Social Recruiting


April 28
Hero how-to-turn-your-employees-into-brand-ambassadors-on-social-media

In today’s world, consumers are bombarded with marketing messages on a daily basis. From old-fashioned print advertising, to television, radio, mobile, and online advertising, the average person has become accustomed to the bite-sized sales pitches companies are putting out there, and most of them have learnt to tune them out. While you still need to market in the traditional ways for those consumers who are actively seeking your product or services, building a brand story and focusing on word-of-mouth advertising will help your business stand out from the pack.

In order to achieve  word-of-mouth advertising, businesses need to earn it by living up to your brand’s promise and always giving your customers excellent service. A happy customer who eagerly tells others about your company and services is known as a brand ambassador. There is another source of possible brand ambassadors that many businesses overlook however – employees.

Happy and engaged employees are an excellent source of brand ambassadors, especially on social media. If you’re ready to realize the potential of your employees as brand ambassadors, you can get started with a few easy tips.

Make it easy

Do you restrict your employees from engaging in social media at work? That’s going to make it hard for them to be brand ambassadors online. Smart phones mean employees have access to their social media accounts whenever they have their phone, so restricting it on company computers isn’t necessarily stopping them from checking in on Facebook. Obviously you need to have some procedures in place so that your star employees aren’t playing games online all day, but consider allowing your employees a little freedom in this area. You might just be surprised at how little it affects productivity (if anything, it might actually improve it!)

If you’re serious about utilizing the power of social media in your marketing, also consider using hashtags to make it easier for employees to endorse your company and culture online.

Choose the right people

Some of your employees are blogging, tweeting, and active on Instagram already. Others might prefer to avoid the social media platforms altogether. If you’re building a team of social media ambassadors, you want those people who are already comfortable in that realm, and already have a network in place.

Talk about your plans at a staff meeting and see who might be interested.

Give them the knowledge (and the power)

Once you’ve chosen your team of ambassadors, invest in training on how to best handle any negative comments that might occur on social media. Have guidelines and procedures in place so everyone is on the same page. Let them conduct their own research on other companies who are succeeding in the social media space. And finally, give them the autonomy they need to be successful.

Your customers are social-media savvy enough to detect canned responses and insincerity, and they won’t respond well to a team of ambassadors who can only work within the confines of your marketing templates. Let your team be authentic. Let their personalities shine. Having a few rules in place is a must, particularly with regards to profanity, political statements, and religion. But beyond those basic guidelines, your ambassadors need the freedom to be themselves in order to be successful.

Notice and reward success

Once your team becomes more active on social media, you need to measure results. If something isn’t working, you need to know about it so your entire team can brainstorm new strategies. And if something is working and working well, you need to highlight it! Sing the praises of that ambassador. Offer some kind of reward system, and duplicate that successful tactic where appropriate.


Zoe Anderson is a writer with an interest in business issues and trends. Zoe is also an employee of StudySelect.

Read More
April 21
Hero 5-recruiting-metrics-you-should-definitely-pay-attention-to

The majority of recruiting needs can easily be met via social media or similar online avenues. As far as recruitment methods go, social media campaigns are indispensable – as long as you’re implementing them correctly. When starting a recruiting campaign, it’s highly beneficial to develop an efficient strategy and keep a close eye on key recruiting metrics. Doing so will allow you to monitor engagement from the get-go. It can be hard to come in late and try to figure out how effective your recruiting methods have been. Understanding beforehand what you need to look for and realising all the adjustments you may need to make along the way will create the perfect recruiting funnel, maximising your potential and delivering you dependable results.

Watch Your Visitor Sources

Ideally, you’ll be using several platforms to draw in recruits. YouTube, Facebook, Twitter, and LinkedIn are the easiest choices for recruiters and they also provide you with a decent number of potential recruits. Look at where your visitors are coming from. If, for example, your Facebook page is bringing you the most potential recruits, whereas all the other social media and job boards fail to deliver, strengthen your Facebook strategy. In addition, carefully analyse what you’re doing on Facebook, and apply similar methods to your other networks. If you aren’t seeing success on a particular network, you may want to consider cutting it from your itinerary and focusing on the platforms that are working well for you.

