 678 OR 404)
Email: (@mot.com OR @hp.com)
School/Institute: "* institute of technology”
Field of Study: (BSC* OR Comp*)
Search text in cover letters
Search past employer fields for company names
Beware “parsed” or extracted data
© 1998-2013 Shally
Steckerl
Critical Thinking
Simple yet distinct
searches always
beat complex ones
Search is a process
not a destination
Start with a broad
definition of search
terms and options
What’s on a resume
not a job description?
Sourcing Channels
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Traditional Job Postings and Job Board Resumes
Resumes from Search Engines (Google, Bing, etc.)
Resumes from company’s ATS and/or CRM
Recruitment Marketing (SEO/SEM, direct ads, mobile)
Deep Web Research (direct sourcing)
Professional Associations, Conferences, Non-profit Orgs
University and Corporate Alumni Organizations
Specialized Leads Databases (Zoominfo, Jigsaw, etc.)
Diversity Communities and Affinity Groups
Online Communities (mailing lists, user groups, forums)
Online Social Networks (LinkedIn, Facebook, Twitter, Ning)
Other Social Media (Blogs, Microblogs)
© 1998-2013 Shally Steckerl
Iterative Searching

"software engineer" AND "open source" AND C++
= Too many results?

"software engineer" AND Linux AND "open source" AND C++
AND TCP/IP
= STILL too many?

"software engineer" AND Linux AND "open source" AND C++
AND Ruby AND TCP/IP AND SQL
= Too specific? Not enough results?

("software engineer" OR developer) AND (Linux OR UNIX) AND
"open source" AND C++ AND TCP/IP AND SQL AND (Ruby OR
Perl OR python OR PHP)
= Just right?
© 1996-2012 Shally Steckerl www.4sct.com All rights reserved.
Custom Search Gets Social: blekko.com



Spam free, fully customizable social search engine
/tags search a collection of sites
/add make your own tag, share or collaborate






Quickly create and share a collection of websites to search
Search Blekko for sites or /tags to add to yours
Upload a list of websites in plain text or opml format
Collaborate with others on a custom search
To find only people add /people-search
Type /view and /tagname to see what the tag does
Lost? Type /help in the Blekko search box
16
Built-in Slashtags








/edu searches Universities & Colleges… Guess what /gov does?
/blog searches typepad, wordpress, tumblr, and most blog hosts
/forum finds online discussions
/images and /video search only… yup, you guessed it 
/date sorts results by freshness and searches a period in time
 Search a day like this /date= “Nov 3, 2011”
 Search a year like this /date=2012
 Search a range of time: /date=“Nov 3, 2010-Nov 2, 2011”
/similar gets more pages like this one
/links brings back sites that link to this one
/rss makes a search into an instant RSS feed
You can see a full list at http://blekko.com/tag/show
17
Google CSE for Cloud Docs



Its ever easier to store your documents online
docs.google.com
yudu.com
www.scribd.com
edocr.com
www.docstoc.com
slideboom.com
slideshare.net
docshare.com
Search them all at once with a custom Google search
AND include filetype syntax

(filetype:doc OR filetype:pdf OR filetype:ppt OR filetype:xls OR inurl:ppt
OR inurl:xls OR inurl:doc OR inurl:pdf)
Try this Cloud Doc Search shally.me/rtcloudcse
18
Social Search

Peekyou.com search by



Search status updates and comments



Full name, known usernames, email addresses, interests
Names of companies, chools or universities
SocialMention.com
OMGILI.com
WatchThatPage.com tracks changes on web sites
19
LinkedIn Hacks

Using the site: command find profiles by adding
"Search for people you know“

Ad job titles, company names, university names

Metro sub-regions for in 27 countries including
US, GB, CA, AU, BE, BR, DK, FR, DE, ID, IN, IT, JP, KR,
MY, MX, MD, NL, NO, PL, PT, RO, RU, ZA, CH, SE, TR
site:uk.linkedin.com
“Aberdeen, United Kingdom”
“Bromley, United Kingdom”
“Chelmsford, United Kingdom”
20
site:ca.linkedin.com
“Toronto, Canada Area”
“Calgary, Canada Area”
“Quebec, Canada”
More LinkedIn for Free
Alumni

Check “people with no date”
and “hide your connections”
then change schools
21
Skills & Expertise

Find alternate keywords and
company names plus also
groups and locations
DuckDuckGo !bangs

Why bother?




