Jon Bischke, CEO of Entelo, discusses sourcing strategies and challenges. Some key points include preparing for roles by creating candidate lists, building lists by segmenting on keywords and phrases, and optimizing outreach through templates, tracking metrics, using a multi-touch strategy, and leveraging tools. Sourcing is about finding the best candidates for roles who may not be actively applying.
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Enginee...RecruitDC
Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-don’t-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
Getting in & getting out: Discover (new) LinkedIn Recruiter features to becom...LinkedIn Talent Solutions
Uncover (new) hidden gems to help you work smarter and save time in LinkedIn Recruiter. Learn about exciting Recruiter features (new and upcoming) to find your top talent efficiently and effectively.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Enginee...RecruitDC
Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-don’t-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
Getting in & getting out: Discover (new) LinkedIn Recruiter features to becom...LinkedIn Talent Solutions
Uncover (new) hidden gems to help you work smarter and save time in LinkedIn Recruiter. Learn about exciting Recruiter features (new and upcoming) to find your top talent efficiently and effectively.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing RecruitersJohnny Campbell
6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
All views expressed by the Author (Ryan Leary, our treasured CMO) concerning the levels of his own hipness are those of his own. RecruitingDaily does not own the above statement or necessarily even agree that Ryan is hip. At all.
Anyhow…
What does Google and Duck Duck Go have in common?
What does Bing have the power to do that Google cannot?
Did you know that Google is not the only search engine you should try to be using?
You heard that. You’re going to get a list about
It’s like that, AND…
We are going to rip through 10 of these suckers LIVE with Ronnie Bratcher in a 60-minute training session that will only be available to those that register.
Custom Search Engines with Ryan Leary and Ronnie Bratcher
Here’s what we are covering (in-depth)
Exploring other Search Engines (like, outside of the Googs). Stating the obvious, when using a search engine, most people use Google as their default tool.
Believe it or not, there are so many alternatives to find different subsets of data that potentially might not be indexed on Google.
In this session, Ronnie will introduce a few favorites and show you how they work, giving you the sweet gift of awareness to explore other search engines in existence.
Yes. THEY DO EXIST.
You’ll take this back to your desk immediately:
A new arsenal of active and little-used search engines with the playbook on how and when to use them.
Ronnie’s specific workflow for each search engine.
An understanding of how to use each search engine to target and connect with your key prospects.
A refreshingly easy source to use when you are stuck with no prospects to present to your hiring managers.
It starts with transparency: Building your talent brand through humility, da...LinkedIn Talent Solutions
Building an employer brand you love is easy – but building one that WORKS is a lot harder. We're too close to the problem. We care too much. We don't want to be the one to tell the CEO that we have reputation issues.
At Prudential, we spent the last two years on a data-driven journey to reinvent our employer brand from the outside in. We'll share the Top 10 lessons we learned along the way: from simplifying our careers site by over 90% to why they key a great digital strategy lies offline.
Beyond Post & Pray: 5 Steps to Writing Effective Job PostsLinkedIn Europe
Finding qualified candidates is a challenge. In this recent webinar we showed attendees how they can easily get their jobs in front of the right candidates at the right time.
Focusing on how to:
- Craft irresistible job descriptions:Make your business stand out.
- Target your jobs: Post and promote to just the right candidates.
- Track your job's success: Measure and improve your job's performance.
Build & Track an Amazing End to End Candidate ExperienceRecruitDC
n addition to his job as head of employer brand at software giant CA technologies, Craig Fisher also consults with other major organizations such as GM, HSBC, Microsoft, and many more. He will show you best practices from around the world to build and document an amazing candidate experience to help gain rabid fans of your company's employer brand, culture, and people. He'll show you how you can quickly humanize your company's employer brand, by sharing your culture through your people and shrink time to fill and cost per hire. This isn't just mile high level information. This is real strategy, tools, and hacks that you can implement today.
Once, the way to an engineer’s heart was a fat salary, a fatter pile of stock and a sleek new laptop.
Today, a company’s culture, employer brand and product or service count just as much when recruiting this in-demand workforce.
In fact, a Glassdoor survey says 52% of engineers would accept lower compensation to work at a company with a cool reputation. That’s good news for companies in retail, manufacturing, healthcare and other industries not typically thought of as high-tech.
