Social Recruiting 101: How to Keep the Magic Going - Marissa Litty, Eric Foutch, Shalaina Ocasio, Shaley McKeever
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The Red Branch Media team will discuss how it's built brands from Elevated Careers and JBS (huge!) to smaller software companies like ClearCompany and Triage Staffing. We'll show every day social always wins over slapdash, even huge campaigns. We will cover conversations with job seekers, how we've built a transparent culture and what to do when everything goes wrong on the internet! We'll be diving into the BIG three: Facebook, LinkedIn and Twitter, but we'll also touch on Youtube, Instagram and more..
Social Recruiting 101: How to Keep the Magic Going - Marissa Litty, Eric Foutch, Shalaina Ocasio, Shaley McKeever
- 1. SOCIAL RECRUITING 101: HOW TO KEEP THE MAGIC GOING
- 2. Used to the idea of farming or small town life Education ¡°Get back to the farm¡± Grew up in rural area
- 3. The goal was 55 hires to their management program from these three sources Internal training program External program Ex-military Restaurant
- 4. Create custom content for university faculty Spotify advertising Sponsoring groups Advertise off-campus
- 5. Location-based IP targeting Swag Internal Talent Programs Career & university recruiting site
- 8. 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
- 9. Grew company website to keep up with new business
- 10. Capitalize on the fun-loving spirit
- 15. Jobs by Location
- 17. Facebook referral Give a clear view into ClearCompany work life
- 18. Facebook referral Glassdoor ratings by employees are honest & transparent
- 20. Quick growth Small business Difficult to navigate Click multiple times to find the jobs Photos from when we were a company of 15 ISSUES
- 21. 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
- 22. A tough business but our next company was doing it right Staffing agencies Negative reviews on their Glassdoor and Facebook
- 23. Build up their Facebook presence and start seeing referrals Never outspend The really Large Recruiting agencies
- 24. Created incentives for social & crowdsourced reviews No time or budget left to rebuild the site
- 25. We Also Used design And content To help Bolster the Truly Cool things
- 26. Launched a new website Created a feel modeled after AirBnB Created a backend intranet for their travelers
- 27. New website and intranet Twitter chats Monthly social campaigns Referral bonus program
- 28. Superhero campaign Memes/Videos Facebook referral
- 35. We started using assessments A comprehensive performance management system We use Recruiterbox as an ATS We created a culture page (rather than just jobs)
- 36. We also use Looksharp Old-fashioned sourcing Interview assignments Creating employee ambassadors
- 39. There is no one-size-fits-all Approach for Employer branding
- 40. 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?
- 41. Listen closely to the experts but apply common sense to what they say