August 12, 2024 • 33 mins
Rhona interviews, Carrie Corcoran, an employer branding consultant, about the importance of involving hiring managers in recruitment marketing and employer branding efforts. They discuss the benefits of hiring managers sharing their stories and experiences, the common objections to their involvement, and strategies for getting them to participate. They also provide tips for training hiring managers to effectively share their stories and ideas for quick and easy content creation.
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00:00 INTRODUCTION
04:15 Overcoming Objections and Creating Compelling Content
09:08 Training Hiring Managers to Share Their Stories
13:16 Quick and Easy Content Ideas for Hiring Managers
16:10 Using Video to Showcase Personalities and Team Culture
23:15 Measuring the Impact of Hiring Managers in Employer Branding
27:58 Taking Action and Starting Small with Video Content
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Carrie Corcoran (00:00):
I did see a survey recently that said that
80% of candidates want to heardirectly from a hiring manager
Rhona Pierce (00:09):
recruitment marketing efforts versus a
recruiter. You might bethinking, cool staff, but how do
I get my hiring managersinvolved in recruitment
marketing efforts?
Carrie Corcoran (00:20):
Just do a really quick interview, maybe 5
questions for that hiringmanager, and create the LinkedIn
post for them. And then say,look, I've given you the
suggested copy. I've given youthe hashtags that you need. I've
given you all the information.So the excuse of not having
enough time is not cold water.
Rhona Pierce (00:42):
That's Carrie Cochran, an employer branding
consultant who has figured outhow to get hiring managers to be
active participants in yourbranding efforts. And in today's
episode, she's sharing herstrategies for overcoming
objections, creating compellingcontent, and measuring success.
So if you're struggling to getyour hiring managers on board,
(01:04):
and even if they are on board,if you don't know what type of
content to create, grab anotebook because this episode is
for you. Let's dive in to myconversation with Carrie. So
thank you so much for being onthe show today, Carrie.
I like to start every interviewasking my guests how they got
(01:26):
started in employer branding andin talent acquisition.
Carrie Corcoran (01:29):
That's a great question, Rona. And thanks for
having me on your show. I'm ahuge fan. I've been listening
since you started this year. Andthank you for putting yourself
out there and educating peopleon what it takes to do things
right in HR.
I got my start back in 2013 whenI took on a dual role with a
(01:49):
contact center solutionscompany. Part of my
responsibility was traditionalmarketing, and the other part of
my responsibility wasrecruitment marketing and
employer brand and talentattraction. And, we didn't even
call it employer branding backthen, specifically. It was just,
I need you to figure out how toattract independent contact
(02:14):
center agents to work for ourclients and our customers. And I
found that I was drawn more tothat side of the business versus
the traditional business tobusiness marketing.
And I haven't looked back eversince then.
Rhona Pierce (02:30):
Perfect. Everyone has a interesting story of how
they got to this. So we're gonnatalk today about hiring managers
and including them inrecruitment marketing and
employer branding efforts andhow TA folks can help them and
get them really to participate.So but let's back up a little.
(02:52):
Why do you think it's importantfor hiring managers to be
involved in recruiting marketingefforts?
Carrie Corcoran (02:58):
Well, as the hiring manager, you know exactly
what type of talent you'relooking for and who you would
like to join your team. Andthere's no one better to talk
about that and what they'relooking for specifically than
the hiring manager. Style ofmanagement, and why you may
(03:27):
consider joining us at thiscompany. It's more impactful. I
did see a survey recently thatsaid that 80% of candidates want
to hear directly from a hiringmanager in, recruitment
marketing efforts versus arecruiter or employer brand
(03:48):
messaging.
Rhona Pierce (03:48):
It's true. They wanna hear from the people that
they'll be working with. Theyjust I think recruiters and
employer branders just have thereputation that is not good, but
it's true. It's the truereputation that we're selling
them and that we're not tellingthem the truth. And I think
that's why they want to hearmore from hiring managers, which
(04:10):
they believe are the ones thatare telling the truth.
Now I may or may not agree withthat, but that's a whole other
conversation. Can you share someof the, like, common objections
that you've encountered hiringmanagers about participating in
the branding efforts and havehow have you successfully
(04:30):
addressed them?
Carrie Corcoran (04:31):
Absolutely. That's a great question. So in
getting hiring managersinvolved, the biggest disconnect
I feel, is that they say, well,I don't have enough time to do
that. This shouldn't be on me.This should be on marketing.
Like, you guys do it. I I don'thave time. And so to counter the
(04:52):
I don't have enough time aspect,what I do as an employer brand
manager or what you could do ifyou're the recruitment marketing
manager and you're workingdirectly with that hiring
manager is to say, just do areally quick interview, maybe 5
questions for that hiringmanager and create the LinkedIn
(05:13):
post for them. And then say,look. I've taken the opportunity
based on our conversation to puttogether what I feel you're
looking for to strategicallyhelp attract that next employee
for your team.
Can you take a minute to reviewthis? It'll take you 2 minutes
to review this, make any editsthat you feel are necessary, and
(05:36):
then go ahead and post this onLinkedIn. I've given you the
suggested copy. I've given youthe hashtags that you need. I've
given you all the information.
So the excuse of not havingenough time is not cold
Rhona Pierce (05:52):
water. That is perfect, and I love that. And
I'll share a bit more about thislater in the episode, but I've
also even got hiring managers onvideo in that way. I've invited
them to a Zoom. I've given thema few questions for them to
answer about the role, and I'vetold them obviously, I tell them
(06:12):
ahead of time, like, hey.
I'm gonna record, so please becamera ready. All you have to do
is just show up and answer thesequestions. And I ask them the
questions, and then I can edit.I can make the videos, the short
clips, create the theaccompanying post, and give it
to them. And all the time thatthey spent was whatever 30
minutes that they were on thatZoom call with
Carrie Corcoran (06:34):
me. And that is a great way to do it too. I've
seen that work very well.
Rhona Pierce (06:38):
Yeah. So what advice do you have for TA
professionals working inorganizations where there's
little to no culture of hiringmanager involvement in
recruitment marketing?
Carrie Corcoran (06:50):
I think it starts at the top. Like, is your
employer brand supported fromthe top? I mean, do you even
have an employer brand? Do youhave an employer value
proposition? What does that looklike?
What are the specific pillars?If you do have a team, it's
working with your team, youremployer brand team. Their
(07:12):
responsibility is educationacross the organization, and I
feel that is where a lot ofemployer brand or recruitment
marketing folks could do abetter job is to any opportunity
that they have. Educate,educate, educate. Because why
should a hiring manager care?