Measure Reach and Engagement

Most social networks will show you how many people have been exposed to your post, and how many of them were actually engaged. Many job boards and social networks like Facebook show you the number of people who have simply seen a post, in addition to how many people reacted to it in the form of clicking and commenting. These statistics and insights allow you to efficiently measure click-through-rate (CTR) of your job postings. If the CTR of your postings is high, it means you have successfully grabbed the attention of job seekers and can expect an influx of recruits. If it is low, your postings have failed to engage the audience and changes are necessary. Try rephrasing your job descriptions, use different calls-to-action, and observe what your competition is doing to create more engaging posts.

Compare Efforts to Acquisition

During an active campaign, how many followers are you drawing in? This not only includes people who actually become valuable recruits, but also people who have voluntarily connected to your profiles. You may be paying for advertisements, promoted posts, or sponsored posts. How many hours of manpower a day go into managing your social media profiles? In order to create an efficient campaign, all these factors have to be taken into consideration.

How Much is it Costing You Per Recruit?

Add up all your recruitment costs, including the marketing of your campaign, the labour costs for having an individual or a team managing your social media profiles, the capital which has come out of your budget for paid exposure, and all the other expenses connected to obtaining new talents for your company. Having done that, divide this amount by the number of recruits you’ve actually acquired to receive cost-per-acquisition (CPA) value – one of the most important metrics you should be concerned with when recruiting. You need to know how much one recruit is costing you in order to create a balanced budget. If the final figure isn’t feasible, it’s time to go back to the drawing board and envision a strategy that’s comfortable and cost-effective.

Set Up a Survey

Once you’ve driven enough people in, direct them to a survey. Offer this survey to all applicants, including applicants you haven’t hired. Ask them how they’ve heard about you, and on what networks they’re connected to you. Invite them to evaluate your campaigns. Always leave room for additional comments. Incentivising the survey will make people feel more inclined to take it, but many people will be glad to do so regardless.

Like with most recruiting campaigns, you may need to tailor your strategy to fit specific stages of the recruitment process. If you find that certain content isn’t working for you, don’t give up. Look at what your competitors are doing and craft a more competitive strategy.


Simone Smith writes for Online Courses Australia, usually sharing her knowledge and stories about business growth and personal improvement. In her free time, she enjoys reading books for entrepreneurs or spending time working out.  

Read More
September 27
Hero recruiting-passive-candidates

Enter: the perfect job candidate. Responds promptly to your freshly minted job posting. Skills, qualifications and work experience all seem relevant and perfectly tailored to the job description. Personality meshes perfectly with your precise company culture. Presentation is immaculate. Motivated and eager to do whatever is needed of them. Let us give this candidate the benefit of the doubt, and for a moment, imagine that they are actually a real person (haha). Out of the stack of people who applied for your awesome position, only this candidate shone like a priceless gem. This candidate made the conscious effort to seek you out. This candidate, for whatever motivation, wants to work for you. Hiring this candidate, however, disregards the other brilliant candidates who are not looking for you. Does this mean you should ignore them? Does this mean that because another company has already staked a claim to their talent, they are out of the picture forever? Should you really limit your hiring to only those who are currently unemployed and actively job hunting? Are these the best candidates for your job? Is this the best you can do? Undercover Recruiter states that 79% of potential candidates aren’t actually engaged in the job hunt. Usually, this is because they are already working, but may be for personal reasons of their own. The fact that they’re currently employed already speaks volumes about their ability. From that proportion, Jobvite indicates that 61% would be open to a change of employer. Will you be that employer? Our economic upturn has created a talent war, which means it’s time to get competitive with your recruitment. Passive candidates may be difficult to find and even harder to convince, but worth it in the end.

Does it also help that passive candidates that get hired are more driven and 17% less likely to require skills development? LinkedIn certainly thinks so. Thankfully, technologies today are making it easier to target your ideal passive candidates. Tools and networks such as Facebook, Twitter, and Instagram allow you to research your candidates and reach out to their networks. The internet allows you to be where your candidates are, rather than forcing them to come to you. Recruit passive candidates. Don’t limit yourself to what falls in your lap. Like many other motivational speeches, no matter how low or high you sit in the branding battlefield, you should always actively reach out for the best result. Enjoyed this article and would like to learn more about passive candidate recruitment with Facebook?

