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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.

 

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Businesses tend to exert a large amount of effort growing their Facebook communities. After all, Facebook is one of the best platforms to engage with customers, colleagues and individuals that are genuinely interested in what your business is up to. So wouldn’t you want your job openings in front of the people that are most passionate about your organization?

Screen Shot 2012 06 08 at 6.11.33 PM Bringing Your Career Site and Company Culture To Facebook

Let candidates know what it's like to work at your company

Luckily, having a professional careers page on Facebook is now a possibility for businesses of all sizes. With our new Facebook Careers App, you can now use your company’s Facebook page to post jobs, engage your fans and showcase why it’s a great place to work – all in front of the candidates that interact with your brand the most.

Clearly, one of the best ways to attract enthusiastic applicants to your company is to show what it’s like to work there. Companies like Hubspot, Rackspace, and GEICO are using the power of video to convey the authentic employee experience. Jennifer King, an HR Analyst at Software Advice, agrees: “The best recruiting videos authentically portray what a prospective employee’s life would be like at the company. Companies shouldn’t hesitate to show their true colors in a recruiting video.”

We couldn’t agree more. That’s why we give you the opportunity to post photos and videos giving prospective candidates a sneak peek into your company’s culture – all on Facebook.

Companies such as GEICO, Rue 21 and Sony have already jumped on board – join them by innovating and showcasing your company culture on Facebook!

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Raman Gulati is the Senior Director of Product Development at TweetMyJobs.

By Raman Gulati

At fMC, Facebook unveiled Timeline for Pages - a great new design for the 37 million brand and business pages that will be rolled out to everyone on Friday.

Untitled Introducing A Company Careers App For Your New Facebook Page

We're integrating a social career site the new Timeline Page.

When Mike Hoefflinger, (Facebook’s Director of Global Business Marketing) made clear that the “Page” should be considered “mission control” for a business on Facebook, we immediately realized that this provided huge opportunities for companies looking to hire. Facebook is trying to help businesses craft a more personal story to build connections with people – exactly what recruiters and talent managers do each and every day!

So what if TweetMyJobs could innovate and enable recruiters and talent managers to integrate a social career site and connect with talent from within their new Timeline Page?

We decided to set ourselves the challenge of building an app that could do this and have it live before Timeline for Pages was rolled out to everyone on March 30th.   Our engineers and designers worked round the clock and with one day to spare it’s great to announce the new app went live today and is ready for your business.  We focused on 5 core principles:

  1. Design – It’s super cool and feels like part of your Timeline.
  2. Social – Anyone can share jobs, recommend friends, and enable referrals to you from trusted sources thanks to the Who? Button.
  3. Search – It’s dead easy for seekers to find jobs through search or by looking on our Google Maps mashup.
  4. Custom – It comes with a suite of tools that allows you to promote your brand, add content, include videos and control functionality.
  5. Talent – Now you can build a community of people interested in working with you and send them targeted jobs where they want them, when they want them.

Here’s what it looks like – check it out live on TweetMyJobs’ Facebook Page.

JobBurst Screenshot1 Introducing A Company Careers App For Your New Facebook Page

A snapshot of our new career page on Facebook.

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Closing The Communication Gap

by Coleman on March 12, 2012

The highly anticipated February jobs report was released on Friday by the Bureau of Labor Statistics, and revealed the national unemployment rate held steady at 8.3%. The economy added 227,000 jobs in February and, according to some, is a positive indication of our country’s economic recovery. The BLS releases the unemployment numbers every month, but February’s figures are particularly interesting because of the political implications they have in an election year.

b12objects024 Closing The Communication Gap

Social recruiting helps to close the communication gap between job seekers and employers.

Instead of addressing the politics of the numbers, let’s focus on the fact that our job market could potentially be recovering. After all, we’re in the business of connecting job seekers with employers and have been working tirelessly to build tools that put job seekers back to work.

Although the positive news is well received, there are still glaring discrepancies in our labor market – specifically, the 24 million Americans that are still unemployed or underemployed while 52% of US companies have trouble finding talent. This is a clear indication that the distribution model is broken, and it’s essential for companies  to continue to disrupt the status quo and close the communication gap between job seekers and employers.

The “Great Recession” impacted each industry differently, and some fared better than others. The reality is that all companies were forced to evolve and adapt in order to survive, and the same logic applies to how employers find talent. Employers must put their positions in front of as many relevant eyeballs as possible, and social media is the most logical place to start. Facebook has as many users as the entire Internet did in 2004 and Twitter is now growing at a faster pace than Facebook – the untapped talent pool in social media is undeniable.

