CandidateFlow™ Use Social Media to Transform Recruiting and Hiring for  Sales, Marketing, and Services Jobs Jeff Ernst Co-...
Frustrations with recruiting  “ I’m not getting enough candidates who match my requirements.” “ I waste too much time revi...
Paradigm shift in recruiting  Requisitions, Descriptions, Job boards Hundreds of resumes Dozens of phone screens Rounds of...
Paradigm shift in recruiting <ul><li>Social networking sites have made it easy to source candidates with the right backgro...
The new paradigm: CandidateFlow Recruiters Promotional Page Video/Audio Responses Live Interviews Referrals
The new paradigm: CandidateFlow Create a promotional Web page that will entice the RIGHT candidates to pursue your positio...
Go from this…
… to this
The new paradigm: CandidateFlow Use social networks to find people who fit your profile and attract them to promotional pa...
<ul><li>Baseline Requirements: </li></ul><ul><li>Employer names </li></ul><ul><li>Domain expertise </li></ul><ul><li>Funct...
The new paradigm: CandidateFlow Have interested candidates create video or audio responses to your key selection criteria ...
The new paradigm: CandidateFlow <ul><li>Candidates will self-qualify: </li></ul><ul><li>Only those confident of their fit ...
The new paradigm: CandidateFlow Review the video responses and decide on a short list of candidates to interview live Step...
How TalentReef can help TalentReef has developed the CandidateFlow methodology and a Web application to support it <ul><li...
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Use Social Media to Transform Recruiting and Screening

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How to use social networks, audio and video to create a pool of great candidates for your sales, marketing, and services openings, and quickly narrow it down to a set of killer finalists. I’ll walk through a simple 4 step methodology for this called CandidateFlow, which was developed by the recruiting and social media experts at TalentReef.

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Use Social Media to Transform Recruiting and Screening

  1. 1. CandidateFlow™ Use Social Media to Transform Recruiting and Hiring for Sales, Marketing, and Services Jobs Jeff Ernst Co-founder
  2. 2. Frustrations with recruiting “ I’m not getting enough candidates who match my requirements.” “ I waste too much time reviewing resumes of people who are not a fit.” “ It’s taking too long to fill my open positions.”
  3. 3. Paradigm shift in recruiting Requisitions, Descriptions, Job boards Hundreds of resumes Dozens of phone screens Rounds of interviews The paper-based, linear process is broken
  4. 4. Paradigm shift in recruiting <ul><li>Social networking sites have made it easy to source candidates with the right background </li></ul><ul><li>Audio/video let you quickly evaluate more dimensions of a candidate than a resume </li></ul><ul><li>Can be applied to talent acquisition the way they’re applied to customer acquisition </li></ul>Social Media & Web 2.0 technologies
  5. 5. The new paradigm: CandidateFlow Recruiters Promotional Page Video/Audio Responses Live Interviews Referrals
  6. 6. The new paradigm: CandidateFlow Create a promotional Web page that will entice the RIGHT candidates to pursue your position <ul><li>Top candidates care about: </li></ul><ul><li>Can I make money here? </li></ul><ul><li>Is there strong leadership? </li></ul><ul><li>Is there market demand? </li></ul>Step 1 <ul><li>You know best what you’re looking for: </li></ul><ul><li>Baseline requirements </li></ul><ul><li>Key selection criteria </li></ul>
  7. 7. Go from this…
  8. 8. … to this
  9. 9. The new paradigm: CandidateFlow Use social networks to find people who fit your profile and attract them to promotional page Step 2 Inbound: Get employees and fans to share with friends, post on blogs, post on Facebook profile, Tweet it, etc. Outbound: Search LinkedIn for baseline requirements, use direct marketing techniques to reach them
  10. 10. <ul><li>Baseline Requirements: </li></ul><ul><li>Employer names </li></ul><ul><li>Domain expertise </li></ul><ul><li>Functional titles </li></ul><ul><li>Geography </li></ul>
  11. 11. The new paradigm: CandidateFlow Have interested candidates create video or audio responses to your key selection criteria Step 3 - CSO Insights 2009 Sales Performance Optimization Report <ul><li>Focus on the 3 or 4 things that really matter: </li></ul><ul><li>Characteristics and competencies of best reps – higher quota attainment and lower involuntary turnover </li></ul><ul><li>Cultural fit – employees stay longer </li></ul>
  12. 12. The new paradigm: CandidateFlow <ul><li>Candidates will self-qualify: </li></ul><ul><li>Only those confident of their fit will submit responses </li></ul><ul><li>Far fewer non-qualified candidates in your pipeline </li></ul>
  13. 13. The new paradigm: CandidateFlow Review the video responses and decide on a short list of candidates to interview live Step 4 <ul><li>Video gives you better and quicker insight into: </li></ul><ul><li>confidence </li></ul><ul><li>poise </li></ul><ul><li>presentation skills </li></ul><ul><li>energy-level </li></ul><ul><li>cultural fit </li></ul>
  14. 14. How TalentReef can help TalentReef has developed the CandidateFlow methodology and a Web application to support it <ul><li>Options: </li></ul><ul><li>We do it all for you, for half the cost of a traditional recruiter </li></ul><ul><li>Use your own recruiters, use TalentReef to screen </li></ul><ul><li>Do it yourself, using TalentReef.com </li></ul>20 Minute Strategy Session Review your staffing plans and recruiting challenges, and strategize on how CandidateFlow can work in your organization. Email: [email_address]

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