trophy And the Social Recruiting Survey Award Goes to...
We had a great time in Las Vegas last week meeting and talking with the ever-lively HR professionals at the HR in Hospitality Conference.

Since the conference did not end with an awards ceremony, as some shows do, we’ve put together an unofficial list of winners from an informal survey we took on the expo floor.

So, without further adieu, the winners are…

Most Used Social Platform for Recruiting after LinkedIn:

Facebook just edged out Twitter to take first position. This is actually close to the SHRM data collected last year (Slide 14) which found recruiting use of Twitter to trail that of Facebook by about 15%.

However, what we found more revealing than the difference in adoption of these platforms was, rather, the similarity in what the respondents wanted us to note, namely:

  • Their Marketing Department officially owned these social channels.
  • These channels naturally aimed to drive branding and engagement first.
  • Their main challenge was how to balance brand engagement with recruitment activity on these feeds.

We assured them that they can balance that brand engagement with recruitment activity via social media. In fact, keeping Twitter job channels and Facebook careers tabs separate from a brand’s main engagement channel is actually a best practice we apply and preach at TweetMyJobs.

Most Common Reason Someone Came Directly To Our Booth:

Bandwidth. Our most engaged conversations were with professionals who were already managing, at some level, a social recruiting tactic. Usually this management was manual—copying and pasting job listing URLs from their career site and posting onto various social platforms.

But those who had the best question, the most defined problems, came to our booth ready to share their challenges because they had arrived at a tipping point. They were outgrowing the current method and needed to graduate to a robust solution that could grow alongside their business.

3 graphic flyer TMJ 1b web And the Social Recruiting Survey Award Goes to...

 Above is an excerpt of our New TweetMyJobs Product One Sheet that we debuted at the show. To request a copy, please contact us and note it in your message. We’ll send you one right away.

Most Candid Answer to Our Most Asked Question:

“So how are you using Social Media for recruiting today?”

The individual replied with confidence, “Well I’m glad you asked.” Then after a pause, “We are using it very poorly.”

Although I cannot disclose to whom I can credit this candid, and comically delivered, quote; I will say that the conversation that followed was one of our most engaging talks at the conference.

We discovered that this HR Pro was handling a good amount of requisitions a month and was already utilizing social media to reach qualified candidates—but was doing so by posting jobs one-by-one on Twitter manually, fastidiously, heroically.

Again, at a certain volume, the biggest problem becomes bandwidth, and the biggest demand—intelligent, automated job distribution.

Most Given Reason for Not Having Yet Adopted Social Recruiting:

“I want to, but my Boss/Colleague/Company is a little behind the Social Recruiting curve.” 

We even received a more aggressive response, and possibly borderline threat:

“Our HR Director doesn’t ‘get’ Social Recruiting. So our Social Recruiting strategy is to get a new Director,” they laughed.

I laughed, nervously.

We’ve heard this before: Company culture and the dearth of social recruiting education were the most often cited barriers. But in the year 2014, can the lack of social recruiting education really be blamed anymore?

Consider our observation that the main question surrounding Social Recruiting has greatly shifted in just the past few years from “What is Social Recruiting?” to “How can we implement Social Recruiting better?”

Since most HR pros know what Social Recruiting is today, the barrier may truly be more cultural than educational.

Most Engaging Topic During the HR Tips & Trends Panel:

Millennials and Baby Boomers. Perhaps the most memorable fact I left with from the conference was that, for the first time ever, the Hospitality Industry boasts an employee demographic spanning across five generations—at times Baby Boomers and Millennials working “smack right up against each other,” as Debbie Brown, VP of HR at Four Seasons Hotels and Resorts phrased during the panel session.

Brown expounds on what millennials are looking for in their work:

“For Millennials, a job is not just a job; they expect an experience,” and then added for comedic kick, “…whatever that means.”

However, fellow panelist Alan Momeyer, VP of HR at Loews Corporation, finds a point of similarity, “It’s a search for meaning for the Millennials—not much different from the Baby Boomers.” He adds, “People don’t retire unless they feel like they are going to something.”

