Social Networking & Recruiting Passive Candidates

Social Networking &R iti P i C did tRecruiting Passive Candidates

January 30 2009January 30, 2009

Your Speakers Today!

Anne Nimke brings almost 30 years of experience in both humanresources and staffing to Pinstripe.

She is a recognized leader in the RPO arena seasoned veteran in world oftalent strategy. She has lead strategic client engagements including RPOSolutions that are the flagship programs in the industry, Anne has also leadLong term outsourced talent acquisition programs for professional, nonLong term outsourced talent acquisition programs for professional, nonexempt and hourly staffing needs and consulting projects including applicantTracking selection and implementation, employment agency RFP andContract negotiation, and HR/Recruitment Department realignment andreorganization.A Ni k reorganization.

She graduated from Marquette University with honors and is currently aMember of the HR Outsourcing Association (HROA), is Vice Chair of the RPOAssociation, is a member of SHRM’s National Staffing Special Expertise Panel

Anne NimkeCo‐founder andExec. Consultant

ssoc at o , s a e be o S s at o a Sta g Spec a pe t se a eand is former President of the MMSHRM Chapter and co‐chair of the WIState SHRM Conference.

2

Your Speakers Today!

Robin McMahon is one of the most seasoned and effective staffing professionals around, Robin will stop at nothing (well, almost) to create great recruiting results for her clients. With almost 20 years experience encompassing a variety of industries and positions, Robin is a whiz when it comes to direct and indirect recruiting methods, internet recruiting, recruitment advertising and compelling ad copy, applicant tracking technologies and behaviorally based interviewing. Robin’s strong collaborative skills, combined with her drive for results, result in rave reviews from HR Generalists and Hiring Managers. With her expert experience with a variety of recruitment technologies, Robin has been involved in the implementation and contributed to key design elements of ATS functionality for a number of systems.

With a specialty in diversity and recruiting, Robin’s networks result in diverse candidate slates for all client positions while reducing cost per hire and cycle time. Where none previously existed, Robin automated and reported key metrics

Robin McMahon

of diversity, cycle time, and cost per hire that have been critical in facilitating key workforce planning decisions. Robin has excelled in her ability to outperform current methods of recruiting and high touch candidate and customer service.

3

About Pinstripe

Pinstripe Inc. designs, builds, and manages high performing,

outsourced talent acquisition and management solutions that helpoutsourced talent acquisition and management solutions that help

organizations win the war for talent and create sustainable

competitive advantage. p g

Pinstripe’s Healthcare Group is a leading human resources and recruitment

outsourcing partner that works with healthcare organizations to improve

Talent Management and Workforce Utilization Systems while reducing

ll l b d i i ffi i ioverall labor costs and improving efficiencies.

Visit us at www.pinstripetalent.comVisit us at www.pinstripetalent.comor www.pinstripehealthcare.com

4

Pinstripe Customers

Pinstripe HealthcarePinstripe Healthcare

5

Agenda

• The Challenge and Opportunity Today

• Part One:

Follow the

Part One:

– Mobilizing Web 2.0 for Recruiting

• Using LinkedIn, Facebook and TwitterConversation LIVE

Include:

Using LinkedIn, Facebook and Twitter

• Part Two

– You found the names…Now what?#blr in your tweets

You found the names…Now what?

• Questions

6

Take‐Aways

• If you would like additional information please email:

– Anne Nimke

• [email protected]

– Robin McMahon

• [email protected]

h l l• The New Recruitment Tool: Social Networking Sites

• Social Networking: Recruiting the• Social Networking: Recruiting the Passive Candidate Through Networking Sites

7

Generations

Veterans ‐ “Work First!”Boomers “Live to Work!”Boomers ‐ “Live to Work!”

Generation X ‐ “Work to Live!”Generation Y ‐ “Live, then Work!”Generation Y Live, then Work!Generation Z – “Live/Work NOW”

ALSO th f Mill i lALSO other names for Millenials:

Gen Z – after Gen Y born 2000+Gen C – “click/content/connect”

Gen V – “virtual”Gen Now - immediacy

G @ Th M S G tiGen@ - The MySpace Generation

8

In case you hadn’t noticed—the ymarket is tough and getting tougher…g

Traditional “post and pray” recruitment strategy is becomingstrategy is becoming less and less effective

9

There is an incredible PARADOX!

