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Social Networking & Recruiting Passive Candidates


Webinar held January 30, 2009

Webinar held January 30, 2009

  • Full Name Full Name Comment goes here.
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  • I agree to the speakers that using Web 2.0 is a better and more efficient way to reach out and connect to Gen Y job candidates. However, not all social networking sites are created equal for professional recruitment. LinkedIn as successful as it is, the average user age of LinkedIn is over 35. It is hard for recruiters to find and source suitable candidates for entry level positions on LinkedIn.

    There are over 130 million Facebook profiles of people under the age of 35 verses only 8 million on Linkedin. The younger generation lives on Facebook and not a majority of them have a professional profile on LinkedIn. (To read more about the demographic of the younger generation on Facebook and Linkedin please go to:

    To fill the vacuum of young professionals not being searchable for passive recruitment on LinkedIn, identified makes converting Facebook profiles to professional profiles easy.

    Identified, a professional search engine powered by Facebook, allows recruiters, users to connect more easily ie not having to go through the trouble of setting up a new profile on a separate site while protecting users’ and recruiters’ privacy since Identified only imports professional information which includes education history, work experience and network to their searchable separate professional networking site.
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  • I just secured a consulting role with the new CEO of MCS Software and need help with research. I need to create a list of passive candidates experienced in sales of graphic simulation and CAD/CAE, finite element analysis. We have a compelling story.
    Are you sure you want to
    Your message goes here
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  • 1. Social Networking & Recruiting Passive Candidates R iti P i C did t January 30, 2009 January 30 2009
  • 2. 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
  • 3. 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
  • 4. 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 or 4
  • 5. Pinstripe Customers Pinstripe Healthcare Pinstripe Healthcare 5
  • 6. 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
  • 7. Take‐Aways • If you would like additional  information please email: – Anne Nimke • – Robin McMahon • • The New Recruitment Tool: Social  h l l Networking Sites • Social Networking: Recruiting the Social Networking: Recruiting the  Passive Candidate Through  Networking Sites 7
  • 8. 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
  • 9. 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 9
  • 10. 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 10
  • 11. 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? 11
  • 12. 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 12
  • 13. 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 13
  • 14. 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
  • 15. Recruiting 1.0 ‐ The Internet: “It’s Not Your Father’s Recruiting Anymore” 15
  • 16. Recruiting 2.0 ‐ Applying Web 2.0! Google Facebook YouTube 16
  • 17. 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
  • 18. 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 18
  • 19. 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
  • 20. 20
  • 21. 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 21
  • 22. 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’) • 22
  • 23. 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 23
  • 24. Getting Started Follow step by step  by step instructions to populate  your profile Click here to register and start creating your profile. 24
  • 25. Building your Personal Profile 25
  • 26. “Linking” With Other Professionals 26
  • 27. “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
  • 28. 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 28
  • 29. Conducting Candidate Searches • Example:  I need to find a list of Engineers within the  Pharmaceutical Industry who live around the Milwaukee, WI area: 29
  • 30. Finding Candidate Contact Information LinkedIn Profile By scrolling to the end of the  profile, you will sometimes find  contact information easily.   30
  • 31. 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.   31
  • 32. 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
  • 33. Conducting Candidate Searches Profile: Use the Clues! 33
  • 34. Finding Candidate Contact Information Google your clues.  (Name,  Google your clues (Name location, company name,  college or university)     34
  • 35. Finding Candidate Contact Information Google ‐‐ 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 35
  • 36. Conducting Candidate Searches LinkedIn “Super Advanced Search” Search string formula: (Keyword1 keyword2, Site:www linkedin com (Keyword1, keyword2 keyword3) 36
  • 37. 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 • 37
  • 38. How to Get Started with Facebook • Go to 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 38
  • 39. 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
  • 40. Profiles: Facebook vs. LinkedIn Facebook LinkedIn 40
  • 41. 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
  • 42. Facebook Search 42
  • 43. 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
  • 44. Facebook for Recruiting • Find candidates  by looking for  groups and  pages that they  frequent • Contribute to  discussions and  send private  messages 44
  • 45. Facebook for Recruiting • Utilize the Facebook job board to post jobs 45
  • 46. Conducting Candidate Searches Facebook “Super Advanced Search” Search string formula: (Keyword1 keyword2, Site:www facebook com (Keyword1, keyword2 keyword3) 46
  • 47. 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
  • 48. 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
  • 49. How to Get Started with Twitter • Go to 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., 49
  • 50. 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
  • 51. 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: • search bios • “following” reports 51
  • 52. 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 • Direct Messages: conduct a  private conversation private conversation 52
  • 53. 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
  • 54. 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
  • 55. 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 55
  • 56. Part 2:  Making Contact • The Recruiter Attitude • Successful Call Outcomes Successful Call Outcomes • The 7 Step Formula for  Successful Recruiting Calls 56
  • 57. How Recruiters Work • Technology is a tool! • Eventually you have to Eventually you have to  pick up the Phone! 57
  • 58. 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
  • 59. 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
  • 60. 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 60
  • 61. 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
  • 62. 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 62
  • 63. 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 63
  • 64. 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 64
  • 65. 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 65
  • 66. 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 66
  • 67. 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
  • 68. 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.   68
  • 69. “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
  • 70. “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
  • 71. “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.”   71
  • 72. “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?    72
  • 73. “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?     73
  • 74. 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
  • 75. 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!” 75
  • 76. Thank you – questions? • Contact information – Robin: @p p – Anne: • Email us for Take‐Aways • 877.797.3379 or 262.754.5050 (office) • Visit us at p p 76