The unemployment rate is just one indicator, and we’re also starting to see a shift from the “old” online recruiting model. Forward thinking mayors in Newark and Atlanta have already adopted new, social technology to help job seekers connect with employers, and the masses are beginning to follow suit.

Are you incorporating social media in your recruiting strategy? Sound off in the comments below.

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It’s no secret that businesses understand the impact that social media can have on brand awareness, recruiting, and the all-important bottom line. The sheer size of these networks is staggering, and it allows businesses to put their companies in front of an enormous amount of people. As of yesterday, Twitter reached 500 million users a little over a month after Facebook announced they expect to have 1 billion users in August—which means roughly 1 out of 7 people on earth will have a Facebook page. There is no doubt that social media is here for the long haul.

From Confusion Hill %284737095969%29 Moving from “What” to “How” in Social Recruiting

Social recruiting is real, but what about the execution?

However, there is a difference between casually spouting off the tremendous growth in social media and knowing how to capitalize on this phenomenon to bring the best talent to your organization. The blog on Social Talent raised an interesting point on social recruiting this week, stating “No longer is the question ‘What should I do?’ It seems we have moved on to the often more important question of ‘How can I implement this?’”

Establishing a social media presence for your company is more than simply creating a Facebook, Twitter, or LinkedIn company profile. You need to constantly monitor your social presence because increasing exposure to your brand can be a double-edged sword. Social recruiting is relatively new— there’s not a plethora of books, lectures, or case studies to fall back on when you have a question, which can be frustrating. At TweetMyJobs, we understand that embarking on a new way of recruiting can be a daunting task to undertake, and we’ve built our business around trying to make social recruiting easy to use for all businesses, not just the ones that grab the headlines.

To help you take that initial plunge, we’re offering up a few kernels of advice to help your business execute a social recruiting strategy.

  1. Determine your objective. Social recruiting has a variety of benefits, and it’s important to have a clear definition of what you hope to gain from launching a social recruiting initiative. Are you only filling one position? An entire department? Or do you work for a company that always has open positions available? There’s no “one-size fits all” approach, and determining what your company’s needs are will help determine the types of tools that are required
  2. Create the strategy. After determining your organization’s needs, develop a plan and understand the tools you need to accomplish your goals. There are services that can help you, whether you’re filling one position, or if you need the total package to help you manage recruiting efforts for a Fortune 500 company.
  3. Execute. Once clear objectives are reached and a strategy is formulated, the execution phase does not seem as daunting. By finishing the first two steps, the prospective has shifted from “How do I do this?” to “Here’s what needs to be done.”

The fact is, we’re just defining what social recruiting is and isn’t and getting closer and closer to that blueprint for success. We’ve already determined that social recruiting is real and now it’s time to figure out the ways that your business can tap the huge social media pool. Despite the initial challenges, it’s essential to include social recruiting when thinking about how to fill your open positions. As Winston Churchill once said, “I never worry about action, but only inaction.” If you don’t take advantage of social recruiting, and act, your competitors may leave you behind.

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The Tipping Point

by Coleman on February 16, 2012

Three years ago this week we launched TweetMyJobs with a very clear objective:  leverage social media to revolutionize online recruiting and help job seekers better connect with employers.  Facebook and Twitter were only a few years old but their power in changing the way companies could do business was obvious.

tipping point The Tipping Point

We've reached the tipping point of growth.

Online recruiting hadn’t changed at all since the emergence of the Internet and it was clear to us that the distribution model was broken.  With thousands of job boards, employers could not distribute their open positions to job seekers who didn’t know where to find them.  With TweetMyJobs, we set out to disrupt this by pushing jobs to seekers wherever they wanted them, whenever they wanted them.

The social graph also meant that we could do much better than send seekers “relevant” job matches – that was the old way.  We could send them “great” job matches by letting them know if any of their social connections / friends could introduce them to a hiring company.  After all, you are 20x more likely to get a job when you are introduced to a company than when you randomly apply via a job site.

Today, on every measure of growth it’s clear our network is reaching the tipping point.  Social recruiting is real and we are disrupting the old model.  To celebrate our third birthday, we’re making public our network numbers as of February 2012:

  • 3.3 million monthly visitors
  • 300 thousand job listings
  • 25 thousand employers

In just 3 short years, 49 of the Fortune 100 have used our services to find job seekers.  We are working with the White House to help Veterans and Youth find jobs and we are powering the job platform of the City of Atlanta.  We’ve reached the tipping point and there’s a lot more growing to come.

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