1. Social Media
Outreach
Connect with Shally at www.infostripe.com/shally

4. Engaging via Social Media

5. Initiating Contact Cadence
Note that this is the “third” attempt to contact!
1. It began with an Effective Email
2. Followed by “Persuasive” Cold Calls & Voicemails
3. THEN Social network outreach

6. Social Media Approach
 Be empathetic (it's a person-to-person activity)
 Be a good listener (you'll end up smarter than the talkers)
 Be patient (technology moves fast, buy-in is slow)
 Be opportunistic (smart small, take advantage of any green light)
 Be flexible (surprises are common: you must adjust)
 Be collaborative (you won't succeed w/o internal support)
 Be humble (the “groundswell” is bigger than any one brand)

7. Ranked order of response priorities
1) SMS (texting)
2) Instant Messenger (chat)
3) Emails
4) Private SocNet (Facebook, Twitter DM)
5) Public SocNet (wall post, @twitter)
6) Calls to Mobile phone
7) Calls to “land line”

8. Social Networking Messages
 Look them up on
 wink, pipl, spock, spokeo, Wieowie.nl
 linkedin, facebook, myspace, ning, etc.
 plaxo, jigsaw, unyk, zoominfo, 123People
 Keep searching until you have some kind of social network
contact or point of connection
 Find common ground
 i.e. you’re both members of same networks, alumni, linkedin group,
facebook fan page, any other organizations
 Find friends in common (network connections)
 Can’t find one? Join a group(s) they are in!

9. Templates for social media
 Remember this is the 3rd attempt to contact them, they
already received an email (or possibly two) and a voicemail
from you. Something simple works:
“[Name,] I’ve sent you an email and voicemail, and then I found you here on
[network]. I believe I have something that may be worth a few moments of
your time. Please contact me…”
 Before send the message, don’t forget to include ALL your
social networking links!

10. Other Contact Templates Ideas
 Let them know where you found them:
 “I noticed you had some interesting answers to the
[topic name] question in the [site/group name]
online…” “I found you on the
 “I see you have had some excellent experience in Internet” scares people
___ for ___ from your online comment…” but “I found you
online” feels safer. “I
found you on LinkedIn”
 Let them know why you contacted them: is excellent!
 “You seemed to know quite a bit about ___ so I
wondered if you could spare a couple moments
of your time…”
 “Given your expertise in your industry, I wondered if
we could talk…”
 The key is unobtrusive, honest, gentle
conversation.

11. Found you on LinkedIn, would like to talk with you
Hi [Name], your LinkedIn profile was brought to my attention by someone
who thought you may be very knowledgeable and well connected in the
[INDUSTRY] and could potentially know others who would be interested
in a position with our [DIVISION NAME] group.
I would love a chance to speak with you confidentially about any of your
connections who may be a fit. It would also be an excellent chance for me
to understand your experience, background and goals so I may be able to
support your networking efforts when the opportunity arises.
If you are open to having a brief conversation, or know someone who
would be, please reply.

13. High tech versus high touch
 Social media is about relationships
(even if you are only just starting one)
 Useful content inspires conversation
 Complete profiles build credibility and trust
 Keep “one voice” (tone) across all profiles
 Give before you receive, offer when you ask
 Don’t forget to include your signature file with links!

14. Connection In-person vs. Social Media
 When meeting someone in person how often do you:
 Give them your card without talking with them first?
 Ask for an endorsement without knowing them?
 Ask for a referral without knowing them?
 Talk about yourself 100% of the time?
 Show pictures of yourself partying or at the beach?
 Tell them you are having a really bad day?
 Tell them you hate your boss and are ready for change?
 Give them “25 things they need to know about you”?
 If you don’t do it in person, why do it online?

15. Facebook Pages and LinkedIn Groups
• Why create your OWN groups?
• People are more likely to accept a group invite than a personal
networking connection
• You can send a message to everyone in your group, even if they are not
your direct connections
• Good group content can drive viral marketing
• Team project! Share the workload, and if someone leaves, they can’t take
the network with them
• Focused and adjusted on-the-fly, they responding to your community's
needs and offer them immense value
• Gain your audience's trust and attention if you offer valuable insights or
information they don't get elsewhere

16. Be Available
LinkedIn Facebook Twitter
Public profile, vanity Public profile, vanity Bio with vanity
URL URL username
Join Groups Join Groups and Receive DMs
Company Fan Pages
Open Networker Accept friends readily Join some Twubs
(receive InMail at no (but categorize via lists
cost to sender) to keep some info
private)
Add your URLs, phone Add your URLs to Include your URL in Bio
&/or email to profile profile

17. If you find them here…
LinkedIn Facebook Twitter
Most open to Dislike overt Follow them and they
recruitment-related recruitment may follow you back
communications communication, but
wants to be able to
learn about you and
your company
Your LinkedIn group can Steer them to your You can have a Twitter
have a Jobs tab (free robust company page, jobs feed, but your posts
alternative to LI’s paid not your job posting should primarily be
job postings) more compelling
content types
Status updates go to 1st Status updates go to 1st Interesting status
degree connections; are degree connections; are updates will be
read more often, but not occasionally read and retweeted for wider
forwarded much forwarded distribution

18. Other ways to get their attention
 LinkedIn
 Comment on their status
 Others who mention their name, or who wrote/received endorsements,
obviously know them!
 Twitter
 Tweepz, Twellow, Twingly and other Twitter directory/search tools
 DM or RT their posts, or mention @theirusername in a post
 Facebook
 Use Friend Finder and/or similar to add them as a friend
 Blogs
 Leave a comment on their blog, or a blog you know they read

