Social Recruiting

Social Recruiting Exceptions 3 (Counterintuitive) Social Recruiting Best Practices You Should Know There are several logical and widely-held beliefs that have supported social media measurement and management through the years. However, what may seem a common-sense rule in one context does not necessarily translate in another—especially in the context of using social networks as channels for distributing jobs and sourcing great hires.

As a hiring tool, social recruitment turns some beliefs upside down.

Here are 3 Counterintuitive Social Recruiting Best Practices You Should Know:

  1. Blanket Belief: The more followers, the bigger the reach.
  2. Exception: Why Twitter followers on your Job Channel aren’t as important.

    This one is a head scratcher at first because since the dawn of social media we’ve been trained to equate a higher follower count with bigger influence, greater reach, and wider popularity.

    However, when it comes to your job channel—the Twitter channel designated to generate only job and recruitment related tweets—follower size does not matter as much

    Below are screenshots of two Twitter channels belonging to Allstate, a TweetMyJobs Client. Notice the difference in follower count and type of tweets from the first channel–@AllstateCareers, the engagement channel; and the second channel–@AllstateJobs, the job channel.

    Allstate Careers Engagement Channel1 3 (Counterintuitive) Social Recruiting Best Practices You Should Know

    Allstate Jobs Channel1 3 (Counterintuitive) Social Recruiting Best Practices You Should Know

    This exception teaches several crucial lessons about Twitter’s unique architecture.  Unlike other networks like Facebook and LinkedIn, Twitter allows anyone to search all public tweets. You need not even be a registered Twitter user to access the millions of tweets posted daily.

    Job seekers harness Twitter’s flexible search capabilities by filtering and funneling job tweets directly onto a search feed they watch like a news ticker—receiving the most relevant job tweets in real-time.

    Brands that distribute a significant amount of jobs on Twitter a day establish a separate job channel so that their engagement channels can focus on building conversation, customer service, and brand loyalty.

    Brands care, as they should, about their follower count for these engagement channels; however, brands understand job channel tweets are searched for and found differently—via Twitter search.

    Best Practice: Separate your job channel from your engagement channel to optimize user experience, and continue delivering relevant opportunities as well as lively conversation.

  3. Blanket Belief: The longer your tweets live on, the better.
  4. Exception: Why you DON’T want your job tweets to live forever

    Instead of living on your feed for eternity, job tweets should perish and reincarnate frequently.
    Reading two identical job tweets on a feed posted even a few days apart make the opportunity look stale, the tweet channel look unmanaged, and the brand look unprepared to deliver the real-time data the social web demands.

    Perhaps worse, if a job has already been filled and scheduled auto-tweets are still firing for that opportunity, job seekers can be redirected to an error page on your career site, potentially turning off and turning away a great candidate for other openings—future and current.

    Keeping track of your tweets, scheduling auto-tweets to populate your feed at the right pace, as well as deleting tweets to keep your feed clean and current, sounds like a lot of work—because it is.

    To do all this manually—especially if you have dozens of requisitions to fill each month—would be an exhausting, if not impossible, task.

    TweetMyJobs does all this automatically and systematically. We also go a step beyond and tie these actions directly with the client’s ATS. For example, when you’ve marked a position as “filled” on your ATS, all tweets associated with that opportunity are deleted and no further job tweets will be posted.

    Best Practice: Implement a schedule to keep job posts fresh and delete job tweets for already-filled positions as soon as they happen. Without a social recruiting solution like TweetMyJobs, it’s a real juggling act, but one that will protect your employer brand.

  5. Blanket Belief: You need a branded company page or channel to start recruiting through social media.
  6. The Truth: You can always begin before you’re “ready”

    Failure to launch is often rooted in the failure to reimagine the rocket you’re building. Unlike a NASA space shuttle, your social recruiting ship need not be airtight; in fact it need not be a “ship” at all. Sometimes small exploratory solo missions can be a historic first step into the unknown.

    Here are a few tips on how to launch without the “ship” on the three most used networks for social recruitment:

      LinkedIn – Begin your social recruitment outreach with a more personal touch by leveraging the existing networks of your recruiters and hiring managers. Test conversion for job posts to their feed and direct email outreach through their account without anything more than writing copy and tracking responses.