Download our free white paper

Read More
September 20
activesocial-e1442822298235

Active listening is a communication technique in which the listener demonstrates to the speaker that they have been heard. Though it is often considered a more traditional concept of business communication, the technique is equally effective when applied to communication on social media channels. Here’s a quick summary of the four key components of ‘traditional’ active listening:

(Source)

  1. Acknowledgement: using verbal and nonverbal gestures that demonstrate the listener’s attentiveness. Perception from the customer is heavily influenced by the attentiveness of the listener – make them feel valued!

  2. Clarification: summarizing and paraphrasing what the speaker has said. It is important for there to be a correct mutual understanding, particularly when assisting a customer.

  3. Self-disclosure: communicating one’s personal thoughts and feelings. Doing so can build and enhance a customer relationship.

  4. Congruency: maintaining a consistent message through all channels of communication. An example of this is using acknowledgement without clarification, which negatively impacts the user experience.

Businesses who have implemented this technique into their customer service training have observed three noticeable results (Source). When company representatives listened effectively, customers overall:

  • had a higher level of trust

  • had a higher level of satisfaction

  • perceived a higher quality of service

How can we translate and incorporate this technique of active listening into our social media strategy?

  • Always respond to all feedback and mentions on social media, whether it is positive or negative. Providing customers with an immediate offer of service will do wonders for your brand image and customer retention, even if they approached you with a complaint.

  • Ensure both you and your customers are on the same wavelength. Particularly when communicating electronically, many things may be lost in translation. Don’t be afraid to paraphrase their question, but in a way that isn’t condescending.

  • Get personal! Customers hate receiving canned responses on social media as much as they hate pre-recorded responses when trying to place a phone call. Social media representatives should respond as they naturally would.

  • Create and enforce guidelines and standards for your social media team to follow. Customers are especially more attuned to the treatment of other customers on the internet. Ensure every customer query is followed through appropriately.

Incorporate active listening as a part of your social strategy today. It’s worked for traditional business models, particularly in front-end service with Canadian banks. Is active listening more difficult to achieve face to face than it is on social? Tell me your thoughts!

Read More
September 14
Hero 7-reasons-social-recruiting

Social recruiting has been with us for almost a decade (that’s right, some recruiters still remember the days of MySpace), but many hiring managers still have absolutely no clue about incorporating social media into their recruiting strategy. If your social recruiting efforts haven’t brought forth any tangible benefits, you might be doing something wrong.

Here are 7 reasons why your social recruiting strategy might not be working for you.

1. You build your strategy on a wrong vision of social recruiting

Social recruiting is simple and inexpensive, right?

Wrong. While social platforms are freely available, social recruiting is hardly free in itself.

Consider the time, people, resources, and their associated costs when developing a formal social recruiting process. Also consider what social recruiting really means. Posting job offers to your Facebook page liked by two dozen people is not social recruiting. In order to start recruiting, you’ll need to engage candidates. Post interesting content, participate in online discussions and share your expertise in the field! These sorts of activities will develop your employer brand, which will inspire and attract high quality candidates to you.

2. You lack sufficient knowledge about different social networks and their audiences

It is true that LinkedIn exists as the largest professional network, but a common mistake is to ignore other channels. Remember that potential candidates use many other tools to connect with each other. Present yourself as an attractive employer without making them look for you.

Where is your talent? Perhaps they are Tweeting, posting pictures on Instagram, or liking Pinboards on Pinterest. Understand the channel you wish to enter, and what would suit your brand. Create and curate content to support your chosen channels. Only by first understanding, you can benefit from social recruiting. Otherwise, even the largest social networks won’t be helpful to your efforts.

3. Your posts lack value

Many recruiters are so focused on growing their networks that they completely forget about value. Take a moment to consider what kind of value you might bring to a job seeker who chooses to follow you.

Try to deliver a healthy mix of curated and created content, both which should help candidates better understand and relate with your company culture. Let the value you provide be the eventual push that turns your follower into a job seeker.

4. You’re not responding to candidates

Social media is a handy tool for researching candidates, both current and prospective. Many social media managers may post content regularly, but often fail to respond in time to their followers.  Don’t forget to participate in your community, and always respond to messages sent your way! It is also important to develop a consistent brand voice for all company communications.

