Social Recruiting

July 27
Hero employer-branding-sm3

Your employer brand plays a huge role in helping job seekers decide whether or not to apply for a position. After all, 75% of job seekers consider employer brands before even applying for open jobs. With 79% of job seekers likely to use social media during their job search, it's important to think about where social media and your employer brand meet. Living and working in an increasingly digital world, there are more and more opportunities to connect with job seekers and show them why it's so great to work with your company. An important thing to consider is the audience you're trying to reach - this will help you identify which social media channels you should focus more of your effort on. We've done posts on using Facebook, LinkedIn, Twitter, and Instagram to build up your employer brand. To wrap up our series, we'll be having a closer look at two platforms that could help you connect with niche candidates: Pinterest and Snapchat. Pinterest's audience is predominantly made up of women, and Snapchat's users skew younger - if you're looking to target or connect with either of these groups, getting on these social media networks could give you a big boost in exposure and relatability.


Pinterest has over 110 million active users and is the social media network of choice for women aged 18 to 34. With an engaged user base that spends an average of 98 minutes on Pinterest and views 2.5 billion pages each month, there's (growing!) opportunity for you to connect with potential employees. Thanks to how easily users can share photos and visuals on Pinterest, it's a great way to show off your company and the people who work there. By creating Pinterest boards with different themes, you can share more targeted content. For example, you can create a board that lets visitors "Meet the Team" by pinning photos of your employees with quick bios. You could also create a board showing off your cool office space, what a day in the life of different roles is like (how about one for your IT team and another for Marketing?), or even a board about all of the fun perks your company offers. Did you know that 80% of the activity on Pinterest is made up of users re-pinning existing content? As people more often re-pin content rather than create it, other users help you do the sharing. You can take advantage of this by getting your employees to jump start the sharing by liking and re-pinning your posts. This should be particularly easy if you're showing off the employees themselves or the fun things they get to do at work!


Valued at approximately $18 billion, Snapchat has quickly become a big player in the social media landscape. With over 150 million people using the mobile app on an average day, Snapchat isn't just for teens anymore (though the majority of its users are under 24). Snapchat's introduction of Live Stories (which let people see events unfold around the world from different perspectives) and Discover content (which is produced by a number of media companies partnered with Snapchat, including Buzzfeed, The Food Network, and CNN). With Snapchat, you have the opportunity to show off your company in an informal way - Snapchats are typically quick, casual photos or videos with captions, doodles, and stickers added. Snapchats photos and videos are typically 10 seconds or less, however you can use these to create a Story, which is viewable for up to 24 hours. Using your story allows your friends to engage with you at their leisure. Use your Story to Recently, Snapchat introduced the ability for organizations to create custom Snapchat geofilters (filters that appear based on the user's location). One way to encourage your employees to act as advocates for your employer brand is to build Snapchat geofilters for your office, allowing them to show off a behind-the-scenes look at what it's like to work for your company. Users are more engaged on Snapchat that other platforms, so when your employees send Snapchats about your company, their friends are likely to see it. Before you get started with Snapchat, it's important to note that it can be a lot harder to track metrics or see the immediate impact of what you're doing. Unlike other platforms, everything is self-contained in Snapchat - you aren't able to share links that send the audience directly to your Careers page. This limited functionality also means that you may get less information to work with. While you can see the number of friends (potential viewers) you have, exactly who has viewed your Snapchat Story, and the number of people who have taken a screenshot of one of your Snapchats (meaning that they're saving it for later), Snapchat doesn't offer comprehensive reports like Facebook's page Insights and Twitter Analytics.

Catch up on our posts

This is the third post in a series looking at how your company can use social media for employer branding. Check out our posts looking at Facebook and LinkedIn, as well as Twitter and Instagram.

Want to get started? Click here to get working on your employer brand with Jobcast today!

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July 20
Hero should-you-be-screening-applicants-social-media-profiles

More and more job candidates are using social media in their hunt to find the perfect job, with LinkedIn taking the clear lead. But as an employer, are you taking full advantage of social media to find the perfect employee?

