Social Networking &
Recruiting Passive Candidates
R iti P i C did t
January 30, 2009
January 30 2009

Your Speakers Today!
Anne Nimke brings almost 30 years of experience in both human
resources and staffing to Pinstripe.
She is a recognized leader in the RPO arena seasoned veteran in world of
talent strategy. She has lead strategic client engagements including RPO
Solutions that are the flagship programs in the industry, Anne has also lead
Long term outsourced talent acquisition programs for professional, non
Long term outsourced talent acquisition programs for professional, non
exempt and hourly staffing needs and consulting projects including applicant
Tracking selection and implementation, employment agency RFP and
Contract negotiation, and HR/Recruitment Department realignment and
reorganization.
reorganization.
Anne Nimke
A Ni k
Co‐founder and
She graduated from Marquette University with honors and is currently a
Exec. Consultant
Member of the HR Outsourcing Association (HROA), is Vice Chair of the RPO
Association, is a member of SHRM’s National Staffing Special Expertise Panel
ssoc at o , s a e be o S s at o a Sta g Spec a pe t se a e
and is former President of the MMSHRM Chapter and co‐chair of the WI
State SHRM Conference.
2

Your Speakers Today!
Robin McMahon is one of the most seasoned and effective staffing
professionals around, Robin will stop at nothing (well, almost) to create great
recruiting results for her clients. With almost 20 years experience encompassing
a variety of industries and positions, Robin is a whiz when it comes to direct and
indirect recruiting methods, internet recruiting, recruitment advertising and
compelling ad copy, applicant tracking technologies and behaviorally based
interviewing. Robin’s strong collaborative skills, combined with her drive for
results, result in rave reviews from HR Generalists and Hiring Managers. With her
expert experience with a variety of recruitment technologies, Robin has been
involved in the implementation and contributed to key design elements of ATS
functionality for a number of systems.
Robin McMahon
With a specialty in diversity and recruiting, Robin’s networks result in diverse
candidate slates for all client positions while reducing cost per hire and cycle
time. Where none previously existed, Robin automated and reported key metrics
of diversity, cycle time, and cost per hire that have been critical in facilitating key
workforce planning decisions. Robin has excelled in her ability to outperform
current methods of recruiting and high touch candidate and customer service.
3

About Pinstripe
Pinstripe Inc. designs, builds, and manages high performing,
outsourced talent acquisition and management solutions that help
outsourced talent acquisition and management solutions that help
organizations win the war for talent and create sustainable
competitive advantage.
p g
Pinstripe’s Healthcare Group is a leading human resources and recruitment
outsourcing partner that works with healthcare organizations to improve
Talent Management and Workforce Utilization Systems while reducing
overall labor costs and improving efficiencies.
ll l b di i ffi i i
Visit us at www.pinstripetalent.com
or www.pinstripehealthcare.com
4

Pinstripe Customers
Pinstripe Healthcare
Pinstripe Healthcare
5

Agenda
• The Challenge and Opportunity Today
• Part One:
Part One:
– Mobilizing Web 2.0 for Recruiting Follow the
• Using LinkedIn, Facebook and Twitter
Using LinkedIn, Facebook and Twitter
Conversation LIVE
• Part Two
– You found the names…Now what?
You found the names…Now what? Include:
#blr in your tweets
• Questions
6

Take‐Aways
• If you would like additional
information please email:
– Anne Nimke
• animke@pinstripetalent.com
– Robin McMahon
• rmcmahon@pinstripetalent.com
• The New Recruitment Tool: Social
h l l
Networking Sites
• Social Networking: Recruiting the
Social Networking: Recruiting the
Passive Candidate Through
Networking Sites
7

Generations
Veterans ‐ “Work First!”
Boomers ‐ “Live to Work!”
Boomers “Live to Work!”
Generation X ‐ “Work to Live!”
Generation Y Live, then Work!
Generation Y ‐ “Live, then Work!”
Generation Z – “Live/Work NOW”
ALSO other names for Mill i l
th f Millenials:
Gen Z – after Gen Y born 2000+
Gen C – “click/content/connect”
Gen V – “virtual”
Gen Now - immediacy
Gen@ The MySpace G
G @ - Th M S Generation
ti
8

