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Consistent Employment Branding and the emphasis of HOW over WHAT
Launched in Chicago in November 2008 Over _ million subscribers, in over 40 countries Deals from local businesses shared via email to opt-in subscribers Offers have a collective action minimum (“tipping point”) Deals are time sensitive…buy it today or miss out on the offer. Engage audience and build loyalty with signature write-ups.
Set the expectation – esp. expectation of tone Transparency Pride and excitement Take our jobs very seriously, but might not take ourselves too seriously Objectivity
Social Media presence Employees as ambassadors Job postings – external & on corp site Non-recruiting marketing & media presence Office Interview Expectations & Follow-up On-boarding / Orientation
Tangible vs. Intangible aspects of the candidate, the role, the company Risk of allowing skills & experience relevance to drown out team dynamic considerations “Reading people” Impact of improvisation – subtext • How vs. What
Dedicated handle - @grouponjobs Consistent branding through FB as well… same handle, same primary admin on our team Others encouraged to chime in
Objectivity Clarity Surprise Humor Eliminate, or acknowledge clichés
We have an opening for an additional staff accountant. This should not be confused with a staph accountant, for which we do not have any openings at this time. [Corecomponents & Requirements follow]
All candidates draw pictures of themselves while waiting for meeting Reading material includes Awkward Family Photos, The Pop-up Book of Phobias, along with copies of recent press coverage (i.e. Forbes) • Reflects combo of “take job seriously and with pride, but don’t take ourselves too seriously”
Mostinterviews start with tour, explaining how each department fits into the plan Wallscovered with mix of white-board collaboration, headshots of employees, or white-board random art
Not assuming the candidate wants the job Level the playing field, act as peer / advisor Conversation more than Q&A Randomness (actions, attire, other people entering room) Closing out, setting expectations…re- emphasize objectivity & lack of assumptions
The larger goal is to provide context, truth…who is the company behind the text?
Identify our employment brand Consistency in style, messaging, presentation Capitalize on as many touch points as possible Play to our strengths, know our limitations Emotional & Social Intelligence of Recruiters and Hiring Managers