There’s nothing better than getting something for free, especially when it’s going to help you in the long run. Well, here at the Undercover Recruiter Headquarters we are feeling very generous and we are not just giving you one thing for free but ten!!
This week our panel of experts share their best tips for using social media for recruitment so grab them while you can.
Before posting, ask yourself if that’s relevant for your audience. Don’t become noise.
Ariel Jolo, Global Employer Brand Manager, at Medallia.
Measure, measure, measure. We know you’re busy but we also know you deserve the best results there are. So make sure you invest time in what truly matters and measure your social media efforts like you would any other recruitment marketing strategy. You have to know what’s working and what isn’t, so if data is not your strongest advantage, again, there are tools out there to do it for you.
Adrian Daniel Cernat, CEO & co-founder SmartDreamers
Think of 3 things. Brand, engage and source! Do not treat social media like a job portal.
Sarang Brahme, Global Social Recruiting & Talent Brand Manager, Capgemini.
Carmen Collins, Social Media & Talent Brand Lead, Cisco.
Play the long game. As a friend of ours has said: your network is your net worth. Hyperbole aside, as a professional that statement should ring pretty true. Everything you care about in the physical world–chiefly who you’re connected with and your reputation–is at play in the virtual world as well. Social is something you should invest in for the duration of your career; it’s only becoming more pervasive and chances are greater than not that the current company you’re working for won’t be your last.
Cameron Brain, CEO & Co-Founder, EveryoneSocial.com.
What is the call-to-action? What do you want your potential candidate to do with the information you are providing them? Whether you’re sending an InMail, posting a job or even writing an article, the social media/marketing playbook will tell you that you need some means of conversion. What we see of many recruiters and especially the job content they post, is the lack of a link or any means for a candidate to act on the information provided. This could be anything from ‘apply now’ to ’Join the discussion’ – but it will give the user some form of instruction. The aim of this approach is to take them over an engagement threshold – or the equivalent of submitting an enquiry form on your website – with the potential candidate now more likely to be expecting a follow-up.
Mark Cavanagh, Marketing Manager at The One Group.
However you do it, be authentic and be human. We are asking candidates to tell us everything about themselves, the least we can do is reveal some interesting things about ourselves.
Victoria Sorenson , Senior Talent Advisor, Oracle.
Othamar Gama Filho
Research your target audience and be respectful and relevant to them.
Othamar Gama Filho, CEO at Talentify.
Create a routine. Block time on your schedule for posting, reviewing your newsfeed or researching in your area of specialization. Find the handles on your key platforms that you aspire to, or wish to emulate and be sure to watch their content. It’s important to keep an eye on what you’re competing with. When screening or interviewing candidates, ask them what their preferred social platforms are. If you are not familiar with those platforms, research them and consider creating an account so you can see what’s happening there.
Stephanie Scher, Talent Brand|Social Media, Vanguard.
When you post on social media, always know your audience first. Always put yourself in the readers’ shoes! Imagine you are a reader. What kind of personality might they have, what kind of emotion do you want to trigger, what type of response or action do you want from them on that particular post. Is the ultimate aim of your post to get the reader to respond? “That’s exciting, I must check out this company!” “This is clearly a great opportunity, I’ll check out their website!” ” That’s really creative, it must be cool to work there, let’s check what this company is all about.”
Eva Baluchova, Talent Lead , Levelup Ventures.