According to Michael Page, 77% of employers already use social media to find job candidates. If you haven’t started yet though, we have 5 simple tips to help you. However, could social media be used for more than just promotion and searching?

Social media screening involves digging deeper and researching candidates through sites such as LinkedIn, Twitter, Facebook and Google+. The process allows employers to find out more about a candidate, beyond their standard 2-page resume and covering letter. 

What are the advantages of social media screening?

Social media is a key platform for communication today with more than 2 billion social media users. Although much of the content that is shared on social media is public, only 20% of employers are looking at this during their recruitment process.

  • Hiring a new employee can be both expensive and time-consuming. Picking the wrong employee will just add to the money and time spent. Social screening can therefore help businesses get it right first time, by providing information which allows more informed decisions to be made. In fact, research from Jobvite shows that 55% of recruiters have reconsidered a candidate based on the information they found in their social media profiles.

  • 61% of reconsiderations are due to negative reasons, for example, a candidate may have lied about their skills on their application, posted something inappropriate, made negative comments about their previous employers, shared confidential information about their employer, posted about drinking and drugs, or may display poor communication skills.

  • Social media screening isn’t just to pick out the negatives though. It can also be used in the candidates’ favour, by revealing things that may not have been included on a CV. This could be to their advantage during the decision process. For example, they may have carried out charity work, display strong writing skills or be very creative.

  • Beyond checking a candidate’s skills to ensure they can do the job proficiently, social media screening can also be used to help decide if a candidate would be a good fit within your team and company culture.

What are the concerns of social media screening?

Before starting social media screening within your business, there are a number of things that you should take some time to consider:

  • Social media screening raises a number of ethical questions, such as whether employers really should be snooping into a candidate’s personal life and if so, where to draw the line before it becomes an invasion of privacy?

  • Although vetting a candidate’s online presence is not unlawful, discrimination laws still apply, in the same way as screening a printed CV for example. Recruitment decisions should therefore not be affected by factors such as age, gender, race, religion, sexual orientation and political beliefs.

  • Information online may not always be accurate and doesn’t necessarily show the whole picture. It’s therefore important for businesses to be careful about believing everything they read about a candidate via their social media profiles, as it may not be a true or complete reflection of them.


For further advice to help minimise your concerns, the Chartered Institute of Professional Development have created a helpful guide, sharing good practices for businesses to follow when conducting pre-employment checks on applicants.

The answer to whether to carry out social media screening or not seems to be a split one. At the end of the day, the decision is up to you. There are many benefits to your business, but it’s also important to proceed with care, consideration to people’s privacy and caution to possible legal implications.


Do you use social media screening in your business, or do you plan to in the near future? We’d love to know your thoughts on the subject. Leave us a comment in the box below, or tweet us @jobcastnet.



Elizabeth Harmon is a writer for Open Colleges, one of Australia’s leading online education providers. She is a Social Media Consultant with a number of years’ experience in the field. She has worked with a growing list of clients around the world, helping to build successful social media strategies, create effective content and much more. Follow her on Twitter @Liz_Harmon.




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July 13

Did you know that 79% of job seekers use social media in their job search?

The list of social media networks just seems to keep growing, and with a growing emphasis being placed on creating a strong employer brand, it might be tempting to jump on all of them. Before you do this, it’s important to consider that each of these networks will reach a different type of person and will require different types of content. To find success, you’ll need to identify which social media platform aligns with your brand and culture and also lets you connect with your target candidates?

It can be hard to decide which platforms your employer brand should have a presence on, and maybe even harder to figure out what kind of content you should be sharing on each of these social media networks.

In order to help give you a clearer idea of the social media landscape, we’re dishing out some posts and having a look at some of the biggest social media networks, including ways you can build them into your social recruiting strategy and elevate your employer brand.

In our first post, we took a closer look at Facebook and LinkedIn. This post will focus on the two of the easiest platforms to connect with candidates on: Twitter and Instagram. 


