Social Recruiting

Retailers and shippers are projecting to hire about a total of 800,000 in seasonal staff this winter for what is expected to be the strongest holiday shopping season in this millennium, thus far.  However, employers are finding it more difficult to fill these seasonal positions in 2014 than in recent years, and the dearth of applicants has prompted companies to explore new channels for hire. The Wall Street Journal caught the trend, reporting that companies are primarily flocking to one new destination to source more qualified candidates: social media.

WSJ retailers social media holiday hires video 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

In a video interview on WSJ live, journalist Eric Morath was asked why it took so many retailers so long to utilize social media for recruitment:

Q. It’s interesting that they’re turning to social media out of necessity. You wonder, “Why didn’t they think of this before?”

Morath: Well these have traditionally been ways to essentially advertise to customers, reach out to people who want to buy your products, and for some companies…they are not necessarily advertising to people who are looking for low-wage retail jobs, but they realize, ‘Hey, if we open up our audience maybe that mom or dad that’s staying home with the kids might be willing to help us out during the holidays so why not reach out to our customers as employees?

Perhaps necessity is the greatest invention, as social recruiting has already given companies, like Beverages & More Inc., quick wins to celebrate—bringing us to the first reason WSJ cites social as the medium of choice for holiday hiring:

  1. Social Media Has Already Proven To Drive Quick Recruitment Results

  2. The article touts BevMo’s recent success with Twitter, noting that the company had 1,000 open seasonal requisitions to fill, and was at first reluctant about advertising jobs to its customers. However, after just a month of distributing jobs on social media, BevMo increased online applications by 66%.

    Here is one example of their job tweets:

    BevMo Holiday Hiring Tweet 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    Spiking its online application volume just by adding social media into their mix of hiring channels gives us fantastic proof of social media as an effective source of hire; however, we would add that BevMo may have seen an even higher jump in online applications if they had followed just a few TweetMyJobs Twitter best practices—such as hashtag optimization, geo-tagging, and incorporating inline twitter images and twitter cards—all of which have shown to increase SEO and click through rates on Twitter.

    They’re ability to garner these numbers without tweet optimization techniques only open up the imagination to what conversion rates might still be possible if their tweets could reach even more potential candidates on Twitter.

    Related: 3 Signs You’re a Twitter Recruiting Ace

  3. Recruiting on Social Media Effectively Attracts Passive Candidates

  4. 2014 holiday hires graph 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    High staffing demand, but low-applicant turnout reveals a holiday labor market reacting to the continued economic upswing. As Morath explains, although national unemployment has dipped, the labor force participation rate—which includes everyone employed along with everyone who desired to be employed and is 16 years-old or above—is at a sluggish 62.7%, a number unseen since the late 1970’s. Retail employees of past holiday seasons may have since found full-time positions or experienced the boons of economic recovery, thus rendering the need for a seasonal job this year less urgent and less crucial.

    With so much potential human capital waiting in the wings, Morath argues:

    “Social media pushes broaden the pool of candidates by attracting workers who aren’t actively looking for jobs.”

    While traditional job boards are the venue for active job seekers and employers to meet with one common goal—securing a hire—social media has become the venue for brands to engage with followers and even turn these loyal customers into loyal employees.

    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Holiday Hiring is a Sprint to the Finish. Social Media Moves at the Speed of the Season.

  6. Holiday hiring is tricky business: Employers have just about a month to fill thousands of requisitions. Usually starting after holiday sales forecasts are announced in early October, companies make a mad dash to be fully staffed by early November, just a few weeks before Black Friday.

    Ellen Davis, an executive who manages National Retail Federation’s Talent Acquisition Group, supports employers’ moves towards social media:

    “When you’re hiring 10,000 people in that short time, you can’t take out newspaper ads…Using existing channels to reach prospective hires is smart and economical.”

UPS is leveraging social media and other interactive platforms to fill 95,000 holiday jobs.

UPS—a TweetMyJobs client—is projecting to add a whopping 95,000 members to their team this season, almost doubling their last year’s count of only 50,000 hires. They advertise jobs on Twitter (@UPSJobs), and their Facebook page links directly to the Job Map powered by TweetMyJobs which visually captures the breadth of their current hiring demands.