Momeyer weighs in a little more on the Baby Boomer Exodus, warning, “Baby Boomers will leave at some point, and they will leave a leadership vacuum you may not be prepared for.”

Momeyer may be urging his colleagues to prepare for the coming Boomer Exodus, but according to a recent survey, 63% of CFOs remain nonchalant about the big exit.

The talk was a great reminder of how unique the Human Capital space is and how it demands from its top leaders a deep understanding of age, cultural, and generational issues which are in a constant state of flux and usually at the center of debate.

Attend any HR conferences recently? Have you observed similar shifts in conversation surrounding Social Recruiting in the past few years? Share your comments below. We’d love to hear from you.


Social Recruiting Exceptions 3 (Counterintuitive) Social Recruiting Best Practices You Should Know There are several logical and widely-held beliefs that have supported social media measurement and management through the years. However, what may seem a common-sense rule in one context does not necessarily translate in another—especially in the context of using social networks as channels for distributing jobs and sourcing great hires.

As a hiring tool, social recruitment turns some beliefs upside down.

Here are 3 Counterintuitive Social Recruiting Best Practices You Should Know:

  1. Blanket Belief: The more followers, the bigger the reach.
  2. Exception: Why Twitter followers on your Job Channel aren’t as important.

    This one is a head scratcher at first because since the dawn of social media we’ve been trained to equate a higher follower count with bigger influence, greater reach, and wider popularity.

    However, when it comes to your job channel—the Twitter channel designated to generate only job and recruitment related tweets—follower size does not matter as much

    Below are screenshots of two Twitter channels belonging to Allstate, a TweetMyJobs Client. Notice the difference in follower count and type of tweets from the first channel–@AllstateCareers, the engagement channel; and the second channel–@AllstateJobs, the job channel.

    Allstate Careers Engagement Channel1 3 (Counterintuitive) Social Recruiting Best Practices You Should Know

    Allstate Jobs Channel1 3 (Counterintuitive) Social Recruiting Best Practices You Should Know

    This exception teaches several crucial lessons about Twitter’s unique architecture.  Unlike other networks like Facebook and LinkedIn, Twitter allows anyone to search all public tweets. You need not even be a registered Twitter user to access the millions of tweets posted daily.

    Job seekers harness Twitter’s flexible search capabilities by filtering and funneling job tweets directly onto a search feed they watch like a news ticker—receiving the most relevant job tweets in real-time.

    Brands that distribute a significant amount of jobs on Twitter a day establish a separate job channel so that their engagement channels can focus on building conversation, customer service, and brand loyalty.

    Brands care, as they should, about their follower count for these engagement channels; however, brands understand job channel tweets are searched for and found differently—via Twitter search.

    Best Practice: Separate your job channel from your engagement channel to optimize user experience, and continue delivering relevant opportunities as well as lively conversation.

  3. Blanket Belief: The longer your tweets live on, the better.
  4. Exception: Why you DON’T want your job tweets to live forever

    Instead of living on your feed for eternity, job tweets should perish and reincarnate frequently.
    Reading two identical job tweets on a feed posted even a few days apart make the opportunity look stale, the tweet channel look unmanaged, and the brand look unprepared to deliver the real-time data the social web demands.

    Perhaps worse, if a job has already been filled and scheduled auto-tweets are still firing for that opportunity, job seekers can be redirected to an error page on your career site, potentially turning off and turning away a great candidate for other openings—future and current.

    Keeping track of your tweets, scheduling auto-tweets to populate your feed at the right pace, as well as deleting tweets to keep your feed clean and current, sounds like a lot of work—because it is.

    To do all this manually—especially if you have dozens of requisitions to fill each month—would be an exhausting, if not impossible, task.

    TweetMyJobs does all this automatically and systematically. We also go a step beyond and tie these actions directly with the client’s ATS. For example, when you’ve marked a position as “filled” on your ATS, all tweets associated with that opportunity are deleted and no further job tweets will be posted.

