Recruiting Solutionsv

Building our Employment Brand 1 profile at a time

Let’s start with yours!

What is the 1st thing candidates check to learn more about you, after seeing your InMail?

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I don’t know who you are I don’t know your company I don’t know anyone who works at

your company I don’t know about your open

positions I don’t know what you can do for

my career And you eventually want me to

make one the most difficult decisions of my life?

Your Challenge

What your profiles tell them (unfortunately)

close hard to find candidates

Employs proven communication skills

Consistently outperforms fellow recruiters

Full life cycle recruiter

exceptional track record of candidate closure.

developing strategic recruitment and sourcing solutions

Passive Candidate Sourcing

Staff Augmentation

Cold-calling

Screening

What if you used your profile to hire people instead?

What your profiles tell them too (fortunately)

Career Coaching / Life Coaching

My true joy is finding an amazing candidate and helping them understand the true potential of the opportunity and how it will benefit them.

I am looking for Engineers who are experts in :1) Java and J2EE 2) System level White box QA Engineers.

Seeking world-class engineers to participate in building the world's most sophisticated, distributed, Java platform capable of serving billions of page views, scaling up to 100 million LinkedIn members and more, and supporting revenue lines of several hundred million dollars each year.

Here is a great article about LinkedIn from Fortune Magazine

constantly curious and passionate about people and understanding their goals

So, how to build a great recruiting profile on LinkedIn?

1. What is your goal? Who is your audience? One size does not fit all

Use your profile to hire (not just to get hired)

Keep your audience in mind

2. Let the real you shineDon’t publish a resume full a business platitudes

Be personable and authentic. You are a human being. Not a resume. Add a picture. Invest most time in your

1. headline

2. summary

3. what you do at LinkedIn

3. Invest time above the fold

4. Display pride and excitement You will accelerate these people’s careers: be proud!

Show off our company’s achievements, culture and careers. Display our blogs with the WordPress App Bind your or our Twitter account Help candidates be better informed

5. Get recommended by people you hired: You did them a favor: they owe you one

A few will do Make them hit on different points

6. Connect with all hiring managers (and more)Tap into their networks. See who they know.

7. Become a RWFEnsure best candidates will “follow” you

Prove you have hired key people Show you know key people: connect and like / comment Share job seeking tips in Groups, with your status message Make introductions Recommendations

8. Don’t be afraid to put off some candidatesNot every candidate is right for us

“If you like working at Oracle, you may not like LinkedIn”

9. Make your public profile interesting

10. Dare to innovate. Have fun.

11. Bonus: be foundUse “My Profile Stats” to better optimize

Try a Google Search Try a LinkedIn Search Analyze your stats Optimize

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More tips to build our employment brand

Recruiting Solutionsv

Building your Employment Brand with Social Media

A roadmap to success from a marketer

HCI – Strategic Talent Acquisition

San Francisco, June 30th, 2010

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6 Common Mistakes

1. Not understanding your audience first

2. Starting too broad, too big

3. Waiting for social media guidelines

4. Ignoring paid options

5. Starting without right content or team

6. Not measuring & monitoring

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Tips: 1 Prerequisite + 4 Basics

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0. Define and Understand Your Target Who do you want to convince? Of what?

Start very focused Pick:

Type of candidate Best vs. good Passive vs. active In your talent pool?

Function Geo

Understand: What social media outlets

they use who / what influences their

career choices

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1. Monitor Keep track of what is said about your employer brand

Identify channels where your audience is

Use tracking tools Monitor your competition too Do it with your team

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2. Join Existing GroupsUnderstand how your target uses Social Media

Identify and join influential communities

Understand what drives engagement

Resist temptation to sell / source

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3. Build / Enhance a Company ProfileEstablish the right - basic - company presence

Convert warmest leads Showcase your employees Leverage social content Links drive traffic to your site

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4. Leverage Employee Profiles, Blogs, etc.An army working to build your brand in an authentic way

1st impression of your company Significant impressions Trusted, authentic They can drive traffic to: jobs on their

team, videos, etc.

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4. Leveraging Employee ProfilesSome suggestions to make them work harder for you

Mike is a great manager. Working

for him accelerated my career

Recommendations for Hiring Managers

I am tasked with solving amazing

challenges every week

Positive & detailed role description

RT: Come and join my boss for a

Tech Talk

Promotion of your Blog, tweets & events

2009: Director of Design

2008: Sr. Designer

2006: Designer

Displaying Career Path

We’re hiring! See our open jobs

Work with me!

Renee understood my career goals

right away.

Recommendations for Recruiters

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Recap of Basic Tips:

Pick & know your audience Monitor Join Groups Establish a company presence Leverage your employees’ profiles / content

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5 Intermediate Tips

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1. Find & Feed your ChampionsYou already have social media champions in your ranks

Find them online Recruit your experts, celebrities and

top hiring managers Share your guidelines & content Start a Group or email alias Get them together

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2. Unleash Them in Top CommunitiesHelp them become thoughtful contributors

Make the match Give them insights and fresh content

they can share Trust their best judgment Let them experiment Recognize their contributions

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3. Partner with an Existing CommunityWhy try and do it all yourself?

Pick the one that best matches your goal and style

Reach out to owners Understand their motives Provide content, experts, promotion,

venue, lunch, etc.

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4. Advertise Drive targeted traffic to your best content to boost your ROI

Pick just a couple of sites Target to be relevant & cost effective Experiment with self-service ads 1st

Use your champions in the creative You get metrics

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5. MeasureFocus on the right metrics

Measurement should match your goals

Vanity stats vs. meaningful metrics What you can measure:

Pre and post awareness or preference with target audience

# of mentions (e.g. with Radian6)

Traffic to your pages # of applicants Impact on conversion rate Cost per acquisition

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Advanced Tip

Launching your own community

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1. Start your own CommunityAssessing your chances

Do you need a dialogue between members?

Can you avoid a stale talent pool of active candidates? New insights to bring to the

community: a content roadmap New ways to trigger

conversations Committed champions

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2. Make your own Community a SuccessMaking it work

What’s in it for members? Recruit & cajole your champions Don’t make it about finding a job Establish clear guidelines & culture Promote it Staff it Be patient

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The roadmap to your initial success

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Your Roadmap to Initial Success

Check List:1.Modest & measurable

goals2.Narrow target audience3.Unique benefits, story &

content4.Two social media outlets,

max5.A multi-disciplinary tiger

team6.Access to budget

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Questions?