“They do something like live interviews every week,” Abby said of the New York-based technology company. “They write weird videos about what’s going on in the industry, what’s happening in the industry and just about the fun.”
The videos are simple and do not require a big budget. But they showed Abby what LiveIntent is and their culture. Now, Abby LiveIntents is the Vice President of People Development – working to find and recruit top talent while competing with larger, larger companies.
In the latest episode of Talent on Tap, Abby teamed up with Brendan Browne, Vice President of LinkedIn’s Global Talent Acquisition, to explain how they continue to use video content and other smart strategies to attract and recruit talent. candidates as a big company. a much smaller budget).
Here are five Abby tips that will help you get the most out of your recruiting budget, no matter the size of your business.
1. Do not be able to build your brand
Although you do not have a big budget, almost everyone has a phone in his pocket. And it can be a powerful tool for capturing content that helps you build your brand.
Abby’s team keeps things clear by posting both weekly videos and blogs on the LiveIntent blog. So there is always something new and interesting to expect from the candidates. Here’s an example of one of the fun videos from LiveIntent publications that provides helpful tips and insights into what it’s all about:
You can also become creative by introducing your employees. “We do something called Meet a LiveIntenter, asking the same questions to different people,” says Abby. “There is really a glimpse of the people here and the culture we are building.” The contributions, which also show why an employee chose the company, why they like their work and more.
Candidates want to know what it’s like to work in your business, so show them. Ask a newly recruited employee to share their experiences on a blog or film a short video about the office culture.
2. Use the data to refine your search for candidates and save time
With limited time and resources, small businesses need to be as efficient as possible during the recruitment process, says Abby. Fortunately, the data can help any business improve faster its most qualified candidates.
“Lighthouses [LinkedIn] are a great tool,” says Abby. “We are able to observe people who are more likely to respond to people who have applied to us in the past and who are really beginning to better understand these types of candidates.”
When using Spotlights LinkedIn Recruiter, LiveIntent showed a dramatic increase in responses. “Almost all the other messages we send are not just reading but answering,” says Abby. “All thanks to the information and data available today.”
In addition, there are a number of free and paid options on how to create your brand on LinkedIn and attract more qualified candidates, which saves you time.
3. Tell a great story about your business (and be consistent)
Everyone wants to do meaningful work. But when it comes to communicating why your business is important, candidates may receive conflicting messages when different people say different things.
“At LiveIntent, the focus is on game books on the sales side of the company,” says Abby. “On the recruiting side, we use these stories to make sure we tell the same story, no matter who a candidate in the industry speaks, we all speak the same language.”
Work with other teams in your organization to make sure you are all on the same page. If your entire company shares the same story about why someone wants to work with you, candidates can more easily understand what you are doing and believe it – and you want to do it. You can also work on your personal story to better communicate with candidates.
4. Make everyone recruit
Anyone can help recruit and leverage the true enthusiasm and credibility of those already working in your organization, which is one of the most powerful and profitable things you can do as a recruiter. And it does not take much to involve people.
“We did what we call a” ninja hunt “where we order pizzas [and] invite engineers to a 90-minute session,” says Abby. “We let them browse their LinkedIn network and send a prepared message [to potential candidates].”
It worked. The recruitment team followed the responses and ended with four interviews on site. They especially helped engineers to see themselves as talent detectives. In Abby’s words, “it was simple, funny and for the price of some pizzas.”
5. Use your managers in hiring
The top executives of each company are among the most convincing and convincing recruiters. And if you work in a small business, they are often everywhere in the lobby.
Strive to have your leaders in a room with your candidates, even if only for a few minutes. This is often enough to make a strong impression and convince your candidate that your business is the next step in your career.
In attention, when your executives are close, you also have speed on your side.
“I can propose, approve and maybe extend an offer within 20 minutes,” says Abby. “And I know that when I was working in a big company, it was not always the case – to take advantage of it, move quickly and get things done.”
Recruiting for a small business has advantages: you can act quickly, communicate creatively and promote an attitude at all levels that would be impossible in a larger organization. You do not need a big name and a budget to recruit great people.