How-to Bootstrap Your Social Recruiting
YOU WILL NEED:
- Google Drive with master folder (social HR) and assorted subfolders
- One Google Spreadsheet for each position (you can use this for multiple locations in one sheet by just adding a location option)
- One Powerpoint document (use Google’s version)
- Chrome browser, add-on, and mobile application
- Internet
- Smartphone
Templates/Training Material
- Prepare all scripts into templates (email, LinkedIn messages, Twitter messages, Instagram messages, simple text)
- Create personas to target (3–8 dependent on your purpose/market/product)
- Find a visual to associate these personas (optional)
- Put personas in a powerpoint (1 slide per persona)
- Name the powerpoint “Training Manual”
- Write out your mission and your tagline for your business/product/purpose.
- Put this on it’s own slide in the powerpoint, should be #3
- Put each script into it’s own slide
- Write out your plan on how you are going to execute each script
EX:
- Search entrepreneurs
- Add them on LinkedIn
- Follow them on Twitter
- Wait for their acceptance
- Reach out 5 minutes after acceptance
- Build rapport
- Find out what they are interested in get the lead
- Put into database
- Follow up within 48 hours
- Schedule follow-up
- Mark end result
- Keep track of all your resources you use in the process on one slide. Make this the last slide.
- Reorder your powerpoint + create table of contents slide
EX:
- Logo slide
- Table of contents
- Mission/tagline4–12 (or fewer)is personas
- 12 (or fewer) — last is scripts
- Last is resources
- You can use this to train anyone on quick recruiting or to bring a potential recruiter up to speed.
Organization
- Download Google Drive (Chrome add-on, use chrome browser, mobile application) This will create a fluid and easy experience that will save you time.
- Create a folder and name it “Social HR”
- Create a subfolder for each medium you plan to target to keep track of results / don’t forget to include in-person and referral resumes
- Create a subfolder within each subfolder for analytics
- Create a Google Spreadsheet document See Screening tab for details:
- Each time you receive a resume or contact information
- If you receive contact information but no resume, create a reoccurring weekly calendar event to remind to follow-up, 1x per week on different mediums each week.
- Once you receive the resume, erase the reoccurring calendar event and store in the medium folder that is applicable.
- Create a new tab by duplicating the “Screen template” tab for your new candidate
- Input their information
- Keep track of any updates or notes along the way
- Keep people moving through the pipeline
Screening
- Create a Google Spreadsheet for each position you are screening forName them in this way:[Abbreviated role in two letters] Recruiting Process
- Create one Google Spreadsheet first to create a quick template Then go to File > make a copy > rename it as mentioned above
- The template tabs should be in this order:
- Process
- Schedule Email (added for just in case)*
- 2nd Schedule Email
- Screen Template
- Screen: [Their Last Name]
4. Whenever you receive a candidate:
- Save their resume on Google Drive in the proper folder
- If it makes it easier for you, you can create subfolders within each role to better manage multiple locations.
- EX: Los AngelesCreate a reoccurring follow-up event reminder in your calendar with their:name, email, contact number, location, position
- Go to your applicable Google Spreadsheet and:
- Click on the right bottom arrow on your Screen template tab and click duplicate
- Input their information in fields
- Input any dates of follow-up or interview times
5. Once you have scheduled someone, open up your calendar and send them a calendar invite.
6. Create calendar invite
- If it is not a video interview, take off the video link.
- In the notes, add their: Full name, Email, Phone, Attach resume via Google Drive
- Make sure to share their email on the document by clicking on it to share
- Change the color of the invite block to green
- Send it and make sure you are ready 5–10 minutes before the interview.
- The more prepared you are, the faster and smoother the interview will go.
- Always mark the progress or any notes during the interview process (as there will be multiple interviews)
7. When you make a hire, change the color of the tab to green and rename it: HIRED: [Last name] Then put notes on the date they were offered, etc
- “Hide” this sheet using the right down arrow of the tab to clear up space for new candidates in your pipeline.
Screen Template
- Name
- Date
- Phone
- Source
- Position applied
- Location
- OK with relocation?
Introduction
- Intro questions
Rapport
- Rapport questions
Resume
- Resume questions
Experience
- Experience questions
Culture Fit
- Culture fit questions
Closing
- Closing statement
- Open for candidate questions
- Closing schedule details
- Closing rejection details
Interviewing
- Whenever you are interviewing, it is always suggested to take notes or have takeaways.
- When you have a process that is defined, you can focus on the real information — them.
- The questions you ask are important to the direction your call is going to take.
- Some questions and probably most questions will not be on your template but try to stick within your allotted time frame.
- No one respects anyone that doesn’t respect their own time.
- Lead intentionally and set the standard the moment they meet/talk to you.
- Utilize your Google Spreadsheet (EX: Screen: Mendoza) to your advantage.
- Make sure you are paying attention to them most of the time aside from writing notes.
- If you are more comfortable or prefer to take notes after, that is fine but just make sure you follow through.
- You may think that you will remember all the details but you will forget, trust me.
- It’s doing a disservice to you if you fail to set up the candidate for success.
- Get every detail you can possibly get and dig deep.
- Use a color code to show a quick view of where they are in the process
- To change the color code of a tab: go to the right of the tab (down arrow), click the down arrow, click change color
- At the bottom of each spreadsheet, mark yes or no after you speak to the candidate.
- If you reject a candidate, make sure to change the color to red and send the reject email then select “hide sheet” on the bottom arrow of the tab.
- Remember to always save your screen template by duplicating it when you have a new candidate
3. Use a process for following up as each candidate will not always answer or make their scheduled interview.
- Life happens so plan for it in your process.
- I use this template:
If you want to download my template, feel free to download it here for free: template.
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