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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. 

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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.

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10891456256 0b557c1564 5 Social and Mobile Recruiting Posts You Might Have Missed

Aside from the story on the NSA using encrypted tweets to recruit code breakers, below are 5 stories on today’s recruiting tips and trends you might have missed.

  1.  Your Employer Brand Owns The Candidate ExperienceForbes -Read Time: 2 mins
  2. Employer Branding goes way beyond slapping on logos and slogans to a Twitter cover photo. This post argues that employer reputation should run as deep as evaluating and reforming the candidate experience and the employee experience. Read on to see how you can push your Employer Brand standard.

  3. Facebook Users Engage With Brands Most on FridaysMarketingProfs - Read Time: 3 mins
  4. Get the edge on your Facebook engagement by testing the findings from a recent Adobe study, which found Friday is the day when users were most actively engaging with brands, as well as brands’ videos.

  5. How to Hire Without Spending a Fortune. (Hint: Use Social Media.)Entrepreneur – Read Time: 2 minutes
  6. Yet another post on the cost-effective benefits of social recruiting. The article lists tips on other low-cost outlets and mentions a 1-800-Contacts case study that spiked click-throughs and tripled applicant quality.

  7. How To Hack HiringTechCrunch - Read Time: 3 mins
  8. This myth-busting post explains why Google threw out those surprise interview questions their employer brand was once famous for. Find out what other tips and trends are emerging, or receding, from Tech HR that may apply to your business.

  9. 4 Questions to Ask BEFORE Planning Your Mobile Recruiting Strategy [Illustration]The Middle Ground Blog – Read Time: 30 Seconds
  10. After that reading sprint, rest your eyes on this illustration on Mobile Recruiting prep questions to ask before you choreograph your next big mobile play. The illustration itself was entirely created on a mobile device–apparently in just 10 seconds.

Do you have any posts on modern hiring tips and trends? Please share them below.
 

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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.

 

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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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