UPS Holiday Jobs Map 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

Are you using social media to hire this holiday season? Share your experiences and tips below or with us on Twitter @TweetMyJobs using the #TMJEdu hashtag.

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map 3 keys banner 3 Keys to a Results Driven Social Recruiting Strategy

At the end of each year, we all naturally take stock of the past and begin planning for a better future. For any HR professional, this process isn’t easy as it requires an honest look at a variety of efforts, and the courage to either commit to or pivot from a plan.

The HCI webcast and panel discussion TweetMyJobs recently hosted focused on how to strategically set goals, plan, and execute a social recruitment program. Watch the full recording of the webcast now.

In it our VP of Sales Mira Greenland (@miragreenland) and three colleagues and HR practitioners bravely revisit the past year, laying out their social recruiting efforts on the table. Each practitioner discussed their overall goals, the planning and execution, and their pitfalls and successes.

While the webcast goes through each case in more depth, here are the 3 keys to crafting a results-driven social recruiting strategy:

tools start strong tmj 3 Keys to a Results Driven Social Recruiting Strategy

  1. Start strong. Assess your resources and set realistic goals. Early wins build a natural momentum towards success.

  2. You may be starting your social recruiting program from scratch—no social accounts set, no dedicated team, etc. But this doesn’t mean you lack the resources to break ground.

    Audra Knight (@media2knight) is the Social Media Recruiting Coordinator at UMASS Memorial Medical Center, the largest employer in central Massachusetts. With an average 600+ open requisitions per month, Audra managed to secure executive buy-in to launch a social recruiting effort; however, without a team to rely on, she alone planned and executed the entire program.

    Wisely, Audra started small establishing a Facebook careers page, testing conversions and engagement on content and job posts. Watch the webinar to learn the techniques she utilized to boost content posts. Now equipped with the past year’s results, she plans to reach out to the marketing department to collaborate on content creation such as adding recruitment related posts on the main UMASS FB page.

    Related: 7 Ways to Really Source on Facebook Using Social Media

    map decide go tmj 3 Keys to a Results Driven Social Recruiting Strategy

  3. Consider your social media platforms ofchoice. Work with what you’ve got, but know where you’ve got to be.

  4. Chrissy Glover (@chrissyglo) is the Employer Brand Marketing Manager at Opower, a company that competes in the hi-tech Silicon Valley market for top talent. Opower already had branded pages set up on three social networks: LinkedIn, Glassdoor, and Twitter. Although these sites were established, they had minimal activity and community engagement.

    Although Chrissy knew adding a Facebook careers page would be ideal, she decided to first work with the existing platforms before splintering her attention and managing a new community altogether.

    She focused her energy on boosting engagement and discusses her exact tactics in the webcast which resulted to a doubling in new followers per month on Glassdoor.

    Related: 3 Qualities of Highly Successful Social Recruiters

    dive in dont fear tmj 3 Keys to a Results Driven Social Recruiting Strategy

  5. Be prepared, but don’t be afraid. You can limit social media risks, but anticipating what could happen can ultimately harm your momentum and detract from the overall goal.

  6. One of my favorite takeaways came from Aetna University Relations Recruiter, Lindsay Parks (@Lparks2387), who was instrumental in crafting the Aetna Social Media Playbook aimed at mitigating the risks of social media participation for the a Fortune 100 company and its customers.

    The 90-page plan outlines an escalation process to ensure that whoever manages social media was prepared to handle any issues that arise. The document took a year to complete.

    Related: Top 3 Fears of Social Recruiting, Dispelled

    When asked to share any pitfalls she could help us avoid when drafting our own social recruiting playbook, she answered ironically, but also very truthfully:

    “You don’t know what you don’t know.”

    She referred to how she and her team attempted to map out an escalation process, brainstorming all the possible risks and crisis situations that could occur. They realized that imagining all possible outcomes was not only impossible but it impacted their focus on the main goals—recruitment, engagement, employer branding, etc.

These three practitioners are blazing the new trails within their organizations, making way for social recruiting programs to take root and thrive. Although their experiences vary greatly, the similarities of each case shed light on the essential ingredients that push social hiring programs to success.

What are your keys to a results-driven social recruiting strategy? Share them below or tweet us at @TweetMyJobs, and use #TMJEdu to share your thoughts with our community.