(07:33):
They should care becauseultimately, when you attract the
right talent and you're a pillarof wrong talent, you get a great
person to join your company.Perhaps there's longevity with
that employee. And it doeseventually impact your bottom
line. If it doesn't immediatelyimpact your bottom line, or
maybe it doesn't long term, butit may impact your efficiency or
(07:57):
doing the job better or well orhelping make your department or
division better. So education iskey when it comes to employer
brand and recruitment marketingefforts.
Rhona Pierce (08:10):
Yeah. And and I think it's just a lot of people
in all of companies, they justare stuck in how things were
done in the past, and they'rethey have to understand somehow
they will. And if they haveprofessionals within the
organization that they'vetrusted to do employer branding
(08:31):
or to do talent acquisition,then we should be the ones
really explaining and educating,like you said, this is why this
needs to be done. This is how wedo it. So how do you train
hiring manager, like, toeffectively share their stories
and experiences, but in a waythat aligns with the overall
(08:52):
employer brand?
Carrie Corcoran (08:53):
That's a great question. So in aligning with
the overall employer brand andtraining them how to do that,
what I've seen and I've donesuccessfully with companies is
to do a pilot program, improvethe effectiveness of hiring
managers, putting themselves outthere and who they're
attracting. I did this, for aregional bank with videos, it
(09:17):
worked incredibly well, andsurveyed the candidates who were
hired afterwards and asked them,while you were in the process,
did you watch any of the videos?Were videos shared with you?
What was your experience like?
And some who joined the companysaid, I watched every single
(09:39):
video. I had a great idea ofwhat the culture and the
division looked like because Isaw those videos. And so I knew
what to expect coming in to mynew role. Others said no one
shared any videos with mebecause we had certain
recruiters who did and certainrecruiters who didn't. And so
(10:01):
the ones who only maybe saw like1 or 2 videos, they actually
said, I wish there would havebeen more in the process while I
was going through this.
And it's a great way to keepcandidates engaged when you're
reaching out to them onLinkedIn, or they're in that
candidate experience, andthey're in the interview
process, is to continually feedthem information about here's
(10:24):
what you can expect about themanager, the team, the culture,
the company, and give them Isay, you know, in this case,
more information is better thanless. And so do a pilot to prove
with data and survey, and thenpresent that to a hiring manager
and say, look, we tested this.It does work, and here's why you
(10:46):
need to do it. Educateleadership above them, and then
they can push for that as welland hold them accountable for
actually being part of the theyshould be a recruiting arm for
the company.
Rhona Pierce (10:57):
Yeah. For sure. And that was such a great
opportunity that you had tosurvey the the candidates after.
Did you share that informationwith the recruiters that were
kinda hesitant of sharing thevideos?
Carrie Corcoran (11:12):
I did. They were still hesitant.
Rhona Pierce (11:17):
That's always something interesting. Have you
had any experience, or do youhave any tips for anyone that's
dealing with that with part ofthe the TA team itself who we're
supposed to be the champions forthis type of thing, having like
any type of pushback. Do youhave any tips for anyone dealing
with that?
Carrie Corcoran (11:36):
I do. I think if you have solid leadership in
place, and that leaderunderstands the importance of
employee branding, recruitmentmarketing, getting those hiring
managers involved, or even therecruiters, I mean, your
recruiter should be your firstline of defense. And then your
hiring managers, recruiters aremainly working with the hiring
managers to have them hold themaccountable. And truly, that's
(12:00):
where it works best that this ispart of your responsibility as a
recruiter to do this. And thento showcase, okay, so and so I
mean, do a competition.
Everybody likes a goodcompetition. Recruiters are
competitive, well salespeople.So you could even do something
(12:21):
like that to say, Oh, look,Sally did this. And it resulted
in this. You didn't do anythingand or not anything, but you
used your traditional methods.
And it took you longer to tofill that role. It took shorter
to fill this role with theseemployer brand strategies
implemented across the team. Soyou have to have solid
(12:44):
leadership that believes in it.It's very hard, and I've been in
both these situations before.But to do it well than to do it
well.
And so you have to have that buyin from at a minimum, the person
(13:06):
you report to, hopefully, itgoes even higher than that.
Rhona Pierce (13:09):
Yes. So, changing gears a little bit and going
back to the hiring managerportion of this. What are some
quick and easy content ideasthat hiring managers can start
with to just to start buildingtheir confidence with creating
content and sharing on socialmedia?
Carrie Corcoran (13:29):
That's a great question. Just putting
themselves out there initiallyand sharing on social media. You
have access to chat GPT. Like,I'm all about the tools. I mean,
yes, it's great to haveauthentic content and write
everything yourself.
If you're looking forefficiency, use chatgpt or a
(13:51):
similar AI tool. And you justneed the right prompts. So I
would put in the job, I wouldcopy and paste the job
description, and say, create ashort LinkedIn post expressing
the top three things thatthey're looking for. And then
going back and editing that,like, I don't copy and paste
(14:13):
what is specific with what chatGPT spits out to me. It always
needs to be edited, and it needsto be in that person's voice.
And then it's more authentic.It's not a 100% authentic, but
it's closer. So that is an easyway to get started with that,
just doing a simple post onLinkedIn. Taking a picture of
(14:35):
your team and something, maybe afun outing that your team had,
you know, that user generatedcontent, asking your team
members, hey. Do you have anyphotos that you've taken at
company events that that wecould could use for talent
attraction and involving them,then they're a little bit more
(14:56):
invested as well.
If you do have a reporter brandor recruitment marketing team or
a team of team of 1, have thatperson involved in your intake
meetings and be very strategicabout it because they have a
different lens than everybodyelse on the call. And they will
(15:19):
take away from that meeting veryspecific things to bring out in
the story to tell. So involveyour recruitment marketing and
your employer brand people inthose, a lot of people call them
intake meetings. I like to callthem recruitment strategy
consultations, becauseeverything should be a
(15:39):
consultation. It shouldn't be,you know, you're educating, but
you're also consulting at thesame time, you're the expert in
what you do.
And so really have a voice atthat table.
Rhona Pierce (15:50):
Yeah. Beyond those quick ideas, what type of
content would really make yourcompany stand out?
Carrie Corcoran (15:58):
Video by far. Candidates quick, like, 20, 32nd
videos. Here's your hiringmanager. Here's their style.
Just get them talking abouthere's my style.
This is what I'm looking for.These are the top three things.
Quick, efficient video. And evendo a series of videos. Maybe 1
(16:20):
at one point, it's here are thetop three things I'm looking
for.
