Samara Parker

May 6

f you need a hand staying on top of the latest trends in social media in order to keep your social recruiting current, then we’ve got you covered!

For this week’s link love we’ve rounded up the best new blog posts on social media, mobile, and social recruiting for your reading pleasure.

In the articles linked bellow you’ll find excellent information on everything from how job seekers behave on Twitter to how Mobilegeddon actually affected website performance.


76 Percent of Job Seekers Browse Company Profiles on Twitter – Kimberlee Morrison

The impact of social media on recruitment is undeniable.

The majority of recruiters currently use (or plan to use) social networks to recruit candidates and target job seekers.

73% of recruiters report having successfully used social to recruiting to hire. – Click to Tweet 

In this article Kimberlee explains some of the highlights from a new study about how job seekers and recruiters are using Twitter.

8 Economic Fun Facts About Social Media Platforms – Drew Hendricks 

Did you know that Twitter has “only” made 436 million this year, but Facebook has already brought in 3.5 billion!?

Social media platforms are extremely thorough when tracking their economic ups and downs and their demographics. Drew shares some of the more salient bits of trivia about the most popular social networks. The demographic info alone is worth the read!

The “Why” and “How” of Social Loyalty – Richard Smith

Social Loyalty looks to be the next most significant phase of Social Media. It’s basically old school consumer loyalty, but with a social media edge.

Understanding how to build social loyalty is extremely important for any company looking to improve their online employer brand and run an effective social recruiting campaign.

9 Ways the Pros Curate Content for Success – Peg Fitzpatrick

Content strategy is essential to an effective social recruiting campaign. As such, it is extremely important to create original and share content curated from other trusted sources. But content creation can be extremely time consuming if you don’t have a good plan.

Social media pro, Peg Fitzpatrick, has 9 tactics to help you save time without sacrificing the quality of the content you share.

How Has Google’s ‘Mobilegeddon’ Impacted Mobile Traffic? – Justin Lafferty

Now that we are a couple of weeks into Mobilegeddon, we can look back and assess its impact.

Justin uses several clients and non-clients websites as examples to demonstrate how Google’s algorithm is affecting their site’s performance with mobile users.

When examining responsive (mobile-friendly) sites, Mobilegeddon doesn’t seem to have made a significant difference. It isn’t until Just examines two non-responsive websites that we see the huge impact that Mobilegeddon has made.

Enjoy these links, and stay social 😀

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April 29

Social recruiting is still confusing for a lot of people.

There are so many different networks, strategies, and stats to consider that it is easy to get overwhelmed.

This leads many a smart HR professional to put social media on the back burner.

Considering job seekers increasing use of social networks to look for work and the role that social media plays in mobile-friendly candidate experience, this tactic just isn’t practical.

Which is why I was so happy to see’s latest As Away feature titled What Do Recruiters Need to Know About Social Media?

In it Matthew Kosinski poses this question to a group of recruitment experts:  

Social recruiting is all the rage — but what do recruiters really need to know about social media in order to be the best in the business? Share your tips and tricks!

 The answers are full of smart actionable tips that you can apply to your own social recruiting.

Real Strategies to Organically Growing Your Social Audience – Travis Huff

In this article Travis provides several solutions for one of social recruiting’s biggest challenges: Getting more fans and followers.

His tips may be directed towards marketers but they are equally relevant to any company trying to get more ROI for social recruitment efforts.

The Most Buzzed-About Social Recruiting Posts of the Week – Jodi Ordioni

(YouTube video no longer exists) Jodi shares three excellent social recruiting posts, one for Facebook, one for Twitter, and one for YouTube.

All three are definitely worth checking out and borrowing from.

Why Your Employees are the Key to Talent Brand Bliss – Stephanie Bevegni

No matter what network or medium you choose to use for social recruitment you should always get your employees involved in the process.

According to Stephanie, candidates will trust your employees and what they have to say about your employer brand 3x more than they trust your CEO.

Stephanie explains how this and several other factors make employees the best ambassadors for your employer brand.

Nick Fury’s Guide to Assembling Your Team – Natalie Morgan

I saved the best for last.

This article is also the least related to social recruiting because Nick Fury would never be so overt as to use Twitter or Facebook to reach out to potential Avengers…

In fact I doubt his highly secretive modus operandi allows for any use of social networks whatsoever.