Twitter users send out an average of 500 millions tweets each day. Due to Twitter’s format of serving out bite-sized pieces of information (140 characters per Tweet), it’s a great channel to constantly be sharing and taking part in conversations, both with your customers and job seekers.

Start talking to others and growing your employer brand by engaging with accounts that mention you, joining regularly-occurring Twitter chats, and even hosting Twitter Q&A sessions! As Twitter runs in realtime, it may seem fast-paced at first, but this quality gives you the flexibility to share content again and again. Since information can flow so quickly on Twitter, be sure to take advantage of its media options – use images that will catch people’s eyes (Tweets with photos can get up to 313% more engagement!) and test out videos.

One of Twitter’s biggest impacts on social media was bringing the #hashtag mainstream. Develop a hashtag for your employer brand (check out Hootsuite’s #HootsuiteLife and Starbucks’ #ToBeAPartner) to use when you share out employer branding content, and encourage your employees to use it as well! This allows job seekers to search through the hashtag to see real examples of how your employees are talking about your company.


Instagram recently hit a milestone, reaching 500 million monthly active users. These users are very active, posting an average of 70 million photos every day. If you are looking to hire young millennial talent or are thinking about long-term hiring, Instagram is where you should be. It’s considered the most important social network among young people (the same young people who will be entering the workforce soon).

Did you know that 90% of the information that comes to the brain is visual? It’s really true, a picture is worth a thousand words. Using Instagram, you don’t have to stick to words – you can easily show off what a day behind the scenes of your company is like. Take it one step further and mix in a few videos! Instagram recently extended their maximum video length to 60 seconds, which you can use to do quick office tours or lightning profiles of employees.

Engage your current employees by taking the same branded hashtag that you’ve introduced on Twitter and bringing it to Instagram. Get your employees to share their unique, real, and candid perspectives, and engage them when they do! When you like, comment, and even repost photos using the hashtag, this will encourage them to share more and more (which means all of their followers will keep seeing how great it is to work for you!).

Want to hear more?

Stay tuned for future posts, where we’ll have a closer look at Pinterest and Snapchat. For now, click here to get working on your employer brand with Jobcast today!

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July 6

Did you know that 76% of companies have indicated that social media is their go-to method for sharing and growing their employer brand?

With so many different social media networks and so many different audiences to reach, it can be a little overwhelming figuring out where to start building your employer brand. In order to prevent yourself from become discouraged by all of the different choices in front of you, it’s important to identify one or two platforms to start off with. By choosing key channels to focus on, you will be able to use your time and resources more effectively. Once you feel that you have a grasp of a platform, you can begin to introduce a new network into your employer branding strategy.

Each network offers you different ways to share content and engage with online communities, so how do you figure out which social media network you should start off with?

To help you out, we’ll be posting an overview on some of the most prominent social media networks right now and share some examples of how you can use them to build up your employer brand. The first post will focus on the two of the most popular platforms: Facebook and LinkedIn. 


Facebook is likely the first thing that pops into your head when you think of social media. With over 1.65 billion monthly active users, Facebook is a great channel to connect with tons of people.

With a company page on Facebook, you have the ability to share status updates, photos, and videos that highlight what working at your company is like and what your culture is like. Beyond the basic features, you also have the ability to add Facebook Apps (like Jobcast) to your page. With these applications, you have much more flexibility – you can host contests, create photo walls, or even host your own Careers site right on your Facebook page!

You can also take advantage of individual networks and groups on Facebook to help build your brand. You likely have a Facebook profile, as do your recruitment team and employees – use these networks to spread the word about your company to your Facebook friends! By leveraging these networks, you can greatly expand your reach and make passive candidates more aware of who you are, what you do, and what types of opportunities you’re offering.

  • Jobcast tip

    : Images go a long way toward engaging people on social media – make the most out of your Branding options with Jobcast. Through your Jobcast Dashboard, you can add banner images to the top, side, and bottom of your Careers Page on Facebook. You can even go one step further and add a video showing off your company to the sidebar! Click here to watch our video tutorial on Branding.