Looking for a few good engineers? Join us for “How to Recruit Tech When You’re Not a Tech Company,” where we’ll explore:
Best and worst recruiter tactics revealed by engineers themselves
The importance of company reviews, social media outreach, friends and meet-ups in winning the hearts and minds of engineers
Recruiting and hiring engineers in a competitive landscape
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
The art & science of InMails: How to achieve higher response rates | Talent C...LinkedIn Talent Solutions
Come learn about how you can combine your instincts as a Recruiter with Linkedin insights to improve your InMail response rates. We’ll share the latest from our data and new features in our products to help you engage with top talent more effectively.
Join KRT’s Chief Nerds Ryan Christoi & Eric Holwell as they walk you through today’s candidate journey and break down best ways to capture data and measure the success of your recruitment marketing efforts. This practical how-to session will cover: -What to track and how to track it -Attaining the full funnel view -Assisted conversions & source of influence. They will also uncover best ways to measure meaningful performance trends such as cost per application by source & app-2-hire ratios.
Market Yourself! Your Online Brand is Hurting Your Career and Costing You Ca...RecruitDC
Candidates are researching you online just as recruiters are researching them. A great personal brand will increase your response rate from passive candidates and encourage qualified active candidates to reach out to you (inbound marketing). Talent Acquisition professionals are very busy these days but it is worth it to take the time to invest in yourself. It will help you grow your career and could mean the difference between winning and losing the perfect candidate.
We all face challenges in our roles as recruiting practitioners. Keeping pace with innovation and shifting priorities and expectations is a constant challenge. If you don’t have access to pricey training/resources, how do you overcome them? This interactive workshop, co-moderated by HR Open Source Founders, will demonstrate the power of harnessing the collaborative intellect of your peers to solve problems. Bring your problems. We’ll workshop them together in this live peer problem-solving workshop.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
Are you ready to get a job in public relations? Are you hungry to learn how to set yourself apart from the thousands of applicants? We hosted a webinar on “Getting a Job in Public Relations” that examined the characteristics and traits in demand for public relations positions, offered helpful tips on how to stand out from the competition in your job search and provided insight on how managers attract, retain and develop top performers.
The webinar featured experts who discussed their observations on the hiring process within public relations agencies and corporations. The experts were:
Keith Burton, principal, Grayson Emmett Partners
Rick Looser, president and COO, The Cirlot Agency
Virginia Noriega, associate, Heyman Associates
Kevin Saghy, manager of communications, Chicago Cubs
HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing RecruitersJohnny Campbell
6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
All views expressed by the Author (Ryan Leary, our treasured CMO) concerning the levels of his own hipness are those of his own. RecruitingDaily does not own the above statement or necessarily even agree that Ryan is hip. At all.
Anyhow…
What does Google and Duck Duck Go have in common?
What does Bing have the power to do that Google cannot?
Did you know that Google is not the only search engine you should try to be using?
You heard that. You’re going to get a list about
It’s like that, AND…
We are going to rip through 10 of these suckers LIVE with Ronnie Bratcher in a 60-minute training session that will only be available to those that register.
Custom Search Engines with Ryan Leary and Ronnie Bratcher
Here’s what we are covering (in-depth)
Exploring other Search Engines (like, outside of the Googs). Stating the obvious, when using a search engine, most people use Google as their default tool.
Believe it or not, there are so many alternatives to find different subsets of data that potentially might not be indexed on Google.
In this session, Ronnie will introduce a few favorites and show you how they work, giving you the sweet gift of awareness to explore other search engines in existence.
Yes. THEY DO EXIST.
You’ll take this back to your desk immediately:
A new arsenal of active and little-used search engines with the playbook on how and when to use them.
Ronnie’s specific workflow for each search engine.
An understanding of how to use each search engine to target and connect with your key prospects.
A refreshingly easy source to use when you are stuck with no prospects to present to your hiring managers.
It starts with transparency: Building your talent brand through humility, da...LinkedIn Talent Solutions
Building an employer brand you love is easy – but building one that WORKS is a lot harder. We're too close to the problem. We care too much. We don't want to be the one to tell the CEO that we have reputation issues.
At Prudential, we spent the last two years on a data-driven journey to reinvent our employer brand from the outside in. We'll share the Top 10 lessons we learned along the way: from simplifying our careers site by over 90% to why they key a great digital strategy lies offline.
Beyond Post & Pray: 5 Steps to Writing Effective Job PostsLinkedIn Europe
Finding qualified candidates is a challenge. In this recent webinar we showed attendees how they can easily get their jobs in front of the right candidates at the right time.
Focusing on how to:
- Craft irresistible job descriptions:Make your business stand out.
- Target your jobs: Post and promote to just the right candidates.
