This video recently went viral because of its frightening prediction and depiction of the future of work—a future that will inevitably belong to robots.

At least that’s what YouTube video creator CGP Grey forebodes in this 15-minute clip where he suggests this familiar sci-fi premise will start to to look more science than fiction.

Now if you’re skeptical or idealistic, don’t worry –you’re not alone. But Grey makes some solid arguments backed by recent scientific studies on the topic condensed in this video. Suspend belief for just a moment, and let’s humor his thesis…

“Humans Are The New Horses”

Grey argues that as automobiles replaced horses, so will self-driving cars kick humans out of the driver’s seat—and this is happening sooner than you might think. But the most shocking stat shared was the speed in how artificial intelligence could begin to outpace, and outplace, human labor: In 20 years, humans could eventually lose almost half of all current jobs to automation.

This unprecedented jobs loss could result in a 45% unemployment crisis, which will dwarf the unemployment rate of the Great Depression that crippled the U.S. economy at just 25%.

Even White-Collar Work Isn’t Safe From The Takeover

Although tech innovation has historically threatened only low-skilled labor, white-collar workers aren’t exempted, but actually targeted. Grey makes the case:

“Given that white-collar workers are—from a company’s perspective—both more expensive and more numerous, the incentive to automate their work is greater than low skilled work.”

He warns that even lawyers, writers, artists and general doctors are not safe from the auto takeover. In fact, occupations and talents thought of as uniquely human—like composing music—are already being performed by bots, today.

Without Enough Human Labor, Will There Still Be Human Capital?

If this grim future unfolds, hiring managers and recruiters will find themselves in a unique position—front seats to witness the possible meltdown of human labor as we know it. But will there still be perhaps a need for specialized hiring managers?

Imagine recruiters who could evaluate competing brands of hardware and software  automation that come to market and will need to match competing, advanced A.I. with the skills and working culture of the remaining human staff. Maybe there’s a way to evolve our expertise and coexist.

Or will we really, in two decades, cap off our job descriptions with “Humans Need Not Apply”?

Before you stock up on highly-specialized skills for the coming Martrix-like dystopia, read some idealistic rebuttals to this doomsday scenario if you haven’t already, and rest assured that your job is safe…for now.


7 Ways To REALLY Source Talent on Facebook

by Tallulah on August 15, 2014

Sourcing Talent Facebook1 7 Ways To REALLY Source Talent on Facebook
With 1.28 billion monthly active users, Facebook has become the central hub for social exchange today. Second only to Google as the most visited site, Facebook has effectively weaved its platform into day-to-day life and culture one friend request at a time.

But with Facebook housing the largest database of online profiles and personal information on the planet, the network promises more possibilities than mere social exchange. For employers, recruiters, and talent acquisition professionals, Facebook presents potentially the most powerful online directory of talent on the planet.

Now here are 7 Ways to REALLY Source Talent on Facebook:

  1. Test and Develop Your Graph Search Strategy

  2. Carrying over one-seventh of the global population’s personal data, don’t you wish there was a tool that could help you search for pools of qualified candidates fitting an exact criteria?

    Hello, Graph Search a.k.a. Facebook’s gift to recruiters.

    Graph Search Bar 7 Ways To REALLY Source Talent on Facebook

    Released just last year, Graph Search lets you find people inside and outside your network of Friends based on their personal profile and activity. The tool covers basic search fields like location, current employer, work and education, but can also include more advanced filters such as searching based on liked pages, groups joined, and even places checked-in.

    Advanced Graph Search 7 Ways To REALLY Source Talent on Facebook

    But the tool is only as effective as the strategy that supports its use. Here are a few tips to guide your first steps in searching and sourcing candidates on Facebook.

  3. Leverage the Strength of Your Closest Connections First

  4. The Graph Search algorithm ranks search results in priority to your closest contacts first. This prioritization really works to the recruiter’s advantage as it helps map the reach of your existing and extended networks, showing you if a candidate is just one Friend degree away.

    Recruiters must then rely on sound judgment on whether to send a direct friend request, reach out to the closest mutual friend for an introduction, or transfer to a separate network, like LinkedIn, to make that first, professional touch. Test and determine the best approach and soon enough you will witness your network grow with purpose.

  5. (Re)Connect with Your Most Connected Friends

  6. You may start to notice either the same popular Friend at the top of those search results, or the same Mutual Friend attached to the candidates you want to connect with. This is likely a sign that the popular individual is an influencer in the very network you want to access, and can act as a key ally to expanding your network and content reach on Facebook.