The best responses are based on social listening, which is key to unveiling crucial data about your audience. By listening closely, you will be able to provide relevant content to your networks. Social listening can also help you evaluate your brand performance.

5. You believe social media users are predominantly job seekers

This is a classic mistake made by many recruiters who treat social media as if they were vast candidate pools – repositories of people who are just desperate for a job.  Only half of them might be interested in positions you’ve got to offer. Many are probably just interested in what you have to say.

A related misconception is that everyone will be interested in connecting with a recruiter. Even if candidates are looking for a new job, connecting with recruiters can pose a risk to their current position by exposing their job hunting to colleagues and employers. Don’t count on a surge of new connections, but pay more attention to your own profiles.

6. You fail to leverage the potential of your employees

Employee referral strategy can extend beyond the offline world. In fact, employee referral is the source of best hires for companies. Many enterprises ban the use of social media on their premises, effectively blocking this line of communication between employees and the world.

Employees can provide you with the best narrative about your brand. Definitely allow them to tell their story! It results in a more authentic brand image to present to your networks. Behind-the-scenes footage showing employees at work is an excellent way to start.

7. You’re not measuring your results

Finally, it escapes most recruiters that their efforts in social recruiting can actually be measured and analyzed to generate valuable insights about their practice. Here’s a quick metric to start with: think about how many candidates hired last year came from social media. Now consider how many are still with your company. Were they quality hires? As a recruiter, you need this kind of knowledge about your current workforce. It’s not only about the efficiency of your social recruitment, but your entire recruitment strategy.

Check off this list of the most common misconceptions floating around social recruiting and and ensure that none of these will finish in your strategy. Have you noticed your fellow recruiters make these mistakes? Share, tweet, or comment so that everyone stands a chance at improving their social recruiting strategy!

Thank you Torri for your contribution!

Editing and images by Jasmine Tiang

Read More
September 7
Hero happy-labor-day-and-the-future-of-work

Labor Day means two things to North Americans: a day off and the end of summer.

Oh, and it’s also a day set aside to pay tribute to working women and men, hence the name labor day.

A tradition started by labour unions in New York back in 1892 with a parade, Labor Day is now a national holiday in both Canada and the United States.

We celebrate the holiday with barbecues, sparklers, and blog posts.

Blog posts like this one!

In honour of Labor Day, here are my favourite articles and podcasts about the future of work.

Three Scenarios For The Future Of Work - Jacob Morgan @jacobm

In this article/infographic Jacob explains the concept PWC researchers created around three potential worlds of work we could inhabit in the future.

How the Future of Work May Make Many of Us Happier - Anne-Marie Slaughter

This article describes the future of work as “a dramatically different economy in which most workers will be independent contractors. Freelancers will work on demand for whoever needs their services rather than for fixed periods of time for a single employer.” It also explains some of the positive benefits an economy like this would bring with it.

How Freelancers are Fighting for Their Labor Rights - Dillon Baker

But flexible work isn’t all PJs, cappuccinos, and MacBooks.

Dillon reports on the many frustrations currently facing the growing freelance community.

A tax system that punishes the self-employed—which some classify as double taxing. Little to no benefits, exploitative contracts, and not getting paid for work done and delivered.

In his article, Freelancers Union founder and labor lawyer Sara Horowitz is quoted as saying that nearly half (44%) of their members report issues in getting paid.

Hard Work Is Irrelevant - Planet Money

This podcast is fantastic! It’s about how Patty McCord helped create a workplace at Netflix that runs more like a professional sports team than a family. If you're not up to scratch, you're off the team.

I know it sounds a little harsh, but personally I do think that this would be a bright and productive future.

NUMMI 2015 - This American Life

Another podcast for the list for your future work commute.

This American Life’s piece about the New United Motor Manufacturing Inc. is one of their most celebrated works.

“In 1984, General Motors and Toyota opened NUMMI as a joint venture. Toyota showed GM the secrets of its production system: How it made cars of much higher quality and much lower cost than GM achieved. But today, GM cars still don't have the quality of Japanese imports. GM went bankrupt. And in 2010 NUMMI was closed, sending thousands of car workers looking for jobs.”

No matter what you think the future of work is, this podcast shows just how important it is to adapt to that future.

