Social Media Tips Every Recruiter Should Know

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Post on 16-Jul-2015




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Social Media Tips Every Recruiter Should Know

Presenters : Jaimee Whitehead EMEA Marketing CoordinatorEllen Albiston Marketing assistant 1Discussion

How do you think social media has changed recruitment ?You can view more information about the candidate Easier to fill positions Reach bigger candidate pool Get a better idea of their interests hobbies and over all personality of candidate 2

Has social media changed recruitment for the better ?PollSocial media brings different people together

Employers can seek out talent before they need it

Extremely cost effective

Easier to build relationships

High level of referrals

Profiles dont always paint an accurate pictures of an individual

Dont Have full Brand control

Discrimination is more likely

Allot of noise to filter through

Social media strategies can be time consuming .

Can speak with people that may not necessary had the chance to speak to before or be introduced to Also great for international recruiters who can reach out to candidate remotely Even if managers and recruiters don't have open vacancies at the present time social media gives the opportunity to be able to build a list of talent that they want to reach out to when vacancies become available. Building relationships before hand with this list of talent means candidates are more likely to be attracted to the new positionSocial media has a higher level of referrals as its easier for people to re-share jobs online

People can pick and choose the information that they want to share on their profiles this information may not always be correct or paint an accurate picture of what the person is like What other people share on social media can be hard to control such as customer complaints and dissatisfactionSocial media allows you to view more in-depth information about a candidate such as their material status if they have children however viewing this extra information can make it easier to discriminate against someone, if a candidate can prove this then they can prosecute against the company. Online their allot of noise to filter through company posts , recruiter messages, job posts can easily get lost in the crowd and mass of other companies online. Social media strategies for a small business can become time consuming if you only have one or two employees it can be difficult to focus a large amount of time on managing social media 3

Why Does Social Media Work ?500 million Tweets are sent per day LinkedIn Has 2 new members every second Facebook has 1.23 Billion Users Google + has 350 million active users With the amount of people on social media and its a great tool to leverage and not leveraging its power could leave you getting left behind.

4Strengthens Employer BrandMakes It Easier To Connect With Talent 24 7 Recruitment Tool Speed Up The Hiring Process Get To Know More About The Candidate Reach Passive Candidates Cost Effectiveness Why Does Social Media work ?

Current recruiting methods attract too many unqualified candidates, too much talent that isnt a good fit for the job, make it difficult to find in-demand talent, and dont allow you to build a strong brand for the future.

Social media can help solve this problem by connecting talent better.

Strengthens your employer brand candidates and customers will form an impression of organizations based on information they hear about or see online. When it comes to hiring the best people, you will want to be sure your employer brand is attractive enough to entice the best talent.

Recruitment marketing can actually help your company get the word out and spread your branding message. Thanks to social media recruitment, you can reap some of the benefits of a traditional marketing campaign but without the huge costs. While you look for the best people, you can also spread your company's brand and mission statement as you get the word out.

As I have touched on before social media makes it easier to reach out and build relationships with people that you may not have had the chance to before social media is a 24 / 7 tool you can connect with talent any time of the day and build talent lists when ever is convenient. People are also more likely to respond to their social media messages more then their emails out of working hours. Been able to connect with talent easier at any time of the day dramatically speeds up that the hiring process. Social media recruitment has little or no cost at all.A passive candidate is a qualified candidate for employment who isn't necessarily looking for work, but who may be interested if the right job comes along throguh strentghing their employer brand candidates could be attracted to a new job role by what they see online about a company such as their culture


Social Recruitment Stats

How Are Job Seekers Using Social Media Networking #Hiring Sharing Blogging Self promotion Groups Communities

job seekers know that recruiters are searching for them on social media. Nearly every professional understands the importance of having a LinkedIn profile that lists his or her work experience, and many of these professionals realize that Twitter and Facebook profiles can help employers confirm their identity and expertise. But standing out in today's job market goes beyond simply having social accounts you need to use those accounts to your advantage and have a strong personal brand on display when not if a hiring manager finds you.