    But influencers’ attention and trust must be earned. Luckily Facebook gives you many options to warm a cooled contact. The first touch could be as simple as liking a post, sending a direct message, or learning if a birthday or anniversary is on the horizon for a well-timed, personal greeting.

  7. Make A Great First Impression With A Likeable Company Page

  8. Starbucks TMJ for Pages1 7 Ways To REALLY Source Talent on Facebook

    If you’re looking for candidates via Graph Search, you can bet they are looking for you too, so design a company and personal page that is optimized for search and will encourage that Like from your visitors.

    One way TweetMyJobs helps company pages increase Likes and repeat visits is through our branded careers tab we call TMJ for Pages which lists a company’s latest job openings and link directly to the job posting on your career site. Below is an example of the TMJ for Pages careers tab we power for our client, Starbucks.

    Each job listing can be instantly shared across platforms. We believe so much in the strength of Facebook’s referral network that we created a Facebook app called the Who? Button that leverages job seekers’ existing networks for their job hunt, effectively turning their social network into a potential source for job references.

  9. Create Engaging & Shareable Content

  10. With Facebook making significant changes to its algorithm earlier this year, original content creation has become more vital than ever when competing for attention. Testing and determining which content your audience prefers and expects from your brand is paramount.

    Ericsson FB Post 7 Ways To REALLY Source Talent on Facebook


    Our client Ericsson serves the type of content it sees growing in demand from its

    followers: results from original studies and surveys. Above is Ericsson’s recent popular post about global smartphone usage. They engage their audience to consider the survey findings through one simple question: Where do you fall on the spectrum?

    Ericsson also has a TMJ for Pages career tab for candidates who, after reading Ericsson’s timeline posts, are then moved to seek out open opportunities.

  11. Build Your Network Before You Need It

  12. Be it online or offline, building and nurturing the network takes time. Graph Searching can make online networking seem deceptively easy, quickly pulling a directory of people in just a few clicks to whom you can then fire messages as fast as you can type.

    However, refrain from making any direct requests from your network especially if you’ve just joined or reconnected. Instead first ask how you can serve that network: share content that speaks to your interest to communicate your brand and occasionally send influencers content that speaks to their interest in personalized direct messages.

    Since Facebook has made it really easy to silence updates from individuals, you want to make sure your messages give more than they take.

  13. Don’t Be Creepy

  14. With all its power, Graph Search itself cannot substitute for the recruiting and sourcing know-how that will drive the strategy behind how you search and what you do with the information you find.

    Some advanced Graph Search filters that specify age, religion, political views for example will not really benefit your work. When messaging a new contact, refrain from mentioning the photo you saw of him and his family at the Grand Canyon from a trip he took two years ago which was just breathtaking. Yes it’s a compliment, but it gives the impression that you just spent the past hour combing through his photo albums—another activity we advise against.

    We think the Golden Rule best applies here. Put yourself in your candidate’s shoes and picture the ideal candidate experience from start to finish. Now follow your lead.


Hashtag Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap
Join us for our webinar: Sourcing the Social Talent Sea: New Strategies in Facebook Recruiting
Thursday, August 28, 2014 – 10:00 AM PT / 1:00 PM ET
Register Now. See details below.

Our educational webinar Stop Playing by Old Rules. Master the New Twitter Playbook delivered an energetic hour packed with our best practices for recruiting and sourcing on the new visual Twitter.

Mira Greenland—our lively, social-media-savvy VP of Sales—led the talk, and the discussion about Twitter recruiting, naturally, spilled over onto Twitter.

So to help recap the webcast, instead of listing the main points from the talk, below are the top tweets shared on the #TMJEdu hashtag during the event. Let’s start with the best one:

Voted Best Tweet of the Webinar

Your first tweet is one of the most important tweets of your life. Bill Kurtz (@bkurtz4) decided to make his grand debut to Twitter during our webinar.

First Tweet Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap

Thanks for sharing the moment with us, Bill! Hopefully by the end of our webinar you learned some key concepts, like how to best leverage Twitter Cards and Twitter Images for recruiting.

Twitpic vs.

Dan Zarella Twitter Pic Stat Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap

One of the most memorable stats shared in the presentation showing Dan Zarella’s findings that reveal how tweets with images uploaded to were nearly twice as likely to be retweeted while the use of Twitpic increased the odds by just over 60%. On the other hand Tweets that used Facebook or Instagram links were less likely to be retweeted. Read Dan Zarella’s post for more information on his study.

