The document outlines the key topics and problems discussed at a social recruiting strategies conference, along with recommended solutions for recruiters. The conference addressed issues like candidates having an inflated ego, their demands for transparency in the recruitment process, and their expectations for actionable feedback and honesty. It suggests recruiters should work on stroking candidates' egos, providing robust and honest conversations about job and company details, giving targeted feedback, and being upfront about performance. Other tips include explaining career growth opportunities, training plans, using texting over email, and leveraging new technologies like machine learning, bots, wellness apps and referral/predictive tools.

1. Real Problems, Real Solutions:
Don’t Get Blindsided
Social Recruiting Strategies Conference
July 27th 2016
#SRSC

2. Agenda
Candidate Ego is Out of Control
Transparency Means Something
Actionable Feedback
Brutal Feedback
Careerpathing
Training
Texting Beats Email
Addendum
Q&A

3. Candidate Ego is Out of Control
Problem: Candidates know that the talent game
has changed.
Solution: Recruiters must stroke egos or take
their marbles and go home.

4. Transparency Means Something
Problem: Candidates want to know what the
job, the company, the culture, and the values are
about.
Solution: Recruiters must be prepared to have
(excruciatingly) robust & honest conversations.

5. Actionable Feedback
Problem: Candidates don’t want status updates.
Solution: Recruiters must talk to fewer people,
and have better conversations.

6. Brutal Feedback
Problem: Candidates aren’t made out of
porcelain, if they suck, they want to be told they
suck.
Solution: Recruiters MUST be honest with their
candidates.

7. Careerpathing
Problem: Candidates have a “what’s next”
mentality.
Solution: Recruiters must be able to explain
internal mobility (however that is defined).

8. Training
Problem: Candidates want demand
development of their skills.
Solution: Recruiters must be able to delve into
the specifics of a training and development plan.

9. Texting Beats Email
Problem: Candidates expect text messages and
regular status updates. Don’t leave me a
voicemail dude.
Solution: Recruiters must ask, “Where do you
want me to meet you? You’re what’s important
here, and I’ll defer to your communication style.”

10. Addendum... wait, what... 7 more
Tech
Machine Learning & AI (www.pocketrecruiter.com)
Bot Technology (www.goarmy.com/ask-sgt-star.html)
Financial Wellness (www.hellowallet.com || www.enrich.org)
Referral Technology (www.teamable.com || www.simppler.com)
Topics
Geolocation Tagging (eg. how can we use Snapchat to source talent?)
Croudsourcing (eg. how to we leverage the wisdom of the crowd?)
Predictive Analytics (eg. What should our databases be telling us?

11. HR Tech Resources
/pulse/hr-technologies-watch-q3-2016-william-tincup/pulse/hr-technologies-watch-q2-2016-william-tincup

12. Thank You
William Tincup, SPHR, SHRM SCP
Tincup & Co.
Email = william@tincup.com
Mobile = 469-371-7050
Twitter = @williamtincup
Instagram = @williamtincup
LinkedIn = linkedin.com/in/tincup
Facebook = facebook.com/tincup
Skype = williamtincup