Networking - Connect with people youve done business with, studied with or know socially. On LinkedIn, ask former employers or colleagues, or anyone youve done work experience for, to give you a recommendation or endorse your skills. Join groups based on the industry you want to work in and take part in discussions. If youre keen to work for a certain company, search for them and their employees on LinkedIn and Twitter. Dont be afraid to send them a message asking to connect, but make sure that you add a personal note, letting them know who you are and your area of professional interest.

Hash tagging - You can search Twitter for posts on topics of professional interest to you, or hashtags which relate to your industry. You can also set up a regular feed for job-seeking hashtags such as #jobsearch. There are tools available which can help improve your search or set up a regular alert, such asTweetdeck.As well as following companies themselves, you can also follow jobs sites for different industries, areas or types of jobs, and recruiters, who'll often tweet when they've updated their jobs or are looking for someone in particular.

Blogging - These are another good way to get an insight into an organisation majorgraduate recruiters often encourage their graduate trainees, interns and placement students to blog about their experiences although you need to be aware that these blogs will usually have been vetted by the corporate communications department to make sure that the blogger is presenting the right image! Unofficial blogs can give an even more valuable insight, although they may need to be taken with a pinch of salt.

To find useful blogs just Google the name of the company or career area you are interested in, e.g. IBM+blog or barrister+blog.

Writing your own blogcan demonstrate your writing skills, your knowledge of a particular area and your enthusiasm to a wide audience. If you can establish yourself as an online authority in your field, you'll be a long way ahead of other online candidates. Your blog should demonstrate your forward thinking, your passion for the industry and an insight into how you work.

7Where To Start ? Strategy : What do you want to achieve ? What are your short, mid- and long term goals.

Audience: Where are your people ? Do you need sites with a large database such as LinkedIn or a more industry specific Job Board (Is your target audience even on social media)

Brand: Make sure your employer brand is consistent and that employees profiles / company pages portray the best image of your business.

Fit: Analyse the personalities of your current employees and tailor your recruitment strategies to find candidates that work well along side current employees

Employees: Encourage current employees to share job posts and to promote the companies culture to their networks.

Strategy - Having these objectives also allows you to quickly react when social media campaigns are not meeting your expectations. Without these goals, you have no means of gauging your success and no means of proving your return on investment. Strive to approach these goals using the SMART approach, meaning they should all be specific, measurable, attainable, relevant and time-bound.

Audiedence - Prior to creating your social media marketing plan, you need to assess your current social media use and how it is working for you. This requires figuring out who is currently connecting to you via social media, which social media sites your target market uses. Where is the best place for you to connect with your audience... Re they even on social media.

Brand Monitoring what past candidates and employees post online can be difficult, This is why it is usually best to have some kind of social media employee guidelines that protest the companies brand image. Monitor user comments on social media sites for anything that could be seen as a offensive. A recentlandmark ruling by Australia's advertising watchdoghas confirmed that companies could be liable for comments made on their Facebook pages by users.While the ruling is applicable to Australia only, it has alerted regulators and brand owners around the world to the importance of monitoring user-generated content on social-media sites, and whether they need to be doing more on this front. dministrators of company's social-media pages should be vigilant about content posted by users, but they should also be careful when interacting with them.A number of brands use social media to interact direct with fans and users - for example, dealing with commonly-asked questions and customer complaints.However, some companies have made situations worse by simply deleting negative posts or tweets. This practice raises potential advertising-law concerns. Others have engaged in online arguments with users on social networks, unwittingly creating bad publicity.

Fit - Analyse the personalities of your current employees and tailor your recruitment strategies to find candidates that work well along side current employees. Identify certain characteristic that your current employees might have to identify the kind of employee.

