use social media to transform recruiting and screening

CandidateFlow™Use Social Media to Transform Recruiting and Hiring for

Sales, Marketing, and Services Jobs

Jeff ErnstCo-founder

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Frustrations with recruiting

“I’m not getting enough candidates who match my

requirements.”“I waste too much time reviewing resumes of

people who are not a fit.”

“It’s taking too long to fill my open positions.”

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Requisitions,Descriptions,

Job boards

Hundreds ofresumes

Dozens of phone screens

Rounds ofinterviews

Paradigm shift in recruiting The paper-based, linear process is broken

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Paradigm shift in recruiting

• Social networking sites have made it easy to source candidates with the right background

• Audio/video let you quickly evaluate more dimensions of a candidate than a resume

• Can be applied to talent acquisition the way they’re applied to customer acquisition

Social Media & Web 2.0 technologies

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The new paradigm: CandidateFlow

Recruiters

Promotional Page

Video/Audio Responses

Live Interviews

Referrals

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The new paradigm: CandidateFlow

Create a promotional Web page that will entice the RIGHT candidates to pursue your position

Top candidates care about:

• Can I make money here?• Is there strong leadership?• Is there market demand?

Step 1

You know best what you’re looking for:•Baseline requirements•Key selection criteria

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Go from this…

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…to this

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The new paradigm: CandidateFlow

Use social networks to find people who fit your profile and attract them to promotional page

Step 2

Inbound: Get employees and fans to share with friends, post on blogs, post on Facebook profile, Tweet it, etc.

Outbound: Search LinkedIn for baseline requirements, use direct marketing techniques to reach them

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Baseline Requirements:• Employer names• Domain expertise• Functional titles• Geography

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The new paradigm: CandidateFlow

Have interested candidates create video or audio responses to your key selection criteria

Step 3

- CSO Insights 2009 Sales Performance Optimization Report

Focus on the 3 or 4 things that really matter:• Characteristics and competencies of best reps – higher

quota attainment and lower involuntary turnover• Cultural fit – employees stay longer

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The new paradigm: CandidateFlow

Candidates will self-qualify:• Only those confident of their fit will submit responses• Far fewer non-qualified candidates in your pipeline

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The new paradigm: CandidateFlow

Review the video responses and decide on a short list of candidates to interview live

Step 4

Video gives you better and quicker insight into:• confidence• poise• presentation skills• energy-level• cultural fit

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How TalentReef can helpTalentReef has developed the CandidateFlow

methodology and a Web application to support itOptions:1.We do it all for you, for half the cost of a traditional recruiter2.Use your own recruiters, use TalentReef to screen3.Do it yourself, using TalentReef.com

20 Minute Strategy Session

Review your staffing plans and recruiting challenges, and strategize on how CandidateFlow can work in your organization.

Email: jeff@TalentReef.com