Boost Your Talent Attraction Super Powers

Three Things You Can Do Now

Cindy Cloud – Global Talent Attraction

November 12, 2014

2

“This project is really

important; will I ever fill these

positions on time?

I wish I had a pipe line of

candidates that at

the least… WANTED

to work for us!”

LinkedIn Enlist Employee Crusaders

3

Brand Your LinkedIn Profiles

• Summary Section

• Add brand message

• Keep it short, make it strong

• Media Section

• Mix it up, keep it fresh

• Be role specific (if possible)

4

Recruiter/Hiring Managers Important

Mix company and employee content

Mix company and employee content

Referral Program Create ERP Champions

5

Showcase Your Best Performers

• Honor and appreciate your

best ‘referrers’

• Give visibility at company

and team meetings

• Use non-monetary rewards,

such as time-off or lunch with

the CEO

• Feature in social media posts,

newsletters, etc.

6

Use public recognition to fuel referrals

Glassdoor Reviews Empower Employee Advocates

7

Transparency is Power

• Balance marketing messages

with employee viewpoint

• Unvarnished, and real-time

• Encourage on-going reviews

• Interview follow-ups

• Annual pulse-surveys

• Work anniversaries

• New hire 90/180 day mark

• Benefits Open Enrollment

8

Candidates trust employees’ voice Content is most relevant

within six month window

Round Up Talent Magnet Machine

9

Use all three strategies for super strength attraction

1-2-3 Punch

10

[your results may very]

“With my new super powers it is

easier to keep my pipeline filled

with candidates who want to

work for our company because

they know us and trust us!”