    Best Practice: Implement a schedule to keep job posts fresh and delete job tweets for already-filled positions as soon as they happen. Without a social recruiting solution like TweetMyJobs, it’s a real juggling act, but one that will protect your employer brand.

  5. Blanket Belief: You need a branded company page or channel to start recruiting through social media.
  6. The Truth: You can always begin before you’re “ready”

    Failure to launch is often rooted in the failure to reimagine the rocket you’re building. Unlike a NASA space shuttle, your social recruiting ship need not be airtight; in fact it need not be a “ship” at all. Sometimes small exploratory solo missions can be a historic first step into the unknown.

    Here are a few tips on how to launch without the “ship” on the three most used networks for social recruitment:

      LinkedIn – Begin your social recruitment outreach with a more personal touch by leveraging the existing networks of your recruiters and hiring managers. Test conversion for job posts to their feed and direct email outreach through their account without anything more than writing copy and tracking responses.

      Facebook – Recruiting on Facebook without a company page looks a lot like leveraging networks on LinkedIn. Many recruiters use their personal network to source referrals, especially in reaching passive candidates in circles that may fall outside their professional contact list.

      Twitter – We serve some clients that opt out of establishing and managing a Twitter channel altogether but still distribute jobs through TweetMyJobs’ 11,000+ job channels. It’s easy for job seekers to find and subscribe to job channels specific to their career interest and location through Twitter and the engagement and reach is extremely powerful.

    The Caveat: Unbranded approaches, of course, do not utilize these social platforms for what they may be doing best—building a powerful employer brand. Nevertheless, if you find yourself waiting to start, baby steps into social recruiting are better than none at all.

    Best Practice: Don’t let the lack of official infrastructure prevent you from testing social networks as a hiring tool. Your independent successes may just validate the need for a more formal investment in social recruiting.

For more Best Practices, get our whitepaper on the 10 Best Practices To Get Your Facebook Page Delivering Recruiting Results.

Do you have any Counterintuitive Social Recruiting Best Practices to share? Leave a comment below to add to our list.



bayada logo Social Recruiting to Fill 16,000 Healthcare Positions
We’re working with thousands of companies of all sizes helping to amplify their employment brand and distribute their jobs throughout social media. We’ve seen successes in industries from retail and hospitality to finance, technology, healthcare and more. One of those healthcare partners is BAYADA Home Health Care, an innovative company that employs more than 20,000 nurses, home health aides, therapists, medical social workers, managers, and other health care professionals.

BAYADA Home Health Care is making over 16,000 hires per year. To find passive candidates in some of their hard to fill roles BAYADA partnered with TweetMyJobs. The adoption of social recruiting has been a great success for the company and their entrepreneurial culture.

The results? BAYADA received more than 1,000 applicants in just a few months through TweetMyJobs, and dropped their time-to-fill average from 65 days to 55 days.

Click to learn more and download the full Bayada case study.


Video: Social Recruiting in 2013

by Yair on July 17, 2013

A new survey conducted by TweetMyJobs indicates an increasingly positive outlook for the social recruiting sector. More than 350 hiring employers and 2,117 job seekers participated in the survey. The survey reveals that two out of three companies plan to expand their social recruiting initiatives in 2014.

To accompany the survey results, the video below highlights how companies, job seekers and even governments are using social networks to connect.

Video highlights include:

  • 72% of companies use social media to advertise their jobs
  • 59% of companies find they get more referrals and 50% get more applications by using social recruiting
  • In 2013 three times as many companies are allocating over 10% of hiring budgets to social recruiting versus 2012
  • Two out of three companies will expand social recruiting initiatives in 2014
  • 1 in 3 job seekers use social media as their primary tool for job searching
  • 50% of job seekers spend more than 6 hours per week using social media for their job search

Robin D. Richards, Chairman & CEO of CareerArc Group commented, “The routines and practices of a typical job seeker are rapidly evolving, and this survey confirms that leveraging social and mobile networks to find talent is becoming a critical component of any HR executive’s recruiting strategy.”