!bangs are search shortcuts you use frequently like





Big sites such as !youtube, !twitter and !facebook
General content like !images, or get specific with !gi for Google Images,
!bi for Bing Images, !gmail your Gmail inbox, and !m searches Maps
Company info from !jigsaw
Dozens of reference sites at once with !allexperts
Social !bangs including


No tracking means no “filter bubble”
Supports site: inbody: intitle: filetype:
Search a country with region:za
!123p!bsocial !diaspora !dmoz !duck.co !fb (facebook) !flashback !flattr
!fonplus !fotolog !foursquare !friendster !ggroups !greplin !hi5 !highrec
!identica !jetwick !jumpr !li (LinkedIn) !myspace !r !scoop !shoutitout
!tweetgrid !tw (Twitter) !tweet (Tweets) !wink !xanga !xing
Full listing at: duckduckgo.com/bang.html
22
Google Hacks

Look for number ranges such as:





Managers: “Managed 5..100 people”
Telephone extensions: "404 631 8200..8300"
Addresses: 3353..3400 "Peachtree Road Northeast"
Combine with intext: intext:1995..1999 intext:present
Use intext: to

Specify the keyword be located only in the plain text of
a page not in the meta-tags or fields.



What is the most commonly found word on resumes?
How about the second most commonly found word?
With images.google.com


23
Clean out SEO spam
Search using job titles, company names, locations
Sperse.com

Sperse.com









Images http://www.sperse.com/index.php?type=images
Video http://www.sperse.com/index.php?type=Videos
Forums http://www.sperse.com/index.php?type=Forum
Blogs http://www.sperse.com/index.php?type=Blog
PDF http://www.sperse.com/index.php?type=PDF
Facebook http://www.sperse.com/facebook.php
LinkedIn http://www.sperse.com/linkedin.php
Twitter http://www.sperse.com/twitter.php
BONUS! MillionShort.com

24
www.millionshort.com search everything else except the
top 1 million most popular web sites
People Talking About Themselves

First person or self-reference




Pronouns: I'm, I am, Our team, We are, me, my
Followed by a unique job title, verb or other keyword
Look in blogs, discussion lists, forums, social networks
Third-person reference





Pronouns: s/he is, s/he was, s/he will be
Followed by a unique job title, verb or other keyword
Look in corporate press releases, association and
conference sites
What action “phrases” can you identify?
Also useful for diversity search (self-referencing by
language, ethnicity, nationality, etc.)
Using intitle: and inurl:

Find people talking about themselves



(intitle: "about me" OR inurl: "about me")
Also try (me OR my)
Find people being talked about



(intitle:staff OR inurl:staff)
Also try words like people, alumni, roster, list, directory,
members, attendees, board, speakers, panel, agenda,
officers, and many others
Also try "about us," "our team," and "(he OR she)"
Conferences






Find a conference #hashtag
Search hashtags.org and twubs.com
Search tweetchat.com and tweepz.com
Search that hashtag for attendees and participants
With snapbird.org find all their tweets
How about photo captions?


("l. to r." OR "l to r" OR "left to right" OR "r. to l." OR "r to l"
OR "right to left" OR "back row:" OR "clockwise from“
Try names of events, groups, companies
Go Green With Gigablast

From gigablast.com/adv.html

Ad-hoc “Restrict to these Sites” search example:











privatebanking.com
genesisfinance.com
cibankers.org
citi.com
bna.com
bbt.com
barclays.com
standardcharterd.com
bnpparibas.com
jpmorganchase.com
Turn off site clustering
Managing Your
Recruiting Desk
12-Step Process
STAGES
1
Get Input form the hiring manager
a
2
3
4
5
6
Set-up sourcing strategy and discuss with customer
Competitors and potential target companies
a
Identify target companies
Broadcast the job
b
Research their business
a
c
Target company website analysis
d
Target company lead generation
Post the job in all potential marketing forums
Gather search terms and keywords
a
Start with content of manager input form
b
Validate with teammates and online research
a
Generate referrals from contacts
c
Keep a sourcing template for each type of search
c
Competitor resumes web search
Internal databases
d
Search online for company contacts, bios, profiles, etc.
a
Search for resumes on internal ATS
e
Search social networks for company contacts
b
Resumes on your hard drive or shared drives
c
Previously contacted candidates in CRM
a
Associations, conferences, and other organizations
Current contacts in your Outlook, ATS, or CRM
b
Mailing lists, user groups, and blogs
a
Look for old leads in your email and contacts folders
c
Discussion groups, Google groups, Yahoo groups, etc.
b
Look for leads in ATS
d
Certifications, standards, white papers, patents, etc.
c
Look for uncontacted leads in CRM
9
10
11
Find people at competitors
Search for people in online communities
Reach out to passive leads
Resume databases (free and fee-based)
a
Email initial contact to new found passive leads
a
b
Follow-up via phone calls to critical leads
Source resumes from all relevant job boards
Web search for resumes
7
8
a
Source resumes using search engine methods
b
Solicit referrals internally and externally
12
Start Over
a
If these steps yield no results, start over from step 1,
using narrower keywords and a refined message.
Tracking is Vital


