With 2016 upon us, it’s time to make sure you’re preparing for the challenges that lie ahead in the ever-competitive tech recruiting space.
In this on-demand webinar, Stacy Zapar, an 18-year recruiting veteran and top industry advisor, shares her tips and tricks you need to know NOW to work better, faster and smarter, including:
- Sourcing tools and techniques that get tech pros to respond
- Employer branding strategies to attract the best and the brightest
- Crowd-sourcing techniques to boost your team’s recruiting results
The year 2015 is closing with a lot of changes among HR professionals worldwide. Let’s check for the upcoming trends of recruiting that will rule in 2016.
Read more at http://vnmanpower.com/en/recruiting-trends-dominate-2016-bl234.html#W2LQwTgb9II2rcbo.99
Think social media is big now? It's only going to get bigger. Dice polled tech recruiters to learn the best ways they are using social media. What we heard: candidate quality and quantity improves, as well as the time-to-hire.
Thought leadership and content marketing: how to build a newsroomFINN
http://finnpr.com - The benefits of content marketing, inbound marketing and thought leadership are clear. High quality content is a proven way to increase the reputation of a company, generate leads or drive sales.
It can help establish organization leaders as visionaries in their industry, to increase their influence and it can help your organization to make its point to key stakeholders like politicians, regulators and customers.
Almost any reputational or marketing goal can be (at least partly) achieved through the creation of smart, timely content. Also, content marketing and thought leadership are great for SEO.
Guest blogs and op-eds that we have co-created with experts and leaders have been published in international media like Forbes, Fast Company, TechCrunch, Entrepreneur, Inc, Tech.eu, The Next Web, CFO.com and others. Not only are a few of these domains in the top 1000 most visited web properties in the world, they are also reputable sources that can give your SEO a nice kick.
If you’re reading this, however, we will assume that you don’t need to be convinced of the benefits of thought leadership, content marketing or inbound marketing.
You are interested in starting a program yourself, but you just don’t know how to do it. That’s what this presentation is for: to show you exactly how you can set up a robust collaboration between a writer, a thought leader (CEO or expert) and the corporate communication department.
Real-Time Recruiting: The Role of Twitter in Tech HiringDice
Twitter is part and parcel to how tech professionals communicate on a daily basis. But piquing their interest in 140 characters—and determining which handles are the hottest leads—is easier said than done.
Watch this on-demand webinar, featuring Amybeth Quinn (@researchgoddess), author of the Research Goddess recruiting blog, to learn how to get the best tweeting tech pros to follow and engage with you.
You’ll learn how to:
• Maximize Twitter follows, replies, and re-tweets by perfecting your tweeting tone and style
• Turn more candidates into hires by understanding which Twitter interactions work—and which DON’T
• Differentiate your brand and inspire engagement by developing a highly effective workflow
Take an Open Web tour: http://www.dice.com/OpenWeb
Wouldn’t recruiting be easier if you knew which candidates want to work for you? Learn 3 new tricks to stay on top of your recruiting game.
Check out the many resources available for nonprofits on LinkedIn at: http://bit.ly/1UUSKDB
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Networking and the importance of a professional online presenceSue Beckingham
This document discusses the importance of developing a professional online presence and networking. It provides tips for optimizing one's professional identity on various social media platforms like LinkedIn, Twitter, blogs and online portfolios. This includes connecting with others in your field, showcasing your work, engaging with relevant content and organizations, and ensuring your online profiles highlight your skills, interests and story. The document stresses that your online networks and voice are important for standing out, gaining opportunities and being found by potential employers.
Gender diversity is a high priority topic for organizations across the world. And it's not just lip service, in 2015 McKinsey found that gender diverse companies are 15% more likely to outperform financially.
This presentation covers how to engage diverse talent through content, and provides 8 new tips for effective gender diversity messaging.
Learn more about how LinkedIn Talent Solutions can help you here: http://bit.ly/25mOUJv
Extend your talent brand's reach by encouraging your employees to share their work life experiences using a talent brand hashtag. These 12 examples will inspire you.
Learn how to empower employees to share professional content: http://linkd.in/1Dv1T7U
This document shares advice from various celebrities and professionals on the value of mentorship. It provides quotes from individuals like Jessica Alba, Deborah Norville, and Ginger Zee about learning from mentors who gave them opportunities or taught them skills. The mentees emphasize paying forward the guidance they received from mentors who invested in their careers.