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img marketo page 9 84 Lumber 1 Social Recruiting: How to Gain Competitive Advantage in the War for Talent

84 Lumber is one of the largest privately-owned building materials suppliers in the country hiring about 2,000 employees a year. With the U.S. economy and housing market showing signs of improvement, 84 Lumber has had to increase that hire count each year. However, the company competes with large, nationwide retail brands for talent everyday with challenges common for any mid-sized company:

  • Limited budget
  • Limited hiring staff
  • Limited sources of talent

So what do you do if you’re a medium-sized business facing industry goliaths?

You use a slingshot.

 

“Once TweetMyJobs showed us what was possible through social recruiting, we sensed it would be the slingshot approach we needed to beat the big-box giants at acquiring top talent.”

– AnnaMarie Korach, Recruiting Manager, 84 Lumber

Related: Read the 84 Lumber Case Study.

84 Lumber FB Social Recruiting: How to Gain Competitive Advantage in the War for Talent

To maximize their attack strategy, 84 Lumber needed a solution that could provide three crucial elements:

  • Competitive Advantage
  • Automation and Efficiency tools to maximize limited resources
  • Expert Counsel and Support

Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

84 Lumber partnered with TweetMyJobs and generated amazing results, such as:

  • Decreased Cost-per-Hire

“Our measured cost-per-hire for TweetMyJobs-sourced recruits is now tracking at 89% less than the national average CPH.”

  • New Sources-of-Hire

“Prior to TweetMyJobs, most of our yard associate hires were walk-in applicants, in-person inquiries made at an 84 Lumber location. Now, we recruit most of our yard associates through social media.

  • Increased Employer Brand Awareness

We made four hires through Facebook alone within the first few weeks of tracking performance…We knew then that TweetMyJobs was giving us the competitive edge we needed to attract the right hires.” 

84 Lumber Case Study Social Recruiting: How to Gain Competitive Advantage in the War for TalentRead the case study to get the full story behind 84 Lumber’s strategy, solution, and success using TweetMyJobs.

View our other case studies and white papers.

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Top 3 Fears of Social Recruiting – Dispelled

by Tallulah on October 22, 2014

fear banner Top 3 Fears of Social Recruiting – Dispelled

Halloween is upon us, a time of year when we evaluate and test our fears most, which is why we couldn’t think of a better time to revisit the top fears that still prevent employers from fully adopting social recruiting.

Annual industry studies prove social recruiting use is rising every year, and with that expanded adoption, we’ve seen many old fears dissipate rapidly. But there are a few fears that we can confront today and dispel with a healthy dose of reality—here are the top three:

  1. Fear: Social Recruiting is too complicated and time-consuming for organizations to handle.

    Reality: 94 percent of organizations use social media to recruit and 80 percent state the main reason for participating is to source passive candidates. (Source: SHRM)

  2. Not too long ago, social media was a domain purely reserved for people, not companies. Soon after and where allowed, brands cautiously kept to the margins of the page of social sites with banner ads which, at that time, were considered gambled investments in social advertising. Fast forward to today where, just this month, AdAge reported that small businesses now spend more on social than any other media in terms of usage and spending.

    fear small biz social Top 3 Fears of Social Recruiting – Dispelled

    Within just the past decade, social has completely tipped the scales of B2B advertising, shifting preference from traditional and outdoor print ads—centuries-old media—to social media.  Fear of the unknown is the most common fear, but we believe that fear will only diminish faster as more companies add social into their recruitment strategy.

  3. Fear: Social platforms like Facebook are really meant for recreational use and social interaction, not business.

    Reality: 58 percent of HR professionals use Facebook, up from 54 percent in 2011. 42 percent said they use Twitter for recruitment, up from 39 percent two years prior. (Source: SHRM 2013 Survey)

  4. SHRM found that 94 percent of HR pros use LinkedIn to recruit. While LinkedIn has become the network for active job seekers and recruiters alike, other social sites show strong potential to source the coveted passive candidate. According to Jobvite’s 2014 annual social recruiting report, 26 percent of HR professionals surveyed successfully hired candidates through Facebook, while 14 percent reported successful hires from Twitter. These numbers have not dipped once since they have been recorded.