Staying organized is vital when using many sources.
Document your search strings to:






Track where you have been.
Avoid failures and repeat success.
Learn what works best for each search.
MS Excel works well for tracking research projects.
Create a workbook for each role/job family (Finance
Analysts, Mechanical Engineers, etc.).
Search String Generator


Automates creation of search strings
Just copy/paste.
What to Track

Separate worksheet for each req:



A new row for each search method.
Columns for:
 Sources: search engines, websites or databases used, etc.
 Keywords and/or search string used.
 Links to the search results.
Use the form to track results:




33
Total number of unique results per search string or method.
Number of qualified results contacted per method.
Divide total by qualified, expressed as a % to determine
your “golden” strings.
How many candidates interviewed from each search method
Search in 25 Minute Sets


Block out a "sourcing hour" in your calendar:
 Wind-up the timer and work for 25 min sets
 Work without interruption -- sets are indivisible
 Take 10 min break between 1st and 2nd set
When interrupted:
 Inform effectively
 Negotiate quickly
 Reschedule the interruption
 Call back the person who interrupted you, as agreed
Organize Your Folders
•
Create separate folders for:
• Resumes by skill set
• Resumes by geographic
location
• Requirements
• Clients and/or hiring
managers
Functions
Geographies
•
•
•
When similar positions open, revisit them
Resume folders become searchable
databases
Save candidate emails, resumes, sourcing
templates, and hiring manager comments
in each req. folder
Skill Sets
Hiring
Managers
Overcome Overload





Use an RSS Reader (built into browser)
15 min / day: read the sources on your shortlist
30 min / week: “gist” the rest of the sources
 Scan headlines, click if you must know the full detail
 If it’s important it will be covered more than once
 Use sites like TechMeme.com to “gist” the news
30 min / month: delete unproductive feeds
If you fall behind, then take a lunch and catch-up with what
you can, archive the rest
Speed Reading Tips





Scan first and last sentences of paragraphs
Turn headlines into questions
Scan the text for the answers
Skim the whole article first
Then go back and fill in the blanks
HINT: Reading early in the day doubles your speed.
What’s Reliable?

Reading 200 blogs isn't going to make you more intelligent.
 But it will make you more unproductive - so what to read?
 Pick a few reliable and original sources and stick with them.
 How do you pick the winners?
1. Make a list of sources you read regularly.
2. Write down what percentage of articles you found useful
among the last ten items from each of the sources that
made your list.
3. Eliminate the bottom 50%.
4. Length: short can be sweet but long is ok if it’s thorough.
5. Frequency: a few a week is ok, much more is just fluff.
6. See a useful post? Is it thought repeatership? Find the
source, follow THAT blog.
Information Triage: Keep or Delete?
Data can be like clutter in your closet, don’t be a pack-rat.
 Bookmarks (favorites), emails, blog posts, articles, and
documents are good for a few months but you many
never need them again.
 Before you save it, ask yourself if it will mean anything to
you in a year without the context you have now.
 If the answer is no, then just delete it.
 If yes, then save it in a simple archive folder.
 You can find it later using desktop search (see handout).

Do it, Delegate it, or Delete each item!
Batch Processing Flowchart


Every 2 hours quickly determine what to do with each email
Is it life threateningly urgent, or will it take < 2 min to reply?
Yes?
Respond
immediately
No?
Determine
action & create
or assign task
Move to Action
Required folder
Later reply
required
Move to Follow
Up folder
Immediate
action or reply
not required
Delete!
Move to
Archive folder
If email is more than two weeks old: answer, archive, or delete it. Guilt will not make you more responsive later.
Batch Processing Your Inbox
1.
View by "Sent To" (in order of priority)
A.
B.
C.
2.
View by "Conversation Topic" or "Thread"
A.
B.
3.
Act on, forward, archive, or delete all of the emails where your name is
alone in the TO: box.
Forward, archive, or delete those where you were copied (may be a lower
priority?).
Scan and archive those from lists, groups, and social networks.
Lists all messages about one particular conversation together.
Take action on or delete entire conversations at once without having to
comb through the whole mess.
View by "Sender"
Review all of the messages from one person and take action, move to a
folder for later, or delete them.
3 Folder Inbox Management

Create ONLY 3 folders to store email
1.
2.
Action Required: items with assigned or ongoing tasks
Follow-Up: emails requiring more than 2 minutes to reply

3.
Include anything that represents “to do” items, reminders, requests
that take time to complete, items where you are waiting on
someone else (see “waiting for” handout) -- also personal, fun,
friends, family.
Archive: stores everything else including:



Emails from LinkedIn and other social networks
Newsletters, email list messages, “FYI” information
Responses to recruitment marketing campaigns
Everything can be found using search queries!
Boilerplate Emails

