ConnectIN San Francisco - Small but Mighty, Small Teams with Big Ambitions
38
Alyssa Merwin Head of Relationship Management LinkedIn Welcome #InTalent
-
Upload
kyle-poll -
Category
Recruiting & HR
-
view
482 -
download
3
description
LinkedIn's ConnectIn Customer event in San Francisco featured this session with content tailored to smaller recruitment teams with big ambitions. Take a look at the road map to creating a powerful Talent Brand, even as a small business.
Transcript of ConnectIN San Francisco - Small but Mighty, Small Teams with Big Ambitions
Alyssa Merwin Head of Relationship Management LinkedIn
Welcome
#InTalent
Kyle Poll Regional Sales Manager LinkedIn
Big Recruiting Success for Small Teams
#InTalent
Natalie Miranda Sr. Manager, Recruitment Product Consulting LinkedIn
Small but MightyThe power of smal l teams with big ambit ions
#InTalent
Your authenticTalent Brand
Compellingjob postings
Search excellence
Engagingoutreach
Automated
Proacti
ve
#InTalent
Talent Brand is the foundation
that fuels success inall your recruitment endeavors
Talent Brand changes the game
Tight turning radius
Rapid acceleration
Objective Requirements Advantage
Executive buy-in & support
Arm yourself with data
Bring partners to the table
Gain access and make a compelling case
Repeat until strong support is achieved
SMB
The Talent Brand Roadmap
Objective Requirements Advantage
Executive buy-in & support
Arm yourself with data
Bring partners to the table
Gain access and make a compelling case
Repeat until strong support is achieved
SMB
Listen & learn
EmployeesOutsideDetermine key strengths and challengesOpenly address what you learn
SMB
The Talent Brand Roadmap
Objective Requirements Advantage
Executive buy-in & support
Arm yourself with data
Bring partners to the table
Gain access and make a compelling case
Repeat until strong support is achieved
SMB
Listen & learn
EmployeesOutsideDetermine key strengths and challengesOpenly address what you learn
SMB
Craft your approach
Be realBe personalBe braveBe consistent
SMB
The Talent Brand Roadmap
Objective Requirements Advantage
Executive buy-in & support
Arm yourself with data
Bring partners to the table
Gain access and make a compelling case
Repeat until strong support is achieved
SMB
Listen & learn
EmployeesOutsideDetermine key strengths and challengesOpenly address what you learn
SMB
Craft your approach
Be realBe personalBe braveBe consistent
SMB
Promote & engage
Help your employees to shineEvery touch point mattersHiring managers aligned Coherent engagement across social media platforms
SMB
The Talent Brand Roadmap
Objective Requirements Advantage
Executive buy-in & support
Arm yourself with data
Bring partners to the table
Gain access and make a compelling case
Repeat until strong support is achieved
SMB
Listen & learn
EmployeesOutsideDetermine key strengths and challengesOpenly address what you learn
SMB
Craft your approach
Be realBe personalBe braveBe consistent
SMB
Promote & engage
Help your employees to shineEvery touch point mattersHiring managers aligned Coherent engagement across social media platforms
SMB
Measure & adjust
In-houseOnlineTalent Brand Index
Mixed
The Talent Brand Roadmap
Some branding tips for smaller businesses
Take a stand. Believe in something. Wear it on your sleeve.
Some branding tips for smaller businesses
Clearly enunciate your unique employee value proposition
Some branding tips for smaller businesses
You don’t need to appeal to everyone.You don’t WANT to appeal to everyone.
Some branding tips for smaller businesses
Embrace transparency
Your authenticTalent Brand
Compellingjob postings
Search excellence
Engagingoutreach
#InTalent
You have the
opportunity to stand out
To defyconventional wisdom
To dare to
be diff erent
To let your
brand soar
Compelling Job Postings
1. Save the creativity for the description, NOT the titleUse standard terms in the title to improve match quality
2. Speak the candidate’s languageWrite like you would speak to your ideal candidate
3. Highlight the position’s impactExcite candidates with specific project examples
4. Use an accessible, engaging, mobile friendly format Short sentences. Short paragraphs. Eye catching design.
#InTalent
Give high priority positions extra oomph
Sponsor jobs for top placement with the right audience
More applies with Sponsored Jobs
50%
Shine a giant spotlight
on what makes your
company amazing
Your authenticTalent Brand
Compellingjob postings
Search excellence
Engagingoutreach
#InTalent
Common searches yield common results
cl imb a l i t t le h igher up the talent tree
Boolean basics
A AND B A NOT BA OR B
A
B
A
B
A
B
Search best practices
project manager “project manager”
engineer NOT director
(engineer OR engineering) AND (manager OR director OR lead)
vp OR “v.p.” OR “vice president”
sales AND (associate OR representative OR rep OR specialist OR consultant)
“account executive”
“sales executive”
“business development manager”
“account manager”“territory manager”
“business development executive”
≠
Think about different ways people may state their:
Ski l ls
Company Name
Industry
Title
If you don’t,
many great candidates
will simply disappear
Most easily found profile
Best candidate
Especially in high-demand fields where easily found people with great profiles may be frequently contacted
≠
#InTalent
Saved (and shared) searches
Let us do the work for you
People you may want to hire
Similar profiles
Your authenticTalent Brand
Compellingjob postings
Search excellence
Engagingoutreach
#InTalent
Avoid careless mistakes
Check out the LinkedIn Talent Blog for more best practices
Spelling mistakesHe works forLinkedInHe’s an engineer not a biz dev guy
Bizarre punctuation alert.
The 8 Golden Rules of InMail
1 Grab attention
2
3
4
5
6Show you are selective
Be conversational and brief
Listen well
Focus on goals, not the job
Leverage content
Be patient
Include a call to action
7
8
#InTalent
Your authenticTalent Brand
Compellingjob postings
Search excellence
Engagingoutreach
Automated
Proacti
ve
Four areas of focus for BIG results
Questions?
#InTalent