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
The Change School provides holistic learning experiences to help individuals and organizations navigate change. It designs experiential programs to develop people's potential and encourage continuous learning. Case studies of companies like Zappos and Starbucks show how important company culture is to success, engagement, and performance. Lessons include hiring for culture fit, aligning culture with business goals, and prioritizing continued learning and appreciation. The Change School offers tools and programs to assess and improve organizational culture.
Online Reputation and Influence - How to Create, Grow and Maintain Influence ...Jeff Bullas
We are living in a world where your reputation and influence is migrating from offline to online
Reputation is moving from local to global
It is also moving from fixed to mobile (smart phones and iPads)
Reputation and influence can be gained faster and broader than in any other time in history. But we are still used to the old paradigms and ideas of influence and reputation because “technology changes fast but humans evolve and change slowly”
In this presentation (which was the second Keynote at The BE-Wizard conference in Italy on March 16, 2012) we look at what is required to establish, grow and maintain your influence online. This presentation looks at the way personal brands such as celebrities, professionals and knowledge workers can establish themselves as thought leaders and experts globally. If you are a consultant, executive or professional this presentation will give you tips and tactics to win at your career and life
Lisa Myers is an experienced marketing and search professional who provides tips on developing killer content strategies. She recommends taking breaks from the desk to allow creativity to flow, talking to people for inspiration, and using available data to brainstorm topics. Key aspects of content include focusing on what you're passionate about, considering seasonality and current events to explain why the content is relevant now, and leveraging social media in the strategy. Quality, journalistic writing that doesn't feel like selling is the holy grail for content outreach.
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades.
In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).
The ins and outs of this simple yet crucial strategy being implemented by marketing and communications professionals in all types of industries.
Actionable steps to get your strategy where it needs to be.
Looking for a job but found yourself at a stopping point? "Land the Job" has a mini map to help you overcome these hurdles. Whether its resume or personal branding tips, you've come to right place for career advice.
The term branding is relegated to companies, however today almost every individual has a personal brand. Start thinking of yourself as a brand, to be a better leader, to be a better employer brand, to celebrate your accomplishments.
Why business owners should use social mediaLeanne Peard
The document discusses why business owners should use social media marketing. It notes that 30% of small-to-medium sized businesses currently use social media for marketing, but 60% do not. It then provides over 20 reasons why social media can benefit businesses, including branding, creating buzz, managing online reputation, establishing expertise, facilitating word-of-mouth marketing, building relationships, enabling communication, allowing small businesses to compete, expanding reach through networking, increasing traffic, improving searchability, lowering costs compared to traditional marketing, making the business more accessible, finding clients through relevant groups, explaining the business and showcasing it, and being outside the box compared to businesses that do not use social media. It encourages readers to use social media
2016 Digital Marketing Playbook - SIS Annual AdditionSISDigital
Supercharge your 2016 Digital Marketing with agency proven techniques. Included are strategies on content marketing, Virtual Reality, Ad-Blocking, SEO, Hyper-Local, Digital Advertising on Facebook, Instagram and what's next for Snapchat. This is our biggest guide ever, so enjoy!
Up, Up and Away: How to use social data to increase response ratesDice
The document discusses strategies for using social media to improve recruiting response rates. It recommends monitoring candidates' social profiles to find conversation starters about their personal and professional interests. The best channels for initial outreach are ones where candidates are most active and response rates are statistically higher, with less competition from other recruiters. Personalized messages focused on the candidate that reference something specific from their profile, like a shared interest, are more likely to get a response than generic messages. Building relationships over time through ongoing engagement can help when eventually needing to contact candidates for opportunities.
The document discusses strategies for building a personal brand. It emphasizes that authenticity is important, and advises defining your brand with your niche, writing a compelling bio, developing a memorable tagline, and using relevant keywords. It also recommends starting a blog or website to share content and insights, using LinkedIn regularly to engage your network, and improving communication skills. The overall message is that developing a strong personal brand enhances credibility, visibility, and career opportunities.
Looking for great content? Better SEO? More engagement? Dedicated customers? Take a closer look at what bike store owners have been doing for decades. Build a community.
Here's the hard truth about marketing: your customers are better at it than you. Over the past decade, marketers perfected content creation, but as a result, things got a lot more competitive for businesses and a lot more crowded for buyers. So while creating content is still your best and cheapest strategy, it should no longer be your only strategy. That's where your customers come in. Learn more.
Stacy Zapar, employer branding and social recruiting expert, presents "Building an Employer Brand that Attracts Top Talent" at the Recruiting Optimization Roadshow in Los Angeles.