Social media use aside as Natalie points out, Nick Fury is a talented recruiter and has a lot to teach about talent acquisition!

Enjoy these links and stay social!

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April 27
Hero mobilegeddon-how-social-can-save-your-mobile-recruiting

On April 21st Google changed its search algorithm in a major way. Google mobile search results will now rank mobile-friendly sites higher than non-mobile-friendly sites. About 38% of Enterprise level websites are negatively affected by this update and millions of sites will take a hit to their SEO. Why does Mobilegeddon matter for recruiting? 30% of all Google searches are employment related. (Source: The Muse) – Click to Tweet  Mobile recruiting matters because your company’s site ranking will significantly affect job seekers’ ability to find your job posts. Most companies create their online job postings using an Applicant Tracking System, which makes the situation even more dire for recruitment. According to Mike Roberts, even if they are “mobile-friendly”, many of the most popular ATSs are not responsive. More importantly, they do not allow mobile candidates to upload a resume which is a huge mobile recruiting no-no. Google does not look kindly on this.

Mike also points out that many of the most popular ATSs do not offer any mobile experience at all. Total Google Search fail! Here’s how Mike suggests you check to make sure that your jobs will not be down-ranked by Google:

  • Enter the URL of your careers homepage into Google’s mobile-friendly checker tool.

  • Do the same with one of your actual requisitions (because sometimes these are on different systems.)

  • Search for one of your requisitions on Google—it will actually say “mobile-friendly” in the search engine results page beneath the URL.

  • Go through the experience of completing one of your own applications on a smartphone.

What if your career site doesn’t pass? If your career site does not pass Google’s mobile-friendliness test, then you risk losing out on a significant number of applicants The best thing that you can do is to upgrade to a site that is mobile-friendly and built with responsive design. This is the only real long-term solution for mobile recruiting, but it isn’t a quick one. While you wait on tech to bring your career site into the 21st century, you can keep your online recruitment process healthy by focusing on social recruiting.

The mobile web is twice as social as desktop, according to a study of 2.4 million websites by ShareThis. 71% of social media use is on mobile, 76% of Twitter users access the network on mobile, and 1.1 million users access Facebook via tablet or phone. If your job posts are getting buried in Google’s new search, then you can use social sharing to ensure that mobile jobseekers find them. Sharing job posts to your Twitter feed, Facebook Timeline, and LinkedIn Page gives mobile users a way to access your job posts other than Google search. This is not a perfect fix, but it is a great way to maintain a mobile presence while your website is brought up to speed. What about the application process? Google did not decide to bring Mobilegeddon upon us out of some deep-seated hatred for the human resources department. They changed their algorithm in order to improve their user’s experience. Google’s mobile users do not want to waste their time attempting to navigate a site that is not responsive, so hiding these sites (and possibly your site) from them improves their overall experience. If you do decide to share your jobs via social media to reach mobile candidates, then you must also give them a way to apply to those jobs on their phone or tablet. If you do not provide them with this option, then your candidate experience suffers. To make your application process mobile-friendly, try using a social recruitment app. There are many different apps that will allow you to set up a Career Page on Facebook, where mobile candidates can both apply for, and view your jobs. Jobcast, TweetMyJobs and Work4labs to name a few! One thing to note is that Facebook does not allow these “third party apps” to display a tab on your company Facebook Page, which can make accessing your Career Page difficult for candidates. Here’s a trick for getting around this problem:

  • Create a Facebook Post with a call to action that encourages job seekers to check out your Career Page.

  • Add a direct link to your Facebook Career Page and a nice image.

  • Then “Pin” that post to the top of your Facebook Timeline.

Just like Beyond Recruitment did here:

This gives mobile jobseekers an easy way to access your Career Page and apply for your jobs. To give this a try with Jobcast Premium follow this link to install the Jobcast social recruiting app and you’ll get a 30-day free trial.

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April 22

Mobilegeddon is upon us! As of yesterday Google’s new algorithm of SEO annihilation will begin to affect mobile search results. How exactly will Mobilegeddon affect you? When you do a Google search on your phone the results will rank mobile-friendly sites. Which doesn’t really seem all that scary… Except that millions of sites will be impacted. More specifically Google will downgrade 38% of all enterprise websites over the coming weeks. This will shake up online recruitment in a major way. So, this week’s link love is all about understanding and preparing for Mobilegeddon.

Google’s Mobile-Friendliness Test Plug your website into Google’s app to see if Mobilegeddon will affect you.

