Recruiting Best Practices: Through traditional and social media

Recruiting Best Practices: Using Traditional Methods and Social Media

Nonprofit Professionals Advisory Group LLC , EDA Consulting LLCRecruiting Best Practices: Using Traditional Methods and Social Media© 2010 NPAG LLC. and EDA Consulting LLC All rights reserved.

LAURA GASSNER OTTINGPresident, Nonprofit Professionals Advisory Group

EMILY L DAVIS, MNMPresident, EDA Consulting LLC

Laura Gassner OttingAbout

Us

Nonprofit Professionals Advisory Group LLC , EDA Consulting LLCRecruiting Best Practices: Using Traditional Methods and Social Media © 2010 NPAG LLC. and EDA Consulting LLC All rights reserved.

Laura Gassner Otting is Founder and President of the Nonprofit Professionals Advisory Group, a search firm dedicated to building the capacity of nonprofit organizations, associations, institutions of higher education, the public sector and the professionals who make them run smoothly.

Prior to forming the group, Laura served as the senior vice president of ExecSearches.com and as vice president at Isaacson, Miller, one of the largest search firms in New England.

Laura has also served as a presidential appointee for the White House Office of National Service, a program officer for the Corporation for National Service and as a member of the Clinton/Gore Transition Team and 1992 Election Team.

Laura sits on the board of College Bound Dorchester and is the Clerk and Governance Chair of Newton Montessori School, and is the immediate past chair of Strong Women, Strong Girls. Laura is the author of Change Your Career: Transitioning to the Nonprofit Sector (Kaplan 2007).

Laura can be reached at 617-527-9661 or [email protected].

Emily L. Davis, MNMAbout

Us


For more than 15 years Emily has been committed to the nonprofit sector as employee, trainer, board member, philanthropist, and consultant. Emily's upbringing included a significant mix philanthropic and nonprofit exposure which is where her passion for nonprofit work started. In college, Emily shifted her focus from a career in Dance to a full time commitment to the nonprofit sector. Emily's work in ending violence against women & women's health proved to be an enormous asset to her as she formally launched her nonprofit work.

Emily began her career working in the field of ending violence against women more than 10 years ago as a community activist, victim advocate, and trainer. After focusing on women’s health and sexual assault, she became involved in environmental issues, international human rights, and philanthropy. In 2003 she was awarded the Boulder County District Attorney’s Victim Advocacy Award. More recently Emily was recognized by San Diego News Network as one of the top 35 Under 35 Community Leaders in San Diego and has been nominated for numerous awards.

An Overview of the ProcessSearch

101


1. Scoping the Position

2. Building a Diverse Pool

3. Making Wiser Choices

4. Checking Your Instincts

5. Getting to Yes!

6. Onboarding

Evaluating the New TerrainScoping

the Position


Knowing Exactly Who Your Are Hiring

Key Position is Open

Opportunity for Strategic Reflection and Redirection

Reassess to PositionFill the Shoes

Hold Steady Thrive!

Deep and Diverse OutreachBuilding a Broad

Pool


Where are the candidates hiding? Where should candidates be looking?

Print AdvertisingMass Mailing

Telephone CallsInternet (Online Advertising and Social Media)

Finding Active and Passive Jobseekers

We place a special focus on diversity:

We make every effort to present diverse pools of qualified candidates for each search. Since January 1, 2007, we have closed 47% of our searches with minorities, 74% with

females, and 37% with female minorities.

Finding Active and Passive JobseekersBuilding a Broad

Pool


Print AdvertisingIs it worth it?Do you have a choice?

Mass MailingDon’t spamUse the opportunity to tell your storyActively ask for candidates, nominations, other sources

Telephone CallsBe persistent, ask for e-mail addresses, plant ideas for return callsActively ask for candidates, nominations, other sourcesPop the question, but keep the bar low

Internet (Online Advertising and Social Media)Take it away Emily…!

Investing in Social Media

• Use as a point of entry

• Reach out to a more diverse candidate pool

• Strengthen your brand in the community

• Content sharing

• Two way communication

• Affordable

• Create a web of personal reference to your org and candidates

• According to HCL Technologies, nearly 30% of their senior recruitment comes through social media

Investing in Social Media


Using LinkedIn

• Professional networking

• Profiles & Recommendations

• Company and Job Search

• Branding

• Link to other social media tools (i.e. Twitter)

6/16/2010 Social Media as a Recruiting Tool 9

Using Linked In


6/16/2010 Social Media as a Recruiting Tool 10Nonprofit Professionals Advisory Group LLC , EDA Consulting LLCRecruiting Best Practices: Using Traditional Methods and Social Media© 2010 NPAG LLC. and EDA Consulting LLC All rights reserved.