• Vacated Jobs + Newly Created Jobs = 33 to 52

• 15% fewer 35 to 45 year olds

B b B R ti t

Demographic Challenges

Million open positions

• 11M to 23M person SHORTAGE of talent

ll b th t f th

• Baby Boomer Retirements

• Immigration is down and Female participation in workforce is at all time high

overall by the turn of the decade; Significant “war for talent” now in many arenas

US D f L b

g

• US Growth 3% to 4%

• Global Growth even Faster

‐ US Dept. of Labor

Economic ChallengesEconomic Challenges• Rising unemployment• Lots of Applicants• Significant changes in staff needs and open requisitionsopen requisitions

• RIFs• Reduced resources

10

Part 1 – Mobilizing Web 2.0 for Recruiting

• Intro to Networking Sites

• What is and how does itWhat is and how does it work?

• Conducting Candidate Searches

• Locating Candidate Contact Info

• What is and how does it work?

• What is and how does it work?

11

What is Web 2.0 anyway?

• It is a knowledge oriented environment where human interaction generates the content that is published, managed and used

• Although the term suggests a new version of the World Wide Web it does not refer to an update to any technical specificationsWeb… it does not refer to an update to any technical specifications, but to changes in the ways end users use webs.

Evolution of Web 2.0

12

Goal: Find more candidates

Internal Candidates

Create robust communication to current employee database and insure employees in career path are recruited

Active Candidates

Q lif j b h i i d b i k iQualify job search criteria and ensure robust recruitment marketing to candidates looking for a job now ‐ online and off on web and in your current ATS & CRM

Selective Candidates

Research and mine resume/ candidate database for candidates actively…daily

Passive Candidates

Find and maintain relationships with currently employed talent that might p y p y gnot be looking to change jobs today

13

Who uses 2.0?

• Generation X: Born between 1964‐1980, Age 45‐28

• How do we reach Generation X?How do we reach Generation X?

– MORE interactive media ‐ internet banner advertising, job boards, e‐cards, text messaging, cinema advertising, mobile media, billboards, public transportation radio cabletransportation, radio, cable

– LESS traditional

• Generation Y/Millennial: Born 1980‐1995 Age less than 28• Generation Y/Millennial: Born 1980‐1995, Age less than 28

• How do we reach Generation Y?

– MOSTLY interactive and alternative media – job boards (using behavioral– MOSTLY interactive and alternative media – job boards (using behavioral marketing), internet banner ads, networking sites, RSS feeds, blogging, text messaging, streaming video, flash e‐cards, email marketing, splash pages, mobile media, fun radio, fun cable, coffee cup sleeves, sporting eventmobile media, fun radio, fun cable, coffee cup sleeves, sporting event and/or program advertising.

– They REJECT the traditional! 14

Recruiting 1.0 ‐ The Internet:“It’s Not Your Father’s Recruiting Anymore”

15

Recruiting 2.0 ‐ Applying Web 2.0!

GoogleGoogle

Facebook

YouTube

16

Today's Trends with Social Networking

• Social Networks

• On‐line version of the age old employee referralOn line version of the age old employee referral

• Phenomenon

• Reach passive candidates• Reach passive candidates

• Tap Gen Y & Millennials

• Enhance Employer brand• Enhance Employer brand

17

Business Directories

• For research, prospecting, sales and recruiting

• Non Interactive, although you may edit your own profile

• These sites offer search capability

• Most offer both free and paid bsubscriptions

• Business directory sites are now moving to Web 2 type platformsto Web 2 type platforms

18

Networking Sites

Social Networking Business NetworkingSocial Networking

• For personal, not business, interests

• Interactive: You create and edit your

Business Networking

• For research, prospecting, sales, recruiting.

own profile, and invite friends.

• Friends can interact with you through your page.

