So from here to the end of the course, this is about the how we've talked about the why, and the what, we've got some theories behind it. But now let's talk about how we get some of this stuff done. Let's talk about the different channels we can use to get new candidates. We can talk about Facebook. And this will give us a good example. Because it's not a traditional career based social media application like LinkedIn, or indeed or Glassdoor or other applications like that.

But people are on it. And the people that are on it are probably not looking for a job per se. But here's the key. You don't have to be looking for a job. They just have to be looking. And we want to be able to show them some things about our company.

This is good for us. Because as we think about social drivers that impact what people do, we can Start to show ads on Facebook and things like that because they're cheap, and they're targeted. And you could do a relatively cheap ad just to see if you get a return on investment. And then leverage that information with your supervisors or your chain of command to see if you can expand that ad. Just start slow and see what happens. And Facebook and other social media outlets can also lead to your recruitment or hiring pages.

They can click through to lead to those pages. But you've got to have a hook. You've got to get people to start looking and start talking and start thinking about being part of your organization. So now let's talk about content. What kind of content are we going to use through these different media channels? I think the video is coming on stronger and stronger and stronger, short videos, something concise, something will draw people's attention.

People watch videos it's easy to do. In fact, I think in another four years or so they're talking about video being the main way of communicating on social media. That's huge for us to understand because four years will go by quick. But when people over with the social stuff, a short video about a player who is satisfied at work, who has been supported and getting their education or who has succeeded with the help of the company, this can be captured easily and quickly in an authentic video, and then you can post it right away, you can have a huge impact. If people can see themselves in the shoes of somebody that already works. in that company, they begin to create an identity.

Or another way to say this is a role for themselves that fits in your organization. They start to see themselves as part of that group. Now we just use facebook, facebook as an example. But you can apply these social motivations wherever You can't just be creative through other media channels, things like Spotify and Pandora. If they're listening to music, and a quick ad comes on about your company, you'll have an audience with them for 15 or 30 seconds. They're not going to shut down the app, or go someplace else for music.

They're just going to stay on there and wait the 15 or 30 seconds, which means they're going to listen to your ad. So think about some of those things. Where can you place ads, those ads can be localized, they can have a click through to your company's website. That sort of stuff is valuable, but make the message about the social deeds we talked about. Again, there's other video websites out there, Hulu and YouTube and video at Vimeo, things like that where you can actually place that. Remember that videos capture attention, but focus on the social aspects for your content.

A video of somebody saying hey Make this great money in this company probably doesn't stick data doesn't stick the story. The story is what sticks. And that's what impacts people's feelings. So now let's move into a more traditional career minded social media outlet. LinkedIn. The important thing to think about are the profiles on LinkedIn.

As recruiters, you probably have a robust and interesting profile, it's probably part of what you do. Now I'm on LinkedIn. So feel free to reach out to me if you want. But the thing about LinkedIn profiles is that other people in the organization are on there also, not just you, candidates will check. They'll check on your organization, just like organization will check on candidates and the candidates will check on people working in the organization. So when they're looking, we need to be aware of it because other people that are on there can help you bring people in the organization.

What can the organization do to give guidance on what should be on a LinkedIn profile? Now I'm gonna give you a couple of tips here. First, try to have a good photo, it makes a huge difference, it looks professional, better than just trying to crop an old Christmas photo or something like that. If a good photo can make a difference, think about the social drivers, they can also make a difference and have a link to your website or to your recruiting page, create a good headline. And just like job descriptions, use a little social motivation in the summaries and the experience sections of the LinkedIn profile. For example, if a hiring manager or recruiter volunteers to help others, and that is shown on their LinkedIn profile, people are going to see that they're going to think, Wow, this company cares for more than just the bottom line.

Again, it's about that social motivation. And as you can see a lot of things have changed in the last few years and are continuing to evolve really fast. So what do we need to do to prepare us for the future? The best way for me to talk about this is to talk about our path. And I mean way back back aeons to what drives people what is ingrained in us what makes us people now so like these cars, we have certain things about it, we can't change. These cars stay true to their roots, tires, wheels, seat windshields, doors, it's all part of who these cars are.

But as the cars move into the future, the available technology adds to their essence adds to what they are. And it's kind of like, what it is for human beings. Social technology apps, these things add to our essence. But the point is our essence is based on storytelling. And it's storytelling because storytelling affects emotions. That makes it powerful.

It's how we pass information on to each other. Since we count on each other for protection flow from wild animals like saber toothed tigers, how we work together to hunt and gather, and how we created fire. It's all based on this ability to create reality through story. We pass information on and we're the only social animal on this planet that could do that. Stories affect people emotionally. decision making is emotionally driven.

So the stories we tell have an impact on the people we draw to us. Make your stories interesting. Make them personal. stories for recruitment are like stories from marketing, and stories used for employee engagement. They're actually similar to stories told for all kinds of reasons for an entertainment to learning. The best stories discuss characters, even Martin Scorsese.

He said that his favorite movies are not because of plot. There has been Because of character development, so use this human element as much as you can. People want to be with other people. They want to feel what other people feel. In today's world, this does not mean we have to be in close proximity because of technology. We don't have to be standing next to each other.

We're drawing people to our organizations from all over the world. We could share identities, and belonging with other people virtually, that is the key to all of this, use what is embedded in every human being, but use it with the technology we have available today. What we're going for is a feeling people get from hearing the stories we tell. We want people to care. This will draw them to you and keep them with you. It's about recruitment and retention.

So in closing, I'm going to give you the four things to consider in your recruitment efforts. And you can Remember it by the word hire. First, humans are social animals. So put people first in your recruitment efforts. Think about human needs. People are not resources that can be managed, like a piece of equipment.

We're social animals that make decisions based on our feelings and our emotions. Second, think about the information you're providing, and how you provide it. It's important. people crave knowledge. It's important to give people information in a way that they're used to getting it. If they don't hear from you, they're probably hearing from someone else.

Third, remove barriers to hiring and information. make things more efficient, effective, remove friction, be transparent. If it's easy to find information about the job in the hiring process, you could focus on those higher rungs of Basil's higher on those social needs, you can do the things that will give you a bigger return on investment. So think about how you can remove those barriers. And finally, remember that people are seeking the experience, not just the money, experiences people remember, experiences are what people tell stories about experiences are what support all those social motivations we've been talking about. Use storytelling to your advantage.

Get the experience out there, the money, the salary, benefits, all that is already there. It's easy to find. People want the experience, not just the money. Well, everybody, thank you so much for listening. I really, really appreciate you taking the time. I enjoyed providing this course and hopefully, some of this can help you in everything you do.

From your work as a recruiter, hiring people but also to your family and to society. I really do appreciate your time. I know we're all busy. And thank you for taking this hour and spending some time with me. I hope it adds value to what you do. And please do get a chance.

And if you have any questions, visit me www crucial talks calm. I can answer any questions you have. And please connect with me in LinkedIn, Facebook, Twitter, email, whatever works for you. I'm here for you to answer your questions. Thanks again.