Article: Storify your impact- Leverage data to influence

Talent Acquisition

Storify your impact- Leverage data to influence

Understand the nitty gritty of story-telling and learn how to leverage data to build an active social hiring approach.
Storify your impact- Leverage data to influence

In the earlier modules of our social hiring master class series, we learnt about creating the right social profile, searching & engaging with passive talent on social platforms and ways to define your communication strategy. Continuing the focus on understanding how talent is being sourced, hired and on-boarded in today's world, People Matters in association with LinkedIn Talent Solutions hosted the last session of the module - Storify your impact- Leverage data to influence.

The session was hosted by Manoj Kenadath, Head TA, LinkedIn India. Focused on transforming a traditionally intuitive function to a smart and data-driven one, the session aimed at helping recruiters crafting a strong storyline for conversations with both hiring managers and candidates. The module covered the following agenda:

1. Understand the fundamental tenets of building compelling stories using data

2. Looking at data through a candidate lens

3. Identify the data elements that are the lead and lag indicators for the hiring practices of your organization

4. Build a framework on how you can have a data based approach to social recruiting

According to a LinkedIn’s Talent research trends, candidates say their biggest obstacle while changing jobs is not knowing enough about the company. Manoj shared, story-telling by including relevant data can help recruiters to build a compelling conversation that will help them to not just attract, but convert their target audience. 

Manoj shared the following key pillars to make a compelling story to send the right message to the right audience:  

1. Structure of the story: Plan the structure of a story before creating one. Include relevant content and include a context and core to it. Make sure it offers key takeaways. Do not use the same story to the different set of audience.

2. Core elements of the story: Your story should include some essential elements that offer information that a candidate is looking for. Demonstrate adequate knowledge about the company and the role through your story. Make sure the experience or the story you share is relevant to the candidate.

3. Understand your audience: Know your audience before your story reaches out to them. Get aware of their career trajectory, their expectations, their perspective, etc. These are important data points in reaching out to the right candidate.

To learn more about the entire toolkit of creating compelling stories backed up by data, watch the recording of the series here. If would like to receive a certification on Social Hiring, please click here to complete this assessment. Alternatively, you can use this URL also: https://www.surveymonkey.com/r/5DDN8WV

Topics: Talent Acquisition

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