LinkedIn has solidified its status as the social network for business and professionals, with over 433 million people signed up on the platform. LinkedIn is widely used and one survey showed that it was also the most effective social media network to find new employees.

On LinkedIn, people can follow your Company page, which means that status updates and announcements will appear in their LinkedIn feeds. You can also position your company as a leader in your field by having your employees publish insights and opinions on news and developments in your industry. Just like you can on Facebook, you can also create and join Groups on LinkedIn.

Engage your current employees to boost your employer brand on LinkedIn – they are 70% more likely to engage with the updates on your company page, which means that their own connections are more likely to see these updates too! These employees’ profiles can also act as a source of information for job seekers doing research on your organization and the different opportunities you offer. You can also invite employees to join LinkedIn Groups, where they can start discussions about working at your company and other topics that interest them.

  • Jobcast tip: you can add your personal LinkedIn profile to Jobcast and share out new job openings automatically just like you can with your company page. Check out this video tutorial to get set up Autosharing!

Want to hear more?

Stay tuned for future posts, where we’ll have a closer look at Twitter, Instagram, Pinterest, and Snapchat. For now, click here to connect your Facebook and LinkedIn profiles to Jobcast today!

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June 22
Hero social-recruiting-multi-channel

Did you know that 93% of marketers are using social media? And the same goes (give or take one percentage point) for recruiter, which makes sense, considering that social media has proven to be an effective tool for both hiring and marketing.

However, of the huge percentage of companies using social media, many focus their attention on a single network and either exclude or neglect the rest.

If this sounds like you, then you may want to rethink your strategy!

Here’s why using multiple social networks is better than one.

1) You’ll Reach More of Your Audience

While Facebook may be the most popular social network out there, Twitter and LinkedIn are also very popular with job seekers.

Chances are, many of the candidates that you want to reach keep their Facebook account totally private or (gasp!) don’t have a Facebook account at all. Having a presence on other social networks is the only way to reach them.

There’s also the fact that, according to Pew research, more people use multiple social networks than use only one. And the number of multi-network users has steadily risen over the last few years. So, you are far more likely to get your message heard through the internet noise when you target job seekers through multiple channels.

2) You’ll Get Better Search Engine Rankings

The more quality content that you have online that points to your career site, the better your site is going to rank. Social media plays a huge role in this, because the content that you share on social networks points back at your career site, and thus will help boost your rankings. The high page rank influence of sites like Facebook and Twitter will help improve your SEO when you focus on promoting your talent brand, company name, and job posts out to multiple sites.

3) Your Competitors are Already There

Social recruiting is extremely popular and, as its star continues to rise, more and more companies are using multiple social networks to reach top talent.

It is definitely worth investigating how your competitors are using social media, and to discover what they are doing that works, and what they are doing that does not.

That last point is not to be ignored!

Just because your competitors are on Pinterest, doesn’t mean it’s doing them any good. So pay close attention to what they are doing and use them as a case study for which networks to use and which to skip.

Instead of letting them reap all of the benefits and potential applicants that you could be getting, adapt your strategy to target all of the networks that are getting them results.

Learn more about how to spy on your competitors’ social recruiting strategy.

Which brings me to my last point.

Multi-channel social recruiting is more effective than focusing on a single social media channel, but that doesn’t mean you should use every platform available.

I recommend starting with Facebook, Twitter, and LinkedIn, and then, once you’ve mastered those, try experimenting with different networks like YouTube or Instagram and see what works for you!

We’re always curious as to how you balance multi-channel recruiting. Let us know in the comments.