Did You Know Hashtags Spread Like Wildfire BECAUSE Of An Actual Wildfire? #TwitterTrivia

JL Summerfield SD Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap

Although Chris Messina first proposed the use of hashtags on Twitter in August 2007, hashtags really caught on two months later when Nate Ritter appended the #sandiegofire hashtag to tweet news and updates surrounding the San Diego wildfires of October 2007.

And the rest is Hashtag History, a history you can thank or blame for the sometimes abusive use of hashtags we see today…

Hashtag Abuse Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap

Thanks to everyone who made it to our event, and make sure to reserve your spot for our next #TMJEdu educational webinar:

Sourcing the Social Talent Sea: New Strategies in Facebook Recruiting

TMJ Logo blog.png Master the New Twitter Playbook Webinar   A Tweet By Tweet Recap
Thursday, Aug. 28, 10 AM EDT / 1 PM EDT

Sign up today to discover how to:
• Find and reach your target candidates on Facebook
• Win more followers through engaging content
• Navigate the new rules of Facebook to make that next great hire
• And much more!

Register Now.


Desktop Mac BW Resize Blog Recruiting Roundup: 5 Articles You May Have Missed

July’s a busy month: vacation travel, holiday BBQ’s, the FIFA Finals, and the list goes on. Let us catch you up on the must-read posts you might have missed:

15 Ultra Bold Recruiting PracticesERE
The talent war is real. Want proof? Read this list of some of the most aggressive hiring practices recruiters are using today to poach talent from the competition.

12 Habits of the World’s Best
Do you practice all 12 habits? If you are recruiting socially, then you already have one down. Read the other 11.

Why One Company Pays 25,000 to QuitTalent Management
Would you pay a quitter $25k? This company does. Reverse psychology? Incentivized disloyalty? Find out the real reason why.

Jobs are not enoughThe Economist
The U.S. unemployment rate diving to 6.1 percent—the lowest since 2006—should signal a bullish economy, right? Not so fast. Half way into 2014 and economists find the year is shaping up to be one of our worst yet.

10 Advantages of Hiring a VeteranBusiness Insider
Learn 10 more reasons vets make promising hires. Then read our piece on how to hire vets through social media.


Veteran Committed Icon 3 Ways You Can Use Social Media To Hire Veterans Although it has dropped almost one percentage point since 2013, veteran unemployment remains high at 9 percent and above the 7 percent average civilian unemployment level recorded during the same time period. Young veterans between the ages of 18-24 are most affected, currently experiencing the ultra-high jobless rate of 21.4 percent according to the Bureau of Labor Statistics.

The Work Opportunity Tax Credit (WOTC)—a tax break that last year incentivized employers to target U.S. vets for hire—expired this past January, undoubtedly adding more challenge for returning soldiers who face an already competitive labor market.

However many companies—including several of our clients—are realizing the ROI from bringing veterans on board: beyond benefiting from veterans’ wealth of skill and experience, employers report that veteran hires help build morale and goodwill within the company, customers, and community.

Why Use Social Media to Hire Vets?

Simple: Because the new generation of vets are on Social Media. And when we say “new” we don’t necessarily mean “young”: the VA found that over 40% of veterans who use their Facebook pages are older than 45, prompting the VA to invest millions each year into reaching this target audience.

Social media use among veterans has risen so much recently that it has been credited for bettering established veteran organizations, and even blamed for overshadowing more traditional veteran networking organizations.

Like the VA, the private sector is also taking note of veterans’ active online engagement, and employers are using creative hiring strategies—including social recruiting, branding, and job distribution—to attract this vast, and often untapped, talent pool.

Here are 3 ways to harness social media to hire talented and experienced vets.

Veteran Flag Banner 3 Ways You Can Use Social Media To Hire Veterans

  1. Use Social Media to Listen & Learn About Veterans
  2. One very positive look at the wide use of social networking among veterans is in appreciating the way it is giving this group—often depicted and perceived as homogenous and faceless—a face, a voice, and a name. Open social networks give brands a tremendous opportunity to learn about veterans, or any other talent groups, before ever marketing and distributing jobs.

