Technology

Elizabeth Jacoby

Elizabeth Jacoby, Recruiting Manager, Bar Louie

Our last webinar “Expansion, Turnover, and Fierce Competition: How Social Recruiting Meets the Toughest Hiring Demands” was one of our liveliest webinars to date.

We invited Elizabeth Jacoby, Recruiting Manager of fast-growing Bar Louie, a TweetMyJobs client. She discussed the pain points, solutions, and successes of launching and growing a social recruiting program from scratch. The topic sparked one of the most engaging discussions during our live webcast, and a majority of the audience questions centered on how to efficiently and effectively manage social recruiting initiatives.

Below is a quick recap on what was covered, including poll results from questions we asked our audience. For more information on Bar Louie, read our case study and access the complete complete webinar recording and slides.poll tweetmyjobs recruiting challenges

The Learning Curve: How to Drive and Maintain Social Engagement

Elizabeth recounts the first stage of adoption, why the organization decided to start recruiting using social media, and the early lessons learned:

We didn’t want to dip our toes in social recruitment unless we were going to do it right. In order to do it right needed to maintain a presence, and that’s where TweetMyJobs came in to maintain that world and that constant presence. We found that the more active we were on our side, in addition to the TMJ postings, the more clicks we were getting, which was an important learning curve for us.

Elizabeth makes this very important distinction between engagement posts–employer branding content that show company culture and values–and job distribution posts–job postings complete with role, company, and  location, distributed through social media. The more engagement Elizabeth and her team could drive within a social network, the more lift in overall clicks and conversions she saw on all social recruiting content–both job distribution posts and engagement posts.

poll tweetmyjobs social networks used by recruiters

Q: Is driving and maintaining social media engagement time consuming for you? This is a common fear factor for a lot of organizations.

Elizabeth: We are good at directing everyone to our career page, and we receive very few questions, like “When are you coming to our city? Please come to our city.” Others are from those following up on current applications. “We’ve applied to Buffalo, but I haven’t heard anything back.” We don’t get ambushed by any means. We respond the same way we reply to a recruiting email. It’s almost easier to those people who are reaching out to us on social media because it really is just a quick line back.

poll internal resources support social recruiting

Social Media Engagement: Tips & Tools

Elizabeth said that while a dedicated Social Media Manager maintains the corporate Bar Louie social media feeds, Elizabeth and her team manage social engagement posts on the recruiting side. They use Expion, a paid service which helps schedule Facebook engagement posts and Tweets months in advance. Someone on her team spends about an hour per month to schedule content, and then she’s done. Alternatively, Hootsuite and TweetDeck are two free tools which many social media managers use and swear by.

Q: How has the social recruiting strategy been helpful for you?

Elizabeth: We saw a huge influx of candidates from all levels of the organizations coming directly from Twitter specifically, we’re most successful with Twitter…so for us it was getting those unique candidates we were looking for. Prior to this, Craigslist was probably the biggest recruitment site for us, and TMJ and Twitter have really kind of given them a run for their money in that respect.

Bar Louie’s Goal for 2015

Like we’ve observed and heard from other organizations, Bar Louie will be focusing on employer branding, culture, and engagement of current team members.

To learn more about Bar Louie’s story, read our customer case study and access the complete complete webinar recording and slides.

 

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The beginning of the year is a time full of hope, good and bad resolutions, and a touch of magic: In January, the top HR minds dust off the crystal ball, read between the lines of industry data and human capital trends, and attempt to predict our future.

In this post we test our own clairvoyance and list the top 3 predictions we think will impact social recruiting this year.

hr marketer hybrid tmjedu

  1. Social Recruiting Prediction #1: HR Pros who manage social recruiting will further define the emergence of the HR-Marketer Hybrid.

    A defined content strategy will prove vital to differentiating employer brand. (Highlight text to tweet.)

  2. These days HR is full of “good problems to have.” Economic recovery and growth are among the top reasons why recruiting talent has gotten a lot harder in just the past several months, and why we just wrapped a record holiday hiring season.