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June 15
Hero hire-great-talent-on-twitter

Does your company have a Twitter page? It’s 2016 and you’ve probably heard of Twitter. Did you know that there are 310 million people that use Twitter, and that 100 million of those are monthly active users? If you’re looking to hire great talent without spending a fortune to access it, try social recruiting on Twitter. Companies typically use Twitter to establish a brand presence. It’s a great way to engage your followers and customers, market upcoming promotions and product releases, and also serves as a platform for providing customer service. What many companies also take advantage of, is the fact that many companies find successful hires through Twitter. By using location-specific hashtags in combination with branding hashtags and hiring hashtags, you can easily tweet out your job openings to the right audience. It’s the ideal location, because without leaving the website, jobseekers can learn about your company culture. In turn, you can learn a lot about your potential newhire by looking at their Twitter page. What are they tweeting? Who are they following? Will they be a good fit, and is it worthwhile to contact them for an interview? Twitter is free to use, easy to manage, and provides a wealth of knowledge on a large platform in bite sized pieces.  Why not use Twitter for your social recruiting? Did you know that Jobcast’s autosharing feature supports Twitter? With minimal setup, automate all of your job postings to be broadcasted onto this goldmine of a network and take your social recruiting to the next step. Here’s a video of how it works! Not on Jobcast yet? Try us for free.

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June 8
Hero make-the-images-you-share-on-social-media-stand-out

Do the images that you share on social media stand out?

Are they unique, bold… effective?

Creating and sharing clever image-based content can engage your audience on a personal level because people have a stronger emotional response when they are shown instead of told. 

The more job seekers relate to you and your company, the more likely they are to want to work for your company. In this article you’ll learn 4 ways to connect with job seekers using social media images.

#1: Share Your Knowledge With Infographics

The human brain processes visual content 60,000 times more quickly than text, which is probably why we love infographics so much. Infographics allow you to communicate large chunks of information in a captivating and social media friendly way.

For example, this infographic on the nitty gritty of resume formatting by Resume Templates 101 works as both an excellent tool for job seekers and a way for the company to get their name and brand out there.

To make a compelling infographic for social recruiting, you’ll want to pick a topic that you know well and will be of interest to your desired candidates, use some great stats and charts, and conclude with call to action encouraging them to check out your open jobs.

#2: Use Behind-the-Scenes Shots to Show Company Culture

Job seekers see your logo on their social media feed and maybe they’ve even had a look at your Career Site, but there’s so much they still don’t know about your company culture.

How exactly do you treat your team? What office antics go on behind the scenes? Who are their potential new colleagues and what are they like?!

Give job seekers a glimpse of the people and culture that make your company a great place to work with candid images and behind-the-scenes pictures from your company.

This helps candidates to better visualize your talent brand, so they can better connect with your company culture on a personal level.

#3: Action Shots

Invite Jean-Claude Van Damme to your next staff party and take a ton of photos then post them on Instagram!

Just kidding… Unless this is something that you can actually pull of and then by all means go for it!

But in all seriousness, action shots spark the imagination and encourage engagement in a major way.

Use this to your advantage.

When deciding what photos to use, whether stock imagery or photos of your employees, try to select images that suggest movement to spark job seekers imagination.

#4: Just Add Quotes

Quotes layered over photos are an engagement double threat.

You capture your audience’s attention with the image and then get them to slow down a bit and reflect with the quote so that they spend more time with your content.

First choose a quote that will resonate with your desired candidates and represent your company’s values. Then carefully style your post so that both the image and quotation font are cohesive with each other and your brand.

With focus and intention, your images can elevate your social recruiting content to a whole new level! To take it even further, try out Jobcast’s latest feature, Job Cards.

Job Cards allow you to attach images and video to the job posts you share on social networks. Learn more about Job Cards here.

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June 1
Hero 11-content-ideas-for-social-recruiting

Effective social recruiting looks a lot like content marketing.

An interesting mix of content is what prompts people to follow, Like, and share on social networks. Whether you’re using social to sell sneakers, timeshares, or the latest job opening at your company, follows, Likes, and shares are what will get you the sale.

Companies need to create engaging, targeted content that markets their jobs and employer brand to candidates to accompany their job ads.

The best mix for social recruiting is to post 4 other types of content for every one job posted.

Coming up with different kinds content is one of the toughest aspects of social recruiting… Or social media marketing of any kind.

If you don’t have a Nike sized budget, or a team of creatives at your disposal, content creating can be daunting.