    Our client 84 Lumber recently shared their success through a case study, detailing their excitement in hiring several candidates through the TMJ for Pages Facebook career tab within the first few months of tracking performance, and with just a little over 1,000 likes on their page.

    Related: Social Recruiting: The New Weapon-of-Choice In Battling Brand Giants

  5. Fear: Screening candidates’ social profiles can get employers into trouble.

    Reality: You can still promote jobs on social platforms without ever needing to evaluate candidates’ social profiles during the screening process. 

  6. Another oft cited fear of employers is the fear of not being legally compliant, and this is a reasonable fear for any employer. Because of this, many employers opt to distribute their jobs socially while refraining to use social media as a screening tool.

    fear litigation 2 Top 3 Fears of Social Recruiting – Dispelled

    However, legal experts say that even for those who do evaluate job seekers’ social activity assume risks which so far remain theoretical. According to Brian E. Koncius, a partner with Bogas, Koncius & Croson PC in Bingham Falls, Mich., failure-to-hire cases are very difficult to prove, with that burden of proof resting on the plaintiff:

    “Despite these concerns, both plaintiffs’ and defense attorneys working in the employment arena acknowledged that social-media-driven civil rights claims remain largely theoretical in the current environment… Given the wrinkles of new technology and a climate of relatively high unemployment, he said, such cases would be even harder to prove in court.” (Source: Bloomberg BNA)

    The lack of any litigation filed against employers in this regard should not be mistaken as an endorsement to misuse candidates’ social profiles in the evaluation process. These evaluative standards have been set by the Equal Employment Opportunity Commission (EEOC), and so changing the medium of evaluation should not change those standards. Best practices, like those available here  and here can help HR teams ensure their social media use is both ethical and effective. 

Related: 3 Qualities of Highly Successful Social Recruiters

Bottom Line: Risk exists in every aspect of business, but good business is about minimizing that risk and maximizing reward.

The scariest cautionary tales make for the most memorable horror stories, but there are a lot of good stories out there that don’t make headlines—stories of how companies gained competitive advantage, boosted retention and referral programs, enhanced employer brand, and more.

You just have to know where to look.

 

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Roundup Social Recruiting Roundup: 3 Top Posts You Might Have Missed

We’ve scoured the web to find the best posts on social recruiting — so you don’t have to. Catch up on the latest survey findings, tips, and ideas in the world of social media and hiring.

  1. How to Get Hired in a Digital World – InfographicUndercover Recruiter – Read Time: 2 mins.

  2. Although this infographic is intended for the digital job seeker, it lists some notable stats for employers who are paying attention to the rise of social recruiting:

    • 30% of all Google searches are job-related
    • 78% of recruiters have made a hire through social media
    • Close to 8 recruiters out of 10 have already hired through social media
    • Employers who used social media to hire found a 49% improvement in candidate quality
  3. Social-Media StorytellingHRE Online – Read Time: 4 mins.

  4. HRE discusses the surprising HCI survey results that speak to how employers are adopting and using social recruiting:

    72 percent of organizations use social media for recruiting, but only 55 percent believe they’re using it effectively.

    The article asks HR pros, employers, and human capital analysts to share what they’ve observed to be the most effective social recruiting strategies and weigh in on why some organizations might be missing the mark.

    Related: 3 Qualities of Highly Successful Social Recruiters

  5. The Easy Way to Get a Social Influencer Advocating Your Brand Is to Hire OneEntrepreneur - Read Time: 3 mins.

  6. This post lists the steps in sourcing a social influencer, which the author claims could help drive awareness to your brand–especially if you own a small business or startup.

    “Social media has given rise to a new breed of social influencers capable of driving 16 times more engagement with your target audience than paid or owned media programs.”

    Will one’s social media clout find its way onto future resumes? Or has this era already dawned?


Follow us on Twitter for the latest social recruiting content and virtual events – like our upcoming webinar on Social Recruiting Best Practices. Share your top industry posts using the #TMJEdu so we can share it with our community!

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3 Qualities of Highly Successful Social Recruiters

by Tallulah on September 18, 2014

3 Qualities 2 3 Qualities of Highly Successful Social Recruiters

We aim to educate our clients on all-things social recruiting. However, sometimes our clients teach us about the tenacity it takes to push social recruiting campaigns to the next level. Looking over our customer case studies, we’ve identified the three fundamental qualities of our most successful social recruiters.