- Track your job's success: Measure and improve your job's performance.
Build & Track an Amazing End to End Candidate ExperienceRecruitDC
n addition to his job as head of employer brand at software giant CA technologies, Craig Fisher also consults with other major organizations such as GM, HSBC, Microsoft, and many more. He will show you best practices from around the world to build and document an amazing candidate experience to help gain rabid fans of your company's employer brand, culture, and people. He'll show you how you can quickly humanize your company's employer brand, by sharing your culture through your people and shrink time to fill and cost per hire. This isn't just mile high level information. This is real strategy, tools, and hacks that you can implement today.
Once, the way to an engineer’s heart was a fat salary, a fatter pile of stock and a sleek new laptop.
Today, a company’s culture, employer brand and product or service count just as much when recruiting this in-demand workforce.
In fact, a Glassdoor survey says 52% of engineers would accept lower compensation to work at a company with a cool reputation. That’s good news for companies in retail, manufacturing, healthcare and other industries not typically thought of as high-tech.
Looking for a few good engineers? Join us for “How to Recruit Tech When You’re Not a Tech Company,” where we’ll explore:
Best and worst recruiter tactics revealed by engineers themselves
The importance of company reviews, social media outreach, friends and meet-ups in winning the hearts and minds of engineers
Recruiting and hiring engineers in a competitive landscape
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
The art & science of InMails: How to achieve higher response rates | Talent C...LinkedIn Talent Solutions
Come learn about how you can combine your instincts as a Recruiter with Linkedin insights to improve your InMail response rates. We’ll share the latest from our data and new features in our products to help you engage with top talent more effectively.
Join KRT’s Chief Nerds Ryan Christoi & Eric Holwell as they walk you through today’s candidate journey and break down best ways to capture data and measure the success of your recruitment marketing efforts. This practical how-to session will cover: -What to track and how to track it -Attaining the full funnel view -Assisted conversions & source of influence. They will also uncover best ways to measure meaningful performance trends such as cost per application by source & app-2-hire ratios.
Market Yourself! Your Online Brand is Hurting Your Career and Costing You Ca...RecruitDC
Candidates are researching you online just as recruiters are researching them. A great personal brand will increase your response rate from passive candidates and encourage qualified active candidates to reach out to you (inbound marketing). Talent Acquisition professionals are very busy these days but it is worth it to take the time to invest in yourself. It will help you grow your career and could mean the difference between winning and losing the perfect candidate.
We all face challenges in our roles as recruiting practitioners. Keeping pace with innovation and shifting priorities and expectations is a constant challenge. If you don’t have access to pricey training/resources, how do you overcome them? This interactive workshop, co-moderated by HR Open Source Founders, will demonstrate the power of harnessing the collaborative intellect of your peers to solve problems. Bring your problems. We’ll workshop them together in this live peer problem-solving workshop.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
Are you ready to get a job in public relations? Are you hungry to learn how to set yourself apart from the thousands of applicants? We hosted a webinar on “Getting a Job in Public Relations” that examined the characteristics and traits in demand for public relations positions, offered helpful tips on how to stand out from the competition in your job search and provided insight on how managers attract, retain and develop top performers.
The webinar featured experts who discussed their observations on the hiring process within public relations agencies and corporations. The experts were:
Keith Burton, principal, Grayson Emmett Partners
Rick Looser, president and COO, The Cirlot Agency
Virginia Noriega, associate, Heyman Associates
Kevin Saghy, manager of communications, Chicago Cubs
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
Gary McCormick, Director of Partnership Development, HGTV, and Kevin Saghy, Manager of Communications, Chicago Cubs, talk about what students need to do right now to make sure they land that first job. The topics include what employers are really looking for, what questions to ask yourself to get ready for the search, what strategy to use, and how to build your public persona online.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
Personal branding and social selling on LinkedInJason Cormier
2016 best practices and insights on personal branding and social selling using the world's top social network (LinkedIn) for business. Includes the latest research on the LinkedIn social network, top tips for improving your LinkedIn profile, recommendations on tools, resources, and insights from multiple third-party resources and LinkedIn experts.
From the Tuesday, June 14th, 2016 meeting of the Boca Raton HubSpot User Group, hear from Mimi An, Principal Research Analyst and Miner of all the Data at HubSpot.
Inbound Marketing: Targeting The Buyer's Journey
Learn how to use content to propel buyers through the buyer's journey, how HubSpot does its own marketing, how to hire for Inbound, how team structure changes over time, and much more!