In case you hadn’t noticed—the
y
market is tough and getting
g
tougher…
Traditional “post and pray” recruitment
strategy is becoming
strategy is becoming
less and less effective
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There is an incredible PARADOX!
Demographic Challenges
• 15% fewer 35 to 45 year olds • Vacated Jobs + Newly
Created Jobs = 33 to 52
• B b B
Baby Boomer Retirements
R ti t
Million open positions
• Immigration is down and
• 11M to 23M person
Female participation in
SHORTAGE of talent
g
workforce is at all time high
overall by the turn of the
ll b th t f th
• US Growth 3% to 4% decade; Significant “war
for talent” now in many
• Global Growth even Faster arenas
‐ US D
US Dept. of Labor
fL b
Economic Challenges
• Rising unemployment
• Lots of Applicants
• Significant changes in staff needs and
open requisitions
open requisitions
• RIFs
• Reduced resources
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Part 1 – Mobilizing Web 2.0 for Recruiting
• Intro to Networking Sites
• What is
What is and how does it
and how does it
work?
• Conducting Candidate Searches
• Locating Candidate Contact Info
• What is and how does it
work?
• What is and how does it
work?
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What is Web 2.0 anyway?
• It is a knowledge oriented environment where human interaction
generates the content that is published, managed and used
• Although the term suggests a new version of the World Wide
Web… it does not refer to an update to any technical specifications,
Web it does not refer to an update to any technical specifications
but to changes in the ways end users use webs.
Evolution of Web 2.0
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Goal: Find more candidates
Internal Candidates
Create robust communication to current employee database and insure
employees in career path are recruited
Active Candidates
Qualify job search criteria and ensure robust recruitment marketing to
Q lif j b h i i d b i k i
candidates looking for a job now ‐ online and off on web and in your
current ATS & CRM
Selective Candidates
Research and mine resume/ candidate database for candidates
actively…daily
Passive Candidates
p y p y g
Find and maintain relationships with currently employed talent that might
not be looking to change jobs today
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Who uses 2.0?
• Generation X: Born between 1964‐1980, Age 45‐28
• How do we reach Generation X?
How do we reach Generation X?
– MORE interactive media ‐ internet banner advertising, job boards, e‐cards,
text messaging, cinema advertising, mobile media, billboards, public
transportation, radio, cable
transportation radio cable
– LESS traditional
• Generation Y/Millennial: Born 1980‐1995 Age less than 28
Generation Y/Millennial: Born 1980‐1995, Age less than 28
• How do we reach Generation Y?
– MOSTLY interactive and alternative media – job boards (using behavioral
MOSTLY interactive and alternative media – job boards (using behavioral
marketing), internet banner ads, networking sites, RSS feeds, blogging, text
messaging, streaming video, flash e‐cards, email marketing, splash pages,
mobile media, fun radio, fun cable, coffee cup sleeves, sporting event
mobile media, fun radio, fun cable, coffee cup sleeves, sporting event
and/or program advertising.
– They REJECT the traditional! 14

Recruiting 1.0 ‐ The Internet:
“It’s Not Your Father’s Recruiting Anymore”
15

Recruiting 2.0 ‐ Applying Web 2.0!
Google
Facebook
YouTube
16

Today's Trends with Social Networking
• Social Networks
• On‐line version of the age old employee referral
On line version of the age old employee referral
• Phenomenon
• Reach passive candidates
Reach passive candidates
• Tap Gen Y & Millennials
• Enhance Employer brand
Enhance Employer brand
17

Business Directories
• For research, prospecting, sales and
recruiting
• Non Interactive, although you may edit
your own profile
• These sites offer search capability
• Most offer both free and paid
subscriptions
b
• Business directory sites are now moving
to Web 2 type platforms
to Web 2 type platforms
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Networking Sites
Social Networking
Social Networking Business Networking
Business Networking
• For personal, not business, interests • For research, prospecting, sales,
recruiting.
• Interactive: You create and edit your
own profile, and invite friends. • Interactive: Create and edit your
profile, invite colleagues to join your
• Friends can interact with you through
network.
your page.
• These sites offer search capability
h ff h bl
• Search capability, but users can keep
their profiles “private” • Most offer both free and paid
subscriptions
19