Happy Labor Day!

Read More
August 24
Hero 5-ways-to-improve-engagement-with-social-media-content

Engagement is a term that gets thrown around a lot. Especially in the world of social media marketing.

Engagement refers to the ways in which people respond to your social media presence and content.

Do they like your Facebook posts? Do they retweet your tweets? Do they share, comment, follow, unfollow, click, or otherwise interact with your social media efforts?!

If the answer to these questions is no, then try these simple content ideas to boost your social media engagement and get better results for your online brand.

Here are 7 ways to create social media content that starts a conversation.

#1 Get Personal

People want to connect with other people. They do not want to interact with bots that are pushing out stiff, formulaic content.

The more your social media presence resonates with your audience on a personal level, the more likely they are to engage with your posts.

Don’t be afraid to share some personal insights or to show people what it’s like behind the scenes at your company.

For example, I am about to become a mom, so reading social media posts about the difficulties of being a working parent by bloggers like Jessica Miller-Merrell.

You don’t have to share everything, but do try to share things that will help relate to you as a person.

#2 Ask Your Audience for Help

People love to give advice. It makes us feel good to help and when our advice is followed, it makes us proud.

Ask your audience to help you make a decision or give you insight into a particular topic.

This gives your community a chance to be heard and to feel like their opinion matters.

You can ask them to help you choose blog topics or what apps they recommend for a particular project.

Asking for advice is one of the easiest ways to get your audience talking!

#3 Have Fun

The main reason that I check my personal Facebook account throughout the day is to see something lighthearted and silly.

Yes, I’ve used social to look for work, promote myself, and most recently to find a new home, but what keeps me checking back is the fun stuff!

A great example for social recruiting is to share pics of silly antics that staff get up to with a fun caption about your company’s culture.

Making your audience laugh is a surefire way to get them more engaged with your brand.

#4 Say it With Pictures

Images and video are proven to boost engagement.

Photos get more engagement on Facebook than any other kind of content and videos are shared 12x more than text and link posts combined.

With tools like Pablo by Buffer, making your content more visual is also one of the easiest ways to get your audience to interact more.

#5 Inspirational Quotes

Inspirational quotes get a lot of love.

My Instagram feed is full of beautiful images with text overlays telling me how to live my life better.

Personally, I’m not a huge fan. I rarely double tap an inspirational quote unless it is extremely cheeky or enters me in a contest to win cute yoga gear.

The rest of the world LOVES inspirational posts.

The formula for creating them is as follows:

  • Think about what your audience aspires to.

  • Find a quote in line with their goals.

  • Find a gorgeous and inspirational image on

    Unsplash or Pixabay.

  • Layer the text over the image using Photoshop or a tool like

    Canva.

  • Share your inspirational post with a nice caption and some hashtags like #motivation or #inspiration

  • Sit back and watch the “Likes” roll in!

All of the types of content shared in this article can be used alongside the more strictly business related content that you’re posting.

You don’t want all of your content to be staff party pics or inspirational quotes, but you do want to create a nice balance of fun and serious content in order to encourage more interactions from your audience.

Read More
August 17
Hero why-companies-need-to-tell-a-story-with-facebook-recruiting

Recruiting on Facebook is about so much more than just posting jobs or Glassdoor scores.

This is great content, but how it fits into your Facebook recruiting narrative is equally as important.

An effective social recruiting strategy tells a good story.

Your Page banner, your content, how you word your job posts, and even the order in which you share all create a digital narrative.

In marketing, there are two ways of thinking about these digital narratives that are proven to work well on Facebook: Funnel-based storytelling and prime-and-remind storytelling.

Funnel-based storytelling

is about using a series of messages to walk potential consumers (candidates) towards the end goal that you have for them (converting them into applicants.)

Prime-and-remind storytelling

is when you use multiple Facebook posts that “prime” people with your employer branding and then you share content that “reminds” them of those posts but are more goal focused. Facebook recently ran a series of tests to explore the effectiveness of this type of storytelling on their platform.  

For their study Facebook teamed up with 6 companies, each from a different industry, and had them run funnel-based approaches that were set up to guide a person down the purchase funnel in three phases.