How to Prioritize as a PM by Alexa Mobile Amazon Sr Tech PMProduct School
Main takeaways:
- The reason prioritization is the most important job Product Managers have
- How and to whom you should communicate your prioritization
- Useful prioritization tools and frameworks
Start Up Sales - Launching New Ventures - Columbia Business SchoolJeremy Seltzer
Start up Sales from Columbia Business School's Launching New Ventures course. Generating leads, sales pipeline, increasing close rates, tips and tricks.
Winning People Who Win Deals: How to Hire Top SalespeopleDataFox
Hiring great salespeople isn’t as simple as finding the most extroverted person in a room. Dive deep into the mechanics behind hiring top salespeople with DataFox's Director of Sales and Lever's Sales Recruiter.
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
The future of work comes as you fast. When you blink, it’s here. As a recruiter, it’s crucial we keep pace with all the things happening around us that can impact our ability to identify, engage, and attract candidates. This webinar, hosted by recruiting veteran Lars Schmidt, will explore the impact of coming trends on recruiting, and provide actionable tips and recommendations on how to stay on top of what’s now and what’s next.
Employer Branding vs. Recruitment Marketing (And How to Use Them Together)GreenhouseSoftware
There’s a big difference between employer branding and recruitment marketing.
They’re both a key part of building a successful hiring strategy, but many HR and talent acquisition professionals use them synonymously (or even get them confused). If you want to attract the best-fit talent for your team, it’s crucial to understand how the two concepts are unique—and how they can complement each other.
In this deck, Abigail Horne, Senior Talent Acquisition Manager at Bettercloud will break down the key differences between employer branding and recruitment marketing, and how to use them together to boost your recruiting efforts.
You’ve worked hard to get your business to the point it’s at today and it’s exciting to see your customer base and revenues grow. But structuring your organization to scale while ensuring your Talent and People teams have the strategies and support they need to scale your internal team isn’t something you’ve accounted for.
Experts, Kelli Dragovich, Senior Vice President of People at Hired and Will Blaze, Senior Technical Recruiter at Peloton join Ariana Moon, Senior Recruiter at Greenhouse to provide insights on growing responsibly.
Through this presentation you'll learn how to:
- Build a foundation for scalable growth
- Address hiring needs to match company growth
- Operationalize your core values
- Source and interview top talent at high volume to maintain growth
- Maintain company culture through culture add
Hire Top Talent: Using New Hire Performance Data to Improve HiringGreenhouseSoftware
As your organization grows and your recruiting team makes more and more hires, the ultimate measure of success is how those new hires perform. To get to a place where you can report on this data, you must focus your team on outcomes and build strong relationships with your hiring managers.
On Wednesday, June 13, 2018, Lauren Holzer, Director of Talent Acquisition at WeddingWire joins Greenhouse Customer Success Manager, Rosa Gandler to discuss how to improve your hiring process through team alignment and iterating on data.
In this webinar you’ll learn how to:
- Focus your team on outcomes
- Build hiring manager relationships and process alignment
- Leverage performance data to iterate on existing processes
As the end of the academic year rapidly approaches, forward-thinking companies are preparing campus recruiting events to increase visibility and source new college graduates. Among these new grads? The first wave of Generation Z.
Entrepreneurial, highly individual and true digital natives, Gen Z-ers have a unique perspective on work and their careers. They also have different sets of needs and interests. So what does it currently take to win at campus recruiting?
In this webinar, Red Ventures and Revature will discuss how campus recruiting helped them reach their hiring goals, the strategies they are evolving to reach this new wave of talent, and how getting your jobs in front of informed candidates can give your company a big advantage.
How Programmatic Technology, not AI, Will Impact the Recruiting IndustryGreenhouseSoftware
The recruiting industry is running on business models like Cost per Applicant, monthly subscriptions and Cost per Click - pricing models that have no notion of quality or fit. When you pay for clicks, you get clicks. Enter programmatic, a technology that has been transforming industries like Digital Advertising and E-commerce for over a decade with a simple notion - buyers deserve to know what they are buying. You would never buy a car without knowing exactly what it is, why would you buy an ad placement or a candidate without knowing anything about it?
In this webinar, you'll learn why programmatic, not AI, is the real technology driving transformation in recruiting. Learn how it is connecting recruiters, job seekers and job sites in a network of trade that will make all parties more successful. How it will make qualified talent available to you, anytime, on demand and cutting weeks from the hiring process. And it how will make the job search experience more human and rewarding, allowing candidates to quickly connect with interested potential employers.