• Interactive: Create and edit your profile, invite colleagues to join your network.

h ff h b l• Search capability, but users can keep their profiles “private”

• These sites offer search capability

• Most offer both free and paid subscriptions

19

20

Structure of Social Networks

MikeSheliaAdam Matt Anthony Jenn

Sandy Friends

Frank

ChetSue

Robin

Barry

TradeAssoc

Chet

Barry’sCo Workers Bill

Maria

Barry

Bill’s

Bill

Anne

Evan Lois Terry StaffMegan

Leslie Joyce

21

What is ?

• LinkedIn is a networking site for professionals

• More than 34 million registered users in over 150 industries andMore than 34 million registered users in over 150 industries and 400+ economic regions

• LinkedIn allows its users to invite other professionals and contacts to be a part of their network (and be known as a ‘connection’)

• http://en.wikipedia.org/wiki/LinkedIn

22

Features of LinkedIn

Contact information not available, can access through your connections and

Direct contacts, full contact information available.

connections shared with the contact.

Total number of people user can contact, can view their information, but not contact information

23

Getting Started

Followstep

by stepby step instructionsto populate

yourprofile

Click here to register

profile

and start creating your profile.

24

Building your Personal Profile

25

“Linking” With Other Professionals

26

“Linking” With Other Professionals

• Once you have invited professionals that you know and contacts from your email address books to your network, the next step is to see who from previous employers and schools belong to LinkedIn.

27

Conducting Candidate Searches

• Once you have a network, you are able to search your network for potential candidates

Use theUse the advanced Use the

keyword search or name search function to

advanced search function to enter more than one criteria to function to

complete simple searches.

search on

Drop down box for location specific specificsearch

28


• Example: I need to find a list of Engineers within the Pharmaceutical Industry who live around the Milwaukee, WI area:

29

Finding Candidate Contact Information

LinkedIn Profile

By scrolling to the end of the profile, you will sometimes find contact information easily.

30


• If a candidate is not a 1st degree connection through your LinkedIn network how do you reach out to them?

You can get introduced through shared connections, or contact directly for an additional cost.

31


• If a candidate is not a 1st degree connection through your LinkedIn network how do you reach out to them?

Profile Use the clues

Search Engines

Corporate websites

Directories

32


Profile: Use the Clues!

33


Google your clues (NameGoogle your clues. (Name, location, company name, college or university)

34


Google ‐‐@companyname.comBy obtaining other email addresses fromBy obtaining other email addresses from the same company, you can often determine your prospect’s email address. In this example, we assume that Anne Nimke’s email address is [email protected]

35


LinkedIn “Super Advanced Search”Search string formula:Site:www linkedin com (Keyword1 keyword2 keyword3)Site:www.linkedin.com (Keyword1, keyword2, keyword3)

36

What is ?

• Facebook is a social networking site for individuals

• Over 150 million active users in all age groupsg g p

• Largest age group is 18‐21, but fastest growing is 30 years and older

• Used to be mostly personal use, but now businesses are successfully getting involved in a variety of ways

• Organized into networks: city, workplace, school and region

• Uses profiles much like LinkedIn• Uses profiles much like LinkedIn, but with a heavy amount ofinteraction between friends

– Public and private messages

– Posting personal pictures and video

– Sharing links and notesSharing links and notes

• http://en.wikipedia.org/wiki/Facebook37

How to Get Started with Facebook

• Go to www.facebook.com and sign up for an account

G i l d!• Get involved!

