How to Bootstrap Your Social Recruiting


  • Google Drive with master folder (social HR) and assorted subfolders
  • One Google Spreadsheet for each position (you can use this for multiple locations in one sheet by just adding a location option)
  • One Powerpoint document (use Google’s version)
  • Chrome browser, add-on, and mobile application
  • Internet
  • Smartphone 

Templates/Training Material

  • Prepare all scripts into templates (email, LinkedIn messages, Twitter messages, Instagram messages, simple text)
  • Create personas to target (3–8 dependent on your purpose/market/product)
  • Find a visual to associate these personas (optional)
  • Put personas in a powerpoint (1 slide per persona)
  • Name the powerpoint “Training Manual”
  • Write out your mission and your tagline for your business/product/purpose.
  • Put this on it’s own slide in the powerpoint, should be #3
  • Put each script into it’s own slide
  • Write out your plan on how you are going to execute each script


  1. Search entrepreneurs
  2. Add them on LinkedIn
  3. Follow them on Twitter
  4. Wait for their acceptance
  5. Reach out 5 minutes after acceptance
  6. Build rapport
  7. Find out what they are interested in get the lead
  8. Put into database
  9. Follow up within 48 hours
  10. Schedule follow-up
  11. Mark end result
    • Keep track of all your resources you use in the process on one slide. Make this the last slide.
    • Reorder your powerpoint + create table of contents slide


  1. Table of contents
  2. Logo slide
  3. Mission/tagline4–12 (or fewer)is personas
  4. 12 (or fewer) — last is scripts
  5. Last is resources
    • You can use this to train anyone on quick recruiting or to bring a potential recruiter up to speed. 


  1. Download Google Drive (Chrome add-on, use chrome browser, mobile application) This will create a fluid and easy experience that will save you time.
  2. Create a folder and name it “Social HR”
  3. Create a subfolder for each medium you plan to target to keep track of results / don’t forget to include in-person and referral resumes
  4. Create a subfolder within each subfolder for analytics
  5. Create a Google Spreadsheet document See Screening tab for details:
    • Each time you receive a resume or contact information
    • If you receive contact information but no resume, create a reoccurring weekly calendar event to remind to follow-up, 1x per week on different mediums each week.
    • Once you receive the resume, erase the reoccurring calendar event and store in the medium folder that is applicable.
    • Create a new tab by duplicating the “Screen template” tab for your new candidate
    • Input their information
    • Keep track of any updates or notes along the way
    • Keep people moving through the pipeline


  1. Create a Google Spreadsheet for each position you are screening forName them in this way:[Abbreviated role in two letters] Recruiting Process
  2. Create one Google Spreadsheet first to create a quick template Then go to File > make a copy > rename it as mentioned above
  1. The template tabs should be in this order:
    • Process
    • Schedule Email (added for just in case)*
    • 2nd Schedule Email
    • Screen Template
    • Screen: [Their Last Name]
  1. Whenever you receive a candidate:
  • Save their resume on Google Drive in the proper folder
  • If it makes it easier for you, you can create subfolders within each role to better manage multiple locations.

EX: Los AngelesCreate a reoccurring follow-up event reminder in your calendar with their:name, email, contact number, location, position

  • Go to your applicable Google Spreadsheet and:
  • Click on the right bottom arrow on your Screen template tab and click duplicate
  • Input their information in fields
  • Input any dates of follow-up or interview times
  1. Once you have scheduled someone, open up your calendar and send them a calendar invite.
  1. Create calendar invite
  • If it is not a video interview, take off the video link.
  • In the notes, add their: Full name, Email, Phone, Attach resume via Google Drive
  • Make sure to share their email on the document by clicking on it to share
  • Change the color of the invite block to green
  • Send it and make sure you are ready 5–10 minutes before the interview.
  • The more prepared you are, the faster and smoother the interview will go.
  • Always mark the progress or any notes during the interview process (as there will be multiple interviews)
  1. When you make a hire, change the color of the tab to green and rename it: HIRED: [Last name] Then put notes on the date they were offered, etc
  • “Hide” this sheet using the right down arrow of the tab to clear up space for new candidates in your pipeline.

Screen Template

  • Name
  • Date
  • Phone
  • Email
  • Source
  • Position applied
  • Location
  • OK with relocation?


  • Intro questions


  • Rapport questions


  • Resume questions


  • Experience questions

Culture Fit

  • Culture fit questions


  • Closing statement
  • Open for candidate questions
  • Closing schedule details
  • Closing rejection details


  1.  Whenever you are interviewing, it is always suggested to take notes or have takeaways.
  • When you have a process that is defined, you can focus on the real information — them.
  • The questions you ask are important to the direction your call is going to take.
  • Some questions and probably most questions will not be on your template but try to stick within your allotted time frame.
  • No one respects anyone that doesn’t respect their own time.
  • Lead intentionally and set the standard the moment they meet/talk to you.