But it doesn’t have to be!

Here are a few ideas for creating social media posts that convert job seekers into applicants.

Employee Profiles

Coworkers matter. We all want to work with people that we like and respect and yet the social aspects of work are very rarely addressed during the recruitment and hiring process.

This is what makes employee profiles such an excellent marketing tool!

Posting images or video of employees talking about their work, their hobbies, even their pets is a great way to show job seekers what an awesome bunch of people they’ll be working with.

How to create employee profiles to grow your employer brand

Company Updates

Posting positive updates and news about what’s happening at your company is a nice way to show off a little.

Employees want to feel proud of the place that they work (especially millennials), so sharing news about awards, innovations, new products, or collaborations is an excellent way to sell job seekers on your company.

Advice for Getting Hired at Your Company

Share tips and insider advice for how to get hired at your company.

Marketers like to talk a lot about content that “adds value” and posts like this are a perfect example of this.

You add value for the job seeker by showing them how to apply and/or interview more effectively and helping them land the job that they’re after.

You add value for your company and your HR team by teaching applicants how you want them to apply and what skills/traits they should highlight.

Cool Stuff About Your Industry

Use apps like Swayy or Buzzsumo to find interesting news about your industry that you can share on your social networks.

Try to share links with a (very) short write up with your thoughts on the subject and a nice accompanying image. If you’re posting to Twitter then always include a relevant hashtag!

Community Outreach and Charity

Posts about the positive things that your company and employees do for the local or global community make for great social recruiting content.

Share stories about your employees participation in charitable events, how your company gives back to the community, or the charitable giving that your organization does.

Day in the Life at Your Company

Job seekers are dying to know what it’s like to work at your company, so show them!

You can follow an employee and create a post based on the highlights of their work day, ask employees to write short paragraphs about their day, or create a video that explores your office.

This Apple recruiting video shows candidates what it’s like to work on developing a new product at Apple:

Apple Recruiter Video

Tour Your Office

Along the same lines as day in the life posts, sharing images or video of your office space is another excellent way to peak job seekers’ interest.

When putting together this kind of post it’s important to make your workplace look nice, but to stay honest.

It may be tempting to hide all the clutter, or only show the nicest offices, but you need to give candidates realistic impression because you don’t want to set them up for disappointment!

Employee Stories

Human interest stories rule social media and luckily for you, you have a lot of humans to draw on for finding this kind of story.

Reach out to staff and ask them if they have anything fun or interesting going on that they’d like to share.

An employee’s stand up comedy hobby, recent marathon participation, or even their amazing chocolate chip cookie recipe are all excellent fodder for a social recruiting post.

Parties and Staff Events

My husband’s company recently took their entire team for a boat tour of Amsterdam’s canals followed by dinner at a super hip restaurant that used to be a pirate radio station back in the 60’s.

The photos and video they took or their staff party would make any millennial clamour for a job with his company!

Even if your staff events aren’t pulled from the pages of Kinfolk magazine, they are still an excellent way to connect on a personal level with job seekers.


Game rooms, snacks, flexible work spaces and hours, all of these perks can be a part of your social recruiting strategy.

Let’s use flexible work as an example.

Share your own, or another employee’s pic of how they work when they’re not in office. Add a message explaining the post, that you’re hiring, and even a link to an open job.

You’ll also want to add some relevant hashtags if you’re sharing to Twitter such as #hiring, #startup, or #jobs.

Here’s one that I made for us (we’re not currently hiring otherwise I would have included a check out our latest jobs CTA and #hiring for sure!)

Quotes, Kittens, and Memes

Last, but not least share fun stuff! Inspirational quotes, fun pictures, and silly memes may not seem all that relevant, but this kind of content is the backbone of social media!

My favourite way to create posts that fall into this category is to use Buffer’s Pablo app to layer a fun quote on top of a gorgeous image. Works every time 😀

I hope this list provides you with the inspiration that you need to keep your social recruiting content fun!

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May 19
Hero five-ways-big-companies-use-social-media-in-recruiting

Surefire tips for upgrading your recruitment style.

