SOCIAL RECRUITING 101: HOW TO KEEP THE

MAGIC GOING

Used to the idea of farming or small town life

Education

“Get back to the farm”

Grew up in rural area

The goal was 55

hires to their management

program from these three

sources

Internal training program

External program

Ex-military

Restaurant

Create custom content for university faculty

Spotify advertising Sponsoring groups

Advertise off-campus

Location-based IP targeting

Swag

Internal Talent Programs

Career & university recruiting site

Create a mobile process to attract candidates who had similar personalities

Build a career site to reach potential employees

Develop an SEO strategy that would reach job seekers

Grew company website to keep up with new business

Capitalize on the fun-loving spirit

Social media job postings

Redesigned the careers page

Collected Awards & Accolades

Collected Testimonials

Jobs by Location

Team Accomplishments

Facebook referral Give a clear view into

ClearCompany work life

Facebook referral Glassdoor ratings by

employees are honest & transparent

Encourage the hiring managers

Quick growth

Small business

Difficult to navigate

Click multiple times to find the jobs

Photos from when we were a company of 15

ISSUES

Not enough departments

Didn’t show geographic diversity

It didn’t grow with us

Made the mistake of leaving it stagnant, and thinking it would attract A-Players

MISSTEPS, BLUNDERS & CHALLENGES

A tough business but our

next company

was doing it right

Staffing agencies

Negative reviews on their Glassdoor and Facebook

Build up their Facebook presence and start

seeing referrals Never outspend The really Large Recruiting agencies

Created incentives for social & crowdsourced reviews

No time or budget left to rebuild the site

!

"

We Also Used design And content To help Bolster the Truly Cool things

Launched a new website

Created a feel modeled after AirBnB

Created a backend intranet for their travelers

New website and intranet

Twitter chats

Monthly social campaigns

Referral bonus program

Superhero campaign Memes/Videos

Facebook referral

We started using assessments

A comprehensive performance

management system

We use Recruiterbox as an ATS

We created a culture page (rather than just jobs)

We also use Looksharp

Old-fashioned sourcing

Interview assignments

Creating employee ambassadors

Buffer Sprout Social

Edgar

Instapage

SEMRush

There is no one-size-fits-all Approach for Employer branding

What is our UNIQUE value proposition?

How do candidates SEE us? (do they see us?)

Are we addressing the needs of CURRENT employees?

Why would someone want to work for you?

What percentage of your employees would recommend your company as a great place to work?

Listen closely to

the experts but apply

common sense to what they say