    Our return to pre-recession unemployment levels last year increased the supply of jobs, and as employees gained more choices for employment, employee turnover rose. Many in HR have observed the power shift from employer to employee, power which has only grown stronger thanks to the dawn of social media and employer review sites.

    Josh Bersin of Bersin by Deloitte writes:

    “Employers, once in a position of power, are no longer in control, thanks to tremendous transparency in the job market that is driven by dozens of online job networks. And if your company is not a great place to work, people find out fast…Today, the concepts of “employment brand” and “employee engagement” have merged: Employees communicate your brand externally every day, whether you like it or not.”

    As competition for talent stiffens, the way in which employers use social media will become more competitive, and thus more targeted and defined. Candidates will expect to see more than a job description distributed through your social channel, and will pay closer attention to the way you engage with potential talent, as well as the content you choose to deliver to stand out from the crowd of employers. Social recruiters will continue to push their marketing skills to new heights, bringing 2015 ever closer to the advent of a marketing-savvy HR pro—the HR-Marketer Hybrid.

    mobile tech wave

  3. Social Recruiting Prediction #2: As mobile tech innovation and adoption heat up in HR and recruitment, social recruiting will naturally become more integral to recruitment and employer brand marketing.

  4. As the balance of power tips towards the passively-searching employee and actively-searching job candidate, and the use of mobile devices continues to further surpass that of desktops, more employers will invest and innovate to reach candidates on mobile.

    The Business Intelligence Report released last September notes social is now the top internet activity, and, “60% or so of social media time is spent not on desktop computers but on smartphones and tablets.”

    Wise employer brands will focus on the mobile delivery of jobs and branded content, and social recruiting will be inherently tied to this rising trend as the majority of mobile device owners use their phone or tablet everyday to access social sites.

    According to ExactTarget’s 2014 Mobile Behavior Report:

    “Using smartphones and tablets to peruse social networking sites is common; 75% of consumers do this at least once a day on their phones, and 64% of tablet owners use a tablet to access social media at least once a day.”

    Lastly, Dr. John Sullivan wrote in ERE.:

    “The mobile platform should be the primary mechanism for communicating with prospects/candidates, spreading your employer brand messages, to view recruiting and job description videos, and to push relevant open jobs to applicant communities.”

    advantage hr tech

  5. Social Recruiting Prediction #3: More companies will adopt and depend on social recruiting due to the competitive hiring environment. Companies will deepen their reliance on HR Tech for big data and automation tools to help win quality talent at less cost.

  6. Perhaps the most perennial prediction of them all is the increased adoption and dependence on technology. SHRM, TLNT, and ERE all share this similar vision, and we can expect to see this prediction read in the tea leaves of years-to-come.

    But let’s face it, HR is an industry plagued by the necessity of paper trails—documenting applications, performance reviews, etc. from the application to offboarding. To stay ahead of the competition, HR pros need constant tech innovation to make these processes more accurate and efficient so they can focus on the real challenge: acquiring and retaining top talent in an increasingly competitive hiring climate.

Today, social recruiting remains an area of HR innovation where employers can still gain competitive branding advantages just by adopting it faster than other employers in their industry or locale. We’ve seen this happen time and time again. And we expect to see this happen more and more this year.

Tell us your 2015 HR and recruiting predictions on Twitter using the hashtag #TMJEdu. 

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This video recently went viral because of its frightening prediction and depiction of the future of work—a future that will inevitably belong to robots.

At least that’s what YouTube video creator CGP Grey forebodes in this 15-minute clip where he suggests this familiar sci-fi premise will start to to look more science than fiction.

Now if you’re skeptical or idealistic, don’t worry –you’re not alone. But Grey makes some solid arguments backed by recent scientific studies on the topic condensed in this video. Suspend belief for just a moment, and let’s humor his thesis…

“Humans Are The New Horses”

Grey argues that as automobiles replaced horses, so will self-driving cars kick humans out of the driver’s seat—and this is happening sooner than you might think. But the most shocking stat shared was the speed in how artificial intelligence could begin to outpace, and outplace, human labor: In 20 years, humans could eventually lose almost half of all current jobs to automation.

This unprecedented jobs loss could result in a 45% unemployment crisis, which will dwarf the unemployment rate of the Great Depression that crippled the U.S. economy at just 25%.

