tonyrestell

Tony Restell

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Ex-Strategy Consultant | Founder: Top-Consultant.com and Social-Hire.com| Entrepreneur with over a decade of experience in online recruitment and social media | Head of Social-Hire.com --> Social Media Marketing Agency for the Recruitment industry.

Please feel free to send me your questions any time!

Using Social Media To Help Others

The day a Doctor tells you that your child has leukaemia. It’s too awful to even try to put into words. The years of treatment that follow are bruising too – on the child, the parents and your broader circle of family and friends.

When we were hit with this news back in 2009, I was astonished by the acts of kindness and by the level of support that came flooding in from my online network. Over 200 of my LinkedIn contacts donated to a charity fundraising page I created, which helped me feel like I was doing something constructive rather than wallowing in the situation. There was a constant stream of uplifting messages, offers of support and contacts of people who’d been through something similar.  It made a huge impression on me – and I vowed to do the same for others whenever I could.
 

Using Social Media To Help Others


Using Social Media To Help Maya

Checking my LinkedIn inbox this week, I’m struck by one message. A little girl called Maya is battling Leukaemia at the age of just 4. The same delicate age James was when he was fighting Leukaemia. One of my LinkedIn connections is a friend of the family and is shaving his head for a charity that conducts research into this disease. Could I help?

Donating is great – and if you can spare a few dollars then please do support their cause. But I felt in the unique position of being able to do more. I could offer support to the parents, in a way that those who’ve not been through this battle simply cannot. And I could call on our social media following and the reach of our site to try and spread this message far and wide.

Whether or not you feel in a position to donate, all of us can use our social networks to make a difference. If everyone who reads this takes action and shares it on one of their social networks, just think how many people will be drawn to Maya’s plight. How much more money could be raised for the charity.
 

Using Social Media To Build a Brighter Future

The difference that these charities make is enormous – and so the difference you can make by donating or by sharing this page is enormous too. If we’d been hit with this devastating news just 15 or 20 years earlier, James’s chances of survival would have been almost non-existent. Fast forward to today and the overwhelming majority of children like Maya and James will make a full recovery. But only because of people like you who’ve supported the cause. By using our social media to spread messages like this one, we can help ensure that the future for children is brighter still. Who knows, within a few years we may have beaten childhood leukaemia completely.

Will you help by sharing this message today, or by donating to the research programme? Thank you so much.


Thanks to everyone who reached out to support us back in 2009 / 10. James is now a happy, healthy young boy who beats his Dad at football, tennis, skiing and pretty much any other sport you'd care to mention! If you were someone who showed us kindness at that time, thank you.

 

2014: The Year LinkedIn Loses Out to Twitter and Facebook?

Social Recruiting - LinkedIn Loses Out to Twitter and FacebookIf one thing has transformed the recruiting landscape these last couple of years, it's the rise of LinkedIn. Or rather the growth of inhouse recruiting teams - the catalyst for which has been LinkedIn. But has the business soared so high there's a danger it'll now face something of a fall?
 

Well I predict that 2014 will be the year when recruiters broaden their approach to social recruiting. To date, there’s been a heavy reliance on LinkedIn. This has been largely warranted by both the results it’s delivered and by the modest hiring climate we’ve been operating in. But both of these factors are changing in front of our very eyes.
 

Without question, LinkedIn has had a dramatic effect on the hiring market over the last couple of years. The way it has empowered internal recruiting teams to find and approach candidates has transformed employers’ reliance on other recruiting channels. Recruitment businesses, specialist publications and job boards have all suffered as a result.
 

However, LinkedIn is now becoming a victim of its own success. So strong has the uptake of its recruiter offering been, candidates have found themselves receiving an increasing deluge of approaches from recruiters. Some of them desired, others not. The upshot of this – which I’m hearing time and time again – is that recruiters are now having to approach far far more candidates on LinkedIn to generate the same results that just a small number of approaches would have delivered only 18 or 24 months ago. Candidates are now less responsive to these approaches – and some are even scaling back their LinkedIn profiles to the bare minimum in order to “hide” themselves from the eyes of recruiters.


This change is important for two reasons. Firstly it suggests that in a more buoyant market, LinkedIn will be constrained in terms of the volume of hires that it can deliver for employers. If hiring volumes were to double, it’s not at all clear that LinkedIn’s contribution to the hiring total could keep pace. Secondly as LinkedIn becomes comparatively more costly as a recruitment channel, the appeal of other channels will increase. Job boards could very quickly see an upturn in business, as the economics of using them become more favourable. The likes of Twitter and Facebook – to date only modestly used as hiring tools – could suddenly see a surge in recruiter activity. I expect both to be adopted by recruiters with far more vigour as 2014 unfolds, particularly as people aggregators gain traction and make sourcing from these channels increasingly easy.


Of course the second component I mentioned at the outset is the hiring climate. At the time of writing, we are several months into what looks like a significant improvement in the economic climate – with a surge in hiring activity to mirror the improving economic headlines. With most commentators agreeing that these trends will be sustained – and accelerated – into 2014, the need and pressure for recruiters to raise their game will undoubtedly gain momentum too.


So 2014 – the year that LinkedIn’s lead is eroded… and Twitter, Facebook and the People Aggregators are in the ascendency. Check back with me in a year’s time (@tonyrestell) and let me know if I got it right! (and I'd love to hear your own predictions for 2014 recruiting trends in the comments section below)


Want to make better use of social media in your recruiting business? Check our Social Media Marketing services for recruitment businesses.

 

Social Media: Are Job Seekers in Denial?!

Tony Restell talks Social Media and whether Job Seekers are in Denial

These last couple of weeks I’ve been actively helping a lot of candidates figure out their job search strategy and the changes they need to make to the way they go about their job search.

Overall I’ve found it an eye-opening experience!

When I think about the ways recruiting has been transformed in the last years, it’s true to say that a lot of changes have happened “behind the scenes”. That’s to say that if you’re a recruiter – or interact with a lot of recruiters – then you’ll be aware of these changes. But if you’re a candidate without close recruiter contacts, the chances are you’ll not have fully appreciated changes such as:
 

The growth of the “hidden jobs market” – far, far more hiring is now being undertaken by internal recruitment teams researching and approaching the candidates they would like to hire for their openings, without those openings ever being publicly advertised. So as a candidate, you need to be investing the time to ensure your social profiles are keyword rich and optimised to be found by recruiters in your professional niche.