#Mobilegeddon: Why Candidates Aren’t Going to Be Able to Find Your Jobs – By Mike Roberts Be afraid, be very afraid! If your company is like most large organizations, then you use an ATS to build job requisitions. Then you host them on your career site. Mike explains why if you do this, then job seekers will not be able to find your job postings!

Is Your Career Site Ready for Mobilegeddon? – By Chris Brablc Chris’s article breaks down what it means for a career site to be mobile friendly, how to check your career site, and what to do if you don’t pass Google’s test.

What Google’s 'Mobilegeddon’ Means for Your Candidate Experience – Resource Solutions According to Resource Solutions’ Recruitment Outsourcing Insights Report 68% of candidates are using a mobile device to search for a new job at least once a week! Read more about their findings and what it means for Mobilegeddon and candidate experience in this blog post.

Google’s Mobilegeddon: Everything You Need to Know – By Emil Protalinski A detailed explanation of Google’s new algorithm and the effect it will have on your website. Mobilegeddon Checklist: How To Prepare For This Week’s Google Mobile Friendly Update - Barry Schwartz This extensive checklist that will help you ensure that your site is fully prepared to meet Google’s mobile demands. These articles will teach you everything you need to know about how Mobilegeddon will affect your recruitment process. If you’re worried about reaching mobile candidates, then remember that social recruiting is one of the best ways to make your hiring mobile-friendly! Learn about how Jobcast can help you make your recruiting social!

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April 15

Quality over quantity is the key to pretty much everything.

Happiness, healthy eating, and, of course, social recruiting!

You do not have to incorporate every social network or type of content into your social recruitment strategy in order to be successful.

You do have to use the tools that you select well.

This week’s top 5 HR and recruiting blog posts will help you do just that!

We’ve put together a selection of articles to help you create an excellent recruiting video, source with Twitter, get started on Instagram, and understand content curation.

LinkedIn’s Tips to Making a Great Recruitment Video – Casey Fleischmann

Adding recruiting videos to your social strategy has been shown to significantly boost application volume and engagement.

This short explainer from LinkedIn will solve your recruitment video woes for good.

You’ll learn how to use your smartphone effectively for shooting your video, what to do about sound and why it matters, what kind of content to focus on.

7 Steps to Getting Your Brand’s Instagram Channel off the Ground – Dorien Morin-Van Dam

Brands like Starbucks have shown that Instagram can be an extremely effective social recruiting tool.

The network is hugely popular and effective for attracting younger candidates.

But Instagram is not a good fit for every company.

If you are thinking of making Instagram a part of your social recruitment strategy, then I highly recommended reading Dorien’s detailed article.

Along with providing a guide to getting started with Instagram, the article will also give you a sense of the necessary requirements and work involved in using the social network effectively.

A Recruiter’s Guide to Sourcing Twitter – by @FindSouth (Chris South)

Chris South is a Twitter recruiting expert. Pay attention to lists of Twitter influencers and accounts worth following in the field of HR and recruitment and you will definitely see Chris’s name mentioned.

This article is full of smart and actionable tips that you can use to transform Twitter into a powerful sourcing tool!

The Types of Content that Get Shared The Most – Chelsea Hejny

Content is still king, but the type of content that rules is always shifting.

This article/infographic shows how popular different types of content were at different times throughout last year. It also explains a bit about each type of content.

The Difference Between Content Sharing and Content Creation – Kimberlee Morrison

Do you know the difference?

You probably do… But this infographic goes into detail about why both content sharing and content creating play an important role in your social media strategy.

Enjoy these links and stay social!

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April 13
Hero 8-social-recruiting-myths-that-have-to-go

Social recruiting is no longer just a trend. The vast majority of recruiters (about 94 percent) use social media as a part of their recruitment strategy. Unfortunately, social recruitment myths are going just as strong! Even the sharpest of HR managers fall victim to many of these myths because of their limited experience with social media. Social media is a confusing beast even to the experts and at times it can be near impossible to separate the good information from the bad.

Stay Professional At All Times

Social recruiting is all about business, but social networks are about people. If your content and interactions are devoid of personality you won’t get the engagement that you need to succeed. Social recruiting is the perfect medium to highlight the people behind your company. Make the most of the medium sharing staff pics, employee profiles, and even the occasional joke or meme.

