Social Recruiting

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!

{ 0 comments }

3 Qualities of Highly Successful Social Recruiters

by Tallulah on September 18, 2014

3 Qualities 2 3 Qualities of Highly Successful Social RecruitersJoin us for our upcoming webinar: Social Recruiting Best Practices Your Competitors Wish You Never Knew
Tuesday, Sept. 23, 2014 – 11:00 AM PT / 2:00 PM ET
Register NowSee details below.


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

  2. 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

  3. They know what they need

  4. 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

  5. They work with what they’ve got

  6. 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?


Social Recruiting Best Practices Your Competitors Wish You Never Knew

TMJ Logo blog.png 3 Qualities of Highly Successful Social Recruiters
Tuesday, Sept. 23, 2014 – 11:00 AM PT / 2:00 PM ET

Sign up today to discover how to:
• Convert more Twitter job seekers into applicants
• Lead your employer branding on Facebook, LinkedIn and Twitter content sharing
• Source using Facebook and Twitter. LinkedIn isn’t the only Social Network you can use for Sourcing.
• And much more!

Register Now.

{ 0 comments }

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.

{ 0 comments }

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.

{ 0 comments }

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. 

{ 0 comments }

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?

{ 0 comments }

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.

{ 0 comments }

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.
 

{ 0 comments }

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?

{ 0 comments }

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.

{ 0 comments }