This is the role I'm hiring for.If you're looking for x y z, and
it's efficient, it's costeffective. If you don't have a
video tool, that's okay. If youhave a marketing department or
if you do have an employer brandteam and there's basic editing,
like you can even edit in Canvanow. So it's so much more
(16:43):
efficient than it used to be.
And simple tips like that whereyou can save money and you don't
have to implement a full blownrecruitment marketing video tool
or platform. Those work reallywell.
Rhona Pierce (16:58):
Yeah. And people really aren't looking candidates
aren't looking for those highlyproduced, overly polished
marketing videos because theyknow that whatever is being said
in those videos is somethingthat was rehearsed and was
planned. The videos that I'vedone with hiring managers that
have worked the best are theones where they literally take
(17:20):
their camera, their phone, holdit up, do a selfie, talk about
something. We post that onTikTok or LinkedIn too. And
those are the ones that havealways, always worked the best.
Carrie Corcoran (17:33):
Oh, exactly.
Rhona Pierce (17:34):
The quick and dirty ones. There wasn't a lot
of production behind it. We usedtools that we had that are
really inexpensive. Like yousaid, there's Canva. There's so
many tools to create and, like,edit quick video.
So yeah.
Carrie Corcoran (17:50):
A 100%. And I think another easy thing that
I've done before, it's that halfhour interview, or maybe it's a
10 minute or 15 minute interviewwith a hiring manager where you
record it. Report it, thentranscribe it and put it, then
edit it, and bring out thatstory. I like to post stories on
(18:11):
LinkedIn, and the these haveworked very effectively for
hiring managers, where it'syou're interviewing the hiring
manager, and then you bring outtheir story. And maybe it's just
2, 3, 4 pieces, But it's a fullblown article.
And that's something that theycan post on LinkedIn. It's
something that the recruiter canpost on LinkedIn. It's something
(18:32):
that the recruiter can shareafter a really good first
conversation to keep themengaged in the process. It's
something that you can ask yourteam members to post and
reshare. And, you know, haveyour recruitment marketing or
your employer brand person dothat.
It's so effective. And when Iwas at the bank, we did, I
(18:55):
produced, and directed a lot ofthose different stories on
LinkedIn for hiring managers andteams. And there was a hiring
manager who posted for hiring a,who's a personal banker, and
these bankers make like $450,000a year. So that's a really hard
position to fill. Yeah.
(19:16):
And this hiring manager hadposted the story on their
LinkedIn profile. And a contactof theirs, not a candidate, but
a contact of theirs sought andshared it with someone that they
knew who was looking, thatperson interviewed and that
person got the job. So what didthat cost? Maybe 3 hours time of
(19:38):
your employer brand person andmaybe half hour from your hiring
manager total? Worth it.
Rhona Pierce (19:44):
Totally, totally worth it. Can you share some
creative ways that hiringmanagers can really use video to
showcase their personalities andtheir team culture?
Carrie Corcoran (19:57):
Like you were saying, just being transparent
and make an authentic video.Maybe it's, you know, a day in
the life, if that's appropriate.There's, here's what I do. Well,
like, not everybody works in anoffice right now. A lot of
people are hybrid now, though.
So maybe it is that hybridsituation where it says, here I
(20:19):
am, like, I arrived at theoffice at whatever time it was.
And here I am at lunch with myteam. And it's just it's
showcasing the different storiesand the elements throughout the
day and letting that candidateknow what they truly can expect
when they join that team. Theworst thing that can happen is a
(20:39):
is a bait and switch, wherecompanies on the best places to
work list, their top 100,Glassdoor, what have you, and
hiring manager puts out a video,and they're not authentic.
They're not transparent.
And then the person gets in, andthey're like, this isn't what I
signed up for. And iterate withyour team too. Ask them, hey, do
(21:02):
you have any creative ideas?Like, get them involved in the
process. Like, you know, ifthere's a lunch or something,
like, let's just do a, like, a10 second snapshot of what it's
like to have fun on this teamand showcase the the good
aspects of it.
Also, be transparent. And, like,I like to talk about the good,
the bad, not ugly that acandidate is going to face
(21:25):
because, again, it goes back tobeing transparent and authentic
and not sound like a bait andswitch.
Rhona Pierce (21:31):
Yeah. And, really, the easiest way that I always
tell people to find contentideas for recruitment marketing
is listen to your candidatesbecause most of the time, it's
not a new role, and most of thetime, it's not the first time
ever that you're recruiting forthis company. Right? It's not
like hire number 1. Socandidates have asked questions
(21:54):
during interviews.
They ask questions duringinterviews. They ask questions
to the recruiter via email like,hey, just or I want to know this
or what to expect. All of thosethings, answer those
proactively. I even created acourse. It's a free email
course, and, of course, I'lllink it in the show notes.
That is for, like, storytellingprompts for recruiters, and it's
(22:18):
all based on an anonymous surveythat I ran. I asked job seekers,
like, what would you ask, in aninterview if you knew that your
chances of getting hiredwouldn't be impacted? Those
questions are gold, and you weall have that information. Like
I said, we have surveys forcandidates. We have questions
that they've asked duringinterviews.
(22:39):
Just look through that andyou'll find so much content
ideas based on what your ownpeople are asking you. And the
best thing is that's the besttype of content. It performs the
best because that's what theywant.
Carrie Corcoran (22:52):
Exactly. And that's, those are golden nuggets
right there.
Rhona Pierce (22:56):
So how can teams, like TA teams, measure the
impact of hiring managersinvolvement in employer branding
efforts?
Carrie Corcoran (23:06):
Oof. Measuring employer brand efforts is always
the $1,000,000 question. I wouldhave $1,000,000 if I could solve
that puzzle. If recruiters areposting the content, and if
they're posting directly totheir LinkedIn profiles, then
you can see the the analyticsbehind that. Right?
(23:27):
And so it's looking at theanalytics and how many people
like this post, how many peopleshared this post, What were the
views on this? What does thatlook like? So from a recruiter
perspective, that's how youcould track some of the success
of the different content that isposted. Of course, there are
(23:48):
multiple tools out there thatyou can purchase. I would say
mainly if you're a mid toenterprise size company, those
tools are going to work for youbecause they're on the expensive
side.
And, you know, that's anotherway where you can track
effectiveness across TA teams.And but also one thing that I
(24:12):
didn't see people do well is,and and I'm not sure what the
hesitancy was around this, whena candidate applies in the ATS,
there's a source that goes alongwith that. I'm sure you've seen
this. How many times do they sayInternet? Okay.