The increasing importance of employee referral programs – the combination of the reach of social networks and the power of candidate matching technologies has greatly increased the impact of employers’ referral programs. Where once these were employers’ preferred source of candidate but only able to deliver a trickle of applicants, today they have become a far more significant source of hires. As well as ensuring your social profiles are optimised, you also have to expand your networks as much as possible so that you increasingly appear as a potential match for new openings. You have to be well connected to stand any chance of being picked up by an employee referral scheme.


Hiring has become far more targeted and your application strategy should reflect this. Back in the boom hiring years, companies were often hiring waves of employees at a time. There was a degree to which companies would create jobs to fit the profile of a strong candidate – or at least would keep your details on file and shortly thereafter be in a position to need someone with your broad skillset. Today hiring is completely different.

Companies are looking to fill very specific openings – and are therefore seeking a very specific skillset and experience profile. For jobseekers, this means it’s imperative that you invest more time in tracking down roles for which you are an ideal fit; and invest more time in crafting tailored applications that present you in the best possible light for each opening. Applying en masse to jobs is simply no longer a credible job search strategy for anyone aspiring to any kind of professional or executive position.  


Your social profiles can make or break your application – you have to assume that any recruiter looking at your CV / Resume is going to simultaneously have your LinkedIn profile open. Discrepancies between the two are going to be noticed. Recommendations or errors on your profile could be every bit as influential to the recruiter as the actual application you submitted. Plus you have to assume that all other social activity could come into play in their decision – so vet yourself and your web presence proactively before you submit a single application.


I could go on – and indeed I think I will in a detailed video tutorial in the coming months. From all these interactions in the last weeks, I’ve become convinced that the biggest problem here isn’t that job seekers are in denial. There’s no sign that candidates are just behaving as if nothing’s changed in the last years and refusing to adapt. No, it’s rather the case that most candidates don’t have the insider insights to know what it is that has changed – and therefore to be able to think coherently about how their job search needs to be adapted. I hope the above thoughts have at least given you some inklings as to where your focus should now be. Would an insider briefing be beneficial to you? Would love to hear your thoughts in the comments section below.

Facebook Takes Aim at LinkedIn’s Recruiting Dollars

It amuses me to think of Facebook being David and some other internet business being Goliath. But in the case of recruiter spend on social sites, LinkedIn is most definitely the Goliath and Facebook the upstart David.

Facebook vs LinkedIn - The Social Recruiting Battle

But could it be that LinkedIn’s own history actually turns out to be its undoing? You see today we all view LinkedIn as having commandeered a massive chunk of the global spend on recruitment marketing. Yet it wasn’t that long ago – circa 2008 – that LinkedIn’s business wasn’t focused on recruiting at all. For several years it was a very fast-growing networking site with no seeming plan to turn that position into the recruitment-led business it is today.

That’s what makes Facebook particularly scary as a potential competitor.


How Facebook Could Rival LinkedIn

Here’s a business that has give or take five times the reach of LinkedIn; a userbase that’s active on the site to a degree that LinkedIn can only dream of; and the ability to reach candidates in sectors that you don’t typically view LinkedIn as being able to reach.

I’ve wondered for some time whether Facebook might make moves into this space as the hiring market rebounded. After all, it does have shareholders to please and the need to grow revenues without populating our streams with ever more sponsored posts.

Several things have happened this year that make me think Facebook is now taking aim at LinkedIn’s recruiting dollars. The first was the launch of Facebook Graph Search, giving recruiters a means of searching the profiles of Facebook members to try and track down shortlist candidates based on where they work and where they live.
 

Facebook Graph Search and Work4 - a powerful combination
 

The second was seeing Facebook roll out a profile completion bar and prompt, encouraging users to fill out their profiles with ever more detail. Then we saw the addition of the Professional Skills section, a blatant move to have ever more talent data about its userbase available for recruiters to mine.

These thoughts were solidified this last week talking to Stéphane Le Viet, Founder & CEO of Facebook Recruiting Solution provider Work4. He said a couple of things that I’ve been hearing increasingly in the market:

“A lot of companies are starting to think very hard about how they can reduce their reliance on LinkedIn. More and more recruiters seem ready to embrace Facebook as a channel to research and reach out to candidates.”


A Shift in Recruiter Sentiment?

Now I should say that Stéphane’s company have just launched a new recruiting tool - Graph Search Recruiter - that makes it easy for recruiters to search for candidates on Facebook, send them invitations to look at open vacancies and then track the responsiveness of these approaches. So perhaps it’s unsurprising that he should see the market trends moving in this direction.

But I have to say this echoes what I’m hearing too. What’s fascinating to me is how this tussle between LinkedIn and Facebook will play out.

As things stand, it costs recruiters just $1 to contact candidates on Facebook. For anyone who’s bought any kind of LinkedIn premium service or recruiter licence of late, you’ll know this is a tiny fraction of the equivalent spend on LinkedIn. My hunch is that this huge price advantage is something Facebook will be able to sustain. Its advertising offering is far more mature and established than LinkedIn’s. And the frequency with which people visit the site means it’s in a better position to drive those advertising eye-balls. At which point, Facebook can afford to keep its pricing aggressive in the battle to win recruiter market share. Plus with over 1 billion users, what it loses in lower pricing it could make up in part with higher volumes.  

Talking to Stéphane Le Viet and seeing their product in action, it was interesting to see how sourcing from Facebook allows recruiters to tap into niches like Nursing, Graduates, Truck Drivers, Restaurant workers and the like – all of whom are active on Facebook but less likely to be found on LinkedIn. There’s certainly a portion of the recruiting market that LinkedIn hasn’t focused on serving who are going to find this Facebook move a breath of fresh air!

The Work4 solution already boasts clients like PepsiCo and GroupOn, with a backlog of companies waiting to be set up on the system following the launch of the offering in the last weeks. So it seems there is indeed an appetite amongst recruiters to branch out from their reliance on LinkedIn.


LinkedIn's Trump Cards

But before this starts sounding like a “LinkedIn is doomed” post, there are a number of aces LinkedIn has up its sleeve that simply can’t be ignored. For me the most significant of these is recruiter productivity. Firstly LinkedIn holds vastly more talent data about each of its users than Facebook, meaning a recruiter’s ability to narrow down to those candidates of most interest is far greater. I can’t see this gap being closed anytime soon, no matter how hard Facebook pushes us to provide fuller profile information.

Then you have the streamlined processes by which recruiters can search for candidates and contact them on LinkedIn, plus store searches and view other similar candidates. I can’t help thinking that several searches could be completed on LinkedIn in the time it would take to complete one on Facebook. Which has me wondering – maybe that’ll make Facebook the preserve of recruitment agencies, willing to go the extra mile; with inhouse sourcing teams remaining focused on LinkedIn?

