• Finding the best practices for driving recruiting traffic via social media channels.
• How to measure success.
• Recommendations for website design.
of hiring managers are investing more and more in their organization’s social media presence.
"Social recruiting is not so much “recruiting” in the traditional sense of the word. It’s more about engaging a social community. Making yourself a valuable resource to others. Whether they are actively seeking a position or not, it builds a reputation for yourself as a leader. Those that aren’t seeking opportunities with you now will in the future, and/or will lead those they know to seek you out. Either way, it’s a win-win."
- Melissa Lynne, Geico
"Turn off any application you’re using that automatically posts job adverts to your social media accounts. The single biggest thing that destroys a recruiter’s efforts to grow their social recruiting presence is over-sharing job posts. The focus should be on being an insightful and valuable resource for your target audience—and then engaging with that audience."
- Tony Restell, Social Hire/Top Consultant
"To me, social recruiting is so much more than just tweeting out a bunch of job requisitions or posting links to them on LinkedIn. It’s about actually developing real relationships with passive and active candidates, and using social platforms as a catalyst for that. By doing this, you’re continuing to build out and strengthen your candidate pipeline, and it even makes it more likely for talented individuals to come to you when they’re ready to make their next move."
- Elizabeth Law, Jibe
"Appear interesting and human. Want people to respond to you? Look legit when they check you out online (because they will certainly do that). You personally have to look more interesting, engaging, and legitimate on your social profiles than your competitors to win. Share something slightly personal about yourself to let people know you are human, and it’s okay for them to share with you."
- Craig Fisher, TalentNet/CA Technologies
Increase efforts to post positive job-seeker content.
Use consistent imagery. This enhances branding efforts, and is appealing to potential job seekers.
CareerArc offers a custom job board app that is placed within its own tab on your Facebook page.
Utilized by companies like UPS, Starbucks, and Aerotek (pictured).
Use video and rich media - followers are twice as likely to amplify a post via likes, shares, and comments if it contains video, PDFs, images, and links.
Grow your followers - embed “Follow” buttons in your website, candidate communications, and employee signatures and profiles.
Engage with followers - post interesting facts, expert tips, Top 10 lists, and questions to interact with key talent pools.
Larger corporations are sometimes hamstrung by more formalized processes, and their approach can come off as generic or machine-like. Small businesses tend to have the freedom to inject authentic company personality into their pages — making them more relatable to audiences. Use this freedom to your advantage!
Refine searches by years of experience, seniority, function, company size, interests, and more.
Saved searches and search alerts ensure you'll never miss a candidate.
Unlimited profile searches, as well as 30 InMail messages/month.
Plus, all features of a Premium account.
Treat Twitter like a virtual networking event. Interacting with users will entice them to check back more often.
Twitter moves fast. Post at least once per day and at different times so more people see your content.
Favorite relevant posts by dream candidates.
Participate in relevant industry chats.
Use a unique hashtag so it's easy for candidates in the industry to find your content and postings.
You can use the same posts and content you're using across other platforms, but be sure to cater it to the 140-character audience.