Redefining Success: How to Take Charge of Your CareerAnna Lundberg
The uncertain economic situation along with a changing work landscape has transformed the conditions for success in our personal and professional lives. It’s no longer a question of staying comfortably in the same job until we retire, while the boundaries between work and home have also blurred. We must become proactive and take ownership of our own careers, and our lives. We must open our minds to different options, challenging our assumptions and taking calculated risks; we must make sure that we’re constantly developing our skills via lifelong learning that will ensure that we���re competitive against our peers, not just locally but globally; we must take responsibility for the direction of our own careers, making meaningful connections and building our personal brands; and we must do all this with passion and conviction, as we craft our own versions of our most fulfilled lives.
This document discusses using social media for job searching and career branding. It emphasizes creating an online presence to maximize being found by prospective employers and get ahead of other applicants. Key points include researching target companies and jobs, developing a clear personal brand through consistent messaging, and engaging strategically on platforms like LinkedIn, Facebook, Twitter and blogs. The goal is to build trust and demonstrate value so potential employers choose to take a chance on you.
This document provides tips and guidelines for non-profits to use social media effectively for fundraising and marketing. It emphasizes creating engaging content like stories and videos to demonstrate impact and raise awareness. Non-profits should research where their target audiences engage online and establish guidelines for social media use and interactions. The key is interacting regularly through multiple channels to build relationships and promote the organization's brand and mission.
I'm A STEM Graduate, What Now? - First InterviewInterQuest Group
The document provides advice for STEM graduates preparing for their first job interview. It recommends thoroughly researching the company, understanding why you want the job and what benefits you would provide, reviewing the job description, preparing your own questions for the interviewer, arriving on time and dressing professionally. The document stresses the importance of confidence and a good first impression through firm handshakes and positive body language. Overall, it aims to help graduates feel prepared and relaxed for their first important job interview.
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
Jenn Lim, CEO of Delivering Happiness, gave a presentation at the MCAWW Conference about building a culture of happiness. She discussed how happiness is often fleeting when based on goals like wealth or achievements. Instead, sustainable happiness comes from vision, meaning, and purpose. Zappos' culture prioritizes these factors through transparent values, vision, relationships, and hiring the right team. Research shows happier companies have better retention, engagement, and profits. The presentation promotes measuring and spreading happiness through PCC communities to change lives and the world.
The document is a newsletter from a staffing agency called Spherion that lists available job opportunities in different fields and provides other information. It announces that Spherion won an award for service excellence. It also lists upcoming holidays, congratulates an employee of the month, and encourages referrals for a gift card drawing. Advice is given on how to effectively apply for jobs.
The Best Sales Development Teams Ask These Questions Every DayRalph Barsi
The best salespeople are genuinely curious. They make progress because of their choices and decisions, which come from asking smart questions.
This session will touch on three key areas requiring excellent questions from sales and inside sales reps. How good are the questions YOU ask?
• An astute, result oriented professional with 13 years of progressive experience in IT industry revolving around Software Testing for diversified client with core focus on BFSI and Mobility domains
• Profound capability to create and maintain - delivery, quality & internal metrics and identifying team-members for Automation testing
• Adept in test effort estimation, designing & implementing test plans, test cases, test summary report and defect management
• Dexterous working in GUI based Web Applications; Database Backend Testing using SQL Queries, Web services (XML) Testing using SoapUI
• Proven expertise in managing & mentoring the QA team and collaborating with teams across geographic locations
• Hands-on experience in Waterfall & Agile methodologies and test management tools- HP ALM (Application Life Cycle Management), HP Quality Center & JIRA
• In-depth knowledge of Software Development Life Cycle (SDLC), Software Testing Life Cycle (STLC) and Defect Life Cycle
• Proficient in requirement analysis and test coverage using Requirement Traceability Matrix (RTM)
• Spearheaded projects with broad domain experience in diverse line of business entailing – investment/core banking; Point-of-sale terminals, public sector in UK (taxation) and so on
• Articulate communicator with good organizational and team-working abilities, to be able to lead cross-functional teams in test execution and defect management
Talent Acquisition and Recruitment A Comprehensive Overview.pdfHire4x
We tried to draw a relation between effective Talent Acquisition & End-To-End Recruitment with the role of ATS in modern recruitment.
For More Information Follow Hire4x Regular Blogs.