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Structure of Social Networks
Shelia Mike Anthony
Adam Matt Jenn
Frank
Sandy
Friends Sue Chet
Maria
Trade Robin
Assoc Barry’s
Co Workers Bill
Barry
Anne
Bill’s
Lois Terry Staff
Evan Megan
Leslie Joyce
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What is ?
• LinkedIn is a networking site for professionals
• More than 34 million registered users in over 150 industries and
More than 34 million registered users in over 150 industries and
400+ economic regions
• LinkedIn allows its users to invite other professionals and contacts
to be a part of their network (and be known as a ‘connection’)
• http://en.wikipedia.org/wiki/LinkedIn
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Features of LinkedIn
Contact information
not available, can
access through your
connections and
connections shared
Direct
with the contact.
contacts, full
contact
information
available.
Total number of people
user can contact, can
view their information,
but not contact
information
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Getting Started
Follow
step
by step
by step
instructions
to populate
your
profile
Click here to register
and start creating your
profile.
24

Building your Personal Profile
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“Linking” With Other Professionals
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“Linking” With Other Professionals
• Once you have invited professionals that you know and contacts
from your email address books to your network, the next step is to
see who from previous employers and schools belong to LinkedIn.
27

Conducting Candidate Searches
• Once you have a network, you are able to search your network for
potential candidates
Use the
advanced Use the
Use the
search function keyword
to enter more search or
than one name search
criteria to function to
function to
search on
complete
simple
searches.
Drop down
box for
location
specific
specific
search
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Conducting Candidate Searches
• Example: I need to find a list of Engineers within the
Pharmaceutical Industry who live around the Milwaukee, WI area:
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Finding Candidate Contact Information
LinkedIn Profile
By scrolling to the end of the
profile, you will sometimes find
contact information easily.
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Finding Candidate Contact Information
• If a candidate is not a 1st degree connection through your LinkedIn
network how do you reach out to them?
You can get introduced through
shared connections, or contact
directly for an additional cost.
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Finding Candidate Contact Information
• If a candidate is not a 1st degree connection through your LinkedIn
network how do you reach out to them?
Profile Use the clues
Search Engines
Corporate websites
Directories
32

Conducting Candidate Searches
Profile: Use the Clues!
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Finding Candidate Contact Information
Google your clues. (Name,
Google your clues (Name
location, company name,
college or university)
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Finding Candidate Contact Information
Google ‐‐ @companyname.com
By obtaining other email addresses from
By obtaining other email addresses from
the same company, you can often
determine your prospect’s
email address. In this example, we
assume that Anne Nimke’s email address
is animke@pinstripetalent.com
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Conducting Candidate Searches
LinkedIn “Super Advanced Search”
Search string formula:
Site:www.linkedin.com (Keyword1 keyword2,
Site:www linkedin com (Keyword1, keyword2 keyword3)
36

What is ?
• Facebook is a social networking site for individuals
• Over 150 million active users in all age groups
g g p
• Largest age group is 18‐21, but fastest growing is 30 years and older
• Used to be mostly personal use, but now businesses are
successfully getting involved in a variety of ways
• Organized into networks: city, workplace, school and region
• Uses profiles much like LinkedIn
Uses profiles much like LinkedIn,
but with a heavy amount of
interaction between friends
– Public and private messages
– Posting personal pictures and video
– Sharing links and notes
Sharing links and notes
• http://en.wikipedia.org/wiki/Facebook
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How to Get Started with Facebook
• Go to www.facebook.com and sign up for an account
• G i l d!
Get involved!
– Find your friends using Search and Contact Importer
– Interact: post pictures tell people what you’re doing become a fan join a
Interact: post pictures, tell people what you re doing, become a fan, join a
group, comment on a friend’s profile or status
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Features of Facebook
• Toolbar – shortcuts for commonly used pages
Home page / News Feed: Settings:
Notifications portal and aggregate
Notifications portal and aggregate Change privacy settings,
Ch i i
view of friends’ updates who sees you and when
Profile: Search box:
A link to your Facebook profile to update
A li k t F b k fil t d t Global or network search for
Global or network search for
your information and view public Wall posts people, groups, fan pages
Friends:
List of your friends, sortable by
i f fi d bl b
network and customizable lists
Inbox:
Send a private message to one or many
friends; compiled in a conversation view
39