19. Connect With Us!
 Twitter: @sourcinginst
 LinkedIn: http://www.linkedin.com/groups?gid=742
 "Like" us on Facebook: http://www.facebook.com/sourcinginst
 The Sourcing Institute (TSI) http://www.thesourcinginstitute.com
The Sourcing Institute will offer HR Practitioners world-leading education, training, and certification
through a robust online Learning Management System. We will also be developing a community in support
of the free exchange of ideas, goals, and information about career paths for recruiters, sourcers, and
recruitment leaders. We intend to satisfy our industry’s critical learning needs through a combination of
training, events, memberships, certifications, and publications.
 SourceU: http://thesourcinginstitute.com/sourceu
Take a deep dive into the full immersion curriculum of the Sourcing Institute in-person and onsite. With all
the high-tech, quiet, and comfort of a leading University setting, your deep dive into the Sourcing Institute’s
core curriculum removes all distractions and provides for all your needs so you are free to focus.
 SourcingKB: http://www.sourcingkb.com
In addition to pursuing excellence in innovation of the most practical recruitment and sourcing solutions,
The Sourcing Institute strives to inspire and lead the creation of a community that teaches recruiters how
to identify and engage with global talent unreachable through traditional means. We aim to develop a
community that supports the free exchange of ideas, goals and career paths for recruiters, sourcers and
recruitment leaders, and establishes a high degree of legitimacy for our profession.

20. Membership Privileges
What You Receive as a Member:
• 9 required e-learning modules
• 11 additional optional modules (more launched semi-weekly)
• 12 PHRs and SPHR credits
• Unlimited access to the world's largest library of sourcing knowledge
• Member Certificate of Completion (after successful assessment)
• Copy of The Sourcing Handbook
• Exclusive pricing on other sourcing books, guides and learning modules
• Discount on live SourceU classes
• Job placement opportunities
Learning Objectives:
• Fluency in how search engines work including syntax (commands) for top search engines
• Basic comprehension of online social network recruiting (LinkedIn, Facebook, Twitter, Blogs, etc.)
• Proficiency in outreach and engagement, initiating contact via email and cold calling
• Organization of the sourcing function, management of pertinent information
• Mastery of pre-search process and intake meeting
NOTE: This program has been approved by the HR Certification Institute (HRCI)
PHRs, SPHRs and GPHRs earn 12 recertification credit hours upon successful completion.

21. Higher Commitment
Four Levels of Enrollment Serve Your Continuing Learning Needs
LEVEL MODULES REQUIRED OPTIONAL
Member 20+ 9 11
Specialist 22+ 8 14
Professional 15+ 6 9
Leader* 10+ 4 6
Successful completion of modules is required before moving to the next level. For example, to enroll
in Specialist students must prove proficiency in essential Member modules in Attraction, Engagement
and Search disciplines. Proficiency is demonstrated through completing knowledge checks after
required modules and attaining a passing score in that level’s final exam. Beyond required modules,
levels contains optional specialized content at no additional cost.
* Enrollment in Leadership level can be simultaneous or independently of others, and consists
of a separate curriculum geared towards enabling progressive sourcing leadership and management.

22. Certification
Successful completion of Member, Specialist and Professional modules results in
obtaining The Sourcing Institute Certified Professional designation. With it comes:
1. A thorough understanding of how the Internet impacts the recruiting profession on a daily basis
2. Expertise in tried-and-true methods for name generation, cold calling and social networking
3. Ability to utilize most tools and resources for finding passive candidates online
4. A solid methodology for name generation, cold-calling & networking
5. An organized plan for building a custom sourcing strategy for any requisition
6. Adeptness in working with both candidates and hiring managers
7. Proficiency in techniques for managing your schedule and developing your industry expertise
8. A structured process for obtaining candid feedback from both candidates and hiring managers to
help improve your hiring practices

23. SourceU
 Tuition: $3,500* (includes Professional membership)
 Find out more: http://www.thesourcinginstitute.com/sourceu
 Full immersion in the Member and Specialist curriculum. With all the
high-tech, quiet, and comfort of Georgia Tech, a leading University
setting, your journey through two days of live workshops in the
Sourcing Institute’s core curriculum removes all distractions and
provides for all your needs so you are free to focus.
 Atlanta Sept 10th
http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg
 Dallas Sept 19th
http://www.thesourcinginstitute.com/event/sourceu-atlanta-ga#.UCqCQKFlQQg
NOTE: This program has been approved by the HR Certification Institute (HRCI)
PHRs, SPHRs and GPHRs earn 12 recertification credit hours by attending.

24. SourcingKB.com
 Free Newsletters on Every Recruiting Topic
 In addition to pursuing excellence in innovation of the most practical
recruitment and sourcing solutions, The Sourcing Institute strives to
inspire and lead the creation of a community that teaches recruiters
how to identify and engage with global talent unreachable through
traditional means. We aim to develop a community that supports the
free exchange of ideas, goals and career paths for recruiters,
sourcers and recruitment leaders, and establishes a high degree of
legitimacy for our profession.

26. Dedicated to the extreme
optimization of recruitment teams
The Sourcing Institute develops and teaches talent identification, attraction and
engagement skills beyond conventional proficiencies. Our curriculum is
designed to establish talent identification practices that yield a virtuous cycle of
sustainable competitive advantages.