To snag top talent, small businesses need to focus on strengthening their talent brand to make their company stand out. Lauren Hodgson, Head of Hiring at Infusionsoft, shares must-knows for building your talent brand. Download the ultimate LinkedIn guide for small business: http://linkd.in/1rHBqBk

1. Small Business Hiring:
Make Your Talent Brand Recruit for You

2. Meet your presenters!
Lauren Hodgson
Sr. Manager, Talent Tractor Beam
Infusionsoft
Khary Francis
Product Marketing Manager
LinkedIn Talent Solutions
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3. Tactics for building your
talent brand
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4. Infusionsoft
+ the Talent Tractor Beam
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5. STEP 1:
Get crystal clear on who you
need
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6. 6
The WHO

7. Step 1: Get crystal clear on who you need
Make up the person you want to hire. Let’s call him..
PAT
What would make
Pat successful in this role?
What excites Pat?
Why does Pat
like doing this work? Where does Pat hang out?
(associations, clubs,
conference, LinkedIn Groups, etc.)
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8. Step 1: Get crystal clear on who you need
Define what they MUST have
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9. Step 1: Get crystal clear on who you need
The interview process is part of branding
Give candidates projects to complete to help you identify
if they align with your needs
Infusionsoft’s project for Master of First Impressions (receptionist)
Project is submitted with application
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10. Step 1: Get crystal clear on who you need
Create a visual job description
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11. Step 2:
Treat hiring like it’s marketing
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12. STEP 2: Treat hiring like it’s marketing
Create your value proposition
Infusionsoft’s value proposition for engineers:
§ Alignment towards small businesses
§ Continuous delivery
§ Empowerment coupled with a framework to execute
§ Mastery
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13. Step 2: Treat hiring like it’s marketing
Infusionsoft on…
Careers Page
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14. Step 2: Treat hiring like it’s marketing
Infusionsoft on…
Company Page
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15. Step 2: Treat hiring like it’s marketing
Infusionsoft on…
Company status update
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16. Step 2: Treat hiring like it’s marketing
Infusionsoft on…
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17. Step 2. Treat hiring like it’s marketing
Infusionsoft on…
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18. Step 2: Treat hiring like it’s marketing
Infusionsoft’s website attracts people that share their philosophy
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19. Step 2: Treat hiring like it’s marketing
Infusionsoft’s website – culture tours
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20. Step 2: Treat hiring like it’s marketing
Infusionsoft’s job descriptions – creative & visual
Java Developer job description
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21. Step 2: Treat hiring like it’s marketing
Infusionsoft’s job descriptions – creative & visual
Tech Support Rep job description
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22. Step 2: Treat hiring like it’s marketing
Videos
Infusionsoft shares what it’s like to work there
…Day In the Life
…What You’ll Create
…Meet the Team
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23. Step 2:Treat hiring like it’s marketing
Infusionsoft’s video for Product Development talent
Highlights solving problems, big challenges they are working on, and the
ability to grow and work with smart people.
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24. Step 3:
Employees as marketers
*Infusionites*
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25. Step 3: Employees as marketers
Infusionsoft encourages employees to share on social media
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26. Step 3: Employees as marketers
Infusionsoft encourages employees to share on social media
Sample tweets for employees to use:
Tweet from CTO
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27. Step 3: Employees as marketers
Infusionsoft encourages employees to share on social media
On LinkedIn
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28. Step 3: Employees as marketers
#
Infusionsoft encourages employees to share on social media
Use Twitter to show
what life at Infusionsoft
looks like.
Employee’s tweet with
#infusionlife
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29. Step 3: Employees as marketers
Infusionsoft gives employees LinkedIn profiles tips
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30. Step 3: Employees as marketers
Encourages employee referrals
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31. Step 3: Employees as marketers
Celebrates employee referrals
-
Highlight: 1/3 of people come
from employee referrals
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32. Step 3: Employees as marketers
Infusionsoft’s results
• 60% of employees have owned or currently own their own small
business.
• It’s harder to get into Infusionsoft than it is Harvard!
• 3.7% acceptance rate
• InMail response rate is 32% for tech positions.
• 1/3 employees come from referrals.
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33. Your checklist
ü Get crystal clear on who you need
• Create a persona for your next hire.
• Define the 5 things they MUST have and test for them.
• Develop projects for candidates that will help you evaluate if they’re a good fit.
• Create a visual job description to engage and educate your team.
ü Treat hiring like it’s marketing
• Define your value proposition for each role.
• Amplify what makes your company unique on LinkedIn and other social media.
• Use your website to share your values, culture videos, and what kind of people you want.
• Get creative with job descriptions – make them visual and speak the candidates language.
ü Use your employees as marketers
• Encourage employees to share updates, company culture, and jobs with their networks.
• Provide employees with sample tweets and posts they can use.
• Give employees tips on their Linkedin profiles – develop a tip sheet!
• Encourage and celebrate employee referrals.
#HireToWin

34. You’re Invited to watch Talent Connect Live!
What: Live broadcast of Talent
Connect 2014
When: Oct 21 and Oct 22
Register:
http://lnkd.in/talentconnectlive
Perks:
• Hosted broadcast with commentary
• Early access to TC365, post-event
website
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