Employees Encourage employees to share your current job openings and to share information about the companies culture, what its like to work at the company and fun employee activity that take place. 8Spread Your Employer Brand Attract Passive Candidates Create Excitement Dont tell Show !Get employees Involved Set The Tone Show What Makes You Unique I heard thats a great place to work. Whenemployer brandingefforts are successful, any mention of a company should trigger that exact statement. And when a company effectively communicates its brand internally and obtains employee buy-in, Yes, it is! should become the automatic response. Effectively communicating that your company is a great place to work is a powerful form of attraction marketing that pushes top talent straight to your front door.Since recruiters are on the front line in the battle to attract candidates from a continually shrinking pool of top talent, its more important than ever before to aggressively market the benefits of working for the client company. Recruiters must sell the value proposition of working for the company by regaling prospects with enticing emotionally laden tales of the company story. And recruiters should harness the power of social recruiting to spread the good word about a client company.

Create excitement about your company make candidates want to work for you ! Don't just sell yourself make sure you show how great the company you work for is, Get them to tell stories about present employers this could be a day in the life of a marketing coordinator this helps candidates get a real feel of what it would be like to work for your organisation.

Encourage and inspire candidates and employees - Disciplined recruiters can spend every minute of every day promoting employer branding to prospective candidates, new hires and other interested stakeholders. But if the actual workplace experience doesnt live up to the hype, the negative reviews will soon leak out. Thats why HR, recruiting leaders and line managers should reinforce the employer brand internally at every opportunity when communicating with employees, especially new hires. Branding experts Libby Sartain and Mark Schumann, authors of Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees to Your Business, warn Only if employees get the chance to live the brand can you hope for them to remember the brand. Happy satisfied employees, who are valued by their organizations and recognized for their contributions, would willingly sing the praises of their companies.Recruiters can also encourage employees to spread the good word by rewarding them for providing employee referrals. And recruiters, who make the time and effort to provide each prospect with a positive candidate experience, will be rewarded with positive feedback. Whether or not they are offered a job, prospective candidates treated well would relay their experience to others in their networks.

Set your tone - emember to stick to your tone (formal or informal) and overall communication strategy when developing your brand. If youre churning out blog posts for your website or Twitter feed, make sure theyre timely and posted on a regular basis. Job seekers are going to want to see what your company has to say in your specific area of expertise, so make it consistent.

Filter through the noise and show what makes you unique Do you offer different incentives, workplace flexibility, Half day Fridays, bonuses.9Finding Top Talent LinkedIn

LinkedIn Recruiter Make a good impression / Engage Dont just stick to the Job boards Use search filters Snoop AroundUse Employees / your networkJoin relevant groupsBuild a large networkSeek Passive and Active candidates

LinkedIn Recruiter Expands candidate search, No limitations, contacts any candidate through inMail, Be able to manage pipline talent Build, track and manage talent you want to hire now or in the future with folders, reminders and smart to do lists. .64 per month. However there are other ways to find free talent

LinkedIn, when all is said and done, is a social network. If you are going to use it to recruit, you should have a dynamic, regularly updated presence. This includes a company page and a high level of engagement with the LinkedIn community. For example, a software company that created a mobile app for runners to log and analyze runs could create a "running" group on LinkedIn where participants discussed all aspects of running.

Dig Deeper, When you find a person with an interesting profile, click on 'People Similar To' in the upper right hand corner of the page to see members with similar profiles. Pay attention to keywords found on those profiles and try a new search using those keywords.Also, members usually network with other professionals in their field. Try clicking on "People Also Viewed" to see other profiles members have reviewed. Often, you'll find other relevant candidates within the same field.

Use Your Employees' Networks, Many new hires are the result of internal referrals. Ask your current team members if they know of anyone in their real life or via their LinkedIn network who they think may be a good fit for the role.

Groups are free resources that are talent-rich. Target groups that you think will have the talent you are looking for and get involved. In an active group, it should take a short amount of time before you start identifying who the thought-leaders are. Who is answering questions? Who are they connected to?Getting involved here will give you a good view of what's going on where the rubber meets the road and help you better understand what's important to potential employee

t's important to understand that when engaging a passive employee as opposed to an active job seeker, a hard-sell technique is rarely the right approach. "IT professionals are highly sought after. Simply calling or emailing them regarding a job opportunity may not garner a response,


Finding Top Talent Twitter

Hash Tag Join Relevant / Local Discussions Create exposure / Company cultureUse employees networks Engage with super connectors Search for candidates #keywordsTweet to specific Job Pages Dont be a one way street

Hashtags Make sure candidates can find your jobs online by adding hastags at the end of your job advertisements #hiring: Here it is, your No. 1 word to find a hiring company is hiring.#tweetmyjobs: Its a pretty clunky phrase, but #tweetmyjobs has been tagged nearly a million times, so include it in your search.#HR: The folks handling the headhunting for the company will be from human resources, so go straight to the source.#jobopening: Now were talking. This tag is almost exclusively used by people offering people work. Easy.#jobposting: Jobposting is another efficient tag to search, only its used a bit less than #jobopening.