This blog examines the pivotal role of HR in implementing and sustaining Corporate Social Responsibility (CSR) initiatives. By leveraging tools like HRMS software and cloud HR systems, companies can enhance transparency, boost employee engagement, and achieve their CSR goals effectively.
Discover how top CEOs are incorporating AI into their business models to drive innovation and maintain a competitive edge in a rapidly evolving market. This article delves into the strategic approaches taken by industry leaders to seamlessly integrate AI technologies, optimize operations, and foster a culture of continuous improvement. By leveraging AI, these CEOs are not only enhancing efficiency and decision-making but also future-proofing their organizations against market disruptions. Learn from their experiences and insights to understand the transformative potential of AI and how it can be harnessed for sustainable growth and long-term success.
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Discover how Workplace Flexibility 2.0 transcends traditional work-from-home models to achieve true work-life integration. By leveraging advanced HR technology such as HRMS software, HR & payroll software, and human capital management tools, organizations can enhance productivity, employee satisfaction, and compliance. Learn the key features of modern HR software and best practices for implementing a flexible work environment.
Sales Skills Assessment Test For hSales Skills Assessment Test Hiring Top TalentPMaps Assessments
How the PMaps Sales Skills Assessment Test can transform your sales team by accurately evaluating deal-making abilities, selling skills, product knowledge, and other crucial sales-related qualities. This comprehensive assessment tool is designed for both new candidates and current sales professionals, aiding in vital decisions related to hiring, training, and development.
What You Will Learn:
In-depth Analysis: Understand key strengths and areas for improvement across your sales team.
Core Competencies: Dive into essential sales competencies such as effective communication, self-confidence, and interpersonal effectiveness.
Behavioral and Cognitive Insights: Gain insights into essential behavioral attributes and cognitive competencies critical for sales success.
Team Dynamics: Learn how our assessments can help you build well-balanced and synergistic sales teams, enhancing customer relationships and satisfaction.
Perfect for HR professionals and sales managers aiming to enhance their recruitment and training processes. Join us at pmapstest.com to learn more about how our sales assessment can empower your team to achieve peak performance.
Visit us: http://www.pmapstest.com/sales-assessment
Webinar - Leading through change: How Practitioners can Meet the Expectati...PayScale, Inc.
Join a panel of compensation leaders from United Therapeutics, DPR construction, National Debt Relief, and Payscale as they explore the key habits that have made their comp teams so successful.
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2. The world’s talent at your fingertips #SOCIALRECRUITING2016
RECRUITING
SOCIAL
SPEAKING
FEATURED
CLIENTS
70K+ 38K+ STACYZAPAR.COM
1M+
BOARDS
A LITTLE ABOUT STACY
Sourcing
Employer Branding
Social Recruiting
TRAINING & CONSULTING
3. The world’s talent at your fingertips #SOCIALRECRUITING2016
SO,ARE YOU READY FOR
WHAT’S NEXT?
The recruiting world is super competitive, and it’s
changing fast. If you aren’t always striving to be
better and faster, you’ll quickly get left behind.
4. The world’s talent at your fingertips #SOCIALRECRUITING2016
OR ARE YOU STUCK
IN THE PAST?
5. The world’s talent at your fingertips #SOCIALRECRUITING2016
CROWDSOURCING
& KNOWLEDGE
SHARING
SOURCING TALENT
ATTRACTION
ONLINE
REPUTATION
THE FOUR RECRUITING TRENDS
WE’RE GOING TO DISCUSS:
1 2 3 4
6. SOURCING
The world’s talent at your fingertips #SOCIALRECRUITING2016
1
THE TRICK ISN’T FINDING
CANDIDATES ANYMORE. IT’S ABOUT
GETTING THEM TO RESPOND.
Only 6% of recruiters
get higher than a 50%
response rate. How
do we do better as
an industry?
Source: Dice’s 2015 Social Recruiting Survey
7. The world’s talent at your fingertips #SOCIALRECRUITING2016
ENGAGEMENT
I RECENTLY
WENT BACK IN
THE TRENCHES
AND DID
NOTHING BUT
SOURCE MOBILE
DEVELOPERS.
AND MY
ENGAGEMENT
RATE WAS 85%.
What did I do
to drive that high
response rate?
8. The world’s talent at your fingertips #SOCIALRECRUITING2016
OUTREACH
SOMETIMES IT’S NOT
THE MESSAGE...IT’S
WHERE YOU REACH OUT.
If you reach out in a spammy
neighborhood, you’re going to look
spammy no matter what. My
favorite? Email. 85% of tech
prefer this channel.