Finally, you'll hear from a mutual Greenhouse and Uncommon customer how programmatic technology has improved their recruiting experience.
6 Recruiting & Onboarding Trends for Long-Lasting Employee RetentionGreenhouseSoftware
The average cost to hire per employee is at an all-time high—$4,129, which means recruiting the right talent and onboarding them effectively is more critical to companies’ bottom lines than ever. Because of this, Greenhouse and Quantum Workplace partnered to create an eBook filled with the research, trends, and advice you need to implement a strategy that works, using data from nearly 400 HR and business leaders.
Now, we’re bringing the eBook to life through a webinar. Recruiting and onboarding experts at Greenhouse and Quantum Workplace will offer their own personal experiences and perspectives on top recruiting and onboarding trends.
How Kabbage Defines their Ideal Candidate – A New Approach to a Standard Job ...GreenhouseSoftware
Even after going through the necessary steps to post a job description to your careers page, have you ever been left with curiosity around what the role is really about? In a competitive marketplace it’s essential that job descriptions are unique, to the point, and stand out among the rest.
But where do you begin to make that happen? And how can you ensure you have a compelling job description if your hiring manager repurposes old ones?
Kabbage, a financial technology also recognized as a 2017 Best Place to Work by Glassdoor has redesigned their entire job description process. They’ve pushed away the standard job description and incorporated a process that leaves the company and applicant knowing exactly what the ideal candidate looks like.
You’ll learn:
- How to create a strong partnership with your hiring manager (from job kick-off to new hire orientation)
- Critical thinking strategies to create an effective and appealing job description
- Tactics to bring in more qualified candidates in your recruiting pipeline and enhance the candidate experience
Hiring Hacks: Beyond the Buzzword – How to Improve your Candidate ExperienceGreenhouseSoftware
Are you curious what makes a great candidate experience?
Candidate experience may be a bit of a buzzword. We get it.
But did you know that a great candidate experience can improve your quality of hire by 70%?
It starts from the moment the candidate looks at the job on your careers page and continues through every step of the hiring process.
Join Checkr and Greenhouse to learn:
- Why candidate experience matters
- 3 key elements that drive a memorable candidate experience
- How new software tools are redefining what a modern candidate experience looks like
Hiring Hacks: What to look for when considering new technology to recruit & r...GreenhouseSoftware
Technology is not about streamlining your processes—although that’s an important piece.
What’s often challenging is during growth, it seems easier to stick with the old technology for the fear that the new technology will cause too much complexity.
Learning a new platform, migrating your data over, and educating the rest of the company takes time. Especially if you want to ensure you’re doing it correctly.
With these slides you'll learn:
- What to look for when considering new recruiting and onboarding technology
- How to ensure the software you purchase won’t slow you down
- Tips towards getting company buy-in
- How choosing the right technology can make you a more effective HR professional
Hiring Hacks: How to Foster a More Diverse and Inclusive WorkplaceGreenhouseSoftware
Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results.
But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds.
In this webinar, you’ll learn from two experts who will discuss:
- The value of diversity and why companies should care
- How to create specific diversity goals and metrics
- Tips for companies to prioritize their diversity and inclusion for 2017
- Tangible steps towards implementing a diversity plan company wide
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...GreenhouseSoftware
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent GreenhouseSoftware
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...GreenhouseSoftware
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
Everyone knows that hiring the right people is good for your business. But can you assign a dollar amount to the cost of a good hire? The answer is yes, you can, and taking the time to make this type of calculation can lead to some eye-opening insights into what your recruiting team is doing well… and poorly.
Lou Adler, CEO and founder of The Adler Group, is recognized as one of the best recruiters in the country. His highly acclaimed Performance-based Hiring methodology has been successfully adopted by numerous companies such as Lincoln Financial, The Medicines Company, Airbnb and PPG.
In this webinar, you’ll learn:
- How to calculate the ROI of hiring every member of your team
- Which aspects of your recruiting process lead to hiring under-performers and how to address them
- Tips for focusing your efforts on hiring top performers
- The basics of the Performance-based Hiring methodology
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship ProgramGreenhouseSoftware
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
5. Sourcing: The Fundamentals
The best people for the toughest roles aren’t applying.
Have more predictability around hiring.
Think like a marketer, hire like a recruiter.
Myth: Sourcing is only helpful for hard-to-fill roles.
#ROSHOW15
7. Sourcing: The Strategies
Be prepared.
• Create a sample list of 25-100 candidates for hiring managers.