      Facebook – Recruiting on Facebook without a company page looks a lot like leveraging networks on LinkedIn. Many recruiters use their personal network to source referrals, especially in reaching passive candidates in circles that may fall outside their professional contact list.

      Twitter – We serve some clients that opt out of establishing and managing a Twitter channel altogether but still distribute jobs through TweetMyJobs’ 11,000+ job channels. It’s easy for job seekers to find and subscribe to job channels specific to their career interest and location through Twitter and the engagement and reach is extremely powerful.

    The Caveat: Unbranded approaches, of course, do not utilize these social platforms for what they may be doing best—building a powerful employer brand. Nevertheless, if you find yourself waiting to start, baby steps into social recruiting are better than none at all.

    Best Practice: Don’t let the lack of official infrastructure prevent you from testing social networks as a hiring tool. Your independent successes may just validate the need for a more formal investment in social recruiting.

For more Best Practices, get our whitepaper on the 10 Best Practices To Get Your Facebook Page Delivering Recruiting Results.

Do you have any Counterintuitive Social Recruiting Best Practices to share? Leave a comment below to add to our list.

 

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Video: Social Recruiting in 2013

by Yair on July 17, 2013

A new survey conducted by TweetMyJobs indicates an increasingly positive outlook for the social recruiting sector. More than 350 hiring employers and 2,117 job seekers participated in the survey. The survey reveals that two out of three companies plan to expand their social recruiting initiatives in 2014.

To accompany the survey results, the video below highlights how companies, job seekers and even governments are using social networks to connect.

Video highlights include:

  • 72% of companies use social media to advertise their jobs
  • 59% of companies find they get more referrals and 50% get more applications by using social recruiting
  • In 2013 three times as many companies are allocating over 10% of hiring budgets to social recruiting versus 2012
  • Two out of three companies will expand social recruiting initiatives in 2014
  • 1 in 3 job seekers use social media as their primary tool for job searching
  • 50% of job seekers spend more than 6 hours per week using social media for their job search

Robin D. Richards, Chairman & CEO of CareerArc Group commented, “The routines and practices of a typical job seeker are rapidly evolving, and this survey confirms that leveraging social and mobile networks to find talent is becoming a critical component of any HR executive’s recruiting strategy.”

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TMJ houston1 TweetMyJobs Houston! Launches at Mayors State of the City Address
Government leaders are increasingly adopting mobile and social recruiting technologies to help match job seekers with employers in their cities.

The latest is Mayor Annise Parker, who today announced the launch of TweetMyJobs Houston!, a platform to connect job seekers with employers in Texas’ largest city. Houston is the 4th largest city in the United States, based on population.

At her “State of the City” address at the Hilton Americas Houston hotel, Mayor Parker unveiled the new site, Houston.TweetMyJobs.com, to thousands of local businesses and Houstonians in attendance.

According to Carlecia Wright, the director of the city’s office of business development, “The city took interest in this because one of the mayor’s priorities is to sustain jobs.”

The service is also available via mobile applications for iOS as well as Android. You can download the TweetMyJobs Hoston! app from iTunes or get it for your Android device as well. Congratulations to Mayor Parker and the city of Houston on a great new jobs platform!

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Screen Shot 2013 04 02 at 4.49.00 PM Best Mobile App For Jobs: TweetMyJobs Wins About.com Readers Choice Award

About.com recently announced the winners to their popular 2013 Readers’ Choice Awards in the Careers Space and TweetMyJobs came out on top!

TweetMyJobs took home the 2013 Readers’ Choice Award for Best Mobile App for Job Searching.

Our app takes advantage of the power of location based services – using the GPS on your phone to let you view jobs nearby on a map as well as taking advantage of the phone’s camera to explore work opportunities through our augmented reality overlay – pictured above.

We’re proud of our work in mobile – and we know it’s not just the future in the recruiting industry, but also the present. In fact, there are about 5.1 billion cell phones on the planet, but only 4.2 billion toothbrushes, according to the Mobile Marketing Association, so if you’re thinking about how mobile can affect your business, and your talent acquisition strategy, then you’re doing the right thing.

