Small Business Hiring: Make Your Talent Brand Recruit for You | Webcast
Post on 20-Aug-2015
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Meet your presenters!
Lauren Hodgson Sr. Manager, Talent Tractor Beam Infusionsoft
Khary Francis Product Marketing Manager LinkedIn Talent Solutions
#HireToWin
Make up the person you want to hire. Let’s call him.. Step 1: Get crystal clear on who you need
PAT
What would make Pat successful in this role?
What excites Pat?
Why does Pat like doing this work? Where does Pat hang out?
(associations, clubs, conference, LinkedIn Groups, etc.)
#HireToWin
The interview process is part of branding Step 1: Get crystal clear on who you need
Give candidates projects to complete to help you identify if they align with your needs
Infusionsoft’s project for Master of First Impressions (receptionist)
Project is submitted with application
#HireToWin
Create your value proposition STEP 2: Treat hiring like it’s marketing
Infusionsoft’s value proposition for engineers:
§ Alignment towards small businesses
§ Continuous delivery
§ Empowerment coupled with a framework to execute
§ Mastery
#HireToWin
Step 2: Treat hiring like it’s marketing Infusionsoft’s website attracts people that share their philosophy
#HireToWin
Step 2: Treat hiring like it’s marketing Infusionsoft’s job descriptions – creative & visual
Java Developer job description
#HireToWin
Step 2: Treat hiring like it’s marketing Infusionsoft’s job descriptions – creative & visual
Tech Support Rep job description
#HireToWin
Step 2: Treat hiring like it’s marketing
Videos …Day In the Life …What You’ll Create …Meet the Team
Infusionsoft shares what it’s like to work there
#HireToWin
Step 2:Treat hiring like it’s marketing
Infusionsoft’s video for Product Development talent
Highlights solving problems, big challenges they are working on, and the ability to grow and work with smart people.
#HireToWin
Step 3: Employees as marketers
Sample tweets for employees to use:
Tweet from CTO
#HireToWin
Infusionsoft encourages employees to share on social media
Step 3: Employees as marketers
On LinkedIn
#HireToWin
Infusionsoft encourages employees to share on social media
Step 3: Employees as marketers
# Use Twitter to show what life at Infusionsoft looks like.
Employee’s tweet with #infusionlife
#HireToWin
Infusionsoft encourages employees to share on social media
Step 3: Employees as marketers
Celebrates employee referrals
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Highlight: 1/3 of people come from employee referrals
#HireToWin
Step 3: Employees as marketers
• 60% of employees have owned or currently own their own small
business.
• It’s harder to get into Infusionsoft than it is Harvard!
• 3.7% acceptance rate
• InMail response rate is 32% for tech positions.
• 1/3 employees come from referrals.
Infusionsoft’s results
#HireToWin
Your checklist
ü Get crystal clear on who you need • Create a persona for your next hire. • Define the 5 things they MUST have and test for them. • Develop projects for candidates that will help you evaluate if they’re a good fit. • Create a visual job description to engage and educate your team.
ü Treat hiring like it’s marketing • Define your value proposition for each role. • Amplify what makes your company unique on LinkedIn and other social media. • Use your website to share your values, culture videos, and what kind of people you want. • Get creative with job descriptions – make them visual and speak the candidates language.
ü Use your employees as marketers • Encourage employees to share updates, company culture, and jobs with their networks. • Provide employees with sample tweets and posts they can use. • Give employees tips on their Linkedin profiles – develop a tip sheet! • Encourage and celebrate employee referrals.
#HireToWin
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