 The Only Audience That Matters Are Job Seekers

Reaching qualified candidates is the goal of social recruiting. Reaching more fans and followers even if they are not candidates is a means to this goal. With social media, the more followers you get, the more people are likely to find you because it improves your SEO and visibility. And theses followers are also a great source for referrals!

 Go Big Or Go Home

Many HR managers think that they need to create a perfect strategy, write a month’s worth of content, and join every single social network before they can roll out their social recruiting initiative. This could not be farther from the truth. Starting small with social media is smart. It allows you to focus on mastering one or two networks at a time and keeps you from spreading yourself too thin. Keeping your efforts minimal at first will also give a chance to experiment with the content you choose to share. This will aid you in discovering the most effective types of content for reaching your desired candidates.

Status Updates and Job Posts Are All You Need

If you share a diverse range of content, then your content will attract a broader range of people. So sharing interesting blog posts and links to trending content is a great way to increase your social reach. Then there’s the not so small matter of visuals:

  • According to MavSocial, Tweets that contain images are said to be 150% more likely to be retweeted. MavSocial

  • Tweets that contain images are said to be 150% more likely to be retweeted.

  • Facebook posts with photos or video content are 180% more likely to engage audiences (Source: MavSocial.)

Sharing visual content is one of the best ways to drive engagement and build your social reach. Visually engaging content captures candidate’s attention. This makes them more likely to view your job posts and click through to your career site. Sharing memes and interesting videos are two great ways of boosting engagement with minimal time investment. I’m also a huge fan of creating posts by layering interesting quotes on top of compelling photographs:

Check out Pablo by Buffer to make a similar image for yourself!

The More Hashtags the Better

Using too many hashtags will annoy your followers and make your posts difficult to read. 1 – 3 hashtags situated at the end of your Tweet or Google+ post is enough!

Hashtags Don’t Matter

Neglecting hashtags all together is even worse than hashtag spamming. Hashtags make your content searchable. They also tie your posts to other conversations happening online. Both of these factors improve the visibility of your content. Including a few relevant hashtags with your posts is a must!

 A Social Network is A Social Network is A Social Network

Just because Starbucks uses Instagram to recruit doesn’t mean you should follow suit. Every social network has its pros and cons. Find the ones that work for you and leverage them for all they’re worth.

All Social Job Seekers are Millennial’s or Gen Z

I am a millennial; my husband is not. My husband is on Snapchat; I am not. Upon first inspection, I thought that the Snapchat icon on his phone was for PacMan. My husband is a Gen Xer and he has used social media as major part of his job seeking approach for years. Point made! If my anecdotes and conjecture are not enough proof, check out these findings from Global Web Index and Penney Fox:

  • 70% of Boomers are on Facebook

  • 65.5% of Gen Xers have used Facebook in the last month

  • 52% of 55-64 year old Internet users have joined a social network

Social media is an excellent tool for reaching older candidates. Don’t neglect Boomers and Gen X when devising your social recruiting strategy. Hopefully, this blog posts will act as a social recruiting PSA and help keep people from falling for these common myths. If you have any social recruiting myths that you would like to see put to rest, let us know in the comments!

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April 8

There are few elements so essential to the workday as a cup of coffee. This magical beverage helps us survive boring meetings, early morning shifts, and email overload. And, according to a collaboration by CareerBuilder and Dunkin’ Doughnuts, coffee can even help us build relationships with our coworkers.

Coffee Lovers Rejoice: It Could Be Making You Better at Your Job – Lily Herman

This infographic provides some excellent excuses for indulging in a coffee break, or two, or three! A strong cup of coffee is also the perfect companion for tackling social media. But this infographic is a strong runner up:

How to Manage Your Social Media in 34 Minute a Day – Shortstack Shortstack’s infographic is an excellent step-by-step guide for covering all of your social media bases quickly and effectively. Or you could just delegate social media to a millennial…

How are Millennials Shaping the Workforce? – Brian Fanzo with Robin Carey As part of the #NewWaytoWork project Robin Carey interviews Brian Fanzo about how he and fellow millennials view work.

Recruiting Trends for 2015 – Sean Little It should come as no surprise that the trends Sean talks about in his article are strongly influenced by an increased focus on attracting millennial job seekers. Sean explains that companies must focus on transparency, mobile, and retention if they want to win the war for today’s talent.