Did they really find out aboutit just on the Internet? Or did
they see a piece of content onLinkedIn, on someone's profile,
(24:36):
which they considered Internet?Yeah. So in that first
conversation in that screeningconversation, ask that person,
how did you hear about us? Tellme more about that.
Like what prompted you to applyfor this role? And keep track of
(24:57):
that information because that ishelpful for determining what
types of content to put outthere that's going to resonate
with candidates and also whereyou should potentially spend
more money as far asrecruitment, marketing,
advertising dollars.
Rhona Pierce (25:17):
Yeah. And also, like you said at the beginning,
survey the employees, survey thepeople that you end up hiring
now that they've gone throughthe process because video isn't
only gonna be at the top of thefunnel. You can use it
throughout the entire funnel.So, survey the people that you
hired and ask them directly. Atthat point, you can ask them so
(25:38):
many things and you can go morein-depth and ask them and then
share that information becausethat's the source, really.
You can also add specificquestion to your your NPS
survey, to your, like, candidateexperience survey that you sent
to everyone. There's so manyways to get this feedback. And I
think a lot of people when wetalk about how do you measure
(26:00):
this, they're like, oh, it hasto be a specific metric that,
like, ties back specifically.Look. There are ways, and there
is an episode that I did withJames Ellis about measuring the
the ROI of your employer brand.
It's really good. I don'tremember the episode number, but
I'll link to it in the shownotes as well. And he has a
(26:20):
whole way of explaining how totie it back to dollars and all
of that. But at the end of theday, everyone isn't wanting to
know the specific dollars.Hiring managers don't
necessarily wanna know that.
They wanna know how what they'redoing is going to impact the
hiring process, how it's gonnamake them find more qualified
(26:42):
talent, all of that. So when youhave that information, just like
you shared at the beginning, andyou go back to them, it's like,
look. This is what really whatworked. Oh, okay. Then they're
more open to doing it.
Carrie Corcoran (26:54):
Well, they're and and then they become
invested. When you get to knowthem, and you're telling their
story, they're more invested.It's their 15 minutes of fame or
10 minutes of fame or what haveyou. And everybody likes well,
okay. Maybe not everybody, butthere are people who are
comfortable on video.
But if they're not comfortableon video, then it's a LinkedIn
(27:16):
article or it's a post or it's aphoto. And just showcasing their
authenticity in that way. Andthen they become invested in the
process.
Rhona Pierce (27:27):
Yeah. So we've chatted a lot. Let me make sure
that we covered everything. Doyou have any final tips for
listeners looking to startcreating video content?
Carrie Corcoran (27:43):
I would say the biggest thing is, start small.
There's always room forimprovement. Do something versus
nothing. It's like thatelephant. You have to take one
bite of the elephant at a time.
So that's my analogy.
Rhona Pierce (28:01):
Yes. I I always say just hit record. Look. Your
first video is going to becringe. I had a interview with
Joel Lalji, who I think everyonehas seen.
He's created something like5,000 videos in the last 2
years. In the interview, he wastalking about his first video
(28:21):
ever, and it's like you look atit and you're like, oh, no. Why
did I do this? But you have tostart somewhere, and you'll get
better. I remember I postedabout this.
I posted my first ever video afew, like, probably last year or
something, and I told peoplethis is where I've come from.
This is where I started. And Iremember to I asked in the
(28:43):
comments, like, just roast thevideo. What was wrong with it?
And you were one of the peoplewho commented, and you nailed
everything.
Yeah. I was like, oh my gosh. Socringe. But at the time when I
created it, everyone was like,oh, this is amazing. This is
such a great idea.
There's so few people doingvideo and doing it well that
(29:04):
just the fact that you'vestarted, just the fact that
you've done something is great.There are very, very few videos
that I've ever seen on socialmedia, like on LinkedIn or stuff
like that that I'm like, oh mygosh. Why did they do that? Very
few. And it's usually not thevideo itself.
It's what the person was saying.So whether you say it in writing
(29:28):
or whether you say it on videoor whether it's a photo, there
are just some things that don'tneed
Carrie Corcoran (29:34):
to be
Rhona Pierce (29:35):
said. That's a whole other conversation. The
video itself yeah. The videoitself, everyone's always very
receptive of those things. Idon't know if that's been your
experience.
Have you ever had someone belike, oh, my gosh. Get this off
the Internet.
Carrie Corcoran (29:50):
No. I mean, my first video when I worked for
the bank, that was the firsttime that I really embraced
video. And I had to as fortalent attraction, it was my
idea. And my lesson learnedthere was make sure that you
have a strategy or activationplan built out in advance when
(30:18):
you're asking for dollars for aplatform. Because I asked, my
boss loved it.
She submitted it to the CHRO,who approved it in 3 weeks. Now,
when does that ever happen at alarge enterprise company that
you get approval in 3 weeks? No.And then it was approved. And it
(30:44):
was like, go, you're No.
And then it was approved and itwas like, go. You're on. I was
like, okay, lesson learned.
Rhona Pierce (30:51):
Lesson learned. I think we've all have those
stories. But, yeah, those aregreat tips. How can listeners
get in contact with you?
Carrie Corcoran (31:00):
The easiest way to get in contact with me is to
connect with me on LinkedIn. Ihave furry cares employer rank
consulting. I have a LinkedInpage as well. Feel free to
follow that. I do post a lot ofcontent, both video, which I
need to get back to.
I haven't done many in a while,and I need to get back to that
(31:22):
again and educational. And Ienjoy sharing and giving back to
the community. So the easiestway to connect with me is on
LinkedIn.
Rhona Pierce (31:32):
Amazing. Thank you so much for being on the show
today. This was a greatconversation that I'm sure that
that listeners are going toenjoy and find a lot of value
in. Thank you, Rona. Iappreciate
Carrie Corcoran (31:44):
you having me on the show. It was a pleasure,
and I love that we both live inthe same city and we're able to
get face to face.
Rhona Pierce (31:52):
Yes. Yes. Next time, maybe we'll do a podcast
interview in person at a studio.
Carrie Corcoran (31:59):
That would be fun.
Rhona Pierce (32:00):
Thank you.
Carrie Corcoran (32:01):
Yay.
Rhona Pierce (32:03):
Thanks to Carrie for being on the show. Getting
hiring managers involved inrecruitment marketing is one of
the hardest parts of our jobs.But the truth is, candidates
want to hear from them. So it'sno longer optional. It's part of
what we need to do to attract,engage, and retain qualified
talent.