– Find your friends using Search and Contact Importer

Interact: post pictures tell people what you’re doing become a fan join a– Interact: post pictures, tell people what you re doing, become a fan, join a group, comment on a friend’s profile or status

38

Features of Facebook

• Toolbar – shortcuts for commonly used pages

Home page / News Feed:Notifications portal and aggregate

Settings:Ch i iNotifications portal and aggregate

view of friends’ updates

Profile:A li k t F b k fil t d t

Search box:Global or network search for

Change privacy settings, who sees you and when

A link to your Facebook profile to update your information and view public Wall posts

Friends:i f f i d bl b

Global or network search for people, groups, fan pages

List of your friends, sortable by network and customizable lists

Inbox:Send a private message to one or many friends; compiled in a conversation view

39

Profiles: Facebook vs. LinkedIn

Facebook LinkedInFacebook LinkedIn

40

Facebook Fan Pages and Groups

• Can become a fan of just about anything: a person, organization, company

• Create a page to post:

– Company overview

– Contact information

Vid– Video

– Press releases

• Visitors may create:• Visitors may create:

– Discussions about your company and industry

– Company reviews

41

Facebook Search

42

Creating a Fan Page or Group

• From your Home page, select Page Manager on the right side

• Select the Pages link

• Click on Create Page

• Choose your Page Category and submit

• Edit basic and detailed info

• Add a profile picture

• Use the Applications section to add/editUse the Applications section to add/editadvanced modules like video

• Once final, start inviting your friends to become a fan and build a network of fans

43

Facebook for Recruiting

• Find candidates by looking for groups and pages that they frequentfrequent

• Contribute to discussions and send private messages

44

Facebook for Recruiting

• Utilize the Facebook job board to post jobs

45


Facebook “Super Advanced Search”Search string formula:Site:www facebook com (Keyword1 keyword2 keyword3)Site:www.facebook.com (Keyword1, keyword2, keyword3)

46

Facebook Advertising

• Take out an ad on Facebook

• Ads run along the right side of mostAds run along the right side of most Facebook pages

• Users see relevant ads based on information in their profiles and the groups they are members of

d d b d• Create targeted ads based on geography, keywords

• Image or text based• Image or text‐based

• Get analytics of who is clicking on your ads and make immediateyour ads and make immediate adjustments

47

What is ?

• Twitter is a microblog social networking site, where users answer the question “What are you doing?” in a variety of ways

• Over 5.5 million users and growing rapidly

• Messages, or “tweets”, are limited to 140 characters

• People “follow” each other instead of becoming friends (you don’t have to follow someone just because they’re following you!)

• Quick and easy to digest multiple messages in a feed format ‐ FASTQuick and easy to digest multiple messages in a feed format FAST

• Approx. 1.5 million tweets are sent daily

• It is a low‐risk casual way to connect with individuals (Gen Z!)

• Use to promote:– Career Fairs

J b i– Job openings

– Press Releases48

How to Get Started with Twitter

• Go to www.twitter.com and sign up for an account

• Watch the video and view the Twitter FAQWatch the video and view the Twitter FAQ

• Follow a few friends to get started

– Visit a profile and click “Follow” under the person’s imageVisit a profile and click Follow under the person s image

– i.e. http://twitter.com/PinstripeTalent, http://twitter.com/animke

49

Twitter Search

• Build a network of followers by using search and other tools

– Start with Twitter search and then move on to advanced search tools

– Click “Search” at the bottom of any page and search for anything!

50

Finding People

• Google search is the most flexible, giving you the ability to search names, bios and tweets. An example of a basic site search:

• Twellow.com: search bios • MrTweet.net: “following” reports

51

Sharpen Your Twitter Skills

• Send a tweet: simply enter something in the “What are you doing?” boxdoing?” box

• Reply: use the “@” symbol and someone’s username followed by yyour message to send a reply

• Retweet/RT: forwarding on a message or link to your networkmessage or link to your network, potentially creating a viral effect

• Track your posted link clicksy panalytics at http://cli.gs

• Direct Messages: conduct a private conversationprivate conversation

52

More Twitter Tools

• Set up an RSS feed to monitor common search queries

• Tweet frequently!• Tweet frequently!

– New job openings

– Events ‐ career fairs webinarsEvents career fairs, webinars

– Relevant articles and advice on the job market, interviewing

• Network with recruiters to learn best practices and new tacticsNetwork with recruiters to learn best practices and new tactics

53

Live Tweeting Using Hashtags

• Start a Live Career Open House using hashtags

– Use hashtags: a designation included in your tweets for conversations on g g yspecific groups or events (Today’s webinar’s hashtag is #blr)

– Think of a unique name for the hashtag, because others could accidentally use the same tag

– No registration necessary – just start posting using #yourhashtag

– Encourage attendees to post questions, comments, job inquiries and more

– Reply publicly using both #yourhashtag and @personname so everyone can see the answers, but they know who the answer is directed towards

54

Quick Tricks to do TODAY!

