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:

1. Search entrepreneurs
2. Add them on LinkedIn
3. Follow them on Twitter
4. Wait for their acceptance
5. Reach out 5 minutes after acceptance
6. Build rapport
7. Find out what they are interested in get the lead
8. Put into database
9. Follow up within 48 hours
10. Schedule follow-up
11. 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:

1. Logo slide
2. Table of contents
3. Mission/tagline4–12 (or fewer)is personas
4. 12 (or fewer) — last is scripts
5. Last is resources

• You can use this to train anyone on quick recruiting or to bring a potential recruiter up to speed.

Organization

1. Download Google Drive (Chrome add-on, use chrome browser, mobile application) This will create a fluid and easy experience that will save you time.
2. Create a folder and name it “Social HR”
3. 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
4. Create a subfolder within each subfolder for analytics
5. 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

1. Create a Google Spreadsheet for each position you are screening forName them in this way:[Abbreviated role in two letters] Recruiting Process
2. Create one Google Spreadsheet first to create a quick template Then go to File > make a copy > rename it as mentioned above
3. 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
• Email
• 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

1. 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.

1. 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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Salina Mendoza