80% of your email is responding to the same 10 basic messages
 Develop master templates for the most common e-mail responses
 Save templates as signatures in your email program:










Just reply and insert the appropriate signature file and edit as appropriate
Basic “thank you” responses, like “Thanks for sending your resume…”
Responses to frequently asked questions
Responses to administrative information requests
Preliminary screening questions (e-screen)
Directions and interview prep
Requesting a referral, checking references
Interview follow up and next steps
Letting them down (thanks, but no thanks)
Keeping in touch
A Sampling of “Must Have” Tools

Here are my top five:
1. Xobni for Outlook, for Gmail: Rapportive or Smart
2. Evernote captures all your thoughts / ideas
3. Time Management with RescueTime
4. Instant searches with Opera Browser
5. Virtual assistant Remember the Milk
The Pareto Principle (80/20 Rule)

Pareto, an Italian economist, noticed that 80% of the wealth
was owned by 20% of the population.
 But this also applies to managing your day!
 Work Tasks
 List all of the categories of tasks you do at work each day.
 In a table, show hours spent on each type of task daily.
 Add column to rate how that task contributes to productivity.
 Delegate, eliminate, or simplify low productivity tasks.
 Do this with NO effort using RescueTime.com
 Tracks all of your computer use and websites you visit.
 Helps you identify unproductive activities.
Social Media Techniques
for Super Busy Recruiters
What’s Considered Social Media?



Personal Networking (Facebook, Vkontakte, Bebo)
Business Networking (LinkedIn, Viadeo, Xing)
Content Networking










Video (Youtube, Vimeo, Dailymotion)
Images (Flickr, Instagram, Pinterest)
Audio (BlogTalkRadio, Myspace)
Blogs & Microblogs (Wordpress, Typepad, Blogger, Twitter)
Events (Lanyrd, Plancast, Eventbrite)
White Label (Ning, SelectMinds, AffinityCircles, TalentCircles)
Collaborative Projects and Wiki’s
Mobile (Foursquare, Yelp)
Influence (Klout, Peerindex, Kred)
Chat (Skype, GoogleTalk, Facebook Chat, AIM, Live)
What Is Social Media for Recruiting?

Anything that allows for two- or multi-way engagement in
a scalable way, though ultimately higher-quality
interaction than Web 1.0 tools (e-newsletter,
brochureware, career website)

And enables 1-to-many conversations to become 1-to-1
Co-creation of Value
Sharing
Inexpensive
Decentralized
Accessible
Immediate
Reciprocal
250+ Social Networks
Four Primary Goals
Branding Builds Trust



Increased online presence
elevates your brand and grows
your network.
People who recognize you and
your employment brand are
more likely to respond to your
calls or emails.
Actively participate on Facebook
Pages, LinkedIn Groups, Twitter
accounts, and blogs that belong
to your prospects, target
audience at large, specialty,
sector, and industry.
Branding
Engagement Builds Influence




Build and strengthen two-way
communication with your target talent
population to improve their impression
of your brand.
Proactively and continuously soliciting
referrals from your online network
saves money otherwise spent on
traditional channels.
Increase your reputation by staying topof-mind with your target community.
Social media sites allow you to start
and jump in on conversations and make
direct reciprocal contact with specific
individuals, groups, and communities.
Engagemen
t
Traffic Building





Increased hits to your jobs and careers
pages reduces spend on traditional
advertising.
Comment on other’s blogs, groups, and
pages, and link back to your jobs and
careers sections.
Aim for 10 new incremental “backlinks”
pointing to your domain each week (2 per
workday).
Results in favorable organic ranking
increase.
Those who want to find you will find the
page you want them to see, not that of a
competitors or destination hijacking your
brand.
Traffic
Sourcing New Channels

Deep web social networking data
often not available through general
search engines or traditional
recruitment efforts.

Take advantage of “friend of a
friend” effect to build referral
networks and viral marketing.

No single site meets all of your
recruiting needs.

Use each one for its own unique
functions and to complement other
platforms.
Sourcing
Side Benefits

Competitive Intelligence





Talent Pipeline



Engage with future prospects and pre-screen passive candidates
Build or maintain your pipeline in a CRM program for timely outreach
Increase Efficiency




Gain industry buzz on where the talent pool or the competition is headed, the types
and availability of talent communities, and “who’s who” in the sector
Brand and competitor reputation meter
Correctly indentify where your target audience spends time online
Build a more accurate list of keywords by observing the natural language people
use to describe their jobs, products, and companies
Pre-close candidates before they fully engage
Eliminating telephone and email “tag”
Allow recruiters to focus on engagement of activated talent, and in the business
Increase Quality


Get experienced people directly from your competitors
Avoiding overused mainstream sources
Which Network Should You Use?
Branding
Engagement
Traffic Building
Sourcing
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Digg
Reddit
StumbleUpon
Flickr
Tumblr
Facebook
Twitter
YouTube
Tumblr
Blogs
YouTube
Facebook
Twitter
Digg
Tumblr
Blogs
LinkedIn
Facebook
Twitter
Status Updates and What to Post






No fluff! Stay relevant, interesting, funny, or controversial
Include links no more than 75% of the time
Post about articles, events, photos, questions, opinions
Be concise and clear
Photos must tell their own story
Interact





ask questions
post replies
request comments
mention others
give and ask opinions
Careful Outreach

Make cultivating a positive and mutually beneficial
network your first priority -- the key is reciprocity (put
yourself in their shoes and ask, "What’s in it for me?")