5 Reasons Why I Love Working At Greatist - Ariella Coombs Ariella’s blog post is a perfect example of employer branding done right. She gives the reader a window into what it’s like working at Greatist and showcases the company’s culture and values in an extremely appealing way. If you need inspiration for creating employer branding content, then definitely check out Ariella’s article! Enjoy these links and stay social :D

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April 1

Happy April Fools’ Day, if you are lucky enough to live in a country that celebrates it! Unfortunately, the Dutch do not do April Fools’ Day, so I have to indulge vicariously through my Canadian friends and the geniuses at Google. April Fools’ Day is an age-old tradition that can be extremely entertaining, but also somewhat tricky for human resources to navigate!

Like Scotland’s version of the holiday, which revolves around pinning fake tails, and kick me signs to each other’s rear ends, a combination that incorporates just enough potential for violence and sexual harassment to make even the most cool and collected of HR managers sweat. Tricky! Humour is relative; one person’s idea of a hilarious prank is another’s cause for filing a harassment suit, making April Fool’s Day one of the more controversial workplace holidays, and a favourite topic for HR and recruiting bloggers.

Use Humour to Engage Employees on April Fools’ Day! - Karen Huss Why not use April Fools’ Day to your own advantage? Instead of fearing the holiday, embrace it by pulling some of the office appropriate pranks Karen recommends. Getting your team laughing is great for morale, team building, and engagement… It’s also just plain fun!

April Fool’s Pranks You Can Pull at the Office and Not Get Fired - Elizabeth Bromstein Need more prank ideas? Elizabeth has you covered with an excellent list of jokes that you can pull at the office without hurting any feelings or inspiring any lawsuits. She even includes tutorials for the more complex pranks!

List Maker to Create List of Recruiting Lists – Todd Raphael Todd Raphael shows us how it’s done with a unique April Fools’ article. In it he writes about how “In one of the more curious decisions the talent-acquisition field has seen a recruiting vendor has decided to make a list of the 100 most influential lists of recruiting influencers.”

If You Think That Humour is Risky and Hard to Pull off, You Haven’t Seen These Corporate Videos – Rocco Sannelli Maybe the real takeaway from April Fools’ is to add more silliness into every workday! Rocco shares some examples of companies who inject humour into their recruitment process with great success.

The Top Office Pranks for April Fools’ Day - Dan Wisniewski In the spirit of keeping work fun, this infographic shows the best of the best of office pranks. Personally I’m really into the Jell-O stapler idea!

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March 30
Hero how-to-tell-your-employer-brand-story

Communicating your employer brand is crucial to attracting candidates. Being authentic in this communication and honest about your company’s culture is essential to ensuring that the candidates you attract are a good fit. Telling your company’s story in a cohesive, transparent and engaging way throughout the entire recruitment process is the best way to accomplish both of these goals.

73% of recruiters said that to compete against other employers they highlight company culture. (Source: Jobvite) Employer brand storytelling is an elegant form of marketing. It gives your company a face and a soul, which is refreshing in a world full of post and pray job ads. It isn’t easy to create an engaging story or to tell it consistently throughout your candidate’s experience, but the rewards far outweigh the time involved.

Start with an outline

Every good story has a simple narrative arc at its core. To find your narrative, ask yourself and your team: What is the essence of our company? What are our core values? What must potential employees know about our culture? Write out everything that you want to convey to job seekers and potential employees, then take all of those points and put them into a logical order. Approach ordering your points with candidate experience in mind. Think about what would attract a job seeker initially and progress from there. This will help your story unfold naturally and in a way that makes sense to your candidate.

Choose Your Channels

The social networks and platforms that you use to promote your employer brand will influence the content that you create, so it’s wise to choose them early. Blogging is a wonderful way to show candidates what your company is about. Unlike most social networks, blogging allows you to write long form stories that are great for giving candidates detailed information about your culture, your application process, and your current team. A blog hosted on your company site can also be used to drive more traffic to your job postings and blog posts can be easily repurposed into shorter content that you can share on social networks. Companies are effectively marketing their employer brand on Facebook, LinkedIn, Twitter, Instagram, Pinterest, and even Snapchat. They’re all fantastic resources, but you do not have to, nor should you, use all of them. Choose your networks based on where your candidates are. To determine where they are you can research surveys such as Pew Internet’s Social Networking Fact Sheet, and/or ask your current employees about their own social network use.