Source: Dice Candidate Survey, November 2015
9. The world’s talent at your fingertips #SOCIALRECRUITING2016
DO YOUR HOMEWORK
JUST MENTIONING “RUBY”
ISN’T GOOD ENOUGH.
Do as much research needed to make it
clear that your message isn't generic.
Candidates need to read it and say,
"Wow, this was intended specifically
for me. I have an ownness to respond."
10. The world’s talent at your fingertips #SOCIALRECRUITING2016
PERSONALIZE
YOUR MESSAGE
DO NOT WRITE
“HI THERE.”
USE THEIR NAME.
SPELL IT RIGHT.
And use it often in
your message. Embed
it in the beginning,
middle and end.
11. The world’s talent at your fingertips #SOCIALRECRUITING2016
CUSTOMIZE
YOUR MESSAGE
WHY DID YOU REACH OUT
TO THEM? TELL THEM!
Reference specific experiences and achievements from
their background. Make it very clear why they are a
special snowflake — why they made the cut.
12. The world’s talent at your fingertips #SOCIALRECRUITING2016
UNCOMMON
COMMONALITIES
WHAT DO YOU SHARE
IN COMMON? USE
THAT TIDBIT AS AN
ICEBREAKER TO MAKE
THEM SEE YOU AS A
PERSON AND NOT JUST
ANOTHER RECRUITER.
You went to Virginia Tech? So
did my husband. Go Hokies!
I'm totally into kayaking too...
You're from Baltimore? Me
too! No way. How'd you end
up in California?
13. The world’s talent at your fingertips #SOCIALRECRUITING2016
SOCIAL AGGREGATORS
USE TOOLS LIKE DICE’S OPEN WEB TO
GET INSTANT ACCESS TO A CANDIDATE’S
ENTIRE SOCIAL FOOTPRINT.
Open Web makes personalizing your approach super easy.
Three minutes of time investment. Major results.
Check out Open Web today at dice.com/openweb
14. The world’s talent at your fingertips #SOCIALRECRUITING2016
DON’T MAKE YOUR OUTREACH
ABOUT YOU AND YOUR REQ. SWITCH
YOUR VERBIAGE AND MAKE IT ABOUT
THEM AND THEIR CAREER.
WHAT’S IN IT FOR THEM?
15. The world’s talent at your fingertips #SOCIALRECRUITING2016
That’d be like going on a first date and spilling
your family drama. TMI! Just flirt a little by
piquing their interest to get them to talk to you.
78% of recruiters are including details
about the job in the initial outreach, and
47% are including the job posting itself. No!
KEEP YOUR OUTREACH
MESSAGE SHORT & SWEET
Source: Dice’s 2015 Social Recruiting Survey
YOUR GOAL ISN’T TO SELL
THEM ON THE JOB (YET).
16. The world’s talent at your fingertips #SOCIALRECRUITING2016
THIRD TIME’S A CHARM
ONE MESSAGE AND
THEN FORGETTING
ABOUT THEM IS A POOR
OUTREACH STRATEGY.
After 3-4 days, send a second message
like, “Hey, I know we’re all super busy but
wanted to follow up and let you know that
the Dev team is still really interested in
speaking with you. We’re starting to move
forward with interviews, and I didn’t want
you to miss the bus. Let me know if you
have a few minutes to chat."
After 3-4 more days, send a super
low-key sign-off message like, “Hi, sounds
like you’re pretty set where you are now.
Thanks for letting me pop into your inbox.
I hope you’ll stay in touch. Happy to have
a quick convo anytime. p.s. The position
IS still open, so let me know if you change
your mind!”
17. The world’s talent at your fingertips #SOCIALRECRUITING2016
LEVERAGE
YOUR HIRING
TEAM
HAVE THEM SEND
THE OUTREACH MESSAGE.
After all, who is a techie most likely to respond
to — another techie or a recruiter?
18. The world’s talent at your fingertips #SOCIALRECRUITING2016
PIPELINING
IF YOU SEE SOMEONE WHO
HAS EXPRESSED INTEREST
IN YOUR COMPANY,TAG
THEM. FLAG THEM.
Always be planning ahead by nurturing leads
and not just reacting to your current reqs.
19. The world’s talent at your fingertips #SOCIALRECRUITING2016
TALENT ATTRACTION2
20. The world’s talent at your fingertips #SOCIALRECRUITING2016
EMPLOYER BRAND
A STRONG EMPLOYER
BRAND ATTRACTS TONS OF
FISH AND DETRACTS THE
WRONG ONES.