2. Utilize your Google Spreadsheet (EX: Screen: Mendoza) to your advantage.

  • Make sure you are paying attention to them most of the time aside from writing notes.
  • If you are more comfortable or prefer to take notes after, that is fine but just make sure you follow through.
  • You may think that you will remember all the details but you will forget, trust me.
  • It’s doing a disservice to you if you fail to set up the candidate for success.
  • Get every detail you can possibly get and dig deep.


  • To change the color code of a tab: go to the right of the tab (down arrow), click the down arrow, click change color
  • At the bottom of each spreadsheet, mark yes or no after you speak to the candidate.
  • If you reject a candidate, make sure to change the color to red and send the reject email then select “hide sheet” on the bottom arrow of the tab.

Remember to always save your screen template by duplicating it when you have a new candidate

  1. Use a process for following up as each candidate will not always answer or make their scheduled interview.
  • Life happens so plan for it in your process.


  • I use this template:

If you want to download my template, feel free to download it here for free: template.

A version of this post as first published on on 2/12/16

Transparency Is the Key to Recruiting Young Talent

When you were searching for jobs in the early days of your career, was “transparency” something that even crossed your mind? For many of us, the whole process was a dance–an art form where both the candidate and the recruiter put their game face on and sold themselves.

The job search has changed, and if you’re still trying to impress candidates with a sales pitch that’s anything less than 100-percent authentic, you will fail.

Millennials expect transparency, and can spot a fraud pretty quickly. In June at a Fortune Brainstorm Tech Conference, one takeaway was obvious: “Gen Y values authenticity, transparency and access to power. And most of all, Millennials want employers to provide a sense of purpose.”

Your open, honest, HUMAN approach is what will get them to be honest in return, saving both of you guesswork and headaches down the road.

Recruiters Who Understand Transparency Win the Day

In October, the US maintained its low, 5.1 percent unemployment rate; the evolving economy means the competition for top talent is fiercer than it’s been years And that competition involves not only snagging them, but keeping them. Millennials, who have slid past the last decade where a slumped economy meant any job was a great job, are gaining confidence and expecting more.

Salina Mendoza, a Millennial and recruiter in the competitive San Francisco market, says transparency is key to her process.

“Transparency in the recruitment process is expected. As a recruiter, I am always looking for ‘genuine’ candidates as the talent landscape has changed along with the process. The majority of job seekers are now in a completely digital journey and also have different expectations about what it presented to them.”

She continues, “It’s easy for some people to gain true, genuine connections through digital media, and others do not connect well without in-person meetings. By being completely open with candidates, I can help them overcome the ‘trust’ barrier that can be a wedge between a recruiter and candidate.”

Social Media has Brought a Whole New Level of Transparency to Recruiting

Social media has created a level of connectivity none of us could have imagined 20 years ago. It has made the work of both job seekers and recruiters easier on many levels. Job boards and discussion groups, as well as social networks, make it easier to connect with more people, faster.

It also means that dishonesty or creative job descriptions are a lot more difficult to cover up. Recruiters would be wise to remember Mark Twain’s oft-repeated stance on the subject: “If you tell the truth, you don’t have to remember anything.”

Social media has made the world much smaller, and you can never be sure where personal networks overlap. Telling even the slightest half-truth could be found out and your credibility is ruined.

The Companies You Recruit for Need to be Transparent

Smart businesses understand that their employees are their first customers but job candidates are the future customers, and the public content about an organization will influence their opinions.

Younger candidates in particular want to clearly see inside your work culture. They’ll more than likely try to engage with someone who currently works there. They’ll pay close attention to branded social media profiles, and scrutinize the organization on LinkedIn and Glassdoor.

The best policy is to help candidates discover as much about you as possible. Make it easy for them to ask you or other employees how the culture affects day-to-day employment. Participate in employee ranking websites.

Most importantly, make it easy to learn about the company on your own website and social media channels. The more you tell them, the less likely they’ll be to look elsewhere.

Transparency Consistently Pays Off

The primary reason for total transparency in the recruiting process is a fact we all understand: The cost of a bad hire drags down the entire organization. Not only does a bad hire reflect poorly on the recruiter and decision maker, it costs the business on many levels.

The cost in both dollars and hours spent training a new employee is significant, and it may take months to discover how bad your hire actually was. During those months, and until the time you can rectify a poor hiring decision, a bad hire can negatively impact the team and workplace culture.

Being open about culture, values, and expectations will help candidates self-select–and make you a top choice for candidates who share your vision.

Back in 2014, I had the pleasure of interviewing Great Rated! CEO Kim Peters. Kim emphasized the need for transparency within a company, especially in the candidate journey. “Top talent has lots of choices, and they want a workplace where they’ll be comfortable,” she said. “It’s the company’s willingness to be open about their workplace that lets people understand if they’ll be a fit, and ultimately decide to join the company.”

Beginning the candidate journey with transparency during the recruiting process will mean you, and they, will be much more satisfied and certain of success.

Additional resource:

#TChat Recap: Live From #HRTechConf: Why Recruitment Should Be Transparent Marketing

A version of this article was first published on HuffPo on 10/22/15

photo credit: Scrabble – Profession via photopin (license)