• Build your own LinkedIn Profile

– Email your toughest open requisition to all your 1st Degree Contactsy g p q y g

• Create corporate accounts/company group

– MySpace, Facebook, Twitter, LinkedIn

• Ask your employees to add a link to your company career site on their MySpace, LinkedIn, Facebook and Twitter accounts

• Run a Career Open House using Twitter hashtags

• Create “social networking” sources for your ATS Source Analysis

• Block out 1 hour per day for outbound passive candidate calls –schedule it for your “best mood” time

55

Part 2: Making Contact

• The Recruiter Attitude

• Successful Call OutcomesSuccessful Call Outcomes

• The 7 Step Formula for Successful Recruiting Calls

56

How Recruiters Work

• Technology is a tool!

• Eventually you have toEventually you have to pick up the Phone!

57

Call Reluctance is usually –a result lack of preparation or fear

Understand your call objective

InterestedInterested

Successful call

outcomes

FutureReferral

Yours may be the most important call of the day!

Attitude is everything!58

Ground Rules

1. Always be honest.

2. Quick introduction‐get to the gist quickly.2. Quick introduction get to the gist quickly.

3. Always put yourself in the prospect’s shoes. They are basically the same as you & me.

• Understand you have called them at work.y

• Ask if they have time to talk

• Make sure they understand the conversationMake sure they understand the conversation will be of a sensitive or confidential nature.

• Empathize and agree.

59

The 7 Steps to Successful Recruiting

Veterans ‐ “Work First!”Boomers ‐ “Live to Work!”Boomers Live to Work!

Generation X ‐ “Work to Live!”Generation Y ‐ “Live, then Work!”Generation Z “Live/Work NOW”

Introduction

P i i

Generation Z – “Live/Work NOW”

Permission

Describe

ComplimentCompliment

Invite

ReferralsReferrals

Close60

Step 1: Introduction

• Your name came up in a conversation

• I just got off the phone with…I just got off the phone with…

– a colleague, competitor, former associate, member of our team

• In researching ______, I came across your name.

IntroductionPermission

Describe

Compliment

Invite

Referrals

Close61

Step 2: Get Permission

• I realize I’ve called you at work, but do you have a minute?

• Have I caught you at a time when you can talk privately for a minute or two?

• Are you able to talk for just a couple of minutes about a confidential matter?

h d b d ?Introduction

• Is this a good time or a bad time? Permission

Describe

Compliment

Invite

Referrals

Close62

Step 3: Tell Them What You Do!

• I work with local talent in the commercial banking market and align their experience and career interests with opportunities atcareer interests with opportunities at ____________.

• I align people’s skills and career interests with g p popportunities at ____________.

• I work to bring the best local talent to our Introductionorganization.

• I help great people find opportunities that fit their lifestyles and goals where they can make

Permission

Describetheir lifestyles and goals where they can make a meaningful contribution to Pinstripe. Compliment

Invite

Referrals

Close63

Step 4: Compliment Them

• In looking at our growth strategy, we realized that we needed to add some real expertise to our team.

• Some of our team got together and came up ith h t li t f l i th k t th twith a short list of people in the market that

they respect.

• The person I met with mentioned that you’re IntroductionThe person I met with mentioned that you re one of the best relationship managers they ever worked with.

Permission

Describe

• They said you were a creative genius. ComplimentInvite

Referrals

Close64

Step 5: Invite Them

• I don’t know whether you’ve considered investigating the market, but I wanted to ask if _________ had an opportunity that was stronger than what you’re doing now, would you be g y g , yopen to having a conversation?

• I don’t know whether you’re actively in the market for a new opportunity, but I did want to ask you if from a confidential pp y, ystandpoint, we had an opportunity that could accelerate your career, would you be open to talking about it?