And I get it. Your managementteam might be reluctant to work
(32:26):
on their employer brand, muchless encourage hiring managers
to participate. That's why inepisode 7, I spoke to James
Ellis about how to measure theimpact of your employer brand
and how to get management onboard. The link to that episode
is in the show notes. If youwant some help coming up with
ideas for video content andrecording short form videos for
(32:49):
you and your hiring managers,I've just launched a new done
for you service where you spend1 hour with me, and I create a
month's worth of short formvideos for you.
It's that easy. Learn more atthoroughouttheplaybookdot com
slash video. The link is in theshow notes. Thanks for
listening, and I'll chat withyou next week.
I did see a survey recently that said that
80% of candidates want to heardirectly from a hiring manager
Rhona Pierce (00:09):
recruitment marketing efforts versus a
recruiter. You might bethinking, cool staff, but how do
I get my hiring managersinvolved in recruitment
marketing efforts?
Carrie Corcoran (00:20):
Just do a really quick interview, maybe 5
questions for that hiringmanager, and create the LinkedIn
post for them. And then say,look, I've given you the
suggested copy. I've given youthe hashtags that you need. I've
given you all the information.So the excuse of not having
enough time is not cold water.
Rhona Pierce (00:42):
That's Carrie Cochran, an employer branding
consultant who has figured outhow to get hiring managers to be
active participants in yourbranding efforts. And in today's
episode, she's sharing herstrategies for overcoming
objections, creating compellingcontent, and measuring success.
So if you're struggling to getyour hiring managers on board,
(01:04):
and even if they are on board,if you don't know what type of
content to create, grab anotebook because this episode is
for you. Let's dive in to myconversation with Carrie. So
thank you so much for being onthe show today, Carrie.
I like to start every interviewasking my guests how they got
(01:26):
started in employer branding andin talent acquisition.
Carrie Corcoran (01:29):
That's a great question, Rona. And thanks for
having me on your show. I'm ahuge fan. I've been listening
since you started this year. Andthank you for putting yourself
out there and educating peopleon what it takes to do things
right in HR.
I got my start back in 2013 whenI took on a dual role with a
(01:49):
contact center solutionscompany. Part of my
responsibility was traditionalmarketing, and the other part of
my responsibility wasrecruitment marketing and
employer brand and talentattraction. And, we didn't even
call it employer branding backthen, specifically. It was just,
I need you to figure out how toattract independent contact
(02:14):
center agents to work for ourclients and our customers. And I
found that I was drawn more tothat side of the business versus
the traditional business tobusiness marketing.
And I haven't looked back eversince then.
Rhona Pierce (02:30):
Perfect. Everyone has a interesting story of how
they got to this. So we're gonnatalk today about hiring managers
and including them inrecruitment marketing and
employer branding efforts andhow TA folks can help them and
get them really to participate.So but let's back up a little.
(02:52):
Why do you think it's importantfor hiring managers to be
involved in recruiting marketingefforts?
Carrie Corcoran (02:58):
Well, as the hiring manager, you know exactly
what type of talent you'relooking for and who you would
like to join your team. Andthere's no one better to talk
about that and what they'relooking for specifically than
the hiring manager. Style ofmanagement, and why you may
(03:27):
consider joining us at thiscompany. It's more impactful. I
did see a survey recently thatsaid that 80% of candidates want
to hear directly from a hiringmanager in, recruitment
marketing efforts versus arecruiter or employer brand
(03:48):
messaging.
Rhona Pierce (03:48):
It's true. They wanna hear from the people that
they'll be working with. Theyjust I think recruiters and
employer branders just have thereputation that is not good, but
it's true. It's the truereputation that we're selling
them and that we're not tellingthem the truth. And I think
that's why they want to hearmore from hiring managers, which
(04:10):
they believe are the ones thatare telling the truth.
Now I may or may not agree withthat, but that's a whole other
conversation. Can you share someof the, like, common objections
that you've encountered hiringmanagers about participating in
the branding efforts and havehow have you successfully
(04:30):
addressed them?
Carrie Corcoran (04:31):
Absolutely. That's a great question. So in
getting hiring managersinvolved, the biggest disconnect
I feel, is that they say, well,I don't have enough time to do
that. This shouldn't be on me.This should be on marketing.
Like, you guys do it. I I don'thave time. And so to counter the
(04:52):
I don't have enough time aspect,what I do as an employer brand
manager or what you could do ifyou're the recruitment marketing
manager and you're workingdirectly with that hiring
manager is to say, just do areally quick interview, maybe 5
questions for that hiringmanager and create the LinkedIn
(05:13):
post for them. And then say,look. I've taken the opportunity
based on our conversation to puttogether what I feel you're
looking for to strategicallyhelp attract that next employee
for your team.
Can you take a minute to reviewthis? It'll take you 2 minutes
to review this, make any editsthat you feel are necessary, and
(05:36):
then go ahead and post this onLinkedIn. I've given you the
suggested copy. I've given youthe hashtags that you need. I've
given you all the information.
So the excuse of not havingenough time is not cold
Rhona Pierce (05:52):
water. That is perfect, and I love that. And
I'll share a bit more about thislater in the episode, but I've
also even got hiring managers onvideo in that way. I've invited
them to a Zoom. I've given thema few questions for them to
answer about the role, and I'vetold them obviously, I tell them
(06:12):
ahead of time, like, hey.
I'm gonna record, so please becamera ready. All you have to do
is just show up and answer thesequestions. And I ask them the
questions, and then I can edit.I can make the videos, the short
clips, create the theaccompanying post, and give it
to them. And all the time thatthey spent was whatever 30
minutes that they were on thatZoom call with
Carrie Corcoran (06:34):
me. And that is a great way to do it too. I've
seen that work very well.
Rhona Pierce (06:38):
Yeah. So what advice do you have for TA
professionals working inorganizations where there's
little to no culture of hiringmanager involvement in
recruitment marketing?
Carrie Corcoran (06:50):
I think it starts at the top. Like, is your
employer brand supported fromthe top? I mean, do you even
have an employer brand? Do youhave an employer value
proposition? What does that looklike?
What are the specific pillars?If you do have a team, it's
working with your team, youremployer brand team. Their
(07:12):
responsibility is educationacross the organization, and I
feel that is where a lot ofemployer brand or recruitment
marketing folks could do abetter job is to any opportunity
that they have. Educate,educate, educate. Because why
should a hiring manager care?
(07:33):
They should care becauseultimately, when you attract the
right talent and you're a pillarof wrong talent, you get a great
person to join your company.Perhaps there's longevity with
that employee. And it doeseventually impact your bottom
line. If it doesn't immediatelyimpact your bottom line, or
maybe it doesn't long term, butit may impact your efficiency or
(07:57):
doing the job better or well orhelping make your department or
division better. So education iskey when it comes to employer
brand and recruitment marketingefforts.
