Redefine Your Recruitment and Social Media Strategies

Rich Peterson stated, Using, non-traditional recruiting media,” is also a chance for you to convey something about your corporate culture and job opportunities to jobseekers.

1.) Signatures: Ask all of your employees, companywide, to put a footer in their e-mails reminding people that their, “company is hiring.” A signature can say "Note: we're hiring Star Developers, Energized Sales Managers and Effective Digital Strategists.

2.)Status Lines: Another great tool is to have employees use their status lines on Facebook, Twitter, LinkedIn, MySpace, and other social networks to let friends know their company is hiring. A great status update might be something like: "I love my job: come work with me" with a link to your careers site or podcast.

3.) Retargeter.com: which helps you deliver candidates to your site. Candidates who have been to your site for any reason at all, can be recaptured and brought back to a career site, podcast, you name it. It has huge reach because it works with Yahoo's Right Media, Google's DoubleClick, and Fox Interactive. ReTargeter is the simplest and most effective self-serve display retargeting platform.

4.) “Speed Interviewing like Speed Dating. Another layer between resume-submission and the one-on-one interview.

One option is inviting all eligible applicants to an open group event, such as an Open House. “'Speed Dating' Interviews” send an email to each applicant, thanking the candidates for their interest and asking them to attend an open house.

Only ½ or less will show up. It’s easy to apply online. That's self-selection," reduces the screening process."

Over a few hours, everyone participates. In one section designated as an area where employees could mingle with the candidates. The second section became a so-called speed-dating area, where the prospects have one-on-one contact with the employees/recruiters for a few minutes.

All candidates get a time slot. In five minutes, ask a few questions and see if they were right for the role. It is different but so efficient because you could remove people who aren't, “wildly enthusiastic."

Then call backs for group interviews and then individual interviews.

The Open House strategy also enables you to see how people interact in groups. Interacting with potential candidates in a group setting is an excellent way to see their character, level of interest, team building skills, working knowledge, and communication skills. It also lets you see if they're a good fit with your corporate culture. Interactive interviews (Open Houses) can be conducted in different ways, but the fundamental feature is inviting select candidates in for a group session, where you and current employees can engage with them.

5.) JobsinPods: Job Casts: It’s a BLOG. New Media Recruiting Tool Over the phone interviews between employees and recruiters showcasing the company. Helps Leveraging Social Networks and attract Tech Savvy Passive candidates. You own Podcast is through iTunes and it’s Free.

6.) Treat Like Customers: The aim is to treat your candidates as well as we treat your customers, to do something memorable for them, encourage recruiters to send out subscriptions to USA Today in nominal amounts as goodwill gestures, whether or not an applicant gets a job offer. Creates Goodwill and a possible hire later. You might even get a customer. Circulation will love you!

7.) Live Chats: Host an online “job fair.” This way, you can post open positions on your website, and then be available for a live chat (using an online forum or social media tool, like Twitter) so prospective employees can ask questions, get more information, etc. Also, using a tool like Twitter, you don’t necessarily need to make your “job fair” live, since candidates are able to “tweet” at any time and you can respond accordingly.

8.) LinkedIn:

LinkedIn is huge and underused for Recruiting.

As many LinkedIn recruiting guides point out, you can export data from your connections to create a mailing list. Alternatively, you can download third party software like LinkedIn Contacts Management which will handle this for you.

 The ability to search for second- and third-degree connections is what makes LinkedIn such a great tool.

 Use it sparingly. Could easily be viewed as spam.

 Create a profile for your company and encourage all of your employees to create LinkedIn profiles that link to it. Encouraging your employees to put effort in to creating strong profiles will pay off in at least two ways; you will look more attractive to prospective employees, and your current employees will become another source for leads.

 Still need old-fashioned telephone conversations. LinkedIn provides you with is a massive amount of information about who to call and whom to ask about, making the process much more efficient. Maximize this advantage by building your network every day.

9.)  LinkedIn: : that possible candidates might be searching for online. For instance, a company, Rapleaf, is always looking for people who are interested in Hadoop, an open-source software framework that supports applications running across multiple, distributed computers. So they purchase ads that will appear when people search for keywords associated with Hadoop. The approach has helped find qualified candidates.

