Strategic sourcing using facebook and other social networks 2012

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Strategic sourcing using facebook and other social networks 2012

  1. 1. Social MediaOutreach Connect with Shally at www.infostripe.com/shally
  2. 2. Engaging via Social Media
  3. 3. Initiating Contact CadenceNote that this is the “third” attempt to contact!1. It began with an Effective Email2. Followed by “Persuasive” Cold Calls & Voicemails3. THEN Social network outreach
  4. 4. Social Media Approach Be empathetic (its a person-to-person activity) Be a good listener (youll end up smarter than the talkers) Be patient (technology moves fast, buy-in is slow) Be opportunistic (smart small, take advantage of any green light) Be flexible (surprises are common: you must adjust) Be collaborative (you wont succeed w/o internal support) Be humble (the “groundswell” is bigger than any one brand)
  5. 5. Ranked order of response priorities 1) SMS (texting) 2) Instant Messenger (chat) 3) Emails 4) Private SocNet (Facebook, Twitter DM) 5) Public SocNet (wall post, @twitter) 6) Calls to Mobile phone 7) Calls to “land line”
  6. 6. Social Networking Messages Look them up on  wink, pipl, spock, spokeo, Wieowie.nl  linkedin, facebook, myspace, ning, etc.  plaxo, jigsaw, unyk, zoominfo, 123People Keep searching until you have some kind of social network contact or point of connection Find common ground  i.e. you’re both members of same networks, alumni, linkedin group, facebook fan page, any other organizations Find friends in common (network connections) Can’t find one? Join a group(s) they are in!
  7. 7. Templates for social media Remember this is the 3rd attempt to contact them, they already received an email (or possibly two) and a voicemail from you. Something simple works: “[Name,] I’ve sent you an email and voicemail, and then I found you here on [network]. I believe I have something that may be worth a few moments of your time. Please contact me…” Before send the message, don’t forget to include ALL your social networking links!
  8. 8. Other Contact Templates Ideas Let them know where you found them:  “I noticed you had some interesting answers to the [topic name] question in the [site/group name] online…” “I found you on the  “I see you have had some excellent experience in Internet” scares people ___ for ___ from your online comment…” but “I found you online” feels safer. “I found you on LinkedIn” Let them know why you contacted them: is excellent!  “You seemed to know quite a bit about ___ so I wondered if you could spare a couple moments of your time…”  “Given your expertise in your industry, I wondered if we could talk…” The key is unobtrusive, honest, gentle conversation.
  9. 9. Found you on LinkedIn, would like to talk with you Hi [Name], your LinkedIn profile was brought to my attention by someone who thought you may be very knowledgeable and well connected in the [INDUSTRY] and could potentially know others who would be interested in a position with our [DIVISION NAME] group. I would love a chance to speak with you confidentially about any of your connections who may be a fit. It would also be an excellent chance for me to understand your experience, background and goals so I may be able to support your networking efforts when the opportunity arises. If you are open to having a brief conversation, or know someone who would be, please reply.
  10. 10. High tech versus high touch Social media is about relationships (even if you are only just starting one) Useful content inspires conversation Complete profiles build credibility and trust Keep “one voice” (tone) across all profiles Give before you receive, offer when you ask Don’t forget to include your signature file with links!
  11. 11. Connection In-person vs. Social Media When meeting someone in person how often do you:  Give them your card without talking with them first?  Ask for an endorsement without knowing them?  Ask for a referral without knowing them?  Talk about yourself 100% of the time?  Show pictures of yourself partying or at the beach?  Tell them you are having a really bad day?  Tell them you hate your boss and are ready for change?  Give them “25 things they need to know about you”? If you don’t do it in person, why do it online?
  12. 12. Facebook Pages and LinkedIn Groups• Why create your OWN groups? • People are more likely to accept a group invite than a personal networking connection • You can send a message to everyone in your group, even if they are not your direct connections • Good group content can drive viral marketing • Team project! Share the workload, and if someone leaves, they can’t take the network with them • Focused and adjusted on-the-fly, they responding to your communitys needs and offer them immense value • Gain your audiences trust and attention if you offer valuable insights or information they dont get elsewhere
  13. 13. Be Available LinkedIn Facebook Twitter Public profile, vanity Public profile, vanity Bio with vanity URL URL username Join Groups Join Groups and Receive DMs Company Fan Pages Open Networker Accept friends readily Join some Twubs (receive InMail at no (but categorize via lists cost to sender) to keep some info private) Add your URLs, phone Add your URLs to Include your URL in Bio &/or email to profile profile
  14. 14. If you find them here…LinkedIn Facebook TwitterMost open to Dislike overt Follow them and theyrecruitment-related recruitment may follow you backcommunications communication, but wants to be able to learn about you and your companyYour LinkedIn group can Steer them to your You can have a Twitterhave a Jobs tab (free robust company page, jobs feed, but your postsalternative to LI’s paid not your job posting should primarily bejob postings) more compelling content typesStatus updates go to 1st Status updates go to 1st Interesting statusdegree connections; are degree connections; are updates will beread more often, but not occasionally read and retweeted for widerforwarded much forwarded distribution
  15. 15. Other ways to get their attention LinkedIn  Comment on their status  Others who mention their name, or who wrote/received endorsements, obviously know them! Twitter  Tweepz, Twellow, Twingly and other Twitter directory/search tools  DM or RT their posts, or mention @theirusername in a post Facebook  Use Friend Finder and/or similar to add them as a friend Blogs  Leave a comment on their blog, or a blog you know they read