• Figure out a range for perfect and not-so-perfect candidates.
• Build a talent map.
• Nurture people like a networking marketer.
#ROSHOW15
8. Sourcing: The Strategies
• Create a list of candidates for each role, then email.
• Segment lists on keywords and phrases.
• Adjust each template to personalize your outreach.
Build lists.
#ROSHOW15
9. Try this template
Subject line: Entelo + <Company>
Hey <firstname>,
Came across you and noticed you’ve had an amazing sales career so far.
We’ve always been impressed with people that have sold in the Business
Intelligence space as we find that sell translates very well to selling here at
Entelo. Given your experience at <Company>, I thought you may be
interested in exploring an opportunity to join our sales team.
Try this template:
#ROSHOW15
10. Sourcing: The Strategies
• Create a list of candidates for each role, then email.
• Segment lists on keywords and phrases.
• Adjust each template to personalize your outreach.
• For high-volume roles, run group list-building sessions.
• Target high-value companies using Crunchbase, Mattermark, or
CBInsights.
Build lists.
#ROSHOW15
11. For referral sourcing, run an advanced search in
LinkedIn Basic, share the profile URLs of your
first degree connections with the team.
Pro Tip
Easy way to get others to mine their networks.
#ROSHOW15
13. Outreach: The Strategies
• Automate common items (e.g. job description, company history)
in all your messaging.
• Build scalable, custom templates by exporting spreadsheets
with relevant data points.
• Entelo
• ToutApp
• Yesware
Build templates.
#ROSHOW15
14. Subject line: Heard great things about you from Jimmy Hu
Hey <firstname>,
Happy new year and congrats on the baby boy! He's so cute- reminds me of my nephew. :)
I was reaching out as Jimmy mentioned you've been truly exceptional as a customer success
manager at <companyname> and figured you may be interested in exploring the possibility of
joining us (Jimmy joined us in May!). We're looking for someone as our Director of Customer
Success and considering you've launched a number of products and have the exact type of
experience we're looking for, thought it would make sense for us to connect.
I know you're probably still on maternity leave, but if you're interested, would love to start a
conversation and give you more information in regards to us and the opportunity. Otherwise, hope
you're enjoying yourself- my cousin tells me that while having a child can be extremely difficult,
there's nothing that makes her happier than being a mother :)
Best of luck with everything and hope to hear back soon!
Cheers,
Vivek
Try this template:
#ROSHOW15
15. Outreach: The Strategies
• Total number of reachouts (emails, InMails, etc.)
• Emails sent
• Open rate
• Click-through rate
• Response rate
• # of exports to Greenhouse
Track your emails.
#ROSHOW15
16. Outreach: The Strategies
• Who are candidates more likely to respond to?
Send on behalf of another team member.
#ROSHOW15
17. Outreach: The Strategies
• Personal emails
• Work emails
• InMails
• Facebook, Twitter, Quora, or other social channels
Reach out on multiple channels.
#ROSHOW15
18. Outreach: The Strategies
• Schedule email workflows based on candidate behaviors.
• Drip campaigns can improve response rates by 25-100%.
• Start with 1-2 weeks between each email to a candidate.
• Be tasteful and targeted with each message.
• Test out timing and tone.
Use a multi-touch outreach strategy.
#ROSHOW15
20. Sourcing Hacks and Tools
Reach out to the Hacker News community.
#ROSHOW15
21. Sourcing Hacks and Tools
• Networking
• Events, conferences
• Introduction to their network and referrals
Don’t be afraid to reach out to people too
high-level for your roles.
#ROSHOW15
22. Subject line: Who’s the best engineer you know?
Hi <firstname>,
Came across you and noticed you’ve been incredibly active in the Scala community for
years. Not often I see someone who is as embedded within the community as you. I
was reaching out as I’m looking for a Sr. Scala Engineer and I thought you’d know the
types of people that’d be good fits for what we’re looking for…
Try this template:
#ROSHOW15
23. Sourcing Hacks and Tools
• Recruiting: Entelo, LinkedIn Recruiter
• Email tracking: ToutApp, Yesware, Sidekick
• Company Insights: Crunchbase, CBInsights, Mattermark
Tools
Reading Resources
• Entelo Blog (blog.entelo.com)
• Boolean Blackbelt, Glen Cathey
• The Talent Sourcing and Recruitment Handbook, Shally Steckerl
• The Non-Technical Guide to Web Technologies, Tommy Cheng
#ROSHOW15
Editor's Notes
Vivek set up and supports various teams at Entelo including Sales, Marketing, Recruiting and Customer Success. As a former scientist and startup founder, Vivek is accustomed to wearing multiple hats to help position Entelo for success. He received his B.S. in Biochemistry from UCLA.