    Follow veteran-focused hashtags, such as #vets, #veterans, #MilitaryMonday, #SOV (SOV – Support Our Veterans), and #MilFam (Military Family). Join veteran groups on LinkedIn and Facebook. Soon enough you will pick up on the pace and vocabulary of the exchange and have the pulse on what matters most to vets, their families, and supporters in real time.

    Learn what they care about, so they can care about you.

  3. Distribute Veteran-Targeted Job Posts and Tweets
  4. Social networking sites can get noisy, challenging social recruiters who struggle to reach their ideal candidate. When sharing your open jobs on the social web, make sure vets are (1) the first to know about each opportunity and (2) that vets know your brand specifically seeks out qualified veteran applicants.

    Hashtag all your job tweets

    with #vets #veterans #jobs and other relevant hashtags so that the jobs are visible via these veteran-focused searches. TweetMyJobs automates this process for companies who specify their commitment to hiring vets, like we do for our client, CSX.

    CSX Veterans Tweet 3 Ways You Can Use Social Media To Hire Veterans

    Brand your jobs as “Veteran Committed”

    In 2011 TweetMyJobs worked with President Obama to help boost veteran hires at a national level and drive awareness to the issue. Since then, we’ve continued to make it easy for employers to distinguish their jobs as Veteran Committed and attract more veteran applicants for each requisition. Learn more about veteran committed recruitment.

    ClinicalRM Veteran Certified Jobs1 3 Ways You Can Use Social Media To Hire Veterans

  5. Build An Authentic, Veteran-Committed Employer Brand
  6. We have several clients who have not only pledged their commitment to hiring vets, but have grounded this effort with action.

    Their veteran-focused messaging is consistent across traditional and social channels, echoing their commitment through their marketing and job distribution channels.

    However, beyond carrying a consistent message, you must convey an authentic message—and nothing proves authenticity like action. Bolstering your veteran recruitment outreach with dedicated, ongoing programs like that of CSX and AT&T, will not only attract a healthy flow of veteran candidates, but will help create a loyal talent community from which to source great hires for years to come.

Honorable Mention: Optimize Your Career Site For Veteran Job Seekers

We had to give an honorable mention to clients like AT&T and US Cellular who are taking an extra step to better the veteran candidate experience.

How? By allowing veterans to use their Military Occupational Code—a code that denotes their military job title—to search for relevant job opportunities.

For example, do you know what an Explosive Ordinance Disposal Officer is qualified to do? Yeah, neither did I. But when I found out, I was still stumped to list the positions this might translate to in the civilian working world.

Then I typed MOS 2305, which is the military code for this post, into the AT&T MOS Translator Search bar, and suddenly dozens of potential jobs popped on the screen.

ATT MOS Translator Job Search 3 Ways You Can Use Social Media To Hire Veterans

It may seem simple at first, but translating skills and experience earned in the military to an equivalent job outside the military is a common barrier veterans face in their job search. Bridging this job verbiage gap serves as an example of how a brand intimately understands the unique challenges of a talent group, and has done something simple, elegant, and impactful to ease that burden.

Are you ready to make an authentic commitment to our veterans? Start here. Attend our upcoming ERE webinar on Veteran Recruiting—see details below. 


Twitter Stamp icon 3 Signs You’re Using Twitter Like A Recruiting Ace

Twitter looks a lot different than it did just two years ago, and when we say “looks” we mean it: Twitter is becoming a visual network.

As more photo- and video-friendly social networks were born—i.e. Instagram, Pinterest, Vine–established social networks had to evolve their platforms to deliver more visual media, or risk losing valuable active users.

This led Twitter to expand the type of content it delivered and break its one, definitive golden rule: The 140-character limit.

Twitter’s new rules have also set new standards. Individuals and brands that can navigate this increasingly visual landscape will edge out slower adopters who are left behind. Mastering these new rules quickly also show the marks of a true Twitter expert, where Twitter Cards and Inline Twitter Images act as badges of social media fluency.

Below we’ve listed three signs of a Recruiting Ace on Twitter.  Are you and your brand showing all three marks of Twitter expertise?

  1. You know the difference between Inline Twitter Images vs. Twitter Cards, and you know when and how to use each.
  2. What are Twitter Cards?

    In June 2012 Twitter introduced Twitter Cards which expand the limit beyond 140 Characters, giving recruiters more real estate to describe job openings without ever needing to leave the Twitter stream. Below is a Tweet Card from our client, Bayada Healthcare. Looks like a regular 140-character tweet, except for one important detail.