  16. 16. Connect With Us! Twitter: @sourcinginst LinkedIn: http://www.linkedin.com/groups?gid=742 "Like" us on Facebook: http://www.facebook.com/sourcinginst The Sourcing Institute (TSI) http://www.thesourcinginstitute.com The Sourcing Institute will offer HR Practitioners world-leading education, training, and certification through a robust online Learning Management System. We will also be developing a community in support of the free exchange of ideas, goals, and information about career paths for recruiters, sourcers, and recruitment leaders. We intend to satisfy our industry’s critical learning needs through a combination of training, events, memberships, certifications, and publications. SourceU: http://thesourcinginstitute.com/sourceu Take a deep dive into the full immersion curriculum of the Sourcing Institute in-person and onsite. With all the high-tech, quiet, and comfort of a leading University setting, your deep dive into the Sourcing Institute’s core curriculum removes all distractions and provides for all your needs so you are free to focus. SourcingKB: http://www.sourcingkb.com In addition to pursuing excellence in innovation of the most practical recruitment and sourcing solutions, The Sourcing Institute strives to inspire and lead the creation of a community that teaches recruiters how to identify and engage with global talent unreachable through traditional means. We aim to develop a community that supports the free exchange of ideas, goals and career paths for recruiters, sourcers and recruitment leaders, and establishes a high degree of legitimacy for our profession.
  17. 17. Membership PrivilegesWhat You Receive as a Member:• 9 required e-learning modules• 11 additional optional modules (more launched semi-weekly)• 12 PHRs and SPHR credits• Unlimited access to the worlds largest library of sourcing knowledge• Member Certificate of Completion (after successful assessment)• Copy of The Sourcing Handbook• Exclusive pricing on other sourcing books, guides and learning modules• Discount on live SourceU classes• Job placement opportunitiesLearning Objectives:• Fluency in how search engines work including syntax (commands) for top search engines• Basic comprehension of online social network recruiting (LinkedIn, Facebook, Twitter, Blogs, etc.)• Proficiency in outreach and engagement, initiating contact via email and cold calling• Organization of the sourcing function, management of pertinent information• Mastery of pre-search process and intake meeting NOTE: This program has been approved by the HR Certification Institute (HRCI) PHRs, SPHRs and GPHRs earn 12 recertification credit hours upon successful completion.
  18. 18. Higher CommitmentFour Levels of Enrollment Serve Your Continuing Learning Needs LEVEL MODULES REQUIRED OPTIONAL Member 20+ 9 11 Specialist 22+ 8 14 Professional 15+ 6 9 Leader* 10+ 4 6Successful completion of modules is required before moving to the next level. For example, to enrollin Specialist students must prove proficiency in essential Member modules in Attraction, Engagementand Search disciplines. Proficiency is demonstrated through completing knowledge checks afterrequired modules and attaining a passing score in that level’s final exam. Beyond required modules,levels contains optional specialized content at no additional cost. * Enrollment in Leadership level can be simultaneous or independently of others, and consists of a separate curriculum geared towards enabling progressive sourcing leadership and management.
  19. 19. CertificationSuccessful completion of Member, Specialist and Professional modules results inobtaining The Sourcing Institute Certified Professional designation. With it comes:1. A thorough understanding of how the Internet impacts the recruiting profession on a daily basis2. Expertise in tried-and-true methods for name generation, cold calling and social networking3. Ability to utilize most tools and resources for finding passive candidates online4. A solid methodology for name generation, cold-calling & networking5. An organized plan for building a custom sourcing strategy for any requisition6. Adeptness in working with both candidates and hiring managers7. Proficiency in techniques for managing your schedule and developing your industry expertise8. A structured process for obtaining candid feedback from both candidates and hiring managers to help improve your hiring practices
  20. 20. SourceU Tuition: $3,500* (includes Professional membership) Find out more: http://www.thesourcinginstitute.com/sourceu Full immersion in the Member and Specialist curriculum. With all the high-tech, quiet, and comfort of Georgia Tech, a leading University setting, your journey through two days of live workshops in the Sourcing Institute’s core curriculum removes all distractions and provides for all your needs so you are free to focus. Atlanta Sept 10th http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg Dallas Sept 19th http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg NOTE: This program has been approved by the HR Certification Institute (HRCI) PHRs, SPHRs and GPHRs earn 12 recertification credit hours by attending.
  21. 21. SourcingKB.com Free Newsletters on Every Recruiting Topic In addition to pursuing excellence in innovation of the most practical recruitment and sourcing solutions, The Sourcing Institute strives to inspire and lead the creation of a community that teaches recruiters how to identify and engage with global talent unreachable through traditional means. We aim to develop a community that supports the free exchange of ideas, goals and career paths for recruiters, sourcers and recruitment leaders, and establishes a high degree of legitimacy for our profession.
  22. 22. Dedicated to the extreme optimization of recruitment teamsThe Sourcing Institute develops and teaches talent identification, attraction and engagement skills beyond conventional proficiencies. Our curriculum isdesigned to establish talent identification practices that yield a virtuous cycle of sustainable competitive advantages.

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