Profiles: Facebook vs. LinkedIn
Facebook LinkedIn
40

Facebook Fan Pages and Groups
• Can become a fan of just
about anything: a person,
organization, company
• Create a page to post:
– Company overview
– Contact information
– Vid
Video
– Press releases
• Visitors may create:
Visitors may create:
– Discussions about your
company and industry
– Company reviews
41

Facebook Search
42

Creating a Fan Page or Group
• From your Home page, select
Page Manager on the right side
• Select the Pages link
• Click on Create Page
• Choose your Page Category and submit
• Edit basic and detailed info
• Add a profile picture
• Use the Applications section to add/edit
Use the Applications section to add/edit
advanced modules like video
• Once final, start inviting your friends to
become a fan and build a network of fans
43

Facebook for Recruiting
• Find candidates
by looking for
groups and
pages that they
frequent
• Contribute to
discussions and
send private
messages
44

Facebook for Recruiting
• Utilize the Facebook job board to post jobs
45

Conducting Candidate Searches
Facebook “Super Advanced Search”
Search string formula:
Site:www.facebook.com (Keyword1 keyword2,
Site:www facebook com (Keyword1, keyword2 keyword3)
46

Facebook Advertising
• Take out an ad on Facebook
• Ads run along the right side of most
Ads run along the right side of most
Facebook pages
• Users see relevant ads based on
information in their profiles and the
groups they are members of
• Create targeted ads based on
d d b d
geography, keywords
• Image or text based
Image or text‐based
• Get analytics of who is clicking on
your ads and make immediate
your ads and make immediate
adjustments
47

What is ?
• Twitter is a microblog social networking site, where users answer
the question “What are you doing?” in a variety of ways
• Over 5.5 million users and growing rapidly
• Messages, or “tweets”, are limited to 140 characters
• People “follow” each other instead of becoming friends (you don’t
have to follow someone just because they’re following you!)
• Quick and easy to digest multiple messages in a feed format ‐ FAST
Quick and easy to digest multiple messages in a feed format
• Approx. 1.5 million tweets are sent daily
• It is a low‐risk casual way to connect with individuals (Gen Z!)
• Use to promote:
– Career Fairs
– J b
Job openings
i
– Press Releases
48

How to Get Started with Twitter
• Go to www.twitter.com and sign up for an account
• Watch the video and view the Twitter FAQ
Watch the video and view the Twitter FAQ
• Follow a few friends to get started
– Visit a profile and click “Follow” under the person s image
Visit a profile and click Follow under the person’s image
– i.e. http://twitter.com/PinstripeTalent, http://twitter.com/animke
49

Twitter Search
• Build a network of followers by using search and other tools
– Start with Twitter search and then move on to advanced search tools
– Click “Search” at the bottom of any page and search for anything!
50

Finding People
• Google search is the most flexible, giving you the ability to search
names, bios and tweets. An example of a basic site search:
• Twellow.com: search bios • MrTweet.net: “following” reports
51

Sharpen Your Twitter Skills
• Send a tweet: simply enter
something in the “What are you
doing?” box
doing?” box
• Reply: use the “@” symbol and
someone’s username followed by y
your message to send a reply
• Retweet/RT: forwarding on a
message or link to your network,
message or link to your network
potentially creating a viral effect
• Track your posted link clicks
y p
analytics at http://cli.gs
• Direct Messages: conduct a
private conversation
private conversation
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More Twitter Tools
• Set up an RSS feed to monitor common search queries
• Tweet frequently!
Tweet frequently!
– New job openings
– Events ‐ career fairs webinars
Events career fairs, webinars
– Relevant articles and advice on the job market, interviewing
• Network with recruiters to learn best practices and new tactics
Network with recruiters to learn best practices and new tactics
53