It’s very early days for now – but we’re living through very interesting times with LinkedIn no longer the only game in town. How do you see things unfolding in the coming year or two? Do let me know in the comments.


Image credits: Quozio, Work4

 

Readying Yourself For The Hiring Upturn – A 5 Point Checklist

Do I dare put this in writing? Might I jinx the recruiting industry by stating what we’ve all been whispering to one another?!

The hiring market is bouncing back.

Yes across many geographies and a variety of industries I’ve been hearing the same thing – companies are increasingly turning the recruiting taps back on and confidence in the recruitment industry is higher than it’s been for many years. Recent economic headlines certainly support the notion that the long overdue pick-up in hiring activity could finally be upon us.

Readying Yourself For The Hiring Upturn - A 5 Point Checklist

But the bigger talking point isn’t whether the hiring market is picking up. It’s whether companies are well positioned to make the necessary hires as that recruiting demand gathers momentum. With this in mind, here are five things I hear forward-thinking companies turning their attentions to:
 

  • Rekindling Your Relationships with External Recruiters
     
  • Making Sure Your Employee Referral Program Is Fit For Purpose
     
  • Reducing Your Reliance on LinkedIn
     
  • Getting To Grips With Alternative Social Networks
     
  • Planning Your Job Board Activities


Let’s look at each in turn.


Rekindling Your Relationships with External Recruiters

There’s a huge shock awaiting any internal recruiters who have cut back on their use of external recruiters these last years. Significant changes have taken place. You’ll find many suppliers have disappeared from the market altogether. Huge numbers of recruiters have moved on or moved in-house.

Put simply, you cannot assume that your old PSL will deliver today as it did 5 years ago. Nor can you assume that the rock-bottom fee rates you’ve negotiated these last years will have external recruiters fighting your corner as the market recovers.

In short, it’s time to rebuild your relationship with external recruiters and ensure that the partnerships you have in place are fit for purpose more than 5 years since you last called on them in earnest.


Making Sure Your Employee Referral Program Is Fit For Purpose

Is your employee referral program the very best it could be? Do you have near-universal buy-in and participation in the program from your current employee base? Does it leverage social networks to maximum effect? Has it become one of your most significant sources of hires? If not, it may be time to investigate the employee referral programs your competitors are starting to implement and assess how you can achieve similar results in your organisation.


Reducing Your Reliance on LinkedIn

Let’s face it, we’ve been spoilt by LinkedIn these last years. It’s enabled internal recruiters to proactively research and approach shortlist candidates in a way that hadn’t previously been possible. It’s meant that hires have been made in-house that previously would have been sent out to recruitment agencies to handle.

There’s a fly in the ointment though. Recruiters report that this approach is becoming far less effective. The service has been sold so comprehensively that candidates are increasingly being overwhelmed (and irritated) by the volume of approaches they are receiving. In some sectors recruiters even report candidates are removing content from their profiles to make it less likely they’ll be found.

Does this spell the end of LinkedIn’s impact on the hiring sector? No. Does it mean you should pull back from using LinkedIn to approach candidates directly? No. Does it mean you now need to invest more time to achieve the kind of LinkedIn results you’ve become used to seeing in recent years? Almost certainly. At which point, other avenues for attracting candidates start to become more viable and more attractive routes for meeting the increased hiring demand in your business.


Getting To Grips With Alternative Social Networks

Various recruiter surveys have shown how overwhelming LinkedIn’s lead is in terms of being the social network that companies turn to to recruit. In part this is a branding triumph. In part it reflects the fact that the platform has been developed these last years with recruiting centre stage.

Yet there are distinct advantages that the other platforms can offer. Google+ and Twitter are both free. They both have user numbers that are a multiple of LinkedIn’s and so allow recruiters to tap into a far larger candidate audience. They make possible same-day or even same-hour conversations with candidates, such is the user responsiveness level they enjoy. Yet they’ve been largely overlooked by the mainstream of recruiters. If you haven’t at least explored the results that other social networks could deliver for your business, maybe now is the time to assess your social recruiting strategy with a fresh pair of eyes.


Planning Your Job Board Activities

Finding ways to approach passive candidates has been a major focal point for recruiters over the last years. But as hiring demand picks up, companies will also need to be effective in the channels where active jobseekers are most likely to be reached. From all my conversations with recruiters, it seems that job boards continue to be the most effective means of reaching this active candidate audience. Yet many employers have de-emphasised this channel during the last years and aren’t on top of how to get the best results from the job boards they used to rely on (or indeed aware of the deals that may be available to them to lock-in at present). If that sounds like your company, you may want to consider re-engaging with your job board suppliers to establish which still perform strongly in your sector and to plan out the kind of activity you’d need to be factoring in to get maximum results from them when needed.


These are the 5 issues I see you may want to address, based on everything I've been hearing in the market of late. What might I have missed? What will you be focusing on? Please do share your thoughts in the comments stream below!


Image Credit: Recite

 

Employee Referral Schemes: The 5 Reasons Yours Underperforms

Now Hiring - Employee Referrals Particularly Welcome!For as long as I’ve been involved in recruitment, employee referral hires have always been the holy grail of recruiting. Countless studies have shown that employee referrals typically work out best for the employer in the long run (in terms of tenure of the employee being longest), succeed in bringing recruits on board faster than other channels; and the icing on the cake – at a lower cost per hire than many alternative recruiting channels.

These studies have always chimed with what I hear directly from employers. The problem I’ve always heard employers bumping up against though is that they just can’t ramp up the volume of hires being made through the employee referral route and so remain reliant on other channels for the majority of their hires.


Employee Referral Hires Get a Social Boost?

It seems that this shortcoming may now finally be being overcome. In its latest source of hire report, CareerXRoads reveal that referral hires are now US employers’ most important source of external hires, ahead of both the corporate career site and trusty job boards. External recruiters incidentally are way down the list – though in some countries like the UK you could reasonably expect their weighting to be far higher than in the US:

  • Referrals 24.5%
  • Career Site 23.4%
  • Jobboards 18.1%
  • Direct Sourcing 6.8%
  • 3rd Party Recruiters 3.1%

It seems the combination of technology advances and social networking have made it possible for smart employers to extract a far greater volume of hires from their employee referral programs.