Rhona Pierce (08:10):
Yeah. And and I think it's just a lot of people
in all of companies, they justare stuck in how things were
done in the past, and they'rethey have to understand somehow
they will. And if they haveprofessionals within the
organization that they'vetrusted to do employer branding
(08:31):
or to do talent acquisition,then we should be the ones
really explaining and educating,like you said, this is why this
needs to be done. This is how wedo it. So how do you train
hiring manager, like, toeffectively share their stories
and experiences, but in a waythat aligns with the overall
(08:52):
employer brand?
Carrie Corcoran (08:53):
That's a great question. So in aligning with
the overall employer brand andtraining them how to do that,
what I've seen and I've donesuccessfully with companies is
to do a pilot program, improvethe effectiveness of hiring
managers, putting themselves outthere and who they're
attracting. I did this, for aregional bank with videos, it
(09:17):
worked incredibly well, andsurveyed the candidates who were
hired afterwards and asked them,while you were in the process,
did you watch any of the videos?Were videos shared with you?
What was your experience like?
And some who joined the companysaid, I watched every single
(09:39):
video. I had a great idea ofwhat the culture and the
division looked like because Isaw those videos. And so I knew
what to expect coming in to mynew role. Others said no one
shared any videos with mebecause we had certain
recruiters who did and certainrecruiters who didn't. And so
(10:01):
the ones who only maybe saw like1 or 2 videos, they actually
said, I wish there would havebeen more in the process while I
was going through this.
And it's a great way to keepcandidates engaged when you're
reaching out to them onLinkedIn, or they're in that
candidate experience, andthey're in the interview
process, is to continually feedthem information about here's
(10:24):
what you can expect about themanager, the team, the culture,
the company, and give them Isay, you know, in this case,
more information is better thanless. And so do a pilot to prove
with data and survey, and thenpresent that to a hiring manager
and say, look, we tested this.It does work, and here's why you
(10:46):
need to do it. Educateleadership above them, and then
they can push for that as welland hold them accountable for
actually being part of the theyshould be a recruiting arm for
the company.
Rhona Pierce (10:57):
Yeah. For sure. And that was such a great
opportunity that you had tosurvey the the candidates after.
Did you share that informationwith the recruiters that were
kinda hesitant of sharing thevideos?
Carrie Corcoran (11:12):
I did. They were still hesitant.
Rhona Pierce (11:17):
That's always something interesting. Have you
had any experience, or do youhave any tips for anyone that's
dealing with that with part ofthe the TA team itself who we're
supposed to be the champions forthis type of thing, having like
any type of pushback. Do youhave any tips for anyone dealing
with that?
Carrie Corcoran (11:36):
I do. I think if you have solid leadership in
place, and that leaderunderstands the importance of
employee branding, recruitmentmarketing, getting those hiring
managers involved, or even therecruiters, I mean, your
recruiter should be your firstline of defense. And then your
hiring managers, recruiters aremainly working with the hiring
managers to have them hold themaccountable. And truly, that's
(12:00):
where it works best that this ispart of your responsibility as a
recruiter to do this. And thento showcase, okay, so and so I
mean, do a competition.
Everybody likes a goodcompetition. Recruiters are
competitive, well salespeople.So you could even do something
(12:21):
like that to say, Oh, look,Sally did this. And it resulted
in this. You didn't do anythingand or not anything, but you
used your traditional methods.
And it took you longer to tofill that role. It took shorter
to fill this role with theseemployer brand strategies
implemented across the team. Soyou have to have solid
(12:44):
leadership that believes in it.It's very hard, and I've been in
both these situations before.But to do it well than to do it
well.
And so you have to have that buyin from at a minimum, the person
(13:06):
you report to, hopefully, itgoes even higher than that.
Rhona Pierce (13:09):
Yes. So, changing gears a little bit and going
back to the hiring managerportion of this. What are some
quick and easy content ideasthat hiring managers can start
with to just to start buildingtheir confidence with creating
content and sharing on socialmedia?
Carrie Corcoran (13:29):
That's a great question. Just putting
themselves out there initiallyand sharing on social media. You
have access to chat GPT. Like,I'm all about the tools. I mean,
yes, it's great to haveauthentic content and write
everything yourself.
If you're looking forefficiency, use chatgpt or a
(13:51):
similar AI tool. And you justneed the right prompts. So I
would put in the job, I wouldcopy and paste the job
description, and say, create ashort LinkedIn post expressing
the top three things thatthey're looking for. And then
going back and editing that,like, I don't copy and paste
(14:13):
what is specific with what chatGPT spits out to me. It always
needs to be edited, and it needsto be in that person's voice.
And then it's more authentic.It's not a 100% authentic, but
it's closer. So that is an easyway to get started with that,
just doing a simple post onLinkedIn. Taking a picture of
(14:35):
your team and something, maybe afun outing that your team had,
you know, that user generatedcontent, asking your team
members, hey. Do you have anyphotos that you've taken at
company events that that wecould could use for talent
attraction and involving them,then they're a little bit more
(14:56):
invested as well.
If you do have a reporter brandor recruitment marketing team or
a team of team of 1, have thatperson involved in your intake
meetings and be very strategicabout it because they have a
different lens than everybodyelse on the call. And they will
(15:19):
take away from that meeting veryspecific things to bring out in
the story to tell. So involveyour recruitment marketing and
your employer brand people inthose, a lot of people call them
intake meetings. I like to callthem recruitment strategy
consultations, becauseeverything should be a
(15:39):
consultation. It shouldn't be,you know, you're educating, but
you're also consulting at thesame time, you're the expert in
what you do.
And so really have a voice atthat table.
Rhona Pierce (15:50):
Yeah. Beyond those quick ideas, what type of
content would really make yourcompany stand out?
Carrie Corcoran (15:58):
Video by far. Candidates quick, like, 20, 32nd
videos. Here's your hiringmanager. Here's their style.
Just get them talking abouthere's my style.
This is what I'm looking for.These are the top three things.
Quick, efficient video. And evendo a series of videos. Maybe 1
(16:20):
at one point, it's here are thetop three things I'm looking
for.
This is the role I'm hiring for.If you're looking for x y z, and
it's efficient, it's costeffective. If you don't have a
video tool, that's okay. If youhave a marketing department or
if you do have an employer brandteam and there's basic editing,
like you can even edit in Canvanow. So it's so much more
(16:43):
efficient than it used to be.
And simple tips like that whereyou can save money and you don't
have to implement a full blownrecruitment marketing video tool
or platform. Those work reallywell.