Live Tweeting Using Hashtags
• Start a Live Career Open House using hashtags
– Use hashtags: a designation included in your tweets for conversations on
g g y
specific groups or events (Today’s webinar’s hashtag is #blr)
– Think of a unique name for the hashtag, because others could accidentally
use the same tag
– No registration necessary – just start posting using #yourhashtag
– Encourage attendees to post questions, comments, job inquiries and more
– Reply publicly using both #yourhashtag and @personname so everyone can
see the answers, but they know who the answer is directed towards
54

Quick Tricks to do TODAY!
• Build your own LinkedIn Profile
– Email your toughest open requisition to all your 1st Degree Contacts
y g p q y g
• Create corporate accounts/company group
– MySpace, Facebook, Twitter, LinkedIn
• Ask your employees to add a link to your company career site on
their MySpace, LinkedIn, Facebook and Twitter accounts
• Run a Career Open House using Twitter hashtags
• Create “social networking” sources for your ATS Source Analysis
• Block out 1 hour per day for outbound passive candidate calls –
schedule it for your “best mood” time
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Part 2: Making Contact
• The Recruiter Attitude
• Successful Call Outcomes
Successful Call Outcomes
• The 7 Step Formula for
Successful Recruiting Calls
56

How Recruiters Work
• Technology is a tool!
• Eventually you have to
Eventually you have to
pick up the Phone!
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Call Reluctance is usually –
a result lack of preparation or fear
Understand your call objective
Interested
Successful
call
outcomes
Referral Future
Yours may be the most important call of the day!
Attitude is everything!
58

Ground Rules
1. Always be honest.
2. Quick introduction‐get to the gist quickly.
Quick introduction get to the gist quickly.
3. Always put yourself in the prospect’s shoes.
They are basically the same as you & me.
• Understand you have called them at work.
y
• Ask if they have time to talk
• Make sure they understand the conversation
Make sure they understand the conversation
will be of a sensitive or confidential nature.
• Empathize and agree.
59

The 7 Steps to Successful Recruiting
Veterans ‐ “Work First!”
Boomers Live to Work!
Boomers ‐ “Live to Work!”
Generation X ‐ “Work to Live!”
Generation Y ‐ “Live, then Work!”
Generation Z – “Live/Work NOW”
Generation Z “Live/Work NOW”
Introduction
Permission
P i i
Describe
Compliment
Invite
Referrals
Close
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Step 1: Introduction
• Your name came up in a conversation
• I just got off the phone with…
I just got off the phone with…
– a colleague, competitor, former associate,
member of our team
• In researching ______, I came across your
name.
Introduction
Permission
Describe
Compliment
Invite
Referrals
Close 61

Step 2: Get Permission
• I realize I’ve called you at work, but do you
have a minute?
• Have I caught you at a time when you can talk
privately for a minute or two?
• Are you able to talk for just a couple of
minutes about a confidential matter?
Introduction
• Is this a good time or a bad time?
h d b d ?
Permission
Describe
Compliment
Invite
Referrals
Close
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Step 3: Tell Them What You Do!
• I work with local talent in the commercial
banking market and align their experience and
career interests with opportunities at
career interests with opportunities at
____________.
g p p
• I align people’s skills and career interests with
opportunities at ____________.
• I work to bring the best local talent to our Introduction
organization.
Permission
• I help great people find opportunities that fit
their lifestyles and goals where they can make
their lifestyles and goals where they can make Describe
a meaningful contribution to Pinstripe. Compliment
Invite
Referrals
Close
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Step 4: Compliment Them
• In looking at our growth strategy, we realized
that we needed to add some real expertise to
our team.
• Some of our team got together and came up
with a short list of people in the market that
ith h t li t f l i th k t th t
they respect.
• The person I met with mentioned that you’re
The person I met with mentioned that you re Introduction
one of the best relationship managers they Permission
ever worked with. Describe
• They said you were a creative genius. Compliment
Invite
Referrals
Close
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Step 5: Invite Them
• I don’t know whether you’ve considered investigating the
market, but I wanted to ask if _________ had an opportunity
that was stronger than what you’re doing now, would you be
g y g , y
open to having a conversation?
• I don’t know whether you’re actively in the market for a new
opportunity, but I did want to ask you if from a confidential
pp y, y
standpoint, we had an opportunity that could accelerate your
career, would you be open to talking about it?
• I realize that you may not be in the job market right now, but •Introduction
wanted to find out if you’d at least be open to having a brief
conversation to determine whether ________ could provide •Permission
opportunities that meet your work/life needs. •Describe
• Perhaps you haven’t considered comparing other employers •Compliment
against what you’re currently doing. But, if we had an
opportunity that would get you doing something really •Invite
meaningful, would you want to hear about it?
meaningful would you want to hear about it?
•Referrals
Pete Leffkowitz
Morgan Consulting •Close
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Step 6: Ask for Referrals
• Here at _______, we really take a networking
approach. In that spirit, may I ask who among
your colleagues I could network with?
• Not everyone is as lucky as you are.
• Who among your friends do you think would
like to hear about an opportunity that might be
more fun than what they re doing now?
more fun than what they’re doing now? Introduction
• I can appreciate that the timing isn’t right for Permission
you at the moment. Describe
• Could I ask you to think about people you Compliment
respect who may appreciate getting a similar Invite
phone call?
phone call? Referrals
f l
Close
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Step 7: Thank & Set Next Call
• I can appreciate that you’re (reflect
conversation)
• ….. With your permission, though, I’d like to
leave the door open for the future. No one
knows what the future holds. Would it be all
knows what the future holds Would it be all
right for me to give you a call in 6‐9 months?
Introduction
Permission
Describe
Compliment
Invite
Referrals
Close 67