Employee Referrals - 5 Key Ingredients

If you’re not getting a quarter of all your external hires via the employee referral route, maybe it’s time to assess whether your program ticks the following 5 boxes in terms of factors that seem crucial for success:


1. Automation – for an employee referral program to be a success, it’s crucial for your recruiting team to be able to enrol employees onto the program quickly and effectively. Automated follow-up is also key to ensure that employees are fully engaged with the program and learn what steps they need to take on an ongoing basis.

It’s important that recruiters are able to import all the company’s job openings without any double-work. Otherwise you have the employees engaged but only a trickle of jobs coming through. It’s critical that your program makes it as easy as possible for employees to share the most relevant openings with their networks and to be made aware of people in their network who could be a great fit.

With insufficient automation, referral programs will often be characterised by a flurry of activity at the outset that then dwindles quickly thereafter. By contrast, a program that’s been cleverly automated will require only moments of an employees time each week – and will similarly generate very little workload for the recruiting team.


2. Intelligent Candidate Matching – this is a factor that has often caused employee referral programs to die, for two distinct reasons. If employees are left to look at job openings and consider who in their network might be a good fit, they will often lack the time to give this their full consideration – or will simply overlook people in their network who could have been a great fit. But sharing jobs without any candidate matching can also cause employees to disengage. If inappropriate jobs start appearing in their social networking feeds, this is unlikely to produce hires and could reflect badly on the employee.

What’s key therefore is to have some form of intelligent candidate matching. If jobs are to be shared on social networks, your employee referral program needs to select which openings are most relevant for each employee to share. Ideally this will be done so effectively that the employee will be happy to have such jobs automatically shared with their networks. Alongside this, a personal approach to potential matches is likely to increase the response rate amongst shortlist-calibre candidates. So ideally your program should also present to employees the members of their network who look like the strongest fit for open positions, so most of the work of sharing openings with appropriate individuals has been done.


3. Introducing Competition and Gamification – one drawback of employee referral initiatives has historically been that there’s a long feedback loop between the time when an employee initiates a candidate referral and that candidate actually joining the business. Plus there are many candidate referrals that never end up being hired and where a reward is therefore not forthcoming.

This is where some form of competition or staff leaderboard can be a great motivator. By publicly recognising the efforts of those employees who have been most actively participating in the scheme, employers can make staff feel motivated to continue their involvement in the referral program on a weekly or fortnightly basis. If your program doesn’t make it easy for you to regularly acknowledge and thank staff in this way, that may be one significant contributor to a lack of engagement in the program.


4. Leveraging Employees’ Extended Networks – until very recently, most employee referral programs rewarded existing staff for referring in a successful hire. Incentivising the wider network of your employees’ contacts to share your openings has been the missing ingredient.  Yet doing this expands the reach of your recruitment marketing exponentially!


5. Mobile-Enabled – we live in an era where it’s well-documented that candidates are increasingly likely to progress their job search on a mobile device. Yet recruiting has struggled to keep pace, with a large proportion of careers pages and application processes yet to be optimised for mobile. It therefore goes without saying that an employee referral program that doesn’t work on mobile devices is going to produce weaker results than one that works seamlessly on mobiles.


Get to the point where you have an employee referral program that does all these things and you’ll have made a giant leap forwards. Getting employees on board and motivated to participate should become easy. The bottleneck of having enough jobs – and the right jobs – to share is eradicated. The reach – indeed the targeted reach – of your referral scheme is dramatically increased. No wonder this channel has become so important for the employers who have embraced it in this way.


Would you like a behind the scenes look at a social referral platform in action? We work with one of the leading providers and would be happy to arrange a live demo for you. Have all your questions answered and understand how the above ideas can work in practice. Simply schedule a convenient time here and we’ll take care of the rest (Note: Employers only)


Image credit: Recite

 

Building Your Brand on LinkedIn

Building Your Brand on LinkedInBuilding your brand on LinkedIn isn’t that different to building it on any other social network. There are of course nuances and differences, but the fundamentals are the same. So I was intrigued to read LinkedIn’s 20 Tips to Amplify Your Brand on LinkedIn and thought the presentation was worthy of sharing with you here. 5 tips highlighted as being amongst the most important are as follows, my thoughts added to each – hope the ideas prove helpful to you as you build both your personal and recruiting brands on LinkedIn:
 

Building Your Brand: Demonstrate value to followers and results will follow

Whether we’re talking about an individual LinkedIn profile or your Company Page, you should strive to provide value and insights to your target audience. This should be achieved through a consistent posting strategy that prioritises the sharing of what’s most valuable to your target audience over what your company would most like them to be aware of. Keep company messages to a minority of your posts and they’ll actually generate a lot of interest if the rest of your updates have followers glued to what you have to say!


Building Your Brand: Leverage existing content streams

One of the hardest things in building a strong presence on any social network is sustaining a consistent stream of content that your followers will consider highly valuable, that hasn’t all been sourced from your own company (else this looks like a promotional stream). The low effort approach of auto-posting everything you’ve put on another social channel straight onto LinkedIn is also much less effective. Each social platform has its own conversational style – so what you choose to share and how you choose to share it will differ considerably from say Facebook to LinkedIn. But you should cross-pollenate your LinkedIn updates with the content you’ve found to be generating the greatest interest and engagement on other channels, not have a separate workstream of content generation for each social channel you’re active on.


Building Your Brand: Connect LinkedIn into your wider online presence

The part that often catches businesses out on social media is not doing enough to get their profiles noticed. It’s all well and good having a great social profile crammed with helpful updates. But what if your target audience never become aware of its existence?! That’s why you should use your various social profiles to generate interest and awareness in your other profiles – and always be looking out for ways to raise awareness of these on your website, guest blog contributions, email newsletters and the like.


Building Your Brand: Engage your team on LinkedIn

This ties in to the above point. The more of your staff include their company on their LinkedIn profile, the broader the network of people likely to become aware of your Company Page. Better still, if you can have your staff actively sharing updates put out via your Company Page then you can multiply the reach of your efforts very considerably.


Building Your Brand: Engage in LinkedIn Groups

LinkedIn is no different to other platforms. If you engage in Tweetchats, Google+ Communities, Facebook Groups or LinkedIn Groups, you can significantly increase the reach of your brand with your target audience. Carefully select groups that both fit your target audience profile and that seem to have good levels of engagement. Then focus on providing value to those group members, sharing company updates sparingly. You’ll then build new followings of people who value the insights you share – and who will be looking out for your updates at the point at which you do have a company message to share.


