Small Business Hiring: Make Your Talent Brand Recruit for You

Meet your presenters!

Lauren Hodgson Sr. Manager, Talent Tractor Beam Infusionsoft

Khary Francis Product Marketing Manager LinkedIn Talent Solutions

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Tactics for building your talent brand

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 + the Talent Tractor Beam Infusionsoft

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STEP 1: Get crystal clear on who you

need

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6

The WHO

 Make up the person you want to hire. Let’s call him.. Step 1: Get crystal clear on who you need

PAT

What would make Pat successful in this role?

What excites Pat?

Why does Pat like doing this work? Where does Pat hang out?

(associations, clubs, conference, LinkedIn Groups, etc.)

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 Define what they MUST have Step 1: Get crystal clear on who you need

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 The interview process is part of branding Step 1: Get crystal clear on who you need

Give candidates projects to complete to help you identify if they align with your needs

Infusionsoft’s project for Master of First Impressions (receptionist)

Project is submitted with application

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 Create a visual job description Step 1: Get crystal clear on who you need

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Step 2: Treat hiring like it’s marketing

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 Create your value proposition STEP 2: Treat hiring like it’s marketing

Infusionsoft’s value proposition for engineers:

§  Alignment towards small businesses

§  Continuous delivery

§  Empowerment coupled with a framework to execute

§  Mastery

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Infusionsoft on… Step 2: Treat hiring like it’s marketing

Careers Page

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Infusionsoft on… Step 2: Treat hiring like it’s marketing

Company Page

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Infusionsoft on… Step 2: Treat hiring like it’s marketing

Company status update

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  Infusionsoft on… Step 2: Treat hiring like it’s marketing

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  Infusionsoft on… Step 2. Treat hiring like it’s marketing

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Step 2: Treat hiring like it’s marketing  Infusionsoft’s website attracts people that share their philosophy

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Step 2: Treat hiring like it’s marketing  Infusionsoft’s website – culture tours

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Step 2: Treat hiring like it’s marketing  Infusionsoft’s job descriptions – creative & visual

Java Developer job description

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Step 2: Treat hiring like it’s marketing  Infusionsoft’s job descriptions – creative & visual

Tech Support Rep job description

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Step 2: Treat hiring like it’s marketing

Videos …Day In the Life …What You’ll Create …Meet the Team

 Infusionsoft shares what it’s like to work there

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Step 2:Treat hiring like it’s marketing

 Infusionsoft’s video for Product Development talent

Highlights solving problems, big challenges they are working on, and the ability to grow and work with smart people.

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Step 3: Employees as marketers

*Infusionites*

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Step 3: Employees as marketers

 Infusionsoft encourages employees to share on social media

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Step 3: Employees as marketers

Sample tweets for employees to use:

Tweet from CTO

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 Infusionsoft encourages employees to share on social media

Step 3: Employees as marketers

On LinkedIn

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 Infusionsoft encourages employees to share on social media

Step 3: Employees as marketers

# Use Twitter to show what life at Infusionsoft looks like.

Employee’s tweet with #infusionlife

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 Infusionsoft encourages employees to share on social media

Step 3: Employees as marketers

 Infusionsoft gives employees LinkedIn profiles tips

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Step 3: Employees as marketers

 Encourages employee referrals

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Step 3: Employees as marketers

 Celebrates employee referrals

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Highlight: 1/3 of people come from employee referrals

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Step 3: Employees as marketers

•  60% of employees have owned or currently own their own small

business.

•  It’s harder to get into Infusionsoft than it is Harvard!

•  3.7% acceptance rate

•  InMail response rate is 32% for tech positions.

•  1/3 employees come from referrals.

 Infusionsoft’s results

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Your checklist

ü Get crystal clear on who you need •  Create a persona for your next hire. •  Define the 5 things they MUST have and test for them. •  Develop projects for candidates that will help you evaluate if they’re a good fit. •  Create a visual job description to engage and educate your team.

ü  Treat hiring like it’s marketing •  Define your value proposition for each role. •  Amplify what makes your company unique on LinkedIn and other social media. •  Use your website to share your values, culture videos, and what kind of people you want. •  Get creative with job descriptions – make them visual and speak the candidates language.

ü Use your employees as marketers •  Encourage employees to share updates, company culture, and jobs with their networks. •  Provide employees with sample tweets and posts they can use. •  Give employees tips on their Linkedin profiles – develop a tip sheet! •  Encourage and celebrate employee referrals.

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What: Live broadcast of Talent Connect 2014 When: Oct 21 and Oct 22

Register:

http://lnkd.in/talentconnectlive Perks:

•  Hosted broadcast with commentary •  Early access to TC365, post-event

website

You’re Invited to watch Talent Connect Live!

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