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TMJ houston1 TweetMyJobs Houston! Launches at Mayors State of the City Address
Government leaders are increasingly adopting mobile and social recruiting technologies to help match job seekers with employers in their cities.

The latest is Mayor Annise Parker, who today announced the launch of TweetMyJobs Houston!, a platform to connect job seekers with employers in Texas’ largest city. Houston is the 4th largest city in the United States, based on population.

At her “State of the City” address at the Hilton Americas Houston hotel, Mayor Parker unveiled the new site,, to thousands of local businesses and Houstonians in attendance.

According to Carlecia Wright, the director of the city’s office of business development, “The city took interest in this because one of the mayor’s priorities is to sustain jobs.”

The service is also available via mobile applications for iOS as well as Android. You can download the TweetMyJobs Hoston! app from iTunes or get it for your Android device as well. Congratulations to Mayor Parker and the city of Houston on a great new jobs platform!



Screen Shot 2013 04 02 at 4.49.00 PM Best Mobile App For Jobs: TweetMyJobs Wins Readers Choice Award recently announced the winners to their popular 2013 Readers’ Choice Awards in the Careers Space and TweetMyJobs came out on top!

TweetMyJobs took home the 2013 Readers’ Choice Award for Best Mobile App for Job Searching.

Our app takes advantage of the power of location based services – using the GPS on your phone to let you view jobs nearby on a map as well as taking advantage of the phone’s camera to explore work opportunities through our augmented reality overlay – pictured above.

We’re proud of our work in mobile – and we know it’s not just the future in the recruiting industry, but also the present. In fact, there are about 5.1 billion cell phones on the planet, but only 4.2 billion toothbrushes, according to the Mobile Marketing Association, so if you’re thinking about how mobile can affect your business, and your talent acquisition strategy, then you’re doing the right thing.

If you haven’t checked out the TweetMyJobs app on your iPhone, iPad or Android device, make sure to download it today- it’s free.

And if you want to learn more about what we’re doing in the social and mobile recruiting space, feel free to contact us.


NassauWorks app preview Nassau Works, Jobs Platform and Mobile App, Launches in Nassau County

The Nassau Works App

Nassau County Executive Ed Mangano this week launched the new website and mobile application Nassau Works, a solution to connect local job seekers and employers. The platform is powered by TweetMyJobs and integrates innovative social and mobile solutions to get people back to work.

“Nassau County is leading the charge in helping our citizens get back to work and reduce the demand on social services,” said County Executive Mangano. “This free, new online jobs platform will help job seekers find employment and provide our local businesses with free access to the same cutting edge tools that Fortune 500 companies are using today.”

Free to use for both job seekers and employers, Nassau Works complements the other job creation initiatives being implemented by Mangano.

Visit and download the free Nassau Works app in iTunes.

Check out the news coverage of the Nassau Works launch, featuring Nassau County Executive Ed Mangano and TweetMyJobs CEO Robin Richards:


This week in San Francisco,  HR pros and recruiters from around the world are gathered at the Social Recruiting Strategies Conference to discuss new and existing ways to implement social recruiting strategies to find the best candidates. Leading brands and organizations are in attendance to share their best practices and success stories.

ihg logo ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Over the last few years, IHG has been strategically building a social media presence to attract and engage with talent worldwide, and has utilized TweetMyJobs to do much of the heavy lifting of distribution, targeting, and branding for their social recruiting needs.

GaryZukowski ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Gary Zukowski, Founder of TweetMyJobs

During their session “IHG + TMJ = ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs“, Francene Taylor, Director of Resourcing for the Americas, and Gary Zukowski, Founder of TweetMyJobs, will share IHG’s expanding footprint in social recruiting and how this effort is driving revenue to their organization.

If you’re at SRSC, join Gary and Francene on January 31 at 10:30am pacific. The conference has been pre-approved for 18 HRCI credits!

Featured speakers at the Social Recruiting Strategies Conference also include UPS, Groupon, NPR and many more. If you’re not at the San Francisco conference, follow along on Twitter: #SRSC

TweetMyJobs has many features to develop a successful social recruiting strategy for your organization. Learn more and change the way you recruit.