Here’s the presentation in full. If you’ve any observations please do leave in the comments field below

 

 

Social Networking Tips To Fuel Your Job Search

Love these social networking tips from Jennifer Brabson (@jenniferbrabson), Digital Marketing Manager at Adecco Staffing. Drawing attention to the importance of your social resume as a powerful addition to your regular resume is very timely. More and more employers are looking at the social footprint of their potential hires, so as I've written about here extensively this is definitely something you should be looking to address. It's also interesting to see what aspects of your social resume are likely to win over a prospective employer. While much focus in the media has been on the potential negative impact of your social profiles on your job search prospects, we also see that 68% of recruiters have hired a candidate based on their social media presence!

Social Networking Tips

One of the social networking tips Jennifer shares is to use social platforms to build your professional presence and position yourself as a thought leader and source of great insights in your industry. When I'm coaching candidates one-on-one, this is one key element I focus on as the results you can achieve in your career are so much greater if you can attain this level of exposure for your professional brand. The idea that you should become an influencer is one that I also wholeheartedly endorse.


From slide 16 onwards you'll find some great social networking tips for Twitter, LinkedIn and Facebook. I particularly like the fact that Jennifer has highlighted Twitter as a jobseeker's friend, in the way that it makes it possible for you to strike up conversations with recruiters. Regular readers will know I'm a huge advocate of this approach (see for example: How To Tweet Your Way To A New Job).


The only thing missing from these social networking tips is the increasing role that Google+ can play in your job search. But follow Jennifer's recommendations for what you should be doing on Twitter, LinkedIn and Facebook and you'll already be well on your way to leveraging social media in your next job search. Good luck!
 

Presentation re. Social Networking Tips for Jobseekers
 


Image source: Robert S. Donovan

 

The Impending Talent Bloodbath – Are You Ready?

The Impending Talent Bloodbath – Are You Ready?Imagine a situation where your best staff are leaving in droves. Scrambling out the door at a rate your company has never seen before.

Then picture your decision makers being far more specific about the profile of candidate they will accept in terms of replacement hires.

Lastly take on board the reality that your recruiting team will be operating on a smaller budget than it was the last time the business was hiring at full tilt.

This may sound like a nightmare scenario, but I suspect it’s the harsh reality that is awaiting each and every recruiter out there as the market builds up momentum. If the above proves to be true, we will have a situation where the volume of replacement hiring needed just for a company to stand still – let alone grow – is significantly higher than we’ve seen in the past. So the total hiring volumes you will have to deliver are going to be frightening.

Look around your team now – do you think the business is prepared for this eventuality? Here’s why you need to be:
 

Your Best Staff Are Leaving In Droves

LinkedIn, People Aggregators, Social Recruiting – what their final impact will be on the recruiting landscape is a matter of much debate. But there is one thing that I think is not in question at all. These new tools have massively increased the ease with which recruiters and employers can directly approach passive candidates. Whilst not everyone is receptive to such approaches, a portion of all staff are.

What does this mean? As the hiring market heats up, every business needs to assume that a greater proportion of their top talent are going to be at risk of moving on. It’s going to be harder and harder to second guess which of our staff might be at risk of leaving; and when staff leave, the likelihood of them being critical to the business is going to be greater. More people having the idea put into their heads that a move would be good for their careers is likely to mean more staff changing jobs overall. So I don’t think it’s a stretch of the imagination to foresee staff churn being a greater problem than in the past – and that the staff walking out the door are a greater loss to the business than they were during the last hiring boom.


Replacement Hiring Becomes a Major Headache

One trend that has become very pronounced during the downturn has been companies becoming increasingly demanding in terms of their hiring requirements. I’m not talking here about raising the bar in terms of the calibre of hire being made. I’m talking about being ultra-specific in terms of the role that needs to be filled and the candidate criteria that therefore need to be fulfilled for a hire to be made.

From all the conversations I’m having, recruiters perceive that the specificity of hiring requirements has been ratcheted up these last years – and there’s no expectation that this is going to ease off as hiring picks up again. Indeed, if a growing number of replacement hires are actually business critical – because direct approaches are luring more passive candidates away from employers – then we may well see hiring requirements being far more rigidly enforced than during the last hiring boom.


Recruiting on a Smaller Budget and with Greater Pressures

Companies have been pushing to achieve lower costs per hire through a mix of squeezing recruitment agency rates and bringing more recruiting in-house. No-one I am speaking with expects a dramatic loosening of the purse strings as the market recovers. Rather, there’s an expectation that recruiting teams will need to learn to operate within the tighter budgets that they’ve become used to these last years. Yet all the while the demands on recruiters are growing. Social media, for one, is a significant time drain – but one that must be tackled if candidates are not to be lost to more responsive competitors.


I’d love to hear your thoughts on this assessment of our sector’s prospects. From my vantage point, I see an impending talent bloodbath. Candidates can be poached more easily; replacement hiring will be harder than before; and the resources to make these hires will be constrained. As soon as stronger economic growth feeds through, I can see staff churn accelerating and this bloodbath ensuing. What’s your take?


Image Credit: Vinoth Chandar

 

Stand Up and Stand Out! 5 Fresh Ways to Land a Job

Stand Up and Stand Out! 5 Fresh Ways to Land a JobThere's a saying that "if you do the same as you've always done, you'll continue to get the same results you've always got". In the realms of your career, this is particularly important for anyone trying to land a job. Whilst it's true that persistence pays off, there also comes a point where you have to recognise that what you're doing to land a job simply isn't working!

In recent months I've read some great examples of candidates having been hired by running an advert campaign on LinkedIn, targeted at only being displayed to key decision makers from their desired employer; and of candidates securing jobs based on relationships and reputations formed on Twitter. These approaches aren't for everyone - and certainly I'd recommend that you gain a fuller understanding of how employers are hiring today before you decide that a more unorthodox route is appropriate. 

But with that said, I was delighted to have the chance to share with you these ideas from Val Matta on new ways you might consider trying to land a job. Genuinely hope they prove helpful!
 

Stand Up and Stand Out! 5 Fresh Ways to Land a Job

As a job seeker, you’ve probably heard the following quite a bit: In order to land a job, you have to be different, you have to be bold, and you have to stand out from the sea of other job seekers. But apart from having a well-designed resume or stellar references, what are some fresh new ways to land a job?