For a better response rate, focus on the recipient's goals
(how can you help them?) rather than listing job titles in
your initial communication. After a couple of exchanges
or if they ask you about your goals, then discuss jobs

Think of it as two-way networking, and what you can offer
them

When in doubt, click "Send Message" before you click
"Add friend"
What to Include in your Profile

All of your email addresses, new and old


Email address & mobile phone number in your
profile


You don’t have to make them all public, but old
contacts may have only that old address and this way
they will still find you
They are not public, by default visible only to
connections
Keywords and synonyms that describe the topics for
which you want to be found (e.g., pharma recruiter,
pharmaceutical recruiter, etc.)
Inviting Contacts
The
bigger
your
network
The
more
leads
you can
find
Size Matters
But don’t
invite
strangers
via requests
to connect
If in doubt,
email a
note
before
inviting
Promiscuity is Risky
In doubt?
Seed Your Network

Get all of the business cards you’ve ever collected
out of that dusty drawer and put them into Excel.

Gather all of your old contact databases (Act!,
Goldmine, old worksheets) -- just need email
addresses.

Merge all of the above into one Excel spreadsheet.

Save it as a CSV and import that into LinkedIn here.

Or manually paste individual addresses here:

Once uploaded, you’ll notice many people already
have accounts. Invite all of those you already know!
Using Templates


Quickly modify boilerplate to save time.
Ideas on templates you should have:

A different kind of “invitation to join networks” for each:






Candidates
Clients, customers, business partners
Friends, buddies, casual acquaintances
Peers and/or co-workers
Alumni (college, employer, etc.)
Standard “requests to forward” responses for:






Forwarding a reconnection request
Passing along a typical request from a trusted connection
Acting like the Gatekeeper approving a “second degree” request
Politely saying “No I can’t help you, but here’s some other ideas”
Saying no because of a “Conflict of interest”
Rejecting an inappropriate request
Direct Ads


Pay per clicks or
impressions with
starting budget as low
as $50
Example:



Ad is seen only by
Accountants at
Manager or Director
level
At companies larger
than 1,000 employees
In the Atlanta area

Audience Targeting:
Industry
Geography
Company Size
Job Function
Seniority
LinkedIn








Excellent for branding and showing your expertise.
Engagement is low, little to no viral potential.
Ensure company page is complete, detailed, and updated.
Encourage your people to use LinkedIn Answers to position
themselves and your brand as experts.
Seeks to be your ATS and Career Site so their focus is
retaining users at linkedin.com not driving traffic to your sites.
Good for branding, but bad for SEO because your brand
elements get used to drive traffic to LinkedIn, not you.
Because of large size and activity, it is trusted by search
engines and competes with your own brand’s SEO efforts.
Generate traffic by creating clickable content and by pushing
your blog RSS feeds into your Groups and team’s individual
Profiles.
Twitter









Excellent outbound messaging potential.
Great for establishing engagement.
Use for “sentiment monitoring” - finding out whether
people feel positively or negatively about your brand,
topic, or conversational media.
Get others to tweet about you and re-tweet you
messages.
Highest viral potential -- interaction is most important.
Amount of followers is misleading, look for quality.
Can be noisy, spammy, and distracting so be disciplined.
Used on its own it's not a great source of traffic so
combine with social bookmarking sites to generate more
traction.
Can function as free advertising when used effectively, as
long as, you avoid becoming noise.
YouTube












Video is a powerful channel to inform your audience.
Response, engagement, and popularity are high for short videos.
Videos that are distinct, real, informative, and entertaining work best.
Use to quickly engage and respond to your target talent communities.
Excellent channel for damage control and in reputation repair crisis.
Prospects research your employment brand on YouTube with
branding potential second only to Facebook.
To be successful, you must have frequent brand aligned messaging.
Excellent SEO, videos rank high on search engines.
Create your own YouTube channel for excellent exposure.
Minimal source of referral traffic to your sites.
Most people remain inside YouToube, seldom following links, and
they view from portable devices.
Annotations and chat are great for engagement and click-throughs.
Flickr

Extremely high search engine indexing.

Great way to get free advertising and SEO.

Linking from photos has big results.

