This document provides tips for enhancing talent acquisition through improved candidate experiences, effective referral programs, and community engagement via social media. Strategies include utilizing platforms like LinkedIn and Twitter to build a strong online presence, as well as maintaining relationships with alumni and focusing on the quality of job postings. The importance of treating applicants well to foster positive long-term perceptions of the company is emphasized, alongside suggestions for recruiting veterans.

1. Tips for Talent Acquisition

2. Enhancing Your Recruiting
Don’t Whine “I Don’t Have
with Social Media
the Time”…..
There are at least 2 or 3 things you are
currently doing inefficiently that could
be done more efficiently

3. Who Are You? Does
the talent even know
about your company?
You have a tough case to present to the
talent community.
Finding and keeping your talent is a
foundation for your contracts.
You are an unknown and you don’t have
the resources that your primes do.
There are some things you can do:
You can move more quickly and make a
stronger connection with your candidates.
More opportunities to make a difference.
Use multitalented individuals.
Allow professionals to be part of
something.

4. Talented Professionals
Are Your Judges
Talented professionals want
to know that your company
has opportunities for their
skill set, their career path
and benefits that are
different than other
companies.
This is engaging an entire
community rather than
keeping the talent
acquisition a separate part
of your business.

5. Tip #1 – Candidate
Experience

6. What is Your Candidate
Experience?
Make sure that everyone realizes they
are a “Company Ambassador “not just
pushing paper through the system.
Build a rapport with each candidate, to
share with them the benefit of being
part of a smaller company.
Acknowledge all applications.
Provide candidates with feedback and
status of their application.
Why they didn’t meet the requirements
and what they may want to do.
Apply to your own jobs!

7. How Bad Could it Be?
What would workers do if they have a bad applicant experience?
The effects of one candidate’s negative experience can lead to a broader
impact on the employer’s ability to recruit or sell products. Workers said
if they are dissatisfied with the way their application is handled by an
employer, they would:
· Never seek employment at the company again – 42 percent
· Tell others not to work there – 22 percent
· Tell others not to purchase services from the company – 9 percent
What would workers do if they have a good applicant experience?
The study found that a good applicant experience can have positive
long-term effects for organizations regardless if the candidate was
actually hired. Workers said if they are happy with the way they are
treated by an employer when applying for a job, they would:
· Consider seeking employment with the company again in the future –
56 percent
· Tell others to seek employment there – 37 percent
Source: CareerBuilder Talent Source Study 2013

8. Tip #2 – Referral Programs

9. Every Team Member =
Employment Brand
Ambassador
Establish a referral program that is
constantly communicated with your
team.
Your client facing managers are going
to be your best recruiters.
Be sure that your team knows the
positions and types of individuals you
are looking for.
Provide the information in a
shareable format – quick description
and link.
Include your Hot Jobs and Referral
Program on Out of Office Emails.

10. Bonus:
Alumni Programs
Treating your current
employees well even if
they decide to move on.
Keep them in your
employee referral
program.
Set up a LinkedIn group
for your alumni.
Post contract news and
opportunities.

11. Tips #3 - #7 – Building
Online Community
Engagement for
Business and Talent
Acquisition.

12. Tip #3 – LinkedIn Company Pages
Update weekly,
customer
recommendations
and all employees
connected.

13. Create a Good Summary
on Your Personal
LinkedIn Profile
Using the Summary as a
good place to showcase your
company’s brand and your
brand as well.
This is an area to use your
keywords and the specifics
on what kind of candidates
you are looking for.
You can load multi media
presentations into your
Summary.

14. Participate in the
LinkedIn Groups
Thousands of groups on a
variety of topics from alumni
groups to specific types of
professionals.
You can join up to 50 groups to
increase your opportunities to
participate and make
connections.
Participate, comment and
connect, not just advertise.
Use the Settings to control
how much email you get from
the various groups.

15. Tip #4 – Company
Twitter Profile
Build community
don’t just blast
jobs.
Bonus – Use
Aggregators like
Hootsuite or
Tweetdeck to manage
your engagement.

16. Being a community member
on Twitter to maintain your
pipeline of IT folks

17. Tip #5 – Company Blogs
Having your key
staff share their
thoughts with the
community

18. Tip # 6
Engage Don’t Blast

19. Tip # 7 - Setting Up Google Alerts on your company,
competitors, key topics to share with your community.

20. BONUS: Meetups- topic
oriented very specific to
skill set, and bring in your
speakers.

21. Tips # 8 & 9 – Job Boards

23. Tip # 8 – Job Postings
= Online Advertising =
Keywords
First places talent will read, make it
interesting, accurate and very
descriptive.
Company details, program descriptions,
culture environment, how advancement
happens, what other opportunities are
available.
Do this in the proposal stage, let the
candidates know you are in the proposal
stage.
Please, don’t just copy the contract requirement!

24. Tip #9 – Resume
Database Search
Use Resume Database
Searches to build your
pipelines that match with your
contracts.
Cultivate candidates with
updates and news.
Resume agents.
Statistics for job descriptions to
see if they are pulling the right
candidates .

25. Tip # 10 - Job Fairs
This is brand building,
getting your name out.
Don’t just talk to “one
kind” of talent.
This is a meet and greet
for the community.
Bring your frontline
managers not just your
recruiters.

26. Bonus – What are you doing to
attract veterans to your
organization?
Cultivate your current employees who
are veterans to help you build your
veteran recruitment.
In your job board searches, click “Any
Location” which will pull up many
veterans who will be relocated by the
government.
Make sure your LinkedIn profiles
reaches out to military personnel.
Participate in the Military Support
LinkedIn groups by providing advice
and opportunities.
Support the local TAP and ACAP
offices.

27. Why Go to All of
This Trouble?
Maintaining a Talent
Pipeline
Integrated Community
Engagement
Employment fraud

28. Kathleen Smith
ksmith@clearedjobs.net
www.SlideShare.net/ClearedJobsNet