Now unless you’re Donald Trump, who clearly has no filter when it comes to his use of social media platforms, there are clearly some definite no-nos.
For those of you who are new to the social media game, you can be forgiven for not knowing what they are. But just to be sure, our expert panel is here to give you a gentle reminder about what is best for you to avoid doing when using social networks for recruiting.
Vent about candidates.
Ariel Jolo, Global Employer Brand Manager, at Medallia.
Not caring about community management. Social media is a place for communication, for social networking. People will ask questions. They’ll try to get to know you better. If you don’t talk to them, if you act like you’re not there for them, your community will scatter and your talent pool will be nowhere to be found.
Adrian Daniel Cernat, CEO & co-founder SmartDreamers
Post jobs like robots! Remember, any AI/Robot program can do that!
Sarang Brahme, Global Social Recruiting & Talent Brand Manager, Capgemini.
Become a job-posting robot. So you have a software engineering job open? So does EVERYONE ELSE. Why, if I’m the hottest ticket in talent, would I give your job a click over the other five roles at big name companies.
Carmen Collins, Social Media & Talent Brand Lead, Cisco.
Be indistinguishable from a bot. Yeah, you may have a profile photo with your name next to it, but if all you’re doing is spamming people with news about your company and its products or job postings, people are going to tune you out real quick. Again, social media may be “virtual”, but it’s still all about people. As a recruiter you should know how to cultivate a relationship with someone. Don’t put those skills aside when you go online.
Cameron Brain, CEO & Co-Founder, EveryoneSocial.com.
Choosing to create quantity over quality, it is a common view that to develop social media networks the stream of material must be a constant. Whilst this does hold some truth – the contribution of content for the sake of content can often lack creativity, contain mistakes or simply provide zero value to the consumer. This is by far the worst mistake a recruiter can make, not only are they potentially wasting their time creating and delivering the post, but if truly valueless in the eyes of their potential candidate – you risk losing them forever at the click of a ‘remove connection’ button. Less is more when it comes to the quality of your social media presence – post with purpose.
Mark Cavanagh, Marketing Manager at The One Group.
The post and pray strategy was never the most efficient method of recruiting. No-one really wants to follow a job bot. Just constantly posting job adverts is the equivalent of standing in the middle of a shopping centre shouting a list of skills whilst people ignore you on their travels.
Victoria Sorenson , Senior Talent Advisor, Oracle.
Othamar Gama Filho
Interrupting people with generic irrelevant messages about your company or jobs. Because it will only hurt your personal and your company brand. If you want to be generic pay for advertisement.
Othamar Gama Filho, CEO at Talentify.
The worst thing a recruiter can do is have a poor profile and old content without regular postings. This signals to their followers/audience that the social media account is not important to the recruiter.
Stephanie Scher, Talent Brand|Social Media, Vanguard.
First, you are not being consistent! There is nothing worse than a few posts from 2015, not updating job posts etc. Second, you post only job alerts! Remember the 80/20 rule – give/take. Give your audience what they want – they are looking for knowledge, insights, entertainment, advice. Third, when your audience is engaging with you and you are not following up. Fourth, you overdo hashtags. More is not better. #it #does #not #work #like #that. Last, not knowing your audience and posting random stuff without any purpose or strategy. Before you post something, always ask yourself: “Am I trying to persuade them or myself?”
Eva Baluchova, Talent Lead, Levelup Ventures.