Good way to share visually appealing content with
target audience, with moderate viral potential.

It is highly integrated with many other social media
destinations, easy to use from mobile apps, and
quality images get lots of views.

Many benefits but not a good source of traffic.
Digg and StumbleUpon
Digg





Excellent in branding and exposure. Get your story and stories about your
employment brand picked up and repeated by well known bloggers, be of mass
appeal, or otherwise get lots of votes.
Even stories that do not become popular are indexed quickly and show up on search
results.
High viral and traffic generation potential.
Little interaction, not an engagement channel.
Can drive people to other places you post and with higher interaction levels.
StumbleUpon






High traffic generator.
Posts go viral very quickly.
Keep a diverse portfolio of interesting stories related to your brand, product, company,
and industry.
If you can drive a story to the top of its “tag” page, the large user base will make sure
you get tons of exposure, making it a great place to drive SEO.
If your content won’t go viral, you can try the paid campaigns, which can raise
awareness of your employment brand among very specifically targeted demographics
It is mainly about content discovery, so engagement is very low.
Tumblr









Excellent engagement vehicle.
Ease of asking and answering questions.
Very simple and easy-to-use commenting systems.
High viral potential because of user-friendly “sharing”
platform.
Highly popular among the Y Generation.
Gaining market share from Twitter.
Simple and user-friendly blog platform for you.
Excellent link building tool.
Not great at generating traffic back to your site, but
images, animated gifs, and videos tend to generate clickthroughs.
Beware of the Law

Invasion of Privacy


State Privacy Law



Many sites specify in their terms of use that content like user profiles is not to be
used for commercial purposes.
California and New York have laws protecting employees from employers
interfering in their private lives outside of the workplace (more states to follow?).
Other FEPAs (Fair Employment Practices Agency) at the State, County, City, and
Town level.
Discrimination

Even if you “found” information unintentionally, it is still unlawful to deny
employment based on race, color, religion, sex (including pregnancy), national
origin, age (40 or older), disability, or genetic information.

False Information and Mistaken Identity


Fair Credit Reporting Act (FCRA)


Are you sure that profile belongs to the same person you’re considering?
You must have written consent before conducting a background check.
Civil Actions


Tort Law (interference with a business relationship, interference with a contract
relationship, unfair competition, and even slander)
Contract Law (employment or independent contractor agreement, other contracts)
Social Media Marketing Tips
73

Don’t be a social media schitzo. Be the same person on all your social networks!

You are your brand - skip the canned branding rhetoric and just express your passion
for your industry, your job, your role, and the branding will come naturally.

Don’t sell, share. If you treat it as advertising you will turn people off. Share something
useful, something about you or your company or your product, but you will gain more
if you don’t sell. You don’t have to give the whole recipe but revealing a little taste of
your secret sauce once in a while will get you better results.

Be real. People want to relate with other people, not with “constructs” so be yourself,
be honest about who you are and what you care about, and what you are doing, even
an occasional tip about your favorite burger joint. You have multiple interests, so
express that.

Write well. Bad spelling, grammar or punctuation, and hasty abbreviations should be
avoided. You can’t always get it right but confident prose and concise eloquence go a
long way to establish your brand.

One you get it, stay committed. If you are going to do it then don’t just stick your feet
in, jump all the way in and stick to it. This doesn’t mean you have to write constantly
every day but stay involved at some level of frequently at least once every other week
or even weekly.
SEO Tips for Facebook








Use a vanity URL if possible – read FAQ’s Here http://tr.im/vjCH
Fill out all your information as completely as possible (basic info,
personal info, contact info)
Join groups and participate in their discussions
Become a fan of pages (like Arbita’s http://tr.im/vjDA) to increase
your search engine visibility
Use the Facebook notes section for posting blog posts
Use the shout box for sharing links and tips
Use the links box to share important links to your other web
profiles
Under Privacy --> Search settings select “create a public listing
for search engines”
SEO Tips for Twitter




In Settings, update your name to read “FirstName
LastName” e.g., Shally Steckerl not Shally_Steckerl no one searches for the latter
Your twitter bio line appears in the search results, so
optimize it! Use words that describe your areas of
expertise
Link to your Twitter profile using your name as anchor
text, e.g., "follow Glenn Gutmacher on Twitter"
Search engines see your followers as “links” to your
profile. Links help with search engine visibility. Get
followed!
Be
Consistent:
Use the
same
headshot
photo on all
your social
network
profiles
Ranked order of response priorities
1) SMS (texting)
2) Instant Messenger (chat)
3) Emails
4) Private SocNet (Facebook, Twitter
DM)
5) Public SocNet (wall post, @twitter)
6) Calls to Mobile phone
7) Calls to “land line”
Social Networking Messages