With social media use in the professional world having become standard, many companies are using it as a valuable recruiting tool. Platforms like Facebook, Twitter, and LinkedIn offer employers a pool of prospective employees that they may fail to reach through traditional, often passive, methods.

One survey from 2014 suggests that a whopping 93% of employers are or are planning to recruit employees via social media platforms. What does this figure mean for us? It means that there is a treasure trove of anecdotal data with regard to what social media recruiting strategies work, which brands have enjoyed the most recruiting success, and what methods garner the most user engagement. Following the examples set by major corporations like Home Depot, Nestlé, and Cadbury, here are a few major ways to help your recruiting campaign take off.

1. Promote Sharing

A cornerstone of the social media experience, sharing can help your recruiting efforts travel far and wide. Encourage your followers to retweet your posts or tag friends who they think would be interested. When you get some sharing activity going on, take a page from Nestlé’s book and thank your grassroots marketers!

2. Take the Campaign Cross-Platform

For professional recruiting purposes, LinkedIn tends to be the go-to platform. LinkedIn users are there to network, job seek, showcase their skills, and promote their companies. So it’s an obvious choice. But will it yield the most success? Not necessarily. Stand alone, LinkedIn is more effective for recruiting than Facebook or Twitter, but if you want to maximize your recruiting success, use at least all three platforms. You’ll have a hard time finding a company that only uses one platform these days, and for a good reason.

3.Interact with Followers

Social media pages are a flurry of activity. Posts and comments filter through at all hours of the day. Use this activity as an opportunity to reach out to users directly and publicly. Home Depot sets the stage on this front, with its rapid-fire responses to user comments and questions. Your followers will appreciate you going the extra mile by showing you care.

You can even take it a step further by signing your posts. While many companies’ social media pages aren’t handled by their CEOs, it’s a pleasant surprise to drop in every once in a while. Hillary Clinton’s 2016 presidential campaign, while not necessarily used to recruit employees, does a great job of adding her personal touch to platforms no one expects her to engage with directly. A simple “-H” at the end of her posts and tweets makes them stand out from tweeting-as-usual.

Marriott put its own spin on personalized interactions will their “Career Chats.” Career Chats are essentially Q&A forums in which the public can ask questions about Marriott employment, and receive real-time answers from Marriott employees who use their real names.

4.Peacock, Just A Little

Show off your company’s unique attributes through consistent social media posts. Just try not to sound like you’re bragging too much! Share what your company can offer its employees that many others don’t. Do you have extended parental leave? Do you offer student loan repayment? Or perhaps your company offers less tangible benefits, like a comfortable office culture, diverse employee base, or a superior work-life balance. Dell’s social media pages boast the community culture it fosters, highlighting the genuine appreciation the company has for its employees. To further the impact of your posts, add another layer of human element a la fast-food giant Taco Bell. Taco Bell succeeds in highlighting company culture through sharing photos of their employees—at all levels—enjoying themselves at work. Whatever it is that sets you apart, your followers want to hear about it.

5.It Doesn’t Have to Be All Recruiting, All the Time

As you might expect, success in social media recruiting is positively correlated with the size of your audience. And what is one of the best ways to build your audience? Broaden your content. Companies that are in the habit of posting text-only, recruitment-oriented posts are more likely to experience follower attrition. Other companies, like Cadbury, have adopted a more holistic approach to publishing content. For example, Cadbury’s ongoing campaign (#FreeTheJoy) features photos and videos from users sharing their joys. While not strictly chocolate-related, such media is successful in bolstering follower counts. Cadbury melds this hashtag-happy campaign with regular relevant product posts, such as recipes that use Cadbury chocolate. Their multilayer approach has paid off in multiple areas from marketing to community engagement, and as a result, also in recruiting.

Big companies can offer a vast amount of insight into structuring effective social media recruiting campaigns. While you can gain inspiration from them, one of the most important elements to remember is creativity and originality. Those are the aspects that your prospects will remember, and what will help your branding stand out from other campaigns.