Sometimes, your best bet for landing an open position doesn’t mean simply emailing your resume, where it often goes unanswered or gets lost in the job seeker black hole. Putting in the extra effort to use new tech trends in a creative way or reach out on a more personal level can be just what you need to get your foot in the door. Check out these fresh ways to land a job:
 

Create a quirky video

Visuals are a great way to stand out in your job search. For example, a woman recently landed a job using a Vine video resume, which highlighted her skills and accomplishments in fun way — and in just six seconds! Although a video resume isn’t as in-depth as a paper one (and should probably be accompanied with a traditional document), it gets your point across in an engaging way while positioning you as someone who’s willing to differentiate themselves by going above and beyond.

Quick tip: Keep your videos short and sweet, and shoot in a well-lit, clean area. Create a script to highlight your accomplishments quickly and succinctly — don’t rule out the help of props or animations! Always include links to outside resources that can further explain your credibility, like a LinkedIn profile or PDF resume.


Hand-deliver your resume

It’s certainly a sign of the times to think of hand-delivering your resume as a standout tactic, but the truth is, many job seekers only use technology to apply for work. Hand-delivering your resume not only picks you apart from other job seekers, it also allows you to meet hiring influencers in the flesh.

Quick tip: To go along with your hand-delivered resume, try sending a handwritten thank you note to follow up. This piggybacks on your initial tactic, showing your appreciation for the employer or recruiter’s time while maintaining you as an out-of-the-box thinker.
 

Create an infographic resume

Creating an infographic resume is another visually appealing tactic that can help you to snag attention. Think about it from the hiring manager’s perspective. If all else is equal, which would you gravitate towards: A candidate with a standard black and white, bullet-pointed resume, or a candidate with a colorful infographic resume? The infographic resume offers a fresh take on something that’s been done over and over again.

Quick tip: Be creative! Think about a theme to enhance your infographic resume, such as “Top 10 Reasons to Hire Me.”


Use job search software

Job search software aggregates millions of open positions from employers around the globe, pulling from recruiters, newspapers, employer websites, and job boards. Most programs include tons of resources that are completely customized to your needs, allowing you to filter jobs and search specific to your industry, education, location, or years of experience. In addition, many also house helpful resources, like up-to-date employer contact information or tools for storing your job search history.

Quick tip: Although you may want to use a million software programs, keep your search targeted by tapping into just one or two. This will help you to stay organized.


Set up your own informational interviews

Who says you can’t control your own job search? Be bold and set an informational interview with an employee who works at your dream company — pick their brain about what they do on the day-to-day and how they landed their position. Or, contact the hiring manager and ask if you can meet with them one-on-one to gather more information about the company or job. This does a few things: First, it allows you to get a foot in the door by establishing a professional connection. Second, setting up an interview on your own terms shows your interest and initiative. The combination of the two puts you on a higher playing field than your competition and helps you to stand out.

Quick tip: Work with the employee or hiring manager on their terms — if they only have 15 minutes, they only have 15 minutes. Keep your eye on the clock and don’t push it. And always bring a copy of your resume!


Taking a fresh approach to your job search will increase your chances at getting noticed and getting hired. Try the above tips to make it happen.

What do you think? What are some other fresh ways to stand out and land a job?


Val Matta is the vice president of business development at CareerShift, a comprehensive job hunting and career management solution for university career centers that gives students and alumni complete control over their job search. Connect with Val and CareerShift on LinkedIn.


Photo: Christian Holmér

 

The Social Media Cheat Sheet!

When deciding how to use Social Media in your business, it's important to be flexible and to be constantly testing what's working and what's not. What's effective for one brand - or one area of a business - many not be so effective for another. Your social recruiting approaches for example will differ from those that are most effective for say your customer services team.
 

Having said that, the single biggest leaps forward you will make in your deployment of social media will be when you look at what's working best for other social media users and adapt your own activities accordingly.


That's why I thought this infographic - which I've dubbed "The Social Media Cheat Sheet" - was highly worth sharing with you. Print yourself off a copy and pin it to your wall. When you're next posting to social networks, have a quick look to see what you might do differently to leverage this best practice knowledge.


Some ideas - like the importance of images and the power of prompting interaction - are pretty universal across social media. Others you'll see are platform specific.


I genuinely hope these pointers prove helpful - and if you've others you'd care to share (most notably for LinkedIn which is omitted here) please do add as comments below.
 

Related: Combining social media with your job board presence


The Social Media Cheat Sheet

(click to enlarge)

How You Can Create the
Explore more infographics like this one on the web's largest information design community - Visually.

 

 

 

 

Hiring Tips - How To Write The Perfect Job Advert

I don't know where the time has gone, but I've worked in the online recruitment sector for nearly 15 years!! During that time I've been asked to share hiring tips countless times. The funny thing is, if you were to ask me today what hiring tips recruiters should be reading up on again now... the answer would be the same as it was a decade ago - figuring out how to write the perfect job advert!

Hiring Tips - How To Write The Perfect Job Advert
 

Of course so much has changed in the last years. LinkedIn, social recruiting, employee referral schemes... technological advances have made these elements and more an important part of a modern recruiting strategy. But underpinning them all is the ability to write the perfect job advert. So let me share some hiring tips with you, looking firstly at what your job advert should be achieving... and secondly at 5 things you can do to make sure those goals are indeed achieved.
 

What Your Job Advert Should Be Achieving 

I think we can all agree that you want your job advert to i) attract the most suitable candidates to apply and ii) deter inappropriate candidates from applying. Let's walk through some hiring tips to ensure that these goals are met. I've shared action points below, but before we turn to those, let's just be clear on what "attracting the most suitable candidates" actually means:

The most suitable candidates are those who will go through the interviewing process and - after everything they've learnt - will want to join your company ahead of any other employers they may be considering. The most suitable candidates are those who will fit into your company and will be happily and successfully employed many years down the line.


A candidate can look fantastic on paper, but is not a suitable candidate if:
 

  • they will be put off by things they will learn about the role or the company during the interview process
     
  • they have aspirations and career goals that are not closely aligned with what the company can offer
     
  • they have salary expectations that are incompatible with your current pay structure


If your job advert attracts lots of candidates like these, you will be living under the false pretence that your hiring campaign is going well and that it's only a matter of weeks until a great new hire is made. A great candidate is only a suitable candidate for your opening if they are applying in full knowledge of all the facts. Otherwise they are just a great candidate who has been deceived into applying!
 

How To Write The Perfect Job Advert

If you want to know how to write the perfect job advert for your company, you must first be tuned into the Pros and Cons of working within your business. What are the genuine strengths of your company and the career path and culture it can offer to employees? Just as importantly, what are its shortcomings?