“For example, the first phase, called ‘Meet the Brand,’ would be a brand’s introduction to the market. This phase occurs no matter if the brand is new to the market or an established brand. The next phase, ‘The Teaser,’ would feature a product-focused ad. The third and final phase, ‘The Hook,’ would feature a call-to-action ad.”

This is a very commonly used structure for funnel-based campaigns.

Facebook also had those companies run prime-and-remind campaigns where they used multiple ad formats, like display or video ads, to show people the brand’s relevance to their lifestyle in two distinct phases.

“For example, the advertiser would use creative that showcased the brand’s value proposition to ‘Set the Stage’ in the first phase. In the second phase, ‘The Synopsis,’ the advertiser would use their creative to ‘remind’ people of the main brand storyline found in phase one.”

They found that both forms of storytelling positively affected all of the brands’ marketing efforts.

According to Facebook, “Storytelling sells!” Their research shows that interspersing strategic brand messaging with typical calls to action significantly improves conversion rates.

For Facebook recruiting this means using content that is specifically focused on employer branding along with job posts or calls to action encouraging job seeker to Like your Page or join your talent pool in order to tell an engaging story that job seekers will respond to.

Whether you use a funnel or a prime-and-remind based strategy for storytelling is up to you and your recruitment goals. But, no matter which path you choose, your Facebook recruiting needs to tell a story!

Read More
August 10
Hero how-to-manage-your-twitter-recruiting-in-20-minutes-a-day

Most companies do not have dedicated social recruiting teams.

These companies rely on HR, recruiters, or even just a socially savvy employee to manage their employer brand and run their social media hiring strategy.

This is no easy task, especially when you still need to manage all of the responsibilities of your primary job description.

If you are one of these ambitious employees, then you can’t afford to spend hours each day on social recruiting. You have other stuff to do!

In this post, we’ll look at how, with the right set up and plan, you can manage your company’s Twitter recruiting in 20 minutes per day.

Set Up

Before you get started with your daily Twitter recruitment campaign, it’s important to get a solid foundation in place.

1) Automate your job postings

Automation is one of the most effective ways to save time on Twitter.

Sharing job posts is a great task to automate because doing so does not involve content curation, significant customization, or an immediate response.

With a social recruiting automation tool, you can set up a schedule so that your latest job posts are shared at peak times throughout the day.

2) Build Twitter Lists

One of Twitter’s most beloved features is Twitter lists.

Lists make it possible to segment Twitter users into categories based on defining characteristics such as occupation, interests, influence, and the type of content they Tweet.

You can make these lists private, or public, it’s up to you.

You can also follow other people’s lists. This is an awesome way to find new people to follow, or candidates to reach out to.

Here are few Twitter lists that you can create for social recruiting:

  • Influencers in your field

  • Candidates you are interested in connecting with

  • Your competition (make this list private!)

  • Potential candidates (you can find people to add to this list by searching bios for skills such as “Software Engineer” and location with tools like FollowerWonk.)

3) Arrange Content Curation

Yes, Jobcast is a tool specifically focused on job sharing, but I cannot in good conscience tell you that you can share nothing but job postings and expect to get good results.

Effective social recruiting requires diverse and engaging content sharing.

I like to use Feedly to create a news feed out of sources that are relevant to my Twitter audience.

I also use Buzzsumo and Digg to help find new sources to add to my Feedly.

Now that you’re all set up, here’s what your daily Twitter recruiting routine will look like.

8 Minutes in the Morning

  • 1 Minute:

    Check the news and your calendar real quick. It’s important to know what’s going on in the world to avoid any serious making any serious gaffes on social and if there’s a holiday coming up you’ll want to include it in your content strategy for the day.

  • 1 Minute:

    Check your notifications and respond to DMs (direct messages), @mentions, check out new followers and thank them or follow them back if they look legitimate.

  • 1 Minute:

    Browse your Twitter feed to see what’s going on with your network. Comment on one or two tweets, star the ones you like, and retweet at least one tweet that you think your audience would find interesting.

  • 1 Minute:

    Check out your lists to get ideas for conversation starters or topics to focus on for the day.

  • 4 Minutes:

    Scan your content feed of choice for interesting articles or videos to share and schedule 2 -3 of them for sharing with your favorite tool, I use Buffer.

