Social Media

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?

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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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Think you got the code breaking chops to work for the NSA? Prove it.

That’s exactly what the National Security Agency wants you to do with the encrypted tweets broadcast by @NSACareers.

This past Monday the NSA sent out a mystery tweet that had some followers scratching their heads. Had the @NSACareers Twitter Manager sat on a keyboard? Did the @NSACareers handle get hacked by a very bad speller? Speculations, rumors, and intrigue ran about.

Can you make sense of this message? Scroll down below for the decoded answer.

NSA MissionMonday NSA Recruits Code Breakers with Encrypted Tweets

Turns out the tweet was deliberate, and in our view, quite genius.

In their clever #MissionMonday campaign, the NSA announced its plan to share weekly encrypted tweets on “what it takes” to join the agency.

Now every Monday in May we can all live out our spy fantasy, waiting patiently on the @NSACareers Twitter feed for the mystery message to appear, but likely will not self-destruct.

So, why is this genius?

The NSA has tapped into our collective imagination, our thirst for challenge, our desire to play a game; and the resulting media buzz was well worth the effort. The Today Show ran a quick segment this morning on the encrypted NSA tweet, and even inspired the producers to come up with an encrypted tweet of their own.

Through one campaign–well actually, at this point, through just one tweet–the NSA showed how employers, even those in the public sector, can harness social recruiting to inspire creative thought, ignite excitement around an employer brand, and sweep some great press in the process–BuzzFeed, CNN, and CBS all covering the story.

Here’s the NSA tweet, decoded:

“Want to know what it takes to work at NSA? Check back each Monday in May as we explore career essentials to protect our nation.”

Bottom Line: The NSA expertly executed a Twitter strategy to recruit, target, and qualify the nation’s next code hackers, proving in one elegant motion that social recruiting can powerfully blend branding and hiring efforts, all within 140 characters.

What’s your next employer branding move? How can you capture the imagination of many, and the engaged attention of your ideal hires?

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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.

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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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 Grab a Coffee, Support our Veterans, Find Great Jobs

Free Wi-Fi has been a staple at Starbucks locations across the U.S. for a few years now, and the content is getting better and better each passing day – with breaking news, music, and exclusive content available – all for free, through the Starbucks Digital Network.

And now, the Starbucks Digital Network will feature TweetMyJobs for Veterans - to provide innovative tools to help our heroes find jobs. We’re partnering with Starbucks to help find jobs for transitioning veterans.

Starbucks customers connected to Wi-Fi can easily navigate to the Business & Careers channel and find the integrated jobs experience, as pictured above.

60 million customers visit Starbucks stores on a weekly basis, and we hope that this integration helps those who are returning from their service and looking for work.

Starbucks continues to innovate, for all the right reasons. So if you’re one of the 60 million who visit a store this week, check out TweetMyJobs for Veterans, and enjoy your latte.

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TweetMyJobs on the Road in Atlanta

by Yair on May 21, 2012

 TweetMyJobs on the Road in Atlanta

Atlanta Mayor Kasim Reed continues to innovate

 

Driving around Atlanta and looking for a job or for some great candidates for the open position at your business? Mayor Kasim Reed and TweetMyJobs have your back.

The Mayor of Atlanta and his team are continuing their strong commitment to connect employers with job seekers in Atlanta by promoting The City of Atlanta Jobs Platform - a superb ongoing online initiative, with this offline canvassing of the city through billboards urging residents and employers to connect and help spur the Atlanta economy.

We’re proud to support Atlanta’s jobs initiative. If you see one of the billboards in Atlanta – honk, wave, or just smile. And drive safely!

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It’s no accident that Ramapo is consistently ranked as one of the best places to live in the United States, and we now have another reason to praise the efforts of the town and its leaders. Today, Supervisor Christopher P. St. Lawrence and the Ramapo Town Board launched The Ramapo Jobs Connector  in order to boost local employment and enhance economic development.

ramapo screen Town of Ramapo Launches Innovative Job Matching Platform

A glimpse of The Ramapo Jobs Connector.

The Ramapo Jobs Connector is a free service, powered by TweetMyJobs, that allows job seekers to leverage social media to connect with employers in a fast, efficient way. A number of local companies have already partnered with the town by posting their jobs – including Crowne Plaza, Good Samaritan Hospital, Cablevision and many others.

According to Supervisor St. Lawrence, “By adopting new technology and leveraging social media to drive local employment solutions, ‘The Ramapo Jobs Connector’ presents a unique opportunity for local residents and local employers to connect, thereby fostering future job growth in the town and county.”

The town of Ramapo recognizes the impact that technology has on recruiting today, and launching this initiative confirms the town’s commitment to fighting unemployment.

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Joshua Waldman, author of Job Searching with Social Media For Dummies, is recognized as one of the nations top authorities in Social Media Career Advancement. To learn Joshua’s secret strategies for shortening the job search and getting the right job right away, you can watch his exclusive video training.

By Joshua Waldman

Just this week, I received a letter from a blog reader who wanted to know if social media really was the way for her to find her next job, because she is of an “older” generation – her words not mine.

“What are your thoughts regarding Twitter as a tool to finding the next job? I’ve been hesitant to join and start tweeting (as I’m of an older generation and usually keep my private thoughts/feelings/opinions to myself) but I might just be limiting myself..? What do you think? Any and all suggestions, comments, best practices & critiques are welcome.”

Considering that this whole “generational excuse for not using social media” is coming up frequently, I thought I would address her question and help people new to Twitter overcome the resistance they might feel.

sketch icon bird 1490149 o1 Is Social Media The New Way to Find Hidden Jobs? [Guest Post]

Job seekers are turning to social media during the job search.

First of all, let’s put the whole age thing aside. I have Boomer clients who don’t tweet, and I have Millennial clients who tell me that Twitter is for old people. And between the two of those groups, over 100 million people actively use Twitter. The problem is that Twitter is a platform, and new users expect a solution. Using Twitter without a purpose is much like walking into a bookstore, grabbing a book at random, and then complaining that it didn’t help you with your investment strategy. This can get very frustrating very fast.

Having a purpose when using Twitter will help you avoid all of those people talking about what they had for breakfast or what song they are listening to right now. After all, you control who you follow. And if you are choosing to use Twitter to find a job, then the people you choose to follow will most likely be relevant to your industry and your target organizations.

According to a recent survey, over 8 million Americans found a job through a connection made via Twitter.

So to answer my reader’s question, yes, Twitter is a fundamental tool for the modern job seeker. Avoiding it for whatever reason (age, resistance), puts you at a significant disadvantage in the marketplace.

Here’s my challenge to you this week. Spend one week actively using Twitter. There are plenty of books, videos and articles on how to be active on Twitter. If after one week, you hate it, fine. But I’m willing to bet that you will have had a really good time. And who knows, maybe you will have met your next boss!

Editor’s note: To learn more about using Twitter and other social distribution and branding tools in your recruitment efforts, you can visit our enterprise solution page.

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