Look them up on





Keep searching until you have some kind of social
network contact or point of connection
Find common ground



wink, pipl, spock, spokeo, Wieowie.nl
linkedin, facebook, myspace, ning, etc.
plaxo, jigsaw, unyk, zoominfo, 123People
i.e. you’re both members of same networks, alumni, linkedin
group, facebook fan page, any other organizations
Find friends in common (network connections)
Can’t find one? Join a group(s) they are in!
Templates for social media

Remember this is the 3rd attempt to contact them, they
already received an email (or possibly two) and a
voicemail from you. Something simple works:
“[Name,] I’ve sent you an email and voicemail, and then I found
you here on [network]. I believe I have something that may be
worth a few moments of your time. Please contact me…”

Before send the message, don’t forget to include ALL
your social networking links!
Other Contact Templates Ideas

Let them know where you found them:



Let them know why you contacted them:



“I noticed you had some interesting answers to
the [topic name] question in the [site/group
name] online…”
“I see you have had some excellent experience
in ___ for ___ from your online comment…”
“You seemed to know quite a bit about ___ so I
wondered if you could spare a couple moments
of your time…”
“Given your expertise in your industry, I
wondered if we could talk…”
The key is unobtrusive, honest, gentle
conversation.
“I found you on the
Internet” scares
people but “I found
you online” feels
safer. “I found you
on LinkedIn” is
excellent!
Found you on LinkedIn, would like to talk with you
Hi [Name], your LinkedIn profile was brought to my attention by
someone who thought you may be very knowledgeable and well
connected in the [INDUSTRY] and could potentially know others who
would be interested in a position with our [DIVISION NAME] group.
I would love a chance to speak with you confidentially about any of
your connections who may be a fit. It would also be an excellent
chance for me to understand your experience, background and goals
so I may be able to support your networking efforts when the
opportunity arises.
If you are open to having a brief conversation, or know someone who
would be, please reply.
Facebook Pages and LinkedIn Groups
•
Why create your OWN groups?
•
•
•
•
•
•
People are more likely to accept a group invite than a personal
networking connection
You can send a message to everyone in your group, even if they
are not your direct connections
Good group content can drive viral marketing
Team project! Share the workload, and if someone leaves, they
can’t take the network with them
Focused and adjusted on-the-fly, they responding to your
community's needs and offer them immense value
Gain your audience's trust and attention if you offer valuable
insights or information they don't get elsewhere
Be Available
LinkedIn
Facebook
Twitter
Public profile, vanity
URL
Public profile, vanity
URL
Bio with vanity
username
Join Groups
Join Groups and
Company Fan Pages
Receive DMs
Open Networker
(receive InMail at no
cost to sender)
Accept friends readily Join some Twubs
(but categorize via
lists to keep some info
private)
Add your URLs,
phone &/or email to
profile
Add your URLs to
profile
Include your URL in
Bio
If you find them here…
LinkedIn
Facebook
Twitter
Most open to
recruitment-related
communications
Dislike overt
recruitment
communication, but
wants to be able to
learn about you and
your company
Follow them and they
may follow you back
Your LinkedIn group
can have a Jobs tab
(free alternative to LI’s
paid job postings)
Steer them to your
robust company page,
not your job posting
You can have a Twitter
jobs feed, but your
posts should primarily
be more compelling
content types
Status updates go to
1st degree connections;
are read more often,
but not forwarded
much
Status updates go to
1st degree connections;
are occasionally read
and forwarded
Interesting status
updates will be
retweeted for wider
distribution
Passive Candidate
Cold Calling
Before You Dial… Know THIS









Why should someone join this over all other employers?
What about the company is impressive or exciting?
What about the role is critical to company success?
What current events are circulating about the company?
What would make you to call you back?
Know a thing or two about the candidate
(hint: look them up on peekyou.com before the call)
Know a thing or two about their current employer
Speak intelligently about their current company \, but
don’t disrespect them. This is about their career, not
about their soon-to-be past employer.
Stand up or smile when you make that first call.
86
© 1996-2012 Shally Steckerl. All rights reserved.
Cold Calling Workout



Dial. If you are not getting results, you are not making enough calls
Prioritize the strongest candidates (by title, company, something…)
Set aside a call block:





For example, aim for 50 calls or 25 connects per day
Spend about 10 to 15 minutes on connects to decide if they are fit.