Quick intro to sourcing
For toughest roles, the best people won’t apply, so you have to find them yourself
Have more predictability around hiring
this is the optimal place for Vivek’s sales/mktg background, re-iterate how building sales/marketing funnels translates to building a reliable candidate funnel/pipeline
You can reduce cost-per-hire and time-to-hire
Common misconception: sourcing is only helpful for toughest-to-fill roles when it can actually be quite helpful for all roles (we had success for Office Manager, Customer Success Manager, etc.)
Start with great preparation:
Before a new req is even opened, get the specs for the role from the hiring manager and a couple examples of what an ideal candidate looks like (1-5 people who they think is the perfect fit). *Note: There are some roles, especially at larger companies that are so niche where you can skip this step as sourcing will be all about finding the 5 people in the world that fit the mold of what you’re looking for.
Pre-calibrate with your hiring manager. Open the req and build out a list of 25-100 candidates (without reaching out yet!) that you think are the right fits for the role. Include some not-so-perfect candidates to understand the acceptable range. Use this process to calibrate and make sure you and the hiring manager are on the same page. Miscalibration will result in wasted time and a drawn-out process.
Market sizing/talent mapping: For specific roles, build a talent map. Go through all the companies you’d find the right fit and build a list of all those folks. Map out common connections or the best way to get in touch with these prospects
Have some nurturing activities (blog posts, open source work, events) at your disposal for when you need a lighter touch
I separate the act of building lists from my reachouts. Context switching is inefficient and I’ve found my productivity (number of outbound messages per unit time) increases 20-30% by using this tactic.
For roles where there aren’t many viable candidates, I reach out to each person with a personal email. I’ll create a template that includes our general description of the role or the job, but leave room for personalization and will use all info I can find about candidate to be more customized (I use Entelo for this). I separate these types of prospects from ones where I don’t have enough data to be hyper-personal.
I try to segment my lists on specific keywords or phrases. For example, our backend engineers have to write a bunch of crawlers, parsers and normalization processes for our data ingestion. I might build a larger list of people with relevant languages (Java, Postgres) but then segment that list down to people who also mention crawling or parsing and then I can create a template email that calls out that experience. Another example may be on the sales side- I can segment lists of reps down to particular types of softwares (BI software) so that I can reach out semi-targeted but at scale.
Run group list-building sessions. We run group sourcing sessions where our different teams will meet for 1 hour or more (usually on a weekly basis) and we’ll collectively source for a particular role using Linkedin and Entelo. This list-building saves me a ton of time and then I can either go one-by-one and reach out to each person in a personalized way or batch if it’s a higher volume role like Sales Development Representatives.
Use sites like Crunchbase or products services like Mattermark or CBInsights to understand which companies may be good targets to go after. This can help in understanding which companies may be floundering and helping to build out high-value lists.
Build templates for everything. Regardless of whether you will be crafting a personal email or more of a mass-blast type of email, I highly recommend building templates that at bare minimum automate the common items in all of your messaging (i.e. description about the company, description about the role).
You can build scalable, custom templates by exporting spreadsheets with relevant data points (name, company, location, job title, keywords), which you can use Entelo for, then use something like ToutApp, Yesware, or a simple mail merge to email at scale.
Track your emails. I use Entelo for setting up templates and tracking my outreach (opens, click-throughs, responses and *soon* exports to GH). You can also use low-cost options like ToutApp, Yesware, or Sidekick (from Hubspot), but I find it critical to measure how your outreach actually performs. Things that I measure:
Total number of reachouts (emails + InMails, etc.)
Emails sent
Open Rate
Click-through Rate
Response Rate
# of exports to GH (my success metric as exporting to GH means a candidate is interested in having a conversation)
Ideally break out those metrics above for each separate role, template and recruiter (or people you send on behalf of) to be able to granularly look at performance and identify what’s working and what’s not.
Send on behalf of. We built this out in Entelo, but you can hack it together on your own as well, but we experiment with sending on behalf of others on the team (i.e. sending on behalf of our VP of Engineering to engineers). We’ve found this style of messaging has at least a 50% increase in response rate for engineers and 20-30% increase in response rate for sales.