If you haven’t checked out the TweetMyJobs app on your iPhone, iPad or Android device, make sure to download it today- it’s free.

And if you want to learn more about what we’re doing in the social and mobile recruiting space, feel free to contact us.

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This week in San Francisco,  HR pros and recruiters from around the world are gathered at the Social Recruiting Strategies Conference to discuss new and existing ways to implement social recruiting strategies to find the best candidates. Leading brands and organizations are in attendance to share their best practices and success stories.

ihg logo ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Over the last few years, IHG has been strategically building a social media presence to attract and engage with talent worldwide, and has utilized TweetMyJobs to do much of the heavy lifting of distribution, targeting, and branding for their social recruiting needs.

GaryZukowski ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Gary Zukowski, Founder of TweetMyJobs

During their session “IHG + TMJ = ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs“, Francene Taylor, Director of Resourcing for the Americas, and Gary Zukowski, Founder of TweetMyJobs, will share IHG’s expanding footprint in social recruiting and how this effort is driving revenue to their organization.

If you’re at SRSC, join Gary and Francene on January 31 at 10:30am pacific. The conference has been pre-approved for 18 HRCI credits!

Featured speakers at the Social Recruiting Strategies Conference also include UPS, Groupon, NPR and many more. If you’re not at the San Francisco conference, follow along on Twitter: #SRSC

TweetMyJobs has many features to develop a successful social recruiting strategy for your organization. Learn more and change the way you recruit.

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Lisa Jones 500 Photo1 The Poll Results: What’s Your Main Reason For Using Social Media

Lisa Jones

Lisa Jones is a Director at Barclay Jones, a Consultancy working with agency recruiters, corporate recruiters and B2Bs advising them on the most effective use of technology, web and social media to improve their business processes, recruitment and bottom line.

Follow Lisa on Twitter, her business Facebook page, read her blog, check out her Pinterest page and connect via LinkedIn.

I run regular polls on LinkedIn (it helps with my marketing, profile awareness, contacts etc…). A recent poll of mine asked the question “What’s your main reason for using social media?” Here were the options:

  • Raising your / your business’ profile
  • Researching: sector/clients/competitors
  • Sourcing: candidates/staff/clients
  • Lead Generation
  • Other (please comment)

I went into this poll having an opinion about what the results would be – generating leads, right?

WRONG! I was really shocked to find that only 13% of people had the primary aim of using social media to generate leads, while 42% of people commented that they used it primarily to raise their profile. This got me thinking… why are so few people actually hunting social media for leads and deals? Why does it seem to be OK to shout and scream on social media, but not to hunt?

“There is the perception that social media is not a direct sales tool, or even a lead sourcing tool”

When I meet some recruitment clients for the first time and ask them if they are sourcing leads through, for example, Twitter, I often get incredulous looks. There is the perception that social media is not a direct sales tool, or even a lead sourcing tool. Recruiters are comfortable with it being a job marketing tool, and when it comes to LinkedIn a candidate sourcing tool, but they seem to stop at that.

Now don’t get me wrong, I am an avid fan of great content, but none of us have time to simply blog and bleat all day long.

Show Me the Money

If I were a recruitment director, I would be looking at how to use social media to source leads. Yes, it’s important to increase profile, but that will happen naturally if you take part as if you were in a room of people (commenting, liking, etc…)

Sourcing vacancies is a great way to start. Reasons to be cheerful:

  1. Source vacancies for “inspiration” – you have an advert to write and last night’s work has killed too many brain cells
  2. Source vacancies to research your market and competitors – you have a duty to do this regularly if you claim to be on top of your sector, even if you are an internal/corporate recruiter
  3. Source vacancies to find genuine leads. It doesn’t really get any easier than finding a vacancy on say LinkedIn or Twitter, seeing a client name that is in your sector and putting in the call. Even if they are keen to source the talent themselves, they have exposed themselves as an employer and could be a great contact going forward.