Gather Intel

Compile as much supporting information as you can. Employee profiles, party photos, quotes from happy customers, videos from team building events… Anything that you could use to give candidates positive examples of what it’s like to work at your company is potential content for marketing your employer brand.

Turn Intel Into Content

Once you’ve gathered everything that you can from your team, it’s time to take the raw material and turn it into shareable content. Write up employee profiles, blog posts, and short messages that convey your company culture. Edit all of your photos and size them properly to share on different social networks. Create images with relevant text overlaid such as inspirational quotes, messages from you CEO, or your company’s core values. For more ideas about what content to create, here’s a guide to best practices for posting on Facebook, Twitter, and LinkedIn.

Make Your Content Work Overtime

Creating content for your employer branding is the most time-consuming part of the process. The most effective way to save some of this time is to repurpose your content. For example, start by writing a blog post profiling an outstanding employee that features some great quotes. Add some well-edited images of that employee, such as a headshot, pictures of them working, and photos of them interacting with their colleagues. Edit these photos and add them to the blog post. Then create a Facebook post that includes one of the images that you’ve already made for your blog post and a bite-sized write up about that employee.

Next choose an awesome quote from your featured employee to Tweet with some relevant hashtags and a link to the blog post. And finish up by adding a fun filter to one of the photos from your blog post and sharing it on Instagram with #hiring and a quick caption that lets your followers know that they can read more on your blog. That’s how you can take one piece of original content and turn it into 4 pieces of unique content that you can share across multiple platforms.

Enlist Help

Getting your team involved in your employer branding works on multiple levels. Not only will your message sound more authentic when delivered by actual employees, but also personal social media accounts tend to get more engagement than company accounts so your message will reach more potential candidates. Ask your team to share your employer branding posts on their social networks, to comment on your Facebook Page, and like, retweet, and favourite the content you share.

Engage with Your Candidate

Building a strong employer brand isn’t just about broadcasting your message; it is also about listening to job seekers and candidates and offering them the support, feedback, and answers that they need. Stick around after you share a post on Facebook to respond to comments, thank people who retweet your Twitter posts, and send quick emails letting applicants know about the status of their application. These interactions are crucial to your employer branding as this is where you prove that your company is as awesome and employee friendly as your blog posts say it is! Check out this case study for an awesome example of employer branding with Facebook!

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March 25

Visual content gets more engagement on social media than any other type! Attach a video, photo, or illustration to your Tweet and you’ll up your chances of getting retweeted by 150%. Images also help us absorb information. In fact, our brain processes visuals 60 000 times faster than text.

Perhaps this explains the rise of the infographic. Infographics have come to dominate online content marketing and social media. If you want an effective, engaging, and attractive way to convey a message, infographics are the perfect medium. Infographics are also a wonderful way for HR and recruiters to learn more about social media. Here are 7 social media infographics that you can use to improve your social recruitment strategy.

2015 Social Media Marketing Trends – JSH&A

Recruiting and marketing are merging in the age of social media making it more important than ever for HR to monitor marketing trends. The trends explained in this infographic are all applicable to social recruitment.

The Best (and Worst) Times to Post on Social Media – SurePayroll

One of JSH&A’s key trends to pay attention to is the importance of timing your social sharing for maximum effectiveness. The times at which you post determine who sees your content. This is exactly why Jobcast’s social recruiting automation tool allows you to schedule when your jobs are shared to which network! SurePayroll’s fantastic infographic will show you the best times to share your job posts and promote employer branding content.

5 Steps to Effective Social Media Measurement – Salesforce

Measuring ROI is essential for ensuring that your social media efforts are successful. The steps presented in this infographic will help you keep tabs on how effective your social recruiting strategy is, and where you need to make adjustments. Hot tip: replace the word conversion with application, sale with hire, and lead with candidate!

The 2014 Social Recruiting Survey Infographic – Jobvite

Jobvite’s social recruiting surveys are always a fantastic resource and chock full of information, but their surveys are long. Jobvite’s infographic highlights all of their most important findings in two pages, and is a great way to quickly revisit their most salient points whenever you need a refresher.

How to Create an Infographic That Boosts Social Shares and Leads - Social Media Examiner

Okay, so this one isn’t an infographic, but the article does contain several of them! If you’ve been inspired to create an infographic of your own, then this article is for you :D Oh, and if you do decide to make an infographic, or if you’ve made one in the past, tell us about it in the comments!

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