• I realize that you may not be in the job market right now, but •Introductionwanted to find out if you’d at least be open to having a brief conversation to determine whether ________ could provide opportunities that meet your work/life needs.

•Permission

•Describe

• Perhaps you haven’t considered comparing other employers against what you’re currently doing. But, if we had an opportunity that would get you doing something really meaningful would you want to hear about it?

•Compliment

•Invitemeaningful, would you want to hear about it?

•Referrals

•ClosePete LeffkowitzMorgan Consulting

65

Step 6: Ask for Referrals

• Here at _______, we really take a networking approach. In that spirit, may I ask who among your colleagues I could network with?

• Not everyone is as lucky as you are.

• Who among your friends do you think would like to hear about an opportunity that might be more fun than what they’re doing now? Introductionmore fun than what they re doing now?

• I can appreciate that the timing isn’t right for you at the moment.

Permission

Describe

• Could I ask you to think about people you respect who may appreciate getting a similar phone call?

Compliment

Invite

f lphone call? ReferralsClose

66

Step 7: Thank & Set Next Call

• I can appreciate that you’re (reflect conversation)

• ….. With your permission, though, I’d like to leave the door open for the future. No one knows what the future holds Would it be allknows what the future holds. Would it be all right for me to give you a call in 6‐9 months?

Introduction

Permission

Describe

Compliment

Invite

Referrals

Close67

Handling Objections

• I’m happy where I am

• The timing isn’t right now

• I make too much money

• I’ve recently been promoted

• I don’t know anyone who is looking for a new job.

68

“I’m Happy”

“It’s so refreshing to hear that! And you know what? That puts you in the best position to look at a new opportunity”

69

“I’m very well compensated”

“Hearing you say that just confirms that we called the right person! Pinstripe is also competitive in the market with

ti G ll ki th h it’ bcompensation. Generally speaking, though, it’s been my experience that a LOT of different things play into real job satisfaction. Would you agree?

70

“I’ve recently been promoted”

“Great that your firm recognizes you for the talent you bring to the table, but at the same time, I’m sure you’ve seen in your years i b i th t thi h d l h F kl tin business that things change, and people change. Frankly at this point, we’d like to meet people who are regarded in the industry. It might help you to be totally in touch with what’s available in your future.”

71

“The timing isn’t right”

“I can appreciate that. The timing may not be right now, but since no one knows what’s in the future, would you see any value in getting to know us so that you can be sureany value in getting to know us so that, you can be sure you’re not leaving anything on the table?

72

“I don’t know anyone who is looking”

“I’m sure that’s true. In my job, there are 2 kinds of people I talk to. People who are looking for a job, and people who aren’t. Have you ever thought that the best time to consider a newHave you ever thought that the best time to consider a new opportunity is when you’re not looking?

73

Employers of Choice know thatEmployers of Choice know that Recruitment is NOT an HR Function oran HR Function or

a “Program.

Recruitment is EVERYONE’S Job!

74

Social Networking as a Recruiting Tool

• WHO?

– Business Networks best for professional/industry specific roles (i.e. Biomedical Engineer, VP Commercial Banking Specialized Industry Sales Professional)Commercial Banking, Specialized Industry Sales Professional)

– Social networks– excellent that like to hire early talent

– You can find candidate afraid to post their resume on job boards

• HOW?

– 20 minutes a day to build a great network

– 2 ‐ 3 hours per day – email and PHONEE i t!

p y

– Limit your time & focus…Select 1 or 2 and do a deep dive

• STRATEGICALLY

Experiment!Have fun with it!

– Important segment of your recruiting plan

– Become part of daily discipline for recruiters

– Infuse it into the individual recruiters daily plan

– ROI is there – You saw the results!

– “What gets measured gets done!”75

Thank you – questions?

• Contact information

– Robin: [email protected]@p p

– Anne: [email protected]

• Email us for Take‐Aways

• 877.797.3379 or 262.754.5050 (office)

• Visit us at www.pinstripetalent.comp p

76