    Bayada Summary Card Resized 3 Signs You’re Using Twitter Like A Recruiting Ace
    By clicking the “View Summary” link on the bottom right corner, the tweet expands to reveal more information.

    Bayada Summary Twitter Card Expanded1 3 Signs You’re Using Twitter Like A Recruiting Ace

    Why should recruiters use Twitter Cards?

    They give pause and invite curiosity. By extending beyond the 140-character limit, Twitter Cards can house more information about a requisition, giving candidates a chance to further consider your job posting when they may have just been on their way to view a different tweet.

    Twitter Cards require some back end development work, which TweetMyJobs takes care of on behalf of our clients. To learn how to create your own Twitter card, go to Twitter’s Development blog for guide on getting started.

    What are Inline Twitter Images?

    In October 2013 Twitter introduced Inline Twitter Images and Videos. Below is the Twitter job channel of our client, Ghirardelli Chocolate Company. Unlike Twitter Cards, this tweet does not require an extra click on a “View summary” link to expand and view the photos and videos embedded in them.

    Ghirardelli Careers Twitter  3 Signs You’re Using Twitter Like A Recruiting Ace

    Why should recruiters use Inline Twitter Images?

    They pop. Below is how the Ghirardelli tweet will look in a typical stream. You can see how the top two tweets—although they themselves are Twitter Cards (note the “View summary” links)—are visually supplanted by Ghirardelli’s Inline Twitter Image.

    Ghirardelli Careers on Twitter Stream 3 Signs You’re Using Twitter Like A Recruiting Ace

  3. You optimize Twitter Job Cards, Inline Twitter Images, and Text Tweets for search. Always.
  4. Using Inline Twitter Images and Cards may capture more attention than a text tweet, but are your tweets and images even reaching your targeted audience?

    The images embedded in the tweets are themselves not searchable on Twitter and thus can only be found via text-based search. Take for example the media-rich tweet below from Geico, also a TweetMyJobs client. The tweet—which includes an inline image—displays some of our best practices in optimizing job tweets by including job title, location, shortened URL, and relevant hashtags in the industry (#Insurance) or locale (#CaliforniaJobs).

    Geico Optimized Job Tweet 3 Signs You’re Using Twitter Like A Recruiting Ace

    We prescribe this type of optimization because it matches how Job seekers primarily search on Twitter: typing keywords that specify job function and locations into a Twitter search query.

    Geico could have tweeted this picture alone without any text above it, but candidates who would have searched for “Insurance Jobs” or followed the #CaliforniaJobs channel may have never been able to see it.

    This is why the amount of followers you have on your job channel isn’t the end all, be all. Twitter’s powerful search capabilities allows one to locate specific messages from a stream without ever needing to “follow” it.

  5. You Measure Performance. Period.
  6. To really push your recruiting campaigns on Twitter and build a program for the long-haul, you must track your Twitter performance and constantly tune your social recruiting engine. The truth is a vast majority of brands have yet to develop a social recruiting strategy or track campaign metrics. We get it: for many, analytics is not the most enjoyable aspect of social media recruiting. But it is essential.

    Some of our clients have hundreds of requisitions to manage a week, and we regularly track how many clicks job tweets receive, when they convert most, and where. This insight has helped our clients shift social media messaging and has even adjusted business objectives and hiring priorities. One of our clients just recently was able to track amazing results such as decreased time-to-fill, increased quality-of-hire, and boosted employee retention. To show results, one must first track results.

Cut Through The Noise Now. Twitter’s Bound to Get Louder.

A photo or expanded Twitter Card provides a place to rest your eyes amidst a stream of text tweets—they pull focus, and grab real attention. Twitter has already released positive results on how much more attention that can mean: tweets with photos result in an average 35% boost in retweets and in one case the Twitter Card increased URL clicks by 62%.

With a new visual standard set, brands are in a mad dash to produced media-rich content that seems to be eclipsing the old text tweet. How fast are you evolving to the new Twitter environment? Are you a Twitter Recruiting Ace?


In a recent 18-country survey conducted by Employer Branding International, Social Media came out on top as the main channel that companies use today to deliver and enhance employer brand messaging. View the full report below.

The study was packed with useful information, but we’ve highlighted the
5 key findings that HR Pros responsible for Employer Branding must know:

  1. “Social Media remains the main communication channel being used to promote employer brand.”
  2. When asked to identify the main medium their company plans to use to communicate their employer brand, respondents overwhelmingly pointed to social media as the preferred channel—beating career websites, referral programs, and even online job boards.