Hastags can also be used to search for perspective candidates in a certain sector many professionals use twitter to take part in discussion topics and advertise their blogs. This could be a great way to begin to build a talent pool and your followers.

#sheffield #sheffieldhour

Promote your company culture by sharing things that happen within the company such as staff nights out or staff that receive special awards as a recruiter retweet your companies posts on a regular basis.

Employees Encourage employees within the business to re- share job advertisements and about their on boarding process and good things that happen within their working day

Tweet to specific job pages share their content favourite their posts and they are then more likely to re- share your posts and help increase your network

Connect with your followerson a personal level by participating in discussions and interacting with them. Its extremely important that you add maximum value to your account by giving people a reason to follow you and keeping them interested. Make sure you respond to all tweets and share your own views and ideas in order to provide followers with an insight in to your business and what it would be like to work for you.

Share a range of Content to keep followers interested visual quotes , Slide shares , infographics, informational articles sites such as as buffer pablo allow you to create twitter images and visuals in a matter of minuetes, I find our visual posts and informatical posts are reshared 50% more then our normal written tweets.

Twitter has the largest amount of super connectors by this I mean people that have a millions of followers and work in your industry sector


Finding Top Talent Facebook

Use Search options to source TalentReach candidates through groups Ask employees to Share / Refer Engaging Business page Be up to date Dont be a robot Build relationships

Top HR Twitter Users

273K Followers William is the CEO of HR consultancy Tincup & Co. William is one of the countrys leading thinkers on social media application for human resources, an expert on adoption of HR technology and damn fine marketer. William has been blogging about HR related issues since 2007. Hes a contributor to Fistful of Talent, HRTechEurope and HRExaminer and also co-hosts a daily HR podcast called DriveThruHR. - See more at: Can We learn From Top Influencers Share Regular Content Use Different sources To create content Create highly shareable content

Share content on a regular basis Dont be constantly sales pitching your content share a range of different content sources thats itneresting and informational about your comapny, videos , blogs, inforgraphics 14Creating Content

Pablo Slide share Pickto chart Blogging - graduate recruiters often encourage their graduate trainees, interns and placement students to blog about their experiences, Creat posts on topics related to your industry tips and tricks 15Top Social Media Recruitment Tips Questions to ask:What is my competition doing?Am I using all my outlets?What does my audience want?Do I promote good branding?Consistency Be Interesting Build Relationships Export / ImportDont Just Mass Network Be Personal Promote Culture Use Employees NetworksBe HumanKeyword SearchDont stick to one ChannelEngage Measure and Monitor

What Do You Need To Measure ?

Before you enter into any metrics analysis,decide what you need to track Most social channels have their own insights, as well.What are you hoping to get from your social media marketing? What you track will be different for each answer, whether you want tooptimize for sharing,click-throughs,signupsor even just visits.In all social strategy, content is key. Find which content gets the best response so you can create more of it. What job ads do people respond to most play around with different kind of posts and tones to see which work best looking atwhat content converts best so you can create more of ittoget more leads.17Top Free Tools To Help With Social Media Management

Friend or Follow: Who Unfollowed Me? your Twitter, Instagram, and Tumblr followers, find out who unfollowed you and who's not following you back, sort and filter your followers, and more.

Buffer First, you can write a bunch of posts at one time, and choose which social profiles to send them to, and then Buffer will spread them out throughout the day or week so that you don't have to be at a computer all the time in order to have a social media presence. Second, since we shorten your links for you, we are able to provide more analytics than if you just were to post to Twitter or Facebook directly. For example, we can tell you exactly how many folks clicked on each of your links.