10.) Job Fairs Useless: You’ll get the unemployed. Search forums such as MeetUp (Find Online) for group events that are likely to be attended by people qualified for your open position. For example, if you needed a graphic designer in New York City, you could attend a graphic design-focused meetup in the area and look for potential candidates. Create a MEETUP and invite folks in the industry. MeetUps are very hot now.

11.) JobsinPods: Jobcasting is the process of combining jobs with audio podcasts. By ‘podcasting your jobs’ you’ll bring your jobs to life and humanize the face of your company. It’s employment branding at its finest. Recording podcasts describing the position and your company ("job casting," as exemplified on Jobs in Pods), this strategy will differentiate you from all the other employers out there -- and hopefully make you more appealing to the cream of the crop hires.

12.) Social Media Profiles: Video game company Red 5 Studios, who handpicked 100 ideal candidates and got to "know" them by researching their social media profiles and past work. The startup then sent each one a CD with a welcome from CEO.

13.) Online Meet Ups: Create an, “Online Meet Up,” and invite folks in industry. Online tool that is very hot now. Kind of a Facebook in a Restaurant or Lounge.

14.) Brazen Careerist: is a career management tool for next-generation professionals. Brazen Careerist is giving professionals a fun and completely different way to network. The site translates offline networking events into an efficient online networking experience to help you meet new people and build relevant relationships.

15.) ERP’s: An enormous amount of things to do. Non-Monetary. Premium Parking, Vacation days.

16.) You Tube: Fun video on YouTube showing how awesome it is to be an employee at Gannett. You Tube is Viral at its best.

 

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Comment by Keith D. Halperin on November 11, 2013 at 3:03pm

Thanks, Richard. I think there are many good and (potentially) practical tips here.

1) Who is going to analyze and prioritize these?

2) How would the Staffing Head get buy-in and budget approval? Remember, the usual unstated position of superiors is: "Unless this works, I'm against it."

3) Since many of us recruiters, sourcers, etc. are already overworked, how would we get the bandwidth to do these new things?

4) If internal/ contract recruiters are assigned these new things, how can we make sure that the hires are considered to be ours? (Often, hires like ER hires aren't considered to be "ours" so consequently, it's not in our interest to pursue them.)

Cheers,

Keith

Comment by Richard Peterson on November 11, 2013 at 4:47pm

Keith:

The analysis can come from any source:

1.) Recruiter

2.) Employment Manager

3.) CFO

4.) Ad Agency

And, anyone else who is concerned about covering all or any of the bases.

As for "Buy-In or Approval" my hunch is probably the same as yours:

It's all about H-I-R-E-S!

If they want them, then they have to pay for them.

Either through an agency and not spend the time evaluating  and/or pursuing these avenues or assert themselves to find the hire they want.

Hope I answered your questions satisfactorily.

Bests,

Rich Peterson

Comment by Keith D. Halperin on November 11, 2013 at 5:44pm

Thanks again, Richard."It's all about H-I-R-E-S!"  While you, I, and most of our Gentle Readers probably agree, that's how it SHOULD be, that's not the way it often IS.I've frequently worked in large or small "bloatocracies" where process overruled results, and the real goal was to make sure that you looked good in the eyes of your superiors by making your superiors look good. If actual hires didn't screw that up too badly, they might be OK.... In addition, in many companies: the fear of wrong hiring is greater than the fear of NOT hiring, so very few butts get put in seats...

 

PKB (Please Keep Blogging),

 

KH

Comment by Richard Peterson on November 11, 2013 at 8:00pm

Historically, candidates would say in their interviews, "I Am Here to Make You Look Good."

Those were the ones who got the offers. :-(

Some of my guys succeeded with one of my lines, "What Does it take to Fail Here?"

I do agree about the fear of wrong hiring. The fear is not about bad decisions. It's about fear of litigation. Depending on the size of a company, they can count on several lawsuits per month, hence the "Focus" on ER. (Employee relations.

That unit has nothing to do with ER. It has to do with how to keep the company out of court or from losing large sums in settlements.

IKB (I'll Keep Blogging)

Thank you for explaining the shorthand.

BESTS,

~RICH PETERSON

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