Social Media

Outreach

Connect with Shally at www.infostripe.com/shally

Engaging via Social Media

Initiating Contact Cadence

Note that this is the “third” attempt to contact!

1. It began with an Effective Email

2. Followed by “Persuasive” Cold Calls & Voicemails

3. THEN Social network outreach

Social Media Approach

Be empathetic (it's a person-to-person activity)

Be a good listener (you'll end up smarter than the talkers)

Be patient (technology moves fast, buy-in is slow)

Be opportunistic (smart small, take advantage of any green light)

Be flexible (surprises are common: you must adjust)

Be collaborative (you won't succeed w/o internal support)

Be humble (the “groundswell” is bigger than any one brand)

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

wink, pipl, spock, spokeo, Wieowie.nl

linkedin, facebook, myspace, ning, etc.

plaxo, jigsaw, unyk, zoominfo, 123People

Keep searching until you have some kind of social network

contact or point of connection

Find common ground

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: “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…”

Let them know why you contacted them: “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.

High tech versus high touch

Social media is about relationships

(even if you are only just starting one)

Useful content inspires conversation

Complete profiles build credibility and trust

Keep “one voice” (tone) across all profiles

Give before you receive, offer when you ask

Don’t forget to include your signature file with links!

Connection In-person vs. Social Media

When meeting someone in person how often do you:

Give them your card without talking with them first?

Ask for an endorsement without knowing them?

Ask for a referral without knowing them?

Talk about yourself 100% of the time?

Show pictures of yourself partying or at the beach?

Tell them you are having a really bad day?

Tell them you hate your boss and are ready for change?

Give them “25 things they need to know about you”?

If you don’t do it in person, why do it online?

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

(but categorize via lists

to keep some info

private)

Join some Twubs

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

Other ways to get their attention

LinkedIn

Comment on their status

Others who mention their name, or who wrote/received endorsements,

obviously know them!

Twitter

Tweepz, Twellow, Twingly and other Twitter directory/search tools

DM or RT their posts, or mention @theirusername in a post

Facebook

Use Friend Finder and/or similar to add them as a friend

Blogs

Leave a comment on their blog, or a blog you know they read

Connect With Us! Twitter: @sourcinginst

LinkedIn: http://www.linkedin.com/groups?gid=742

"Like" us on Facebook: http://www.facebook.com/sourcinginst

The Sourcing Institute (TSI) http://www.thesourcinginstitute.com

The Sourcing Institute will offer HR Practitioners world-leading education, training, and certification through a robust online Learning Management System. We will also be developing a community in support of the free exchange of ideas, goals, and information about career paths for recruiters, sourcers, and recruitment leaders. We intend to satisfy our industry’s critical learning needs through a combination of training, events, memberships, certifications, and publications.

SourceU: http://thesourcinginstitute.com/sourceu

Take a deep dive into the full immersion curriculum of the Sourcing Institute in-person and onsite. With all the high-tech, quiet, and comfort of a leading University setting, your deep dive into the Sourcing Institute’s core curriculum removes all distractions and provides for all your needs so you are free to focus.

SourcingKB: http://www.sourcingkb.com

In addition to pursuing excellence in innovation of the most practical recruitment and sourcing solutions, The Sourcing Institute strives to inspire and lead the creation of a community that teaches recruiters how to identify and engage with global talent unreachable through traditional means. We aim to develop a community that supports the free exchange of ideas, goals and career paths for recruiters, sourcers and recruitment leaders, and establishes a high degree of legitimacy for our profession.

What You Receive as a Member: • 9 required e-learning modules

• 11 additional optional modules (more launched semi-weekly)

• 12 PHRs and SPHR credits

• Unlimited access to the world's largest library of sourcing knowledge

• Member Certificate of Completion (after successful assessment)

• Copy of The Sourcing Handbook

• Exclusive pricing on other sourcing books, guides and learning modules

• Discount on live SourceU classes

• Job placement opportunities

Learning Objectives: • Fluency in how search engines work including syntax (commands) for top search engines

• Basic comprehension of online social network recruiting (LinkedIn, Facebook, Twitter, Blogs, etc.)

• Proficiency in outreach and engagement, initiating contact via email and cold calling

• Organization of the sourcing function, management of pertinent information

• Mastery of pre-search process and intake meeting

Membership Privileges

NOTE: This program has been approved by the HR Certification Institute (HRCI)

PHRs, SPHRs and GPHRs earn 12 recertification credit hours upon successful completion.

Four Levels of Enrollment Serve Your Continuing Learning Needs

Successful completion of modules is required before moving to the next level. For example, to enroll

in Specialist students must prove proficiency in essential Member modules in Attraction, Engagement

and Search disciplines. Proficiency is demonstrated through completing knowledge checks after

required modules and attaining a passing score in that level’s final exam. Beyond required modules,

levels contains optional specialized content at no additional cost.

* Enrollment in Leadership level can be simultaneous or independently of others, and consists

of a separate curriculum geared towards enabling progressive sourcing leadership and management.

Higher Commitment

LEVEL MODULES REQUIRED OPTIONAL

Member 20+ 9 11

Specialist 22+ 8 14

Professional 15+ 6 9

Leader* 10+ 4 6

Successful completion of Member, Specialist and Professional modules results in

obtaining The Sourcing Institute Certified Professional designation. With it comes:

1. A thorough understanding of how the Internet impacts the recruiting profession on a daily basis

2. Expertise in tried-and-true methods for name generation, cold calling and social networking

3. Ability to utilize most tools and resources for finding passive candidates online

4. A solid methodology for name generation, cold-calling & networking

5. An organized plan for building a custom sourcing strategy for any requisition

6. Adeptness in working with both candidates and hiring managers

7. Proficiency in techniques for managing your schedule and developing your industry expertise

8. A structured process for obtaining candid feedback from both candidates and hiring managers to

help improve your hiring practices

Certification

Tuition: $3,500* (includes Professional membership)

Find out more: http://www.thesourcinginstitute.com/sourceu

Full immersion in the Member and Specialist curriculum. With all the

high-tech, quiet, and comfort of Georgia Tech, a leading University

setting, your journey through two days of live workshops in the

Sourcing Institute’s core curriculum removes all distractions and

provides for all your needs so you are free to focus.

Atlanta Sept 10th

http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg

Dallas Sept 19th

http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg

SourceU

NOTE: This program has been approved by the HR Certification Institute (HRCI)

PHRs, SPHRs and GPHRs earn 12 recertification credit hours by attending.

Free Newsletters on Every Recruiting Topic

In addition to pursuing excellence in innovation of the most practical

recruitment and sourcing solutions, The Sourcing Institute strives to

inspire and lead the creation of a community that teaches recruiters

how to identify and engage with global talent unreachable through

traditional means. We aim to develop a community that supports the

free exchange of ideas, goals and career paths for recruiters,

sourcers and recruitment leaders, and establishes a high degree of

legitimacy for our profession.

SourcingKB.com

Dedicated to the extreme

optimization of recruitment teams

The Sourcing Institute develops and teaches talent identification, attraction and

engagement skills beyond conventional proficiencies. Our curriculum is

designed to establish talent identification practices that yield a virtuous cycle of

sustainable competitive advantages.