To attract the most suitable employees for your business, it's critical that your job advert conveys both the upsides and the shortcomings of a career in your company. Otherwise you will attract dream candidates who are left disappointed by the realities of their interview experiences (or worse still, their first weeks on the job) - and who will not be pursuing a career with your company a year from now.

With this clearly understood, here are 5 hiring tips to help you write the perfect job advert:
 

1. Use Commonly Accepted Job Titles. In the main job title field of your advert - the one that is going to appear in search results and as the main bold title of your advert - drop your company job title in favour of the title that would most commonly be used within your industry. This ensures you appear within more search results - and increases the likelihood that suitable candidates will click through on your advert. By all means reference the company-specific job title within the body of the advert, but lead with one that your ideal candidates will relate to (and search for).
 

2. State the Salary. There are times when it is just not possible for a recruiter to put a salary on a job advert. But every time you post a job, you should be asking yourself if you can state the salary - or at the very least, state a meaningful range the role would pay. Stating a salary helps candidates to self-select whether the role is appropriate for them or not. Plus it can solidify a candidate's decision to want to apply for the role. I mean how many successful business people are really going to want to craft tailored applications for roles if they don't even know that the pay on offer will be acceptable? Omitting the salary just encourages applications from the more desperate job seekers and fails to solidify the decision of strong candidates to apply.
 

3. Lead with the Pros and Cons of the Role. Do you know what the most likely course of action is 5-10 seconds after a candidate starts reading a job advert? The most likely outcome is that they hit the "back" button and go off to look at the adverts of your competitors! Just as Recruiters make quick decisions about Resumes that aren't worth looking at, so candidates do the same with job adverts. Your primary goal with the first lines of your advert should therefore be to ensure that suitable candidates are excited by the opportunity and want to read the rest of the advert.

In part this involves selling the most compelling aspects of the opportunity ("entrepreneurial types will thrive in our fast-paced start-up environment and will be rewarded with a stake in the business"); but it also involves qualifying who suitable candidates are, so that those who are unsuitable are deterred from reading further ("... whilst our culture sees us frown upon long working hours, the need to travel overseas in this role will mean it is not for everyone"). It is this frankness about Pros and Cons of the role that helps ensure the most suitable candidates will go on to apply.
 

4. Keep it Short. Most job search activity continues to take place during office hours or from a mobile device. Your candidates are therefore time-pressured at the times they are browsing for openings and your adverts should be made correspondingly shorter. Company information, in particular, is often the culprit when job listings become overly long.
 

5. Only State Must-Haves. Please pay particular attention to this! Often you'll see recruiters copy and paste from their internal job description the "Key Requirements" or "Desired Candidate Profile" bullet points list. This is essentially a wish-list that comprises everything your colleagues' dream candidate would be able to offer. Here's the problem with that. Strong candidates don't like being rejected. Strong candidates will choose not to apply to roles where they think there's a danger of them being rejected. Strong candidates will focus on applying to roles where they can tick all the "must have" criteria... and aren't given any reason to doubt that they are a strong candidate for the role.

Consequently, your bullet point list of candidate requirements should ONLY contain must-have criteria. It should list only those things that the business would not be willing to compromise over in making the hire. Anything else - any nice-to-haves - will just be a deterrent to strong candidates. Omit. Completely.


So there you have my hiring tips on how to write the perfect job advert. There are more ideas I could share, but get the above points right and you'll already be way ahead of your competition! Of course, if you'd like to leave this side of things to the experts, you're welcome to reach out to the Social-Hire team to help with your next wave of job posts


Image Credit: Quozio

 

LinkedIn - Some Compelling Facts To Counter The Fiction

"As a general rule, the most successful man in life is the man who has the best information."
Benjamin Disraeli


What would you say if I told you that LinkedIn's own data shows that LinkedIn is not eating the recruiting industry? Or that LinkedIn's own data shows that job boards continue to be the single most important source of quality hires for companies around the world?

I imagine you'd be shocked.

You'd be shocked because mainstream media have barely gone a day without writing of how LinkedIn is decimating the recruitment agency sector or bringing about the demise of the traditional job board. Read this fiction often enough and you can start to believe it must be true. Take these articles as fact and corporate recruiters could very easily make decisions that prove very costly for their businesses.
 

LinkedIn - Some Compelling Facts To Counter The Fiction


So allow me to share with you some facts that will make you view the recruitment landscape in a whole new light. These facts come from LinkedIn's recently published reports on the latest recruiting trends around the world - and are based on over 3,000 responses from talent acquisition professionals who are members of LinkedIn. Similar studies have been conducted by LinkedIn over the last years, allowing changes in the recruitment sector to be clearly identified.


Below I've embedded the Global, US and UK reports. There are some fascinating insights, well worth taking a read if you're a recruiter planning your hiring strategy for the coming years. For the purposes of this article though, I simply wanted to extract some compelling facts to counter the fiction that has been appearing in so much of the media coverage about LinkedIn (and social recruiting more broadly). You will see that a lot of the angles peddled in these articles simply aren't supported by the facts:
 

  • Globally, internet job boards are ranked as the most important source of quality hires made this last year, ahead of social networks. Internet job boards have also grown in importance since 2011 (Source: Global report, page 7)
     
  • Reducing reliance on traditional job boards doesn't make it into recruiters' top 10 most important trends for recruiting professionals worldwide (Source: Global report, page 8). Even in the US - which often leads trends later seen in other markets - recruiters place nine other trends as being more important than reducing reliance on traditional job boards (Source: US report, page 7)
     
  • Recruitment agencies continue to feature in the Top 3 most important sources of quality hires made this last year (Source: Global report, page 7). If you take a market that has historically been reliant on recruitment agencies, like the UK, you'll even find that recruitment agencies were the single most important source of quality hires made this last year - and that the importance of recruitment agencies has actually grown over the last two years (Source: UK report, page 6).


I'm personally an avid user of LinkedIn and an advocate of the role that social platforms can play in your recruiting strategy. LinkedIn has had a profound impact on the recruiting sector by allowing corporates to research and approach shortlist candidates in ways previously not possible. It's also an increasingly potent business tool for supporting employer branding, for supporting SMEs in the area of CRM and a whole host of other innovative ways LinkedIn have been working on to leverage the platform to deliver real business value. But let's not allow a good story in the press to divert our attentions from the reality of the facts. Survey large numbers of corporate recruiters and you find that both recruitment agencies and job boards are considered as key elements in securing quality hires, irrespective of the impact social networks have had.
 

Related: Looking to combine job board advertising with social candidate generation?
 