Rhona Pierce (16:58):
Yeah. And people really aren't looking candidates
aren't looking for those highlyproduced, overly polished
marketing videos because theyknow that whatever is being said
in those videos is somethingthat was rehearsed and was
planned. The videos that I'vedone with hiring managers that
have worked the best are theones where they literally take
(17:20):
their camera, their phone, holdit up, do a selfie, talk about
something. We post that onTikTok or LinkedIn too. And
those are the ones that havealways, always worked the best.
Carrie Corcoran (17:33):
Oh, exactly.
Rhona Pierce (17:34):
The quick and dirty ones. There wasn't a lot
of production behind it. We usedtools that we had that are
really inexpensive. Like yousaid, there's Canva. There's so
many tools to create and, like,edit quick video.
So yeah.
Carrie Corcoran (17:50):
A 100%. And I think another easy thing that
I've done before, it's that halfhour interview, or maybe it's a
10 minute or 15 minute interviewwith a hiring manager where you
record it. Report it, thentranscribe it and put it, then
edit it, and bring out thatstory. I like to post stories on
(18:11):
LinkedIn, and the these haveworked very effectively for
hiring managers, where it'syou're interviewing the hiring
manager, and then you bring outtheir story. And maybe it's just
2, 3, 4 pieces, But it's a fullblown article.
And that's something that theycan post on LinkedIn. It's
something that the recruiter canpost on LinkedIn. It's something
(18:32):
that the recruiter can shareafter a really good first
conversation to keep themengaged in the process. It's
something that you can ask yourteam members to post and
reshare. And, you know, haveyour recruitment marketing or
your employer brand person dothat.
It's so effective. And when Iwas at the bank, we did, I
(18:55):
produced, and directed a lot ofthose different stories on
LinkedIn for hiring managers andteams. And there was a hiring
manager who posted for hiring a,who's a personal banker, and
these bankers make like $450,000a year. So that's a really hard
position to fill. Yeah.
(19:16):
And this hiring manager hadposted the story on their
LinkedIn profile. And a contactof theirs, not a candidate, but
a contact of theirs sought andshared it with someone that they
knew who was looking, thatperson interviewed and that
person got the job. So what didthat cost? Maybe 3 hours time of
(19:38):
your employer brand person andmaybe half hour from your hiring
manager total? Worth it.
Rhona Pierce (19:44):
Totally, totally worth it. Can you share some
creative ways that hiringmanagers can really use video to
showcase their personalities andtheir team culture?
Carrie Corcoran (19:57):
Like you were saying, just being transparent
and make an authentic video.Maybe it's, you know, a day in
the life, if that's appropriate.There's, here's what I do. Well,
like, not everybody works in anoffice right now. A lot of
people are hybrid now, though.
So maybe it is that hybridsituation where it says, here I
(20:19):
am, like, I arrived at theoffice at whatever time it was.
And here I am at lunch with myteam. And it's just it's
showcasing the different storiesand the elements throughout the
day and letting that candidateknow what they truly can expect
when they join that team. Theworst thing that can happen is a
(20:39):
is a bait and switch, wherecompanies on the best places to
work list, their top 100,Glassdoor, what have you, and
hiring manager puts out a video,and they're not authentic.
They're not transparent.
And then the person gets in, andthey're like, this isn't what I
signed up for. And iterate withyour team too. Ask them, hey, do
(21:02):
you have any creative ideas?Like, get them involved in the
process. Like, you know, ifthere's a lunch or something,
like, let's just do a, like, a10 second snapshot of what it's
like to have fun on this teamand showcase the the good
aspects of it.
Also, be transparent. And, like,I like to talk about the good,
the bad, not ugly that acandidate is going to face
(21:25):
because, again, it goes back tobeing transparent and authentic
and not sound like a bait andswitch.
Rhona Pierce (21:31):
Yeah. And, really, the easiest way that I always
tell people to find contentideas for recruitment marketing
is listen to your candidatesbecause most of the time, it's
not a new role, and most of thetime, it's not the first time
ever that you're recruiting forthis company. Right? It's not
like hire number 1. Socandidates have asked questions
(21:54):
during interviews.
They ask questions duringinterviews. They ask questions
to the recruiter via email like,hey, just or I want to know this
or what to expect. All of thosethings, answer those
proactively. I even created acourse. It's a free email
course, and, of course, I'lllink it in the show notes.
That is for, like, storytellingprompts for recruiters, and it's
(22:18):
all based on an anonymous surveythat I ran. I asked job seekers,
like, what would you ask, in aninterview if you knew that your
chances of getting hiredwouldn't be impacted? Those
questions are gold, and you weall have that information. Like
I said, we have surveys forcandidates. We have questions
that they've asked duringinterviews.
(22:39):
Just look through that andyou'll find so much content
ideas based on what your ownpeople are asking you. And the
best thing is that's the besttype of content. It performs the
best because that's what theywant.
Carrie Corcoran (22:52):
Exactly. And that's, those are golden nuggets
right there.
Rhona Pierce (22:56):
So how can teams, like TA teams, measure the
impact of hiring managersinvolvement in employer branding
efforts?
Carrie Corcoran (23:06):
Oof. Measuring employer brand efforts is always
the $1,000,000 question. I wouldhave $1,000,000 if I could solve
that puzzle. If recruiters areposting the content, and if
they're posting directly totheir LinkedIn profiles, then
you can see the the analyticsbehind that. Right?
(23:27):
And so it's looking at theanalytics and how many people
like this post, how many peopleshared this post, What were the
views on this? What does thatlook like? So from a recruiter
perspective, that's how youcould track some of the success
of the different content that isposted. Of course, there are
(23:48):
multiple tools out there thatyou can purchase. I would say
mainly if you're a mid toenterprise size company, those
tools are going to work for youbecause they're on the expensive
side.
And, you know, that's anotherway where you can track
effectiveness across TA teams.And but also one thing that I
(24:12):
didn't see people do well is,and and I'm not sure what the
hesitancy was around this, whena candidate applies in the ATS,
there's a source that goes alongwith that. I'm sure you've seen
this. How many times do they sayInternet? Okay.
Did they really find out aboutit just on the Internet? Or did
they see a piece of content onLinkedIn, on someone's profile,
(24:36):
which they considered Internet?Yeah. So in that first
conversation in that screeningconversation, ask that person,
how did you hear about us? Tellme more about that.
Like what prompted you to applyfor this role? And keep track of
(24:57):
that information because that ishelpful for determining what
types of content to put outthere that's going to resonate
with candidates and also whereyou should potentially spend
more money as far asrecruitment, marketing,
advertising dollars.