    1. They know what they want

Our most effective social recruiters set themselves up for success. These clients either had a clear goal in mind or knew the true challenges they faced before we launched their campaigns. Not only did they have goals, but they gave them a laser focus by making them specific, realistic, and measurable.

3 Qualities Want 3 Qualities of Highly Successful Social Recruiters

More followers, more brand awareness, and more applicants are great goals to have—and they’re actually enough to start. But when a client specifies a desired increase in quality candidate flow in new markets during a period of rapid expansion, we know to drive attention and results to candidate count, applicant quality, and employee retention in a given locale within a specific period of time—which is exactly what we did for Bar Louie Restaurants.

But don’t get us wrong–we are strong proponents for starting before you’re “ready” because the very nature of social media requires active participation to discover, for example, the baseline engagement level for your Facebook and Twitter job posts. Usually this valuable discovery phase is where we learn the challenges and set goals together. However, knowing what you want from social recruiting from the start puts you at a great advantage and can only help accelerate your social recruiting ROI.

 

3 Qualities Need 3 Qualities of Highly Successful Social Recruiters

    1. They know what they need

Setting clear goals—especially quantitative goals—is an ideal starting point because you can then work backwards from that desired end to identify what actions are truly necessary and—perhaps more importantly—which actions are not.

There’s a lot to do when integrating and deploying social recruiting for the first time, and we’ve found that helping clients prioritize and allocate resources has become a defining factor of success. For example, establishing a Twitter presence with highly-targeted job tweets optimized for search must come before building out Twitter cards and inline images which are proven to drive higher engagement. Instead of racing towards the end goal, we pace and build towards it, mindful of our clients’ resources and their most immediate goals first.

>>> Read Related: 3 Counterintuitive Social Recruiting Best Practices You Should Know
3 Qualities Got1 3 Qualities of Highly Successful Social Recruiters

    1. They work with what they’ve got

Our upcoming customer case study will tell the story of how we worked with a small team—led by an HR pro versed in social media—multiply their applicant count within just three months. One of the secrets to their success was in quickly integrating social recruiting with the existing incentivized employee referral program. Personnel who were active on social naturally began liking and sharing job posts and tweets freely, boosting exposure to each opportunity and driving an unprecedented spike in applicants.

Another example of resourceful social recruiting is tapping into the talents within your organization.  Coaching our clients early on about how to work with their marketing departments is now a necessary step. Some of these talks have led to powerful collaborations with marketing teams that proactively support budding recruiting campaigns to meet shared goals, such as increased brand engagement and awareness through social channels.

Really? That’s all it takes?

We could have added social media fluency and ability to measure ROI as fundamental qualities, and although these skills can only help, our most successful clients did not need these technical abilities to meet their marks. They ended up learning and developing those skills along the way through our partnership.

We think the secret behind these three abilities-knowing how to set realistic goals, determining how to reach those goals, and having the creativity to work around perceived limits—is how they help keep teams focused on the prize and resilient when powering through any obstacles, especially at the beginning. If you adopt and hone these three qualities effectively, you may accomplish just about anything.

What other qualities are essential to successful social hiring programs? Can you add to this list?

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7 Ways To REALLY Source Talent on Facebook

by Tallulah on August 15, 2014

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

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

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

  1. Test and Develop Your Graph Search Strategy

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

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

    Graph Search Bar 7 Ways To REALLY Source Talent on Facebook

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

    Advanced Graph Search 7 Ways To REALLY Source Talent on Facebook

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

  3. Leverage the Strength of Your Closest Connections First

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

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

  5. (Re)Connect with Your Most Connected Friends

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

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

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

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

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

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

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

  9. Create Engaging & Shareable Content

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

    Ericsson FB Post 7 Ways To REALLY Source Talent on Facebook

     

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

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

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

  11. Build Your Network Before You Need It

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

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

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

  13. Don’t Be Creepy

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

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

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

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


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

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

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

Voted Best Tweet of the Webinar

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

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

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

Twitpic vs. Pic.Twitter.com

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

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

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

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

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

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

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

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

Sourcing the Social Talent Sea: New Strategies in Facebook Recruiting

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

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

Register Now.

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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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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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