LinkedIn - Global Recruiting Trends 2013

 

 

LinkedIn - US Recruiting Trends 2013

 

 

LinkedIn - UK Recruiting Trends 2013

 

 
Image source: Quozio
 
 

The Top 7 Blunders You May Be Committing on Social Media

Social Media Blunders. We all see people committing them all the time right?! But if you use social platforms for business or for recruiting, blunders could be costing you dear. So today I thought I'd share 7 blunders I see businesspeople making with their social presence. If you see yourself in any of these shortcomings, take a moment to think what you might change to address this...
 

1. Not having a profile on all the major social networks
2. Not being active on these networks
3. Thinking about “what’s in it for me?” rather than “how can I help my followers?”
4. Not having an end goal in mind
5. Sharing things that aren’t worthy of sharing
6. Failing to inject any personality
7. Having an inconsistent presence

 

Social Media Blunders


Not having a profile on all the major social networks

When I think of all the social tools I see in development, a significant proportion are dedicated to helping people find relevant contacts on social networks. Whilst what’s broadcast on social media is the side we can all visibly see, the other side of social is really where the money is at. Whether we’re talking recruiters or potential clients, a lot of leads being generated today are the result of people searching for who they’re interested in engaging with. Given that’s the case, it’s a risky strategy to say “I can reach everyone I need to on LinkedIn” or “Google+ is a ghost town”. You can’t know where your potential future employer or next client might choose to look for their next leads, so you need to have a professional and compelling presence on each network where they might choose to look.


Not being active on these networks

A lack of activity on your social profiles is an immediate deterrent to pursue potential interest any further. If someone sees you’ve not posted anything in the last several months – and they have other leads they can pursue who they can see are active – then their interest is often going to gravitate to contacting those they can see are going to be responsive on that platform. So once you’ve created a profile on a platform, be sure to regularly share content or be active via that profile. Of course you need to manage your time – and you will choose to invest more time in some networks than others. But some activity is essential to convert potential interest into actual contact.


Thinking about “what’s in it for me?” rather than “how can I help my followers?”

If you spend any time looking at the profiles of people who achieve lots of social shares of their content and tons of engagement with their followers, you’ll notice something for sure. These successful social networkers share content that will really help their followers; they jump in to try and help when they see their network asking a question or in need of support; they only occasionally ask the network for help (or self promote) – but guess what, when they do they have an army of engaged followers who really want to help because they’ve given them so much value and assistance in the past.


Not having an end goal in mind

Now having said you shouldn’t focus on “what’s in it for me?”, it is nonetheless important to have an end goal in mind for your social presence. What are you trying to achieve? If you don’t have this clearly etched in your mind then your social activities will not have the focus required to maximising those results. Someone who wants to generate a strong uptick in website visitors will have a different social presence than someone who wants to prompt enquiries from potential clients. Make sure you define what it is you want as the end outcome of your social investment so that your activities can then be laser-focused on achieving that aim.


Sharing things that aren’t worthy of sharing

You have been given something very precious – your followers’ time. Be very respectful of this. Know what issues and challenges your followers typically face – and share things with them that will really help them. Too often I see people sharing content from someone they want to build a relationship with, without due care being given to whether the content being shared is genuinely of the highest quality, helpful and insightful. It only takes a handful of lower quality shares for your followers to start to detune from what you have to say (or worse still, choose to outright unfollow you). So only share content if it is outstanding.


Failing to inject any personality

There’s a saying in sales that people like to buy from other people. Salespeople who are good at making others warm to them are typically far more successful than those who find this difficult to achieve. The same is true with your social presence. If your updates and interactions are rather robotic – and fail to share any of your personality or likeable traits, you are doing yourself a disservice. Be warm with people. Be appreciative. Have fun!


Having an inconsistent presence

Last but not least, having an inconsistent presence can often undermine people’s social presence. I’d point in particular to i) being consistent in terms of how often you send updates to your followers (sporadically going quiet for days on end is not good) and ii) being consistent in the types of material you share and the pattern of how much you share other people’s content. Imagine that people chose to follow you based on the activity they saw on your profile some time ago. The more you can maintain that same frequency and nature of your updates, the more likely your followers are to be satisfied that the reality of following you has lived up to the promise.
 

Related: Boost Your Social Media Presence by Outsourcing to Social-Hire
 


Image credit: JD Hancock

 

Jim Stroud, Johnny Campbell + Chris Russell on Passive vs. Active Candidate Attraction

Jim Stroud, Johnny Campbell and Chris Russell all lined up to tackle the Passive vs. Active candidate attraction debate. Where should employers be investing their budgets - and what are the differences when it comes to attracting passive and active candidate types?


Well when I saw this SHRM video earlier today, I knew it had to be worth watching. Jim Stroud (Bernard Hodes Group), Johnny Campbell (Social Talent) and Chris Russell (Career Cloud) are three people whose updates I look out for - always packed with social recruiting nuggets! So the three of them tackling this topic was sure to be interesting. I wasn't disappointed and so share the video with you here below.
 

Just some of the things I came away better informed about include:
 

  • Are Passive candidates actually better than Active candidates?
     
  • Is there actually a difference between Active and Passive candidates, if the person’s skills and experience are similar?
     
  • Recruiters are essentially looking for someone who 1) meets your requirements and 2) has the right motivations to want to work for you. Someone who is statistically more likely to want to work for you is arguably more worthwhile talking to – and that means exhausting credible active candidate sources like job boards before ploughing resources head first into researching and approaching the passive candidate pool.
     
  • It’s important to invest in your employer brand and how your company is perceived, so that the right types of candidates – be they passive or active – are more likely to want to work with you.
     
  • Being authentic is key too – when candidates start out at your company, does the day to day experience actually live up to what was promised during the courting stage? Get staff involved in showcasing the company and what it’s like to work there.
     
  • Active candidates are most likely to be interested in what the specific job opening offers; passive candidates are most likely to be interested in the company and its culture, values, future prospects. So if 80% of the candidate audience is passive, you want to be investing in conveying these messages about what the company is like.


Video: Jim Stroud, Johnny Campbell + Chris Russell on Passive vs. Active Candidate Attraction
 

Hope you found the session as useful as I did - and let me conclude by pointing you in the direction of the twitter profiles for Jim Stroud (@jimstroud), Johnny Campbell (@socialtalent) and Chris Russell (@chrisrussell), all of whom are worth a follow if social recruiting is high on your agenda for the coming year.


Related: Attracting Active AND Passive candidates with the right mix of job board exposure and social candidate generation