Even White-Collar Work Isn’t Safe From The Takeover

Although tech innovation has historically threatened only low-skilled labor, white-collar workers aren’t exempted, but actually targeted. Grey makes the case:

“Given that white-collar workers are—from a company’s perspective—both more expensive and more numerous, the incentive to automate their work is greater than low skilled work.”

He warns that even lawyers, writers, artists and general doctors are not safe from the auto takeover. In fact, occupations and talents thought of as uniquely human—like composing music—are already being performed by bots, today.

Without Enough Human Labor, Will There Still Be Human Capital?

If this grim future unfolds, hiring managers and recruiters will find themselves in a unique position—front seats to witness the possible meltdown of human labor as we know it. But will there still be perhaps a need for specialized hiring managers?

Imagine recruiters who could evaluate competing brands of hardware and software  automation that come to market and will need to match competing, advanced A.I. with the skills and working culture of the remaining human staff. Maybe there’s a way to evolve our expertise and coexist.

Or will we really, in two decades, cap off our job descriptions with “Humans Need Not Apply”?

Before you stock up on highly-specialized skills for the coming Martrix-like dystopia, read some idealistic rebuttals to this doomsday scenario if you haven’t already, and rest assured that your job is safe…for now.

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

The Ramapo Jobs Connector

A glimpse of The Ramapo Jobs Connector.

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

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

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

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Closing The Communication Gap

by Coleman on March 12, 2012

The highly anticipated February jobs report was released on Friday by the Bureau of Labor Statistics, and revealed the national unemployment rate held steady at 8.3%. The economy added 227,000 jobs in February and, according to some, is a positive indication of our country’s economic recovery. The BLS releases the unemployment numbers every month, but February’s figures are particularly interesting because of the political implications they have in an election year.

Social recruiting helps to close the communication gap between job seekers and employers.

Instead of addressing the politics of the numbers, let’s focus on the fact that our job market could potentially be recovering. After all, we’re in the business of connecting job seekers with employers and have been working tirelessly to build tools that put job seekers back to work.

Although the positive news is well received, there are still glaring discrepancies in our labor market – specifically, the 24 million Americans that are still unemployed or underemployed while 52% of US companies have trouble finding talent. This is a clear indication that the distribution model is broken, and it’s essential for companies  to continue to disrupt the status quo and close the communication gap between job seekers and employers.

The “Great Recession” impacted each industry differently, and some fared better than others. The reality is that all companies were forced to evolve and adapt in order to survive, and the same logic applies to how employers find talent. Employers must put their positions in front of as many relevant eyeballs as possible, and social media is the most logical place to start. Facebook has as many users as the entire Internet did in 2004 and Twitter is now growing at a faster pace than Facebook – the untapped talent pool in social media is undeniable.

The unemployment rate is just one indicator, and we’re also starting to see a shift from the “old” online recruiting model. Forward thinking mayors in Newark and Atlanta have already adopted new, social technology to help job seekers connect with employers, and the masses are beginning to follow suit.

Are you incorporating social media in your recruiting strategy? Sound off in the comments below.

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He’s been ranked one of America’s “most social Mayors” for years – tweeting from his Blackberry and engaging in conversations with his constituents morning, noon and night. Today, Newark Mayor Cory A. Booker’s status as a forward looking, technology driven leader solidified even more as he announced the Newark Jobs Connect platform.

The platform distributes more than 35,000 available jobs across the digital landscape and matches job seekers with employers through social media, email and mobile technologies to addresses the long term unemployment issue in Newark. In addition to the technological advantages, seekers have access to a variety of career resources to help them throughout the searching, networking, and interview process.

According to Mayor Booker, “Residents of Newark will directly benefit by hearing about available jobs before anyone else and Newark employers will be able to reach qualified, local candidates fast and first.”

This initiative firmly places the Mayor and the City of Newark boldly out front in their commitment to create job opportunities for their citizens using the best tools in the marketplace. We’re thrilled to launch newark.tweetmyjobs.com with Mayor Booker and power the Newark Jobs Connect platform.

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