Tips for Talent Acquisition

Enhancing Your Recruiting with Social Media Don’t Whine “I Don’t Have

the Time”…..

There are at least 2 or 3 things you are currently doing inefficiently that could be done more efficiently

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.

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.

Tip #1 – Candidate Experience

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!

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 percentWhat 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

Tip #2 – Referral Programs

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.

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.

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

Update weekly, customer recommendations and all employees connected.

Tip #3 – LinkedIn Company Pages

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.

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.

Tip #4 – Company Twitter Profile

Bonus – Use Aggregators like Hootsuite or Tweetdeck to manage your engagement.

Build community don’t just blast jobs.

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

Having your key staff share their thoughts with the community

Tip #5 – Company Blogs

Tip # 6Engage Don’t Blast

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

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

Tips # 8 & 9 – Job Boards

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.

Tip # 8 – Job Postings = Online Advertising = Keywords

Please, don’t just copy the contract requirement!

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 .

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.

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.

Why Go to All of This Trouble?

Maintaining a Talent Pipeline

Integrated Community Engagement

Employment fraud

Kathleen Smithksmith@clearedjobs.net

www.SlideShare.net/ClearedJobsNet