Good: Commit to a block of 2 – 3 hours cold calling time per day
Better: Commit to a number of connects during your scheduled time
Best: Commit to a number of CLOSES per cold calling session
If they are fit, take full time to fully qualify using the flowchart
If they are not a fit then treat them as a resource, get referrals, move on
Don’t put the phone down, keep going to the end, track how many
you complete, then aim to increase that by two next time
Update your list only after you complete the call block
Do not let one single day go by without making at least two
networking calls to new contacts.
87
Cold Calling Flowchart
Getting Referrals





Who can you suggest as qualified?
Who did you replace? Where is he/she now?
 Who has recently left your company that may know of
individuals? Where are they now? I will not reveal that
you were the source of this individual’s name or I can
keep the source of the name in confidence as I did with
you.
Who has recently joined your firm? He/she may know of
others who could be appropriate for this role.
From what companies does your company recruit?
For whom would this be a good opportunity?
89
Call and Voicemail Cadence


Remember the 1-2-3 Approach?
Leave a Voicemail (or email / socnet msg):






24 hours
24 hours
24 hours
48 hours
48 hours
No more than four in one week, try for three weeks
then do the “last ditch” and move on, unless a
priority target
90
Connect!
@sourcinginst
CyberSleuths

World class structured adult learning and
certification for Recruiters and Sourcers
SourcingInst

Both live instructor-lead courses and online
self-directed true adult e-learning
Sourcing Institute

Curriculum designed around real life tasks,
problems and situations

Only what you need to know to recruit more
effectively and with greater job satisfaction

Graduates frequently benefit from expanded
responsibilities, increased influence, and peer
recognition for their achievement
SourcingKB
+1 (855) 839-7687
TheSourcingInstitute.com
265 Mitchell Rd. #745
Norcross, GA 30071
Book Pre-order Form
The Talent Sourcing and Recruitment Handbook will be published in the summer of 2013 and will retail for $129.95.
However, if you place your order before June 1, 2013, you will receive a one-time 20 percent discount.
And, if you buy 5 or more copies before June 1, 2013, you will receive an additional 10 percent discount.
About the Author
Shally Steckerl is a global recruiting leader
who has created a way to successfully embed
key talent identification and engagement
initiatives into existing recruitment efforts. The
innovative breakthrough in his method has
been standardizing sustainable competitive
advantages which have allowed global Fortune
100 companies and employers of all sizes to
maintain leadership in their sector, based
solely on their talent.
Membership Privileges




3 levels of certification
75 e-learning modules
Up to 36 CEU’s (PHRs, SPHR)
New modules released regularly, plus:






Unlimited access to world’s largest sourcing library
Exclusive pricing on sourcing books and guides
One complimentary pass to SourceU Live
Increased influence and recognition
Job placement opportunities
Improved job satisfaction
Certification
Successful completion of Member, Specialist and Professional modules results
in obtaining The Sourcing Institute Certified Professional designation.
In addition to professional development, Certification also comes with:
1.
Thorough understanding of how the Internet impacts recruiting on a daily basis
2.
Expertise in tried-and-true techniques for name generation and cold calling
3.
Ability to utilize most tools and resources for finding passive candidates online
4.
Practical and effective methodologies for recruiting via social media channels
5.
An organized plan for building a custom sourcing strategy for any requisition
6.
Proficiency in for managing your schedule and developing your expertise
7.
Adeptness in working with both candidates and hiring managers
8.
Structured processes for obtaining candid feedback from and about candidates
Help spread the word about our…
Bookstore: Publications about sourcing online, managing sourcers, working with hiring
managers, gathering information about your competitors, better understanding resumes and of
course, the Sourcing Guide, a compilation of the GuruGuides covering many different online
resources.
SourceU : Two days of live instruction and hands-on practice, full immersion in the Member and
Specialist curriculum, all the high-tech, quiet, and comfort of a leading University setting. Enroll
and learn to efficiently identify and engage with at least 10 qualified, interested passive
candidates per week.
Member, Specialist, and Professionals. Regardless of their current level, function, experience
or seniority, our students are equipped to tackle and optimize the most difficult recruitment and
sourcing challenges, think critically and continuously innovate. Completion of enrollment levels,
requires proficiency in indispensable modules before moving to the next one. Successful
completion is proven by attaining a passing score on every knowledge check at the end of
required modules, and on the final section exam.
Online Courses: Practical courses packed with instantly applicable techniques designed to
establish talent identification practices in four areas: Essentials, Search, Attract and Engage. Each
of them contribute to building within your organization a virtuous cycle of sustainable competitive
advantages, all of them delivered through a first-rate online Learning Management System meeting
the highest standards of sourcing research and recruiting excellence. Take them one at a time, or
become a member and gain unlimited access.
Tell your colleagues to find us on:

Recruiting Conference Slides

Transcription

Similar documents

Socially Speaking

Please join us on Facebook: www.facebook.com/einsteinaward

Forward Ho - NBiz Magazine

London Drugs Case Study

How to Join Facebook

(SPEC) Kukui Nut OIl - Natural Sourcing, LLC

embracing social media for success

Lawlor`s Personal Branding Checklist

marketing launch kit - Music Choice Home Page

Kaity Conner – Jacob Corrigan – Isaiah Griffin Kaitor Kposowa