Reach out using different vectors. Sometimes candidates may prefer emails, sometimes InMails, sometimes other avenues. For very strong potential fits, we’ll use multiple vectors simultaneously (shoot an email and then reference that you shot an email in your InMail)
Order in which I rank my outreach methods:
personal emails
work emails
InMails
Twitter, Facebook, Quora or other social channels
Reach out using different vectors. Sometimes candidates may prefer emails, sometimes InMails, sometimes other avenues. For very strong potential fits, we’ll use multiple vectors simultaneously (shoot an email and then reference that you shot an email in your InMail)
Order in which I rank my outreach methods:
personal emails
work emails
InMails
Twitter, Facebook, Quora or other social channels
Drip campaigns
Use with care. They can be effective but there’s a lot of room for abuse and negative signaling for your company (not to mention getting marked as spam which is bad for your domain).
Anecdotally have heard that drip campaigns can improve response rates by 25-100%.
Test this yourself, but I prefer roughly 1-2 weeks between each drip email. I worry that more frequent has more negative signals than positive. I also try to limit to 3 email drips at the most although I’d be happy to be proven wrong if someone has done this successfully using longer drip campaigns at scale.
Make your drips meaningful. If you have collateral you can use (a relevant upcoming event, an interesting company blog post), include those in your follow-up emails.
I try to do smart drips. If someone clicks on my email or opens my email at completely different times, there’s more engagement than normal, so a drip may be more effective. We don’t have this built out yet, but it’s something I’ve pushed our product team to enable.
Test out timing for you emails. I find I get a lot of responses during the evenings, especially on Sunday nights or first thing in the morning. A/B Test and see what works best for the types of people you’re targeting.
Tone. Not talked about much, but I’ve been focusing more on sending messages with the right tone recently. This requires a more nuanced look at someone’s profile to really understand who they are and any recent information about them that will help you resonate most effectively. For example, I noticed a prospect I reached out to just had a kid (via their public Facebook), so I took a sappier tone that really resonated.
On a similar note, embrace “cheesy” messaging. It’s better than the stock emails most people send out. A quick email including a note about something specific you noticed about them may seem cheesy to you, but will stand out vs stock “we’re disrupting <insert industry>” generic email.
HackerNews community. You can run searches for certain topics, and I often find interesting candidates by what they write in the community. Sometimes people will list a profile link or email in their HN bio, or you can see if they have the same username on Github as on HN, where it’s much easier to find an email.
Reach out using different vectors. Sometimes candidates may prefer emails, sometimes InMails, sometimes other avenues. For very strong potential fits, we’ll use multiple vectors simultaneously (shoot an email and then reference that you shot an email in your InMail)
Order in which I rank my outreach methods:
personal emails
work emails
InMails
Twitter, Facebook, Quora or other social channels
Drip campaigns
Use with care. They can be effective but there’s a lot of room for abuse and negative signaling for your company (not to mention getting marked as spam which is bad for your domain).
Anecdotally have heard that drip campaigns can improve response rates by 25-100%.
Test this yourself, but I prefer roughly 1-2 weeks between each drip email. I worry that more frequent has more negative signals than positive. I also try to limit to 3 email drips at the most although I’d be happy to be proven wrong if someone has done this successfully using longer drip campaigns at scale.
Make your drips meaningful. If you have collateral you can use (a relevant upcoming event, an interesting company blog post), include those in your follow-up emails.
I try to do smart drips. If someone clicks on my email or opens my email at completely different times, there’s more engagement than normal, so a drip may be more effective. We don’t have this built out yet, but it’s something I’ve pushed our product team to enable.
Test out timing for you emails. I find I get a lot of responses during the evenings, especially on Sunday nights or first thing in the morning. A/B Test and see what works best for the types of people you’re targeting.
Tone. Not talked about much, but I’ve been focusing more on sending messages with the right tone recently. This requires a more nuanced look at someone’s profile to really understand who they are and any recent information about them that will help you resonate most effectively. For example, I noticed a prospect I reached out to just had a kid (via their public Facebook), so I took a sappier tone that really resonated.
On a similar note, embrace “cheesy” messaging. It’s better than the stock emails most people send out. A quick email including a note about something specific you noticed about them may seem cheesy to you, but will stand out vs stock “we’re disrupting <insert industry>” generic email.
Resources
Tools
Entelo!
ToutApp, Yesware, Sidekick
Crunchbase, CBInsights or Mattermark for company research
Linkedin Recruiter
Reading material
Entelo Blog (we may include some of most useful work as a reference for everyone)
Blogs across the interwebs (Boolean Blackbelt, Sourcing Institute, Jim Stroud’s work)