    EB Communications 76% of Companies Choose Social Media to Communicate Employer Brand

  3. “Social Media is the main activity being undertaken by companies to enhance their employer brand.”
  4. More than any other listed activity, social media was cited as the main activity companies are currently undertaking to enhance employer brand, surpassing recruitment advertising, employee referral programs, and using an applicant tracking system.

    In North America, the top three branding initiatives are as follows:

    1. Social Media – 58%
    2. Career Site Development – 56%
    3. Recruitment Advertising / Employer Marketing – 52%

  5. Social media use has grown five-fold within five years as the leading medium in communicating employer brand.
  6. Social media has truly risen into a prominent place in the Employer Branding toolbox. Used only by 14% of respondents in 2009, social media has significantly grown in use as a communications channel, as claimed by 76% of respondents today. Measuring social media use as an Employer Branding Initiative, the report found that adoption rate rose by over four-fold in the past five years.

  7. Social media is the most effective activity in enhancing employer brand (…at least for those who have identified their metrics and track performance.)
  8. Not counting the 17% of respondents who have “not identified” their most effective employer branding activity, social media beats other activities in gauging employer branding efficacy, such as career website development and ranking in best employer awards.

    But let’s return to that significant 17%–those who were unable to pin-point which initiative produces the best ROI. This measurement is likely linked to a larger issue consistently observed by the survey: the majority of companies lack clarity in their own employer branding strategy and metrics.

    Social Strategy 76% of Companies Choose Social Media to Communicate Employer Brand

  9. Only 17% of respondents have a clear employer branding strategy. The rest either plan to further develop their strategy or have no strategy at all.
  10. The report notes that this 17%–although relatively small—is actually an improvement from the 14% surveyed to have a well-defined strategy in 2011. However, if we were to view this figure within a five-year scope, the amount of perceived clarity in one’s employer branding strategy has only ticked up one percentage.

    The study also points out that although less than a fifth of participants claim to have a clear strategy in place that, “interestingly, respondents also said having a clearly defined strategy is the key to achieving their employer brand objectives.”

Bottom Line

Stepping back from these figures we see a wide acceptance of social media as an enterprise tool for communicating one’s brand to the world. But that’s not enough. The next step is clearly defining a social strategy to deliver a clear employer brand message and story.

How does your employer branding strategy and social media use measure up against these stats? Do you know what your most effective employer branding activity is?


img marketo page 8 bar louie 1 3 Ways Social Recruiting Helps You Survive Your Own Growth

Expansion is an exciting and triumphant time, a marker of success communicating to the world that your company is experiencing such impressive returns at existing locales that it must now do what’s natural—grow into new territories to conquer. This is supposed to be the best of times.

But growth also brings challenges. Bar Louie Restaurants is one of the fastest-growing restaurant brands in the nation opening about twelve to fifteen corporate locations each year. This year alone, they expect to hire workers at a volume that equals the size of its current workforce.

To face this demand, Bar Louie leveraged social media to solve some of the most persistent hiring challenges brought about by rapid expansion. They produced such exemplary results that we dedicated a case study to their winning strategy and execution.

From that study we share just a few headline results to help you learn from their lead. Here are the 3 Ways Social Recruiting Helps You Survive Your Own Growth:

  1. Social Recruiting Increases Quality Candidate Flow
  2. Hiring the right people is difficult enough, but having to recruit an entire staff in new, unfamiliar locales adds significant weight to the challenge.

    Luckily, Bar Louie owned one of the most powerful assets when it comes to using social media to recruit culture-fit hires–a bold employer brand. This is best illustrated by Jennifer Scott, Vice President of Human Resources at Bar Louie, who shared what kind of hires they look for:

    “We search for folks that are happy to express themselves and be who they are. We are not looking for robotic, corporate types: tattoos are welcome, stuffed shirts are not.”

    Bar Louie knew that by leveraging its distinct company culture, it could raise its employer brand and easily distinguish itself from other organizations competing for top talent. The company does this though a multi-channel, multi-media approach that gives job seekers several opportunities to engage with the Bar Louie brand.

    Bar Louie TMJ for Pages 3 Ways Social Recruiting Helps You Survive Your Own Growth

    An example of this is Bar Louie’s Facebook Page which houses a dedicated Careers Tab powered by TweetMyJobs. Here candidates can experience the Bar Louie brand, get a feel for company culture, as well as apply to and share open jobs.