3 New Internship Trends for Employers

by Synthia on December 12, 2012

infographic 100x100 3 New Internship Trends for EmployersOur sister site just released an extensive new set of survey results on the importance of the internships market. The results reveal the importance of an internship experience, for students and employers alike.

Make sure you’re up to date on the latest employer trends in the exploding internships market:

1) More employers are hiring their interns for full-time positions.

Internships have become the new interview as 69% of companies with 100 or more employees offered full-time jobs to their interns in 2012. This comes after the fact that the overall internship experience has been overwhelmingly positive, as 85% of employers report that hiring interns was a positive experience.

2) Employers value work experience over academic performance.

A snapshot of the infographic, below, reveals that employers largely look at interview performance and relevant experience when making hiring decisions, and report that college / university preference is the least important factor.

This emphasis on experience gives momentum to the idea that internships have become a “must have” and are no longer a “nice to have” on the resume of an entry-level candidate. Employers are open to hiring college grads looking to gain real-life work experience – 83% of employers would consider internship applications from recent college graduates.

infographic preview EMP 3 New Internship Trends for Employers

Click to View the Full Infographic

3) Employers will hire more interns in 2013

53% of companies plan to hire more interns in 2013 than they did in 2012. While students are able to test drive a career, employers are able to test drive talent. CMO Stuart Lander explains further in a recent Forbes article, “Internships May Be The Easiest Way To A Job In 2013” -

“… employers get the opportunity to find the talent they need to help grow their business without relying on just a short interview,” Lander says. “Entry level employees are the future of a company and so in many ways the most important recruiting decisions an employer can make.”

The survey results are a positive and powerful reminder of the importance of an internship experience. View the full “Internships: The New Interview” infographic on


Lisa Jones 500 Photo1 The Poll Results: What’s Your Main Reason For Using Social Media

Lisa Jones

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency recruiters, corporate recruiters and B2Bs advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

I run regular polls on LinkedIn (it helps with my marketing, profile awareness, contacts etc…). A recent poll of mine asked the question “What’s your main reason for using social media?” Here were the options:

  • Raising your / your business’ profile
  • Researching: sector/clients/competitors
  • Sourcing: candidates/staff/clients
  • Lead Generation
  • Other (please comment)

I went into this poll having an opinion about what the results would be – generating leads, right?

WRONG! I was really shocked to find that only 13% of people had the primary aim of using social media to generate leads, while 42% of people commented that they used it primarily to raise their profile. This got me thinking… why are so few people actually hunting social media for leads and deals? Why does it seem to be OK to shout and scream on social media, but not to hunt?

“There is the perception that social media is not a direct sales tool, or even a lead sourcing tool”

When I meet some recruitment clients for the first time and ask them if they are sourcing leads through, for example, Twitter, I often get incredulous looks. There is the perception that social media is not a direct sales tool, or even a lead sourcing tool. Recruiters are comfortable with it being a job marketing tool, and when it comes to LinkedIn a candidate sourcing tool, but they seem to stop at that.

Now don’t get me wrong, I am an avid fan of great content, but none of us have time to simply blog and bleat all day long.

Show Me the Money

If I were a recruitment director, I would be looking at how to use social media to source leads. Yes, it’s important to increase profile, but that will happen naturally if you take part as if you were in a room of people (commenting, liking, etc…)

Sourcing vacancies is a great way to start. Reasons to be cheerful:

  1. Source vacancies for “inspiration” – you have an advert to write and last night’s work has killed too many brain cells
  2. Source vacancies to research your market and competitors – you have a duty to do this regularly if you claim to be on top of your sector, even if you are an internal/corporate recruiter
  3. Source vacancies to find genuine leads. It doesn’t really get any easier than finding a vacancy on say LinkedIn or Twitter, seeing a client name that is in your sector and putting in the call. Even if they are keen to source the talent themselves, they have exposed themselves as an employer and could be a great contact going forward.

Want some tips on how to source vacancies? Watch out for my next blog.