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Social Sourcing Strategies for Increased Engagement

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If you're still wondering why you can't find the candidate you've been looking for and still won't pass through social media, now's the time. 78% of job candidates use social media in their job search. Most importantly, don't be afraid to CREEP! Join Maren Hogan as she walks us through these vital rules when sourcing candidates on social for the highest engagement results you ever did see.

Want more stellar advice? There's a place for that: https://redbranchmedia.com/blog/

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Twitter: (marenhogan) (RedBranch)
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Red Branch on LinkedIn: (/company-beta/2418813/)
Red Branch on Facebook: (/redbranchmedia)

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Social Sourcing Strategies for Increased Engagement

  1. 1. PRESENTATION Social Sourcing Strategies for Increased Engagement Maren Hogan Red Branch Media
  2. 2. 2 Get your company in the faces of the candidates you want to reach.
  3. 3. RULE #1 Start thinking of them as HUMAN BEINGS 3
  4. 4. 4 78% of candidates use social media in their job search. ● More connected ● Easier to dehumanize one another
  5. 5. RULE #2 It’s Not the Size of the Network, It’s How You Use It. 5
  6. 6. Collecting candidates like: 6 Tired and
  7. 7. The one prefers to work in an office
  8. 8. Bring Your Dog to work Generous Learning Stipend
  9. 9. Listen and Learn. 9
  10. 10. RULE #3 Be a Creeper 10
  11. 11. 11 ● A picture to keep in your mind’s eye. ● What they do and how long they’ve been doing it. ● What parts of their work they enjoy (and which parts they hate) ● What keeps them up at night ● Career goals ● Motivating factors ● Where they might go online ● How long they stay in one place
  12. 12. 12
  13. 13. RULE #4 Reach Out 13
  14. 14. FACT: Job seekers prefer Facebook with 83% of them looking at Facebook for jobs while only 36% search on LinkedIn 83% 14 36%
  15. 15. REMEMBER: Rule of Thumb 15 Candidates are especially flattered when the hiring manager reaches out
  16. 16. RULE #5 Don’t be a Tool 16
  17. 17. www.websitename.com 17 Just as I throw away the envelope in my mailbox addressed to resident
  18. 18. 18 ● Things they are interested in! ● The fact that they might be looking for a change/more money/position bump/chance to learn new skills. ● Places they like to go. ● Their work and/or projects. ● Their dog/favorite comic/obsession with Firefly/Red Bull addiction.
  19. 19. 19 DO NOT MENTION: ● Their family ● What they look like ● How long you’ve been following their work
  20. 20. RULE #6 Tell Me More 20
  21. 21. COMPROMISE 21 We’d all take an individual with a potty mouth if...
  22. 22. 22 Don’t let what you think employees want you to be influence what you are.
  23. 23. 23 Be Brutally Honest
  24. 24. 24 Gender gap and maternity/ paternity equality equal rights matter
  25. 25. 25 ● Don’t say competitive compensation when you offer $12 an hour ● Don’t say “work hard play hard” if work hard is the only part of that statement is true. ● Don’t say casual dress if you don’t allow shorts.
  26. 26. RULE #7 Ain’t No School Like the Old School 26
  27. 27. 27
  28. 28. 28 Drink Wine
  29. 29. 29
  30. 30. 30 ● Employee Mixers where prospects meet the hiring managers ● Referral programs that reach far beyond just your employees ● Instant view inside your company (Taco Tuesday, Fancy Friday, Manic Mondays…)
  31. 31. 31
  32. 32. 32 ● Working in an agile environment ● Viewing project highlights and wins ● A sense of purpose ● Being able to see or hear the hiring manager before reaching out for a job ● Salary transparency
  33. 33. 33 RULE #8 Let’s Get Engaged
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