ConnectIN San Francisco - Small but Mighty, Small Teams with Big Ambitions
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LinkedIn's ConnectIn Customer event in San Francisco featured this session with content tailored to smaller recruitment teams with big ambitions. Take a look at the road map to creating a powerful Talent Brand, even as a small business.
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ConnectIN San Francisco - Small but Mighty, Small Teams with Big Ambitions
- 1. Alyssa Merwin Head of Relationship Management LinkedIn Welcome #InTalent
- 2. Kyle Poll Regional Sales Manager LinkedIn Big Recruiting Success for Small Teams #InTalent Natalie Miranda Sr. Manager, Recruitment Product Consulting LinkedIn
- 3. #InTalent
- 4. Your authentic Talent Brand Compelling job postings Search excellence Engaging outreach #InTalent
- 5. Talent Brand is the foundation that in all your recruitment endeavors
- 6. Talent Brand changes the game
- 7. Tight turning radius Rapid acceleration
- 8. Objective Requirements Advantage Executive buy-in & support Arm yourself with data Bring partners to the table Gain access and make a compelling case Repeat until strong support is achieved SMB The Talent Brand Roadmap
- 9. Objective Requirements Advantage Executive buy-in & support Arm yourself with data Bring partners to the table Gain access and make a compelling case Repeat until strong support is achieved SMB Listen & learn Employees Outside Determine key strengths and challenges Openly address what you learn SMB The Talent Brand Roadmap
- 10. Objective Requirements Advantage Executive buy-in & support Arm yourself with data Bring partners to the table Gain access and make a compelling case Repeat until strong support is achieved SMB Listen & learn Employees Outside Determine key strengths and challenges Openly address what you learn SMB Craft your approach Be real Be personal Be brave Be consistent SMB The Talent Brand Roadmap
- 11. Objective Requirements Advantage Executive buy-in & support Arm yourself with data Bring partners to the table Gain access and make a compelling case Repeat until strong support is achieved SMB Listen & learn Employees Outside Determine key strengths and challenges Openly address what you learn SMB Craft your approach Be real Be personal Be brave Be consistent SMB Promote & engage Help your employees to shine Every touch point matters Hiring managers aligned Coherent engagement across social media platforms SMB The Talent Brand Roadmap
- 12. Objective Requirements Advantage Executive buy-in & support Arm yourself with data Bring partners to the table Gain access and make a compelling case Repeat until strong support is achieved SMB Listen & learn Employees Outside Determine key strengths and challenges Openly address what you learn SMB Craft your approach Be real Be personal Be brave Be consistent SMB Promote & engage Help your employees to shine Every touch point matters Hiring managers aligned Coherent engagement across social media platforms SMB Measure & adjust In-house Online Talent Brand Index Mixed The Talent Brand Roadmap
- 13. Some branding tips for smaller businesses Take a stand. Believe in something. Wear it on your sleeve.
- 14. Some branding tips for smaller businesses Clearly enunciate your unique employee value proposition
- 15. Some branding tips for smaller businesses You don’t need to appeal to everyone. You don’t WANT to appeal to everyone.
- 16. Some branding tips for smaller businesses Embrace transparency
- 17. Your authentic Talent Brand Compelling job postings Search excellence Engaging outreach #InTalent
- 22. Compelling Job Postings 1. Save the creativity for the description, NOT the title Use standard terms in the title to improve match quality 2. Speak the candidate’s language Write like you would speak to your ideal candidate 3. Highlight the position’s impact Excite candidates with specific project examples 4. Use an accessible, engaging, mobile friendly format Short sentences. Short paragraphs. Eye catching design. #InTalent
- 23. Give high priority positions extra oomph Sponsor jobs for top placement with the right audience More applies with Sponsored Jobs 50%
- 25. Your authentic Talent Brand Compelling job postings Search excellence Engaging outreach #InTalent
- 27. Boolean basics A AND B A NOT BA OR B A B A B A B
- 28. Search best practices project manager “project manager” engineer NOT director (engineer OR engineering) AND (manager OR director OR lead) vp OR “v.p.” OR “vice president” sales AND (associate OR representative OR rep OR specialist OR consultant) “account executive” “sales executive” “business development manager” “account manager” “territory manager” “business development executive” ≠
- 29. Think about different ways people may state their: Skills Company Name Industry Title If you don’t, many great candidates will simply disappear
- 30. Most easily found profile Best candidate Especially in high-demand fields where easily found people with great profiles may be frequently contacted ≠ #InTalent
- 31. Saved (and shared) searches
- 32. Let us do the work for you People you may want to hire Similar profiles
- 33. Your authentic Talent Brand Compelling job postings Search excellence Engaging outreach #InTalent
- 35. Check out the LinkedIn Talent Blog for more best practices Spelling mistakesHe works for LinkedIn He’s an engineer not a biz dev guy Bizarre punctuation alert.
- 36. The 8 Golden Rules of InMail Grab attention Show you are selective Be conversational and brief Listen well Focus on goals, not the job Leverage content Be patient Include a call to action #InTalent
- 37. Your authentic Talent Brand Compelling job postings Search excellence Engaging outreach Four areas of focus for BIG results
Editor's Notes
- in ways that larger companies wouldn’t have the courage
- Let me guess…Small businesses have an edge here too?Now you’re catching on!
- Ouch… Spelling mistake. I think that should be “role”, not “roll”