Plus, the more people know about your company early in the process,
the more likely that they’ll convert through the recruiting funnel.
21. The world’s talent at your fingertips #SOCIALRECRUITING2016
THINK LIKE MARKETERS
EMPLOYER BRANDING IS NO LONGER JUST
ABOUT SLAPPING EMPLOYEE PHOTOS ON
YOUR INSTAGRAM OR FACEBOOK PAGE.
2016 is the time to have really targeted campaigns.
Do retargeting. Be creative. It's time to raise the bar
and build real recruitment marketing campaigns by
partnering with internal marketing teams.
22. The world’s talent at your fingertips #SOCIALRECRUITING2016
DEVELOP TARGET
PERSONAS
KNOW EXACTLY YOUR TARGET
AUDIENCE SO YOU CAN SPEAK
TO THEM ON THE PLATFORMS
THEY HANG OUT.
If you're targeting Millennials, speak in the voice they
understand. Go out on Snapchat or wherever they're
hanging out. Be strategic and targeted.
23. The world’s talent at your fingertips #SOCIALRECRUITING2016
JOB POSTINGS
STILL POSTING GIANT
BLOCKS OF TEXT?
THOSE DAYS ARE
GONE. PUT YOUR
BRANDING EFFORTS
INTO YOUR POSTS.
Make them clever and conversational. Add a photo of
your team or a video. It's time to up our game.
24. The world’s talent at your fingertips #SOCIALRECRUITING2016
MOBILE. MOBILE. MOBILE.
WHEN’S THE LAST TIME YOU
TRIED TO APPLY TO ONE OF YOUR
JOBS VIA A MOBILE DEVICE?
Think about the mobile experience. Pinch and
zoom is not a mobile strategy in 2016.
26. GLASSDOOR STRATEGY
The world’s talent at your fingertips #SOCIALRECRUITING2016
WE’RE LIVING IN A YELP WORLD.
YOU NEED TO PAY ATTENTION TO WHAT
PEOPLE ARE SAYING ABOUT YOU.
Have a Glassdoor strategy including content + response + engagement.
27. The world’s talent at your fingertips #SOCIALRECRUITING2016
CANDIDATE EXPERIENCE
WHAT’S THE POINT OF A STRONG
EMPLOYER BRAND IF YOU MISTREAT
CANDIDATES ONCE THEY APPLY?
Audit the experience to make it better.
28. The world’s talent at your fingertips #SOCIALRECRUITING2016
PERSONAL BRAND /
RECRUITER BRAND
YOU HAVE A
BRAND TOO.
BUILD IT.
REFINE IT.
PROTECT IT.
Are you just blasting jobs all day? Or, are you sharing content that's
interesting to your audience? Are you forwarding along intro requests in
a timely manner?Be a giver and not just a taker.
29. The world’s talent at your fingertips #SOCIALRECRUITING2016
CROWDSOURCING &
KNOWLEDGE SHARING4
30. The world’s talent at your fingertips #SOCIALRECRUITING2016
NO MORE “COVERING
YOUR ANSWERS”
THE DAYS OF HOARDING
AND HIDING ARE GONE.
2016 is about sharing your experiences and learning
from each other. Join these conversations.
31. The world’s talent at your fingertips #SOCIALRECRUITING2016
CONFERENCES
SHARE. LEARN. GROW.
NETWORK. CONTRIBUTE.
Attend conferences, unconferences,
podcasts… you name it.
32. The world’s talent at your fingertips #SOCIALRECRUITING2016
FACEBOOK GROUPS
FACEBOOK GROUPS
ARE THE NEW
PROFESSIONAL
NETWORKING HUB.
Join recruiting and employer branding groups.
Ask questions — lots of them. Provide answers.
And learn from other's experiences.
33. The world’s talent at your fingertips #SOCIALRECRUITING2016
HR OPEN SOURCE
#HROS
OPEN SOURCE.
WORKS FOR TECH.
AND IT WORKS
FOR HR AND
RECRUITING,TOO.
Join the convo at hros.co
34. The world’s talent at your fingertips #SOCIALRECRUITING2016
@StacyZapar
linkedin.com/in/stacyzapar
facebook.com/tenfoldsocial
thisistenfold.com
stacy@thisistenfold.com
35. JOIN THE OPEN WEB COMMUNITY
Learn more at dice.com/openweb
The world’s talent at your fingertips #SOCIALRECRUITING2016