9 Minutes in the Afternoon

  • 1 Minute:

    Check your notifications and respond to DMs (direct messages), @mentions, check out new followers and thank them or follow them back if they look legitimate.

  • 1 Minute:

    Scan your feed and your lists again and do some commenting, retweeting, and favoriting.

  • 2 Minutes:

    Look at your lists a little bit more closely to see if there are any new potential candidates there that stand out to you. Engage with those candidates and move them to your potential candidates list.

  • 5 Minutes:

    Try to connect with the candidates that you find in your Twitter lists on LinkedIn and follow any potential candidates that you’ve connected with on LinkedIn on Twitter.

3 Minutes in the Evening

  • 1 Minute:

    Check your notifications and respond to DMs (direct messages), @mentions, check out new followers and thank them or follow them back if they look legitimate.

  • 1 Minute:

    Scan your feed and your lists again and do some commenting, retweeting, and favoriting.

  • 1 Minute:

    Do a quick check to make sure that all of your tools are running as desired.

  • Sign off and disconnect.

    When the day is done, it’s time to turn off or face serious work/life balance repercussions!

Give this routine a try and monitor your results. You may find that you need to make some tweaks along the way to fit your needs like spending more time on lists and less time on content curation. But even if you do, having a solid routine in place will keep you on track and prevent you from getting overwhelmed by Twitter recruiting.

Read More
August 3
Hero 6-reasons-video-rules-for-recruiting

Every individual in marketing today recognizes the importance of video. They know that video is the most effective medium for selling a product via social media. When it comes to marketing your jobs to top talent, video is just as effective. Recruitment videos can increase applications by a third and they are 12 times more likely to be shared on social media than text only job posts. But many companies are still ignoring this powerful hiring tool. Use these six ideas to jumpstart your video recruitment.

1. Highlight your employer brand.

Explain your company’s core values, give candidates a virtual tour of your facilities, and introduce job seekers to their potential coworkers. Strong talent brand leads to 2.5x more applicants per job post. And millennials often employer brand as being a more important factor than salary when applying for a job. Giving job seekers access to this information about your company in a video creates a level of trust and connection that you cannot achieve through other mediums.

2. Show off perks and benefits.

Video is the perfect way to show candidates all the bonuses of working at your company. Film snippets of staff events or parties and all the everyday stuff that makes your employees love coming to work. Like staff lunches, after work drinks, or an attractive workspace. Share interviews of employees where they talk about their favourite perks of working for your company. Or what benefits they enjoy. Again, video is much more compelling than texts for this type of content because showing always carries greater weight than telling.

3. Explain your hiring process.

This is a win-win situation. You’ll help job seekers understand how and why you hire so that they can make more informed decisions about which jobs to apply for and what to include on their resumes. In turn, you’ll see a higher caliber of applications come across your desk… Or, more likely, your computer screen ;) For content like this you can try using an animated video or a quick whiteboard explainer ideo. They’re relatively inexpensive and excellent for conveying a process or giving instruction.

4. Have employees give you a glowing review.

In the vein of employee referrals, this tactic is highly effective for encouraging job seekers to apply. Reviews the most powerful piece of content for persuasion in social media marketing because people are 71% more likely to make a purchase if they read a recommendation via social. Having an actual employee sing your company’s praises is recruiting gold! These testimonials are even more meaningful when candidates can see and hear the employee delivering this message. These are easy videos to make as all you need as a happy employee and a smartphone with a good camera.

5. Answer job seekers’ questions.

You probably get a lot of questions during the interview process. Chances are the job seekers considering applying to your company have a lot of the same questions. So why not answer them with a video? Have your hiring team compile the questions that interviewees most frequently ask and then answer those questions in detail in a video.

6. Share your company’s biggest wins and coolest projects.

Potential for advancement, and job satisfaction are two major deciders for potential applicants. Job seekers want to know that your company is growing because that means they’ll have an opportunity to grow with you. They also want to feel pride and fulfilment in their work which means the type of project that your company undertakes matters a great deal to them. Using blog posts or Facebook posts to share updates like these  is very effective, but when you have something extra special to show, then a video is worth the time investment. Don’t be intimidated by video recruiting, have fun with it. Even if your videos are shot simply with a smartphone, a little creativity and confidence are all you need to create and awesome video that will engage job seekers!

Read More