The Red Branch Media team will discuss how it's built brands from Elevated Careers and JBS (huge!) to smaller software companies like ClearCompany and Triage Staffing. We'll show every day social always wins over slapdash, even huge campaigns. We will cover conversations with job seekers, how we've built a transparent culture and what to do when everything goes wrong on the internet! We'll be diving into the BIG three: Facebook, LinkedIn and Twitter, but we'll also touch on Youtube, Instagram and more..

1. SOCIAL RECRUITING 101:
HOW TO KEEP THE
MAGIC GOING

2. Used to the idea of
farming or small town life
Education
“Get back to the farm”
Grew up in rural area

3. The goal
was 55
hires to their
management
program from
these three
sources
Internal training
program
External program
Ex-military
Restaurant

4. Create custom content
for university faculty
Spotify advertising Sponsoring groups
Advertise
off-campus

5. Location-based
IP targeting
Swag
Internal
Talent Programs
Career & university
recruiting site

8. Create a mobile process to
attract candidates who had
similar personalities
Build a career site to reach
potential employees
Develop an SEO strategy
that would reach job seekers

9. Grew company
website to keep up
with new business

10. Capitalize on the
fun-loving spirit

11. Social media
job postings

12. Redesigned the
careers page

13. Collected Awards
& Accolades

14. Collected Testimonials

15. Jobs by Location

16. Team Accomplishments

17. Facebook referral
Give a clear view into
ClearCompany work life

18. Facebook referral
Glassdoor ratings by
employees are honest
& transparent

19. Encourage the
hiring managers

20. Quick growth
Small business
Difficult to navigate
Click multiple times
to find the jobs
Photos from when we
were a company of 15
ISSUES

21. Not enough
departments
Didn’t show
geographic diversity
It didn’t grow with us
Made the mistake of
leaving it stagnant,
and thinking it would
attract A-Players
MISSTEPS,
BLUNDERS &
CHALLENGES

22. A tough
business
but our
next
company
was doing
it right
Staffing agencies
Negative reviews on their
Glassdoor and Facebook

23. Build up their
Facebook
presence
and start
seeing referrals
Never
outspend
The really
Large
Recruiting
agencies

24. Created incentives for social
& crowdsourced reviews
No time or budget left to
rebuild the site

25. We Also
Used design
And content
To help
Bolster
the Truly
Cool things

26. Launched a new website
Created a feel
modeled after AirBnB
Created a backend
intranet for their travelers

27. New website
and intranet
Twitter chats
Monthly
social campaigns
Referral
bonus program

28. Superhero campaign Memes/Videos
Facebook referral

35. We started
using assessments
A comprehensive
performance
management system
We use Recruiterbox
as an ATS
We created a culture page
(rather than just jobs)

36. We also
use Looksharp
Old-fashioned
sourcing
Interview
assignments
Creating
employee ambassadors

37. Buffer Sprout Social
Edgar

38. Instapage
SEMRush

39. There is no
one-size-fits-all
Approach for
Employer branding

40. What is our UNIQUE
value proposition?
How do candidates SEE
us? (do they see us?)
Are we addressing the needs
of CURRENT employees?
Why would someone
want to work for you?
What percentage of your
employees would recommend
your company as a great
place to work?

41. Listen
closely to
the experts
but apply
common sense
to what
they say