Want some tips on how to source vacancies? Watch out for my next blog.

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wistv.com – Columbia, South Carolina |
 

The Capital and largest metro area in South Carolina – the City of Columbia, is hoping to make the job search process easier for its local businesses and citizens through the launch of a brand new jobs platform.

Mayor Steve Benjamin unveiled the platform, “Famously Hot Jobs” at a news conference on Main Street this past Thursday morning.

We applaud Mayor Steve Benjamin’s initiative to bring together the citizens and employers of Columbia, SC to improve the jobs situation in the city and metro area, and are proud to power the platform with our innovative social recruiting technology.

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Back to Basics: How to Use Social Media as a Recruiting Tool

by Matthew Ogston on September 25, 2012

MatthewOgstonHeadshot Back to Basics: How to Use Social Media as a Recruiting Tool

Matthew Ogston

Matthew is a co-founder of JobPage.com. He had been searching for a job he loved for the last 13 years… and so when he couldn’t find it, he started JobPage. He loves connecting real jobs to real people. You can connect to him on JobPageemail, Twitter, LinkedIn or Google Plus.

The savviest of job hunters turn to social media to find their next career move – in fact, according to a report by SocialTimes, 37 million people in 2011 found their job via Social Media. Which means that if you want to attract the right kinds of talent to your business then as a recruiter you need to be heading where the largest pool of applicants are.

Many businesses make the mistake of just diving in with social recruiting – they assume that because they use social media in their personal lives, recruiting via the same platforms must be a doddle.

Start making friends on Facebook, tweeting on Twitter, creating circles on Google+ and linking up on LinkedIn – now all you need to do is wait for the applications to roll in right? Wrong!

Have a platform-specific strategy

If you want to become a truly savvy social recruiter then your first step is to develop a strategy for each of the main social media platforms – this will help drive forward your plans when it comes to the day-to-day interactions.

You’ll probably be aware of the main social media platforms, but how can you get the most out of each of them?

  • Facebook is the most ‘personal’ of the social platforms. When it comes to Facebook, it is vital you aren’t overly intrusive with your job promotion. Facebook is about developing strong relationships through interaction and association (being active in a relevant industry group can work wonders). Hitting random people with friend requests, and forceful recruiting is really going to put people off. Be a person – be who you are… not the person you think you should be.
  • Twitter is a fast moving stream of conversation. Social recruiting via Twitter is about passively connecting with active job seekers, getting the attention of the influencers and watching your ‘message’ reach an exponential number of people. It can often seem like Twitter is just a broadcast channel, but the real value is in finding and building relationships with the people who are receptive (and responsive) to your message now, or in the near future.
  • Google+ is the new kid on the block and plays nicely with other Google services such as YouTube and Places, adding a lot more depth and personality to the employer to candidate experience. Now that Google Plus supports video hangouts (ad hoc video conferencing), and deeper personal and company profiles, now is the time to dust off your web cam and organise your first informal video interview. There are also several services, such as plusfriendfinder.com, that provide search tools to help you identify prospective employees.
  • LinkedIn is the weapon of choice for many savvy social recruiters.  This is the platform to connect with active professionals looking for their next role – similarly to Facebook, LinkedIn is driven by connections and real-world relationships. LinkedIn is also similar to Facebook in the sense that being active in industry forums and groups is one of the best ways to get started on the platform. LinkedIn also has a specific job advertising function which allows you to promote your vacancy to relevant job-hunters (paid of course).

The important thing to remember is that you don’t need to be on every platform – many businesses choose to really focus their efforts on just one or two. Do it well, not do it many.

The importance of authenticity

The social web responds well to humans, more so than faceless corporate accounts. Even if you are recruiting on behalf of a large business or entity, putting a real face to the social media profile and giving your account a personable voice goes a long way to helping you recruit effectively through social media channels.

In the real world, would-be job seekers try their hardest to put a hard copy of their CV in the hands of the right person – when it comes to social media, if someone is looking to join your organisation, they want to interact with a real person and feel like their attempts are going to be noticed rather than ignored by a social media account that isn’t properly managed.

