Recruiting Best Practices: Through traditional and social media

Recruiting Best Practices:
Using Traditional Methods and Social Media

LAURA GASSNER OTTING
President, Nonprofit Professionals Advisory Group

EMILY L DAVIS, MNM
President, EDA Consulting LLC

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

Laura Gassner Otting
About
Us
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 LGO@NonprofitProfessionals.com.

Emily L. Davis, MNM
About
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 Process
Search
101

6. Onboarding

5. Getting to Yes!

4. Checking Your Instincts

3. Making Wiser Choices

2. Building a Diverse Pool

1. Scoping the Position

Evaluating the New Terrain
Scoping
the
Position
Knowing Exactly Who Your Are Hiring

Key Position is Open

Fill the Shoes Reassess to Position

Hold Steady Thrive!

Opportunity for Strategic Reflection and Redirection

Deep and Diverse Outreach
Building
a Broad
Pool
Finding Active and Passive Jobseekers

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

Print Advertising
Mass Mailing
Telephone Calls
Internet (Online Advertising and Social Media)

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 Jobseekers
Building
a Broad
Pool
Print Advertising
Is it worth it?
Do you have a choice?

Mass Mailing
Don’t spam
Use the opportunity to tell your story
Actively ask for candidates, nominations, other sources

Telephone Calls
Be persistent, ask for e-mail addresses, plant ideas for return calls
Actively ask for candidates, nominations, other sources
Pop the question, but keep the bar low

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

Investing in Social Media
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

Using Linked In
Using LinkedIn
• Professional networking
• Profiles & Recommendations
• Company and Job Search
• Branding
• Link to other social media tools (i.e. Twitter)

Recruiting Best Practices: Using Traditional Methods and Social Mediaa Recruiting Tool
6/16/2010 Social Media as 9

LinkedIn Home Page


Companies and Job Postings


Profiles and Recommendations


Using Facebook
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


Job Groups and Page Promotions


Using Blogs (Blogger, WordPress)

• 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.

Two-Way Communication


Using Twitter
• 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)


Find, Follow, and Share


Social Media Planning

• 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

Purpose

Evaluation Goals and
Objectives

Social Media
Implementation
Outlets/Tools


Elucidating Interviews
Making
Wiser
Choices
Really Getting to Know the Candidate
Interviews are inevitably artificial situations. How do you level the playing field?

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

Ask Good Questions
Plan 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 Well
Explain the next steps in the process.
Take good notes and carry them though to the next stage.

Effective Reference Checks
Backing
Up Gut
Instincts
Hiring a Track Record
Uncover All Sides of the Story
Superiors, Peers, Subordinates
Go off the list with names from interviews, other references, and through
social media connections.

Get the Reference Talking
Go 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 Media
Criminal Check, Credit Check, Education Verification
Get preauthorization
Check out online profiles

Offers and Negotiations
Getting
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 Transitions
On
boarding

The Search is Over! Or, Is It?

Hiring Managers: Making the Candidate Feel Welcome
Business cards, welcome gift, lunch with coworkers, announcements
through social media

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

Taking Responsibility
What is YOUR role?


Contact Us!

EMILY L DAVIS, MNM, President
LAURA GASSNER OTTING, President EDA Consulting, LLC
Nonprofit Professionals Advisory Group San Diego, CA / Boulder, CO
(617)527-9661 (303) 652-7536
lgo@nonprofitprofessionals.com edaconsulting@gmail.com
www.nonprofitprofessionals.com www.edaconsulting.org


Recruiting Best Practices: Through traditional and social media

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Recruiting Best Practices: Through traditional and social media