    Result: “Growing our candidate pool was our ultimate goal,” said Scott. “And in this regard, social recruiting absolutely expanded our horizons.”

    Social Recruiting Best Practice: If you have a bold employer brand, flaunt it. Social media tends to reward the daring.

  3. Social Recruiting Decreases Time-to-Fill
  4. Finding the right people in new locales during an aggressive growth period is like aiming at a moving target from a race car: move too fast, aim too wide, and you are bound to miss out on a great hire.

    Scott explained, “We had a choice: find a better way to tap a continuous flow of quality candidates in new territories, or risk costly disruptions to our launch schedule that could domino into delays for multiple locations.”

    What Bar Louie needed was a reliable medium that could communicate the company’s culture, attract talent that strongly identified with the brand’s values, and immediately embolden those candidates to apply.

    TMJ Job Map Bar Louie 3 Ways Social Recruiting Helps You Survive Your Own Growth

    One way Bar Louie continued to engage and attract the right hires was through the use of the TMJ Job Map, which displays up-to-date job openings across all Bar Louie corporate locations. Having boosted online engagement and return visitors, the map now acts as the default starting point for anyone who wishes to apply for a position directly from the Bar Louie site.

    Result: “TweetMyJobs drove a continuous surge of traffic to our career site and pulled in larger candidate pools than ever before, helping us significantly cut our time-to-fill.”

    Social Recruiting Best Practice: Recruiting on social media pushes employers to be more inventive and engaging when reaching out and interacting with job seekers. Experiment with multiple platforms and reinvest in the ones that promise the most reach and return.

  5. Social Recruiting Boosts Employee Retention
  6. Bar Louie emphasizes a culture of retention and internal promotion across all levels of the organization, which is why they have instituted the Bar Louie Internal Promote program that strives to fill at least 50% of all management positions by hiring from within—a goal TweetMyJobs continues to help meet.

    When Bar Louie tracked hires sourced from social recruiting initiatives managed by TweetMyJobs, Bar Louie discovered that the greatest ROI TweetMyJobs had delivered was one that followed far beyond the initial hire.

    Result: “We’ve seen a major surge in internally-promoted managers who were initially sourced through social channels as hourly hires,” reports Scott. “[TweetMyJobs has] proven their recruiting solution can, in the long-term, impact retention—our highest measurement of recruitment ROI.”

    Social Recruiting Best Practice: Track your social hires—from hourly to salary—to discover your complete ROI.

Beyond the Extremes of Expansion:
Bringing Social Recruiting Best Practices Home

If you reread the 3 Ways Social Recruiting Helps You Survive Your Growth, you will find that these three ways could just as easily be titled 3 Ways Social Recruiting Helps you Target, Recruit, and Retain Great Hires, Any Day of the Week.

Bar Louie shows us how social recruiting—when expertly managed and optimized through innovative solutions—can bend, adapt, and scale to extreme situations like hyper growth. case study 4 3 Ways Social Recruiting Helps You Survive Your Own Growth However, the results we listed—increased quality candidate flow, decreased time-to-fill, and increased quality-of-hire and employee retention—are benefits we see our clients achieve daily.

To learn more about how you can apply these lessons to your campaign today, download the Bar Louie Case Study to get the full story on strategy, solution, and success.


Starbucks Subsidizes Tuition Post Starbucks Pays for Workers College Fees: <br>3 Reasons Why This New Tuition Subsidy Deserves Attention

Starbucks makes headlines after announcing that they will pay for almost all of their employees’ tuition fees while they earn a bachelor’s degree at Arizona State University Online.

Another remarkable program from Starbucks that further boosts their already much-applauded employer brand and will likely attract many aspiring college grads to apply. Why is it so notable?

Here are 3 reasons Starbucks deserves the news it’s getting:

  1. Starbucks offers its employees college assistance at a time when other employers have significantly cut back on this benefit.

  2. As reported by the Wall Street Journal, “A 2014 survey conducted by the Society for Human Resources Management found that 54% of employers offered undergraduate educational assistance, down from 62% in 2010.” Starbucks is now one of the few retailers offering college tuition reimbursement to workers.

  3. Starbucks extends this benefit to its part-time employees.

  4. Like many of its other lauded employee benefits—like health coverage and stock options—this college subsidy is made available to even Starbucks’ part-time workers who clock in only 20 hours per week.