Be selfless

A very common mistake that businesses make when they join the social web is that they endlessly promote their own stuff – pushing out update after update about the vacancies they have open or the latest service offerings

Social is not a purely ‘broadcast’ channel, the conversation flows both ways which is why it is important to interact and also to share the work and content of others. Yes, even competitors (sometimes!).

The point is that you can become the content curator of your industry which can help project you as the authority or go-to source for industry content and news. Why would someone follow hundreds of different blogs, individuals and companies when they can get the best bits just by following you.

If you strive to provide value then people will forgive the occasional self-promo tweet and will actively help you fill vacancies as they arise. That’s pretty powerful stuff.

Make the most of your time

When we are trawling through photos on Facebook or tweeting our friends about Saturday night telly – time isn’t really an issue. When it comes to social recruiting, remember that time really is money so your ROI (return on investment) must be considered carefully regardless of whether that is a financial or manpower investment.

There are a couple of things you can do to make the social recruiting process a little easier:

  • Simple automation of tasks is a very effective way to maintain your presence on social networks. If you update a company or industry blog then using a tool like Ifttt.com can help you automate the sending of Tweets and Facebook status updates every time you publish an article.
  • You might also like to use a service like Time.ly or Buffer App both of which can be preloaded with links to industry specific content that will then be drip fed onto your social networks – a real set and forget solution.

Another option is to utilise the power of a peer-to-peer social recruiting platform like JobPage. Much of recruitment is top down – an employer markets or broadcasts their job, then attempts to locate and engage with prospective candidates. JobPage turns this concept on its head and connects job seekers to other job seekers,  to help each other find jobs and work opportunities they would otherwise miss.

In summary, social is all about real people and real jobs. Keep it real and you’ll be amazed at what you can achieve.

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Baristas first starbucks How Big Brands are Leveraging the Power of Twitter in Social Recruiting

Barista at Starbucks

60 million customers visit Starbucks stores on a weekly basis. Yeah, that means they’re selling a lot of coffee. But it also means they need to hire a lot of baristas and shift supervisors.

Those potential baristas may not be hanging out on Starbucks’ career website, but they are hanging out on Twitter, and especially on their mobile phones. So innovative companies like Starbucks are leveraging the power of social media to distribute their jobs directly from their applicant tracking systems to social platforms like Facebook and Twitter. Instead of making the barista come to the mountain, these companies are bringing the mountain to the barista. Brilliant.

And why is Twitter so valuable in the process? Well, there are about 2 billion searches conducted every day on Twitter. That makes the site one of the biggest search engines in the world, much less social media platforms.

But the power of Twitter goes far beyond job distribution and search. Marketers, HR directors, and recruiters are using the platform to engage with job seekers, have conversations, and build their employment brand.

Take a look at this recent tweet from Farmer’s Insurance on Twitter:

FarmersInsuranceTweets How Big Brands are Leveraging the Power of Twitter in Social Recruiting

Farmers Insurance is showing their human side – they’re more than just a vanilla, plain corporate careers presence. They’re inspiring with a daily quote – and provoking a response: “What would you do if you weren’t afraid?”  That’s attractive to potential employees and followers of the business alike. It’s smart, it’s clean, and it searches for engagement.

The power of social media as a whole is obvious, and as a platform for recruiting, Twitter is supremely useful not only as a distribution mechanism to the millions of job seekers utilizing the service but also as a superb branding and engagement tool.

What are your favorite examples of big brands leveraging Twitter in social recruiting?

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This week, we’re teaming up with Fistful of Talent to present “Bootstrap Your Employment Brand,” a free webinar on Thursday, July 19 at 1:00 PM Eastern.

Gary Zukowski, our TweetMyJobs founder, will join the one hour webinar to show you how to measure your ROI in relation to your employment brand. To showcase your employment brand and build your EVP, the webinar will help you prove that your company is a great place to work by teaching you how to:

  • Create cool recruiting content, at low-cost and low-pain
  • Deliver your fresh, new content via social media
  • Engage your team to build a talent pool
  • Showcase your company culture and strengths!

Determine your real employment brand – register to join us this Thursday.

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