LinkedIn Home Page


Companies and Job Postings


Profiles and Recommendations

Using Facebook

• Used for more personal, social networking

• Personal profile

• Build network

• Share, build and get feedback on brand

• Job and recruitment groups

• Organizational fan pages – promote with ads


Using Facebook


Job Groups and Page Promotions

• Build brand• Two-way communication (i.e. comments)• Face & voice to a campaign• Organizational news• Communications & community-building• Add value through resources – leads to promotion

(i.e. Give and Take blogroll)• Internal, organizational communications• Track measurement through Feedburner, etc.

156/16/2010 Social Media as a Recruiting ToolNonprofit Professionals Advisory Group LLC , EDA Consulting LLCRecruiting Best Practices: Using Traditional Methods and Social Media© 2010 NPAG LLC. and EDA Consulting LLC All rights reserved.

Using Blogs (Blogger, WordPress)


Two-Way Communication

• Promote brand

• Increase network

• Two way communication through following

• Find recruitment-related groups through Twitter Packs, Twolio, tweetag, etc.

• Measurement: use hastags, shortening and tracking tools (i.e. bit.ly)


Using Twitter


Find, Follow, and Share

• Evaluate current social media strategies to avoid duplication

• Be clear about why you are using social media

• Create plan including goals, strategy, and actions

• Create a calendar for messaging

• Obtain buy-in and participation

• Participate in personal use of social media

• Have fun!


Social Media Planning


Social Media Planning

Purpose

Goals and Objectives

Social Media Outlets/Tools

Implementation

Evaluation

Elucidating InterviewsMaking Wiser

Choices


Interviews are inevitably artificial situations. How do you level the playing field?

Consider Your RoleMake the candidate feel comfortable. Listen more than you talk, but interrupt if the candidate is off course.Withhold judgment.

Ask Good QuestionsPlan strategy and roles with co-interviewers prior to interview. Ensure everyone talks and all topic areas are touched.Ask for stories from the past rather than posturing about the future.Allow for conversation rather than interrogation.

Conclude WellExplain the next steps in the process.Take good notes and carry them though to the next stage.

Really Getting to Know the Candidate

Effective Reference ChecksBacking Up Gut Instincts


Uncover All Sides of the StorySuperiors, Peers, SubordinatesGo off the list with names from interviews, other references, and through

social media connections.

Get the Reference TalkingGo straight for positives, then move to challenges.Be conversational, but remember to push back.Get examples and stories rather than just adjectives.

Turn Over Every Rock with Private Investigation and Social MediaCriminal Check, Credit Check, Education VerificationGet preauthorizationCheck out online profiles

Hiring a Track Record

Offers and NegotiationsGetting

to Yes!


Gathering Advance Data

Knowing what it will take to “get to yes” before the question is even on the table is key to removing insult, surprise, confusion or bad feelings from the start.

Knowing the eight motivating factors, and how your candidate ranks them: title, geography, skills development, colleagues, mission, career trajectory, impact, and, of course, money.

Knowing the meaning of “short money” and keeping it in perspective is the key.

Knowing that the offer and negotiation colors the entire relationship can guide better behavior.

Successful TransitionsOn

boarding


The Search is Over! Or, Is It?

Hiring Managers: Making the Candidate Feel WelcomeBusiness cards, welcome gift, lunch with coworkers, announcements

through social media

Board: Setting Benchmarks for SuccessA month or two into tenure, develop benchmarks together.Check in regularly on progress, road blocks, successes.

Taking ResponsibilityWhat is YOUR role?

Contact Us!


LAURA GASSNER OTTING, President

Nonprofit Professionals Advisory Group

(617)527-9661

[email protected]

www.nonprofitprofessionals.com

EMILY L DAVIS, MNM, President

EDA Consulting, LLC

San Diego, CA / Boulder, CO

(303) 652-7536

[email protected]

www.edaconsulting.org

mailto:[email protected]

http://www.nonprofitprofessionals.com/

mailto:[email protected]

http://www.edaconsulting.org/