Tweriod Tweriod gives you the best times to tweet.We analyse both your tweets and your followers' tweets.So you can start tweeting when it makes most sense to reach others. Paper.liis a content curation service that let's you turn socially shared content into beautiful online newspapers and newsletters. But more than that it's an easy to use, powerful tool that helps you save time by surfacing content (blogs, articles, sites, video,images) and people who are interested in the same topics that you are!How does it work?You tell us what what type of content or topics you would like us monitor and we round it up daily, or weekly, and present it to you in the form of an online newspaper. Then we send out email alerts, Tweets and social posts on your behalf letting your community know when the latest edition of fresh content is online.

18Top Reasons To Use Social mediaIn The Work Place

Marketing Morale Culture NetworkingPositivityMoral llowing mployees to share stories on work cumminities and groups can massivly increase moral specially within in an itnernational company other members within the organisation can get to know each other on a personal level who may not have necssarly been introduced to each other. This can help create a more close nit team.

Networking- 80% of internal recruiters spend a quarter of their working week sourcing talent via social media, a latest survey has found. The survey, undertaken by niche job, highlights that recruiters are using sites such as LinkedIn, Facebook and Twitter for up to 2 hours a day a quarter of the average working day to identify potential employees. A jill konrath identified that top sellers spend an average of 6 hours a week on socialmedi sites and as a marketer I know that I spent 90 % of my time online.

Social media has become key for many people to be succed at their jobs and for business growth. Banning social media could have diar effects on Company growth sales and marketing

19Engaging Employees Through Social Media

Source: Staff.comEncourage employee referralsCreate Groups & CommunitiesEncourage engagement Source: Media In The Work Place Key Points Monitor UsageSecurity 101 Protect brand image Create well communicated policies

Remember to monitor what employees are putting and that it is line with your brand

One reason why organizations on social networking in the workplace is the fact that employees spend a great deal of time updating their profiles and sites throughout the day. If every employee in a 50-strong workforce spent 30 minutes on a social networking site every day, that would work out to a loss of 6,500 hours of productivity in one year! Although this may be a generalization, organizations look very carefully at productivity issues, and 25 hours of non-productive work per day does not go over well with management. When you factor in the average wage per hour you get a better (and decisive) picture.

Security 101 This threat is often overlooked by organizations. Hackers are attracted to social networking sites because they see the potential to commit fraud and launch spam and malware attacks. There are more than 50,000 applications available for Facebook (according to the company) and while FaceBook may make every effort to provide protection against malware, these third-party applications may not all be safe. Some have the potential to be used to infect computers with malicious code, which in turn can be used to collect data from that users site. Messaging on social networking sites is also a concern, and the Koobface worm is just one example of how messages are used to spread malicious code and worms.

Striking a BalanceWhat is worrying about social networking sites is that they encourage people to give as much information about themselves as possible. Even the most prudent and well-meaning individuals can give away information they should not the same applies to what is put online via company-approved social networking platforms.At the same time, nearly everyone today (even senior managers) has their own online profile on a social networking site and like the idea that they can keep in touch with contacts and friends (and their employees) via that interface.If a business is going to allow access to social networking sites, there are some basic tips to follow:Restrict access.Give employees a breather and allow them to access social networking sites during their lunch break, before and after office hours. Web filtering software gives administrators the ability to implement time-based access to these and other sites.Educate and train staff.This is very important. Most employees are not aware how their actions online can cause security issues for the organization. Tell them in a language they understand how a simple click on a link they receive or an application they download can result in malware infecting their machine and the network. Additionally, tell them not to click on suspicious links and to pay attention when giving out personal details online. Just because employees are clever enough to have an online profile does not mean they are technically savvy or that they have a high level of security awareness.Set security and usage policies.Have all employees sign any policies related to the use of the Internet at work, access to social networking sites and what they are allowed to say or do during office hours. Monitoring of all Web activity is important, and employees should be aware that their actions are being recorded and that failure to adhere to company policy can result in disciplinary action and/or dismissal.


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