David Grover is a Communications Manager at Timeo, a useful tool for businesses in the UK. He’s also a freelance career coach, who’s always eager to share his experience. In his free time he enjoys travelling.

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May 5
Hero how-to-bring-your-recruiting-into-the-21st-century

Jobcast finally got a makeover.

It took a lot longer than we would have like, as these things always do, but the end result is a social recruitment platform ready for 2016.

When was the last time your HR department got a makeover?

In the last five years, the labour market has done a 180, going from an employer’s paradise to one that is candidate-driven. Millennials have taken over the workforce and HR Tech is actually user-friendly (well, friendlier at least!)

Candidates are starting their job search on Google, watching YouTube videos as a favorite way to learn about potential employers, then using their smartphones to share and apply for jobs.

Your HR department can’t afford to look like it did 10 years ago!

Here are 5 ways that you can bring your recruiting into the 21st century.

Focus on Social Media Collaboration

Social media collaboration is critical because:

  • Social recruiting must involve the company as a whole.

  • It helps break down the walls between marketing and HR.

  • It keeps your brand message unified and on target.

HR needs to take ownership of social media and employer brand, but to do this they must focus on collaborating with marketing to create a consistent message.

By appointing a social recruiting lead who can bridge the gap between HR and marketing, you’ll facilitate dialogue and progress.

Take Charge of Your Talent Analytics

Everyone is always talking about the power of data, but very few actually mine and use the data available to them.

Big Data is great for determining your target audience, deciding how best to reach them, and running large surveys about employee performance, turnover rates, and skills development.

For this kind of data, which is very valuable, you may want to consider hiring a data analyst.

But don’t forget about the small data!

You can track a smaller group of your best performers using a simple Excel spreadsheet or Google Doc and then use that data to help inform your recruiting.

Try putting together a survey with the goal of learning more about what attracted these employees to your company, what social networks they use, and what makes them ss good at what they do.

Then USE the data!

Let the information that you uncover dictate where you look for new employees, how your job descriptions are written, and which aspects of your company culture you choose to highlight.

Start analyzing the data, act on your findings, and start seeing real results.

Make Your Application Process Mobile

Here’s why:

  • 72% of active candidates say they have viewed a company career site on their mobile device.

  • 30% of mobile users abandon sites after 6-10 seconds if they are not mobile-friendly.

  • For 27% of millennial candidates, a career site is not considered ‘mobile-friendly’ unless they can complete the entire application process on their phone.

Can job seekers apply for your jobs via mobile? Can they easily navigate your career site on their tablet? Can they share your career site with a friend from their phone?

If the answer to any of these questions is no, then you need to reassess your mobile recruitment strategy.

Make Your Recruiting Pretty

Job seekers are way more likely to engage with and share your job posts with their peers if they include a nice image.

So, please make photos and pictures an integral part of your recruiting.

There are so many tools available to you:

  • Pablo by Buffer

    allows you to create a simple shareable image in 30 seconds.

  • Canva

    is great for making more detailed images and playing with text designs.

  • Job cards by Jobcast automatically attach stunning images to your social media job postings.

Your career site, and the application process in general, should also be visually appealing, as job seekers will judge your company based on its cover!

So pay attention to the look and feel of your website and ensure that design plays a deciding role in which recruitment software you choose to use.

Stop Wasting Your Precious Time

Sharing a job post to multiple social networks manually takes more than just the click of a button.

You have to format the job post for each different network, set up the posts to share on each of these networks, add images to each post, and then share them at different times throughout the day depending on that network’s optimal share-time.

If you want to reach your audience on Facebook, Twitter, and LinkedIn, then this process can take up to three hours per job. So, 10 jobs per month could cost you up to 30 man hours.

Automating this process with Jobcast takes no time. Really.

Okay, not really, it does take about 10 minutes to set up.  

But after the initial setup, you’re done.

We’ve brought Jobcast into the 21st century, mostly in response to our fantastic users and their suggestions. I hope that the suggestions in this article will help you do the same.

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