Rhona Pierce (25:17):
Yeah. And also, like you said at the beginning,
survey the employees, survey thepeople that you end up hiring
now that they've gone throughthe process because video isn't
only gonna be at the top of thefunnel. You can use it
throughout the entire funnel.So, survey the people that you
hired and ask them directly. Atthat point, you can ask them so
(25:38):
many things and you can go morein-depth and ask them and then
share that information becausethat's the source, really.
You can also add specificquestion to your your NPS
survey, to your, like, candidateexperience survey that you sent
to everyone. There's so manyways to get this feedback. And I
think a lot of people when wetalk about how do you measure
(26:00):
this, they're like, oh, it hasto be a specific metric that,
like, ties back specifically.Look. There are ways, and there
is an episode that I did withJames Ellis about measuring the
the ROI of your employer brand.
It's really good. I don'tremember the episode number, but
I'll link to it in the shownotes as well. And he has a
(26:20):
whole way of explaining how totie it back to dollars and all
of that. But at the end of theday, everyone isn't wanting to
know the specific dollars.Hiring managers don't
necessarily wanna know that.
They wanna know how what they'redoing is going to impact the
hiring process, how it's gonnamake them find more qualified
(26:42):
talent, all of that. So when youhave that information, just like
you shared at the beginning, andyou go back to them, it's like,
look. This is what really whatworked. Oh, okay. Then they're
more open to doing it.
Carrie Corcoran (26:54):
Well, they're and and then they become
invested. When you get to knowthem, and you're telling their
story, they're more invested.It's their 15 minutes of fame or
10 minutes of fame or what haveyou. And everybody likes well,
okay. Maybe not everybody, butthere are people who are
comfortable on video.
But if they're not comfortableon video, then it's a LinkedIn
(27:16):
article or it's a post or it's aphoto. And just showcasing their
authenticity in that way. Andthen they become invested in the
process.
Rhona Pierce (27:27):
Yeah. So we've chatted a lot. Let me make sure
that we covered everything. Doyou have any final tips for
listeners looking to startcreating video content?
Carrie Corcoran (27:43):
I would say the biggest thing is, start small.
There's always room forimprovement. Do something versus
nothing. It's like thatelephant. You have to take one
bite of the elephant at a time.
So that's my analogy.
Rhona Pierce (28:01):
Yes. I I always say just hit record. Look. Your
first video is going to becringe. I had a interview with
Joel Lalji, who I think everyonehas seen.
He's created something like5,000 videos in the last 2
years. In the interview, he wastalking about his first video
(28:21):
ever, and it's like you look atit and you're like, oh, no. Why
did I do this? But you have tostart somewhere, and you'll get
better. I remember I postedabout this.
I posted my first ever video afew, like, probably last year or
something, and I told peoplethis is where I've come from.
This is where I started. And Iremember to I asked in the
(28:43):
comments, like, just roast thevideo. What was wrong with it?
And you were one of the peoplewho commented, and you nailed
everything.
Yeah. I was like, oh my gosh. Socringe. But at the time when I
created it, everyone was like,oh, this is amazing. This is
such a great idea.
There's so few people doingvideo and doing it well that
(29:04):
just the fact that you'vestarted, just the fact that
you've done something is great.There are very, very few videos
that I've ever seen on socialmedia, like on LinkedIn or stuff
like that that I'm like, oh mygosh. Why did they do that? Very
few. And it's usually not thevideo itself.
It's what the person was saying.So whether you say it in writing
(29:28):
or whether you say it on videoor whether it's a photo, there
are just some things that don'tneed
Carrie Corcoran (29:34):
to be
Rhona Pierce (29:35):
said. That's a whole other conversation. The
video itself yeah. The videoitself, everyone's always very
receptive of those things. Idon't know if that's been your
experience.
Have you ever had someone belike, oh, my gosh. Get this off
the Internet.
Carrie Corcoran (29:50):
No. I mean, my first video when I worked for
the bank, that was the firsttime that I really embraced
video. And I had to as fortalent attraction, it was my
idea. And my lesson learnedthere was make sure that you
have a strategy or activationplan built out in advance when
(30:18):
you're asking for dollars for aplatform. Because I asked, my
boss loved it.
She submitted it to the CHRO,who approved it in 3 weeks. Now,
when does that ever happen at alarge enterprise company that
you get approval in 3 weeks? No.And then it was approved. And it
(30:44):
was like, go, you're No.
And then it was approved and itwas like, go. You're on. I was
like, okay, lesson learned.
Rhona Pierce (30:51):
Lesson learned. I think we've all have those
stories. But, yeah, those aregreat tips. How can listeners
get in contact with you?
Carrie Corcoran (31:00):
The easiest way to get in contact with me is to
connect with me on LinkedIn. Ihave furry cares employer rank
consulting. I have a LinkedInpage as well. Feel free to
follow that. I do post a lot ofcontent, both video, which I
need to get back to.
I haven't done many in a while,and I need to get back to that
(31:22):
again and educational. And Ienjoy sharing and giving back to
the community. So the easiestway to connect with me is on
LinkedIn.
Rhona Pierce (31:32):
Amazing. Thank you so much for being on the show
today. This was a greatconversation that I'm sure that
that listeners are going toenjoy and find a lot of value
in. Thank you, Rona. Iappreciate
Carrie Corcoran (31:44):
you having me on the show. It was a pleasure,
and I love that we both live inthe same city and we're able to
get face to face.
Rhona Pierce (31:52):
Yes. Yes. Next time, maybe we'll do a podcast
interview in person at a studio.
Carrie Corcoran (31:59):
That would be fun.
Rhona Pierce (32:00):
Thank you.
Carrie Corcoran (32:01):
Yay.
Rhona Pierce (32:03):
Thanks to Carrie for being on the show. Getting
hiring managers involved inrecruitment marketing is one of
the hardest parts of our jobs.But the truth is, candidates
want to hear from them. So it'sno longer optional. It's part of
what we need to do to attract,engage, and retain qualified
talent.
And I get it. Your managementteam might be reluctant to work
(32:26):
on their employer brand, muchless encourage hiring managers
to participate. That's why inepisode 7, I spoke to James
Ellis about how to measure theimpact of your employer brand
and how to get management onboard. The link to that episode
is in the show notes. If youwant some help coming up with
ideas for video content andrecording short form videos for
(32:49):
you and your hiring managers,I've just launched a new done
for you service where you spend1 hour with me, and I create a
month's worth of short formvideos for you.
It's that easy. Learn more atthoroughouttheplaybookdot com
slash video. The link is in theshow notes. Thanks for
listening, and I'll chat withyou next week.
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