Handling Objections
• I’m happy where I am
• The timing isn’t right now
• I make too much money
• I’ve recently been promoted
• I don’t know anyone who is looking for a new job.
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“I’m Happy”
“It’s so refreshing to hear that! And you know what?
That puts you in the best position to look at a new opportunity”
69

“I’m very well compensated”
“Hearing you say that just confirms that we called the right
person! Pinstripe is also competitive in the market with
compensation. Generally speaking, though, it’s been my
ti G ll ki th h it’ b
experience that a LOT of different things play into real job
satisfaction. Would you agree?
70

“I’ve recently been promoted”
“Great that your firm recognizes you for the talent you bring to
the table, but at the same time, I’m sure you’ve seen in your years
in business that things change, and people change. Frankly at
i b i th t thi h d l h F kl t
this point, we’d like to meet people who are regarded in the
industry. It might help you to be totally in touch with what’s
available in your future.”
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“The timing isn’t right”
“I can appreciate that. The timing may not be right now,
but since no one knows what’s in the future, would you see
any value in getting to know us so that, you can be sure
any value in getting to know us so that you can be sure
you’re not leaving anything on the table?
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“I don’t know anyone who is looking”
“I’m sure that’s true. In my job, there are 2 kinds of people I talk
to. People who are looking for a job, and people who aren’t.
Have you ever thought that the best time to consider a new
Have you ever thought that the best time to consider a new
opportunity is when you’re not looking?
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Employers of Choice know that
Employers of Choice know that
Recruitment is NOT
an HR Function or
an HR Function or
a “Program.
Recruitment is EVERYONE’S Job!
74

Social Networking as a Recruiting Tool
• WHO?
– Business Networks best for professional/industry specific roles (i.e. Biomedical Engineer, VP
Commercial Banking, Specialized Industry Sales Professional)
Commercial Banking Specialized Industry Sales Professional)
– Social networks– excellent that like to hire early talent
– You can find candidate afraid to post their resume on job boards
• HOW?
– 20 minutes a day to build a great network
– 2 ‐ 3 hours per day – email and PHONE
p y
Experiment!
E i t!
– Limit your time & focus…Select 1 or 2 and do a deep dive
Have fun with it!
• STRATEGICALLY
– Important segment of your recruiting plan
– Become part of daily discipline for recruiters
– Infuse it into the individual recruiters daily plan
– ROI is there – You saw the results!
– “What gets measured gets done!”
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Thank you – questions?
• Contact information
– Robin: rmcmahon@pinstripetalent.com
@p p
– Anne: animke@pinstripetalent.com
• Email us for Take‐Aways
• 877.797.3379 or 262.754.5050 (office)
• Visit us at www.pinstripetalent.com
p p
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