  5. Starbucks does not require (nor expect) its employees to continue working at Starbucks after they graduate.

  6. Unlike other company-funded education programs who invest in their workers so that they retain their talent post-grad, Starbucks openly states on their site, “Partners will have no commitment to remain at Starbucks past graduation.” No strings attached.

These three points illustrate Starbucks’ intended brand messaging and image as a company that cares for its employees, which it states at the top of the College Achievement Plan page:

“We know more than 70% of our U.S. partners (employees) are students or aspiring students. We want to help.”

Beyond its ability to convey a genuine care for its employees, Starbucks has also conveyed, through this offering, the kind of talent it targets: motivated, career-minded individuals who value their education.

Starbucks is a TweetMyJobs client and we are always excited to share their great employer branding news, which today reminds us how actions really do speak louder than words. What are you doing today to better your employer brand? How are you proving your employer message?


Google Icon Employer Branding: The Good, The Bad and The UglyEmployer Branding stories are all over the news this week. Our top stories:

  • Vice Media and Gawker Media—two rivals known for their exposé journalism— use their talents to attack each other’s employer brand, and things get ugly.
  • Google teaches us all the best way to prevent an embarrassing exposé:  expose oneself.

vice Employer Branding: The Good, The Bad and The Ugly

The Bad & The Ugly: Vice Vs. Gawker

Vice is one of the fastest-growing media companies today, last year receiving a $70M investment and speculated to be valued in the billions by 2016. Known most popularly for its HBO series that covers stories often left out of the 24/7 news cycle—such as rising rape cases in India and child deaths caused by US-sanctioned drone strikes in Pakistan—Vice’s content is very aligned with the counterculture ideals and truth-seeking, exposé journalism its fans have grown to expect from the brand.

So if Vice is rolling in money and influence, why are their workers so angry and underpaid? 

At least that’s what rival media company Gawker asked in its exposé “Working at Vice Media is Not as Cool as it Seems.” In it they detail actual salary numbers as reported by Vice employees.

“One intern two years ago was excited to receive a full time position—until the company offered him a salary of $20K. Employees who have worked there full time within the past two years say that salaries well under $30K are routine for “producers.” … Editors who worked on Vice’s verticals (music, video, fashion, sports, etc.) tell us they started at salaries of $24K-$26K.”

After showcasing quote after quote from disgruntled employees, Gawker then summarizes the issue with a few final blows aimed directly at Shane Smith, co-founder and CEO of Vice Media:

The main thing that we heard from current and former Vice employees was frustration. Frustration at Shane Smith’s failure to share any of the company’s spectacular financial success with his workers; frustration at being taken for granted, on the assumption that Vice was too cool of a job to ever quit.

gawker logo Employer Branding: The Good, The Bad and The Ugly

And just when you saw it get ugly, it gets worse.

Vice counterpunched with its own written response, which was—how should we put it—strong, direct, and colorfully-worded.

Although Vice does not directly refute any salary numbers Gawker had reported, Vice does take a few solid jabs at Gawker’s employer reputation citing a class-action suit brought about by some of Gawker’s own disgruntled former employees.

When you reach the end of the response you realize the damage is done: Vice and Gawker have lost some–if not all–of our trust as employers, and quite possibly as reliable news sources.

The Good: Google

Yes, beyond this dark tunnel of bad brand behavior, there is light:

Google revealed for the first time their not-so-diverse workforce demographics and openly expressed its challenges in recruiting and retaining women and minorities.

The post is a must-read for anyone involved in employer branding, marketing, and reputation management. The opening alone is PR gold:

We’ve always been reluctant to publish numbers about the diversity of our workforce at Google. We now realize we were wrong, and that it’s time to be candid about the issues.

Getting ahead of bad press is a risky, but rewarding, PR maneuver. These types of moves are especially valuable in the tech world where the spirit of transparency and the aspiration for ethical business practices is a cultural paramount; the very movement to align corporate identity with a higher, moral purpose was practically founded and led by Google and their “Don’t be evil” mantra.

Tech companies are in no way immune to bad employer press, and the pressures of today’s tech “talent war” sometimes directly combat this aspiration for diverse hiring and better employer practices. But with their latest statement, Google has proven why they continue to lead in Employer Branding—in the tech community and beyond—even when they admit to present failures and promise to buckle down for the tough work ahead when it comes to employee diversity.