Get Social to Get More Candidates
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View more webinars at http://www.bright.com/recruiter/webinars A good social recruitment strategy can help you attract and hire talent, as well as keep your talent pipeline interested and active. Watch this 30 minute webinar to learn how to build and optimize your social recruitment strategy to make great hires. We'll share tips on Linkedin, Twitter, Google Plus, Pinterest and Quora.
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Get Social to Get More Candidates
- 1. Secrets from a Marketing Geek: Get Social to Get More Candidates
- 2. Presenter Jen Picard, Marketing Director jen@bright.com @JenAtBright http://www.linkedin.com/in/jenpicard
- 4. Why Social Media? • Source Candidates • Share your Employer Brand and Culture • Provide a Better Candidate Experience
- 5. Why Social Media? Job seekers look at 15 different resources when deciding on a new position
- 6. Why Social Media? Your candidates want to talk to you
- 7. Linkedin
- 8. Which Status Update is More Likely to Get a Job Seekers Attention?
- 11. Facebook
- 12. Facebook
- 13. Twitter
- 14. #Hashtags • #hiring • #job • #marketing #job
- 15. Google Plus
- 16. Google Plus
- 17. Quora
- 18. Quora
- 19. Pinterest
- 20. Pinterest
- 21. Thank You! • Questions? – jen@bright.com – @JenAtBright • Register for more webinars at bright.com/recruiter/webinars • Start your free trial of Bright Recruiter: bright.com/recruiter
- 22. Find us Online • LinkedIn • Twitter • Google Plus
Editor's Notes
- Hi, and thanks for joining us for today’s webinar, where we’ll be discussing how utilize social media to expand your reach and get better candidates. This is the third webinar in a 6 webinar series called Secrets from a Marketing Geek, where I’m spilling all my best marketing tips and sharing how they can be applied to recruitment. If you’d like to watch the previous two, or register for the next 3, please visit bright.com/recruiter/webinars. We previously discussed building out a career site that converts visitors into applicants, as well as driving traffic to that career site with advertising. Today’s presentation will cover driving additional traffic, increasing conversion rates and attracting top talent, via social media.
- I’m Jen Picard and I’m the Marketing Director at Bright. Our mission is to make the hiring process more efficient by showing recruiters, on a scale of 0-100, how qualified a given candidate is for your position. After posting your job description on Bright, we will score your applicants, as well as other active candidates from our database. I’d encourage everyone to see for yourself by signing up for a free trial at Bright.com/recruiter. Bright helps you find candidates in two distinct ways – 1) we’re a place to post your job advertisement and collect applications and 2) we surface additional candidates that have not applied to your positions. In either of these cases, your candidates are scrutinizing you – deciding if they want to apply to your job, or reply your message. Today, we’re going to give you some tips on how to stand out and get those amazing candidates in the world to apply to your jobs, through social media.
- First, let’s talk about why you should be using social media.
- Social media is a great way to source candidates, share your employer brand and culture and provide a better candidate experience.
- Job Seekers look at 15 resources before deciding on a job. That means they’re looking at your career site, seeing who your current employees are on Linkedin and reaching out to them, taking a look at your Facebook and Twitter presence, reading your Glassdoor reviews, and more. You want to make sure you have a presence where your audience is looking for you, and that it shows you in a positive light. A big mistake I see in social media is a company that doesn’t respond to it’s customers and/or candidates that reach out via social media.
- Your candidates are on social media, and they want to talk to you. In the marketing and sales world, each phone call or email could turn into a sale – and now social media is a new way of communication and it must be monitored and communication must be returned. Same for recruiting. I know you guys are busy - we all are. But when I hear candidate stories about recruiters not calling them back, or answering a simple tweet or email, I just don’t get it. That could be your next great candidate! At the very least, it could be a good way to tell an unqualified candidate that they’ve been eliminated from the running so that they stop reaching out to you. Your candidates just want to know where they stand. If your top candidates see that you ignore your social media presence, they will wonder where else you lack. So make sure you’re using these tools to your advantage!
- Linkedin is often considered the go-to social recruitment platform, and it certainly has a lot of options. You can use a free profile, or purchase an upgraded account, you can utilize a free company page, or upgrade that as well, and you can use groups – one of my personal favorites.
- A really common mistake I see on Linkedin – actually, on most social media platforms – is broadcasting. If you look at the first status update here, it’s something that won’t appeal to most of James’ followers – it’s very specific. The second update, however, will appeal to a much larger audience of job seekers to which it actually provides value.So rather than using your status updates to broadcast your jobs, try posting news, employer blog articles, helpful tips, and other things that anyone can enjoy and that make them come to YOU to see if you’re hiring. If you were on the first two webinars in this series, you already know how important it is to get people to your website, so they can convert into applicants. This is a great way to accomplish that.
- You can, however, post jobs in targeted groups. For example, B2B hosts a Linkedin Group for B2B Marketing and Sales professionals – which is a great place to find marketing and sales candidates. You can post your jobs in the dedicated “jobs” section, but where you’ll really find success is by participating in the discussions.Even better – participate in discussions and engage with people. If someone is writes an article on marketing automation, mention that you’re always looking for people that are passionate about what they do, and ask if they (or anyone they know) would be interested in learning more about your company and your career opportunities. It’s probably best to this via DM (you can send an InMail to people you share a Linkedin Group with, assuming they have lenient privacy settings). You can join a max of 50 groups – so I’d recommend finding the ones that get the best content and engagement. One of the things I do with Linkedin groups is send a weekly digestfrom the group to my inbox, to see a summary of the discussions. If I like a group more, I’ll get daily digests. Then I filter these into a folder on my computer and spend 10-20 minutes a day reading the digests and engaging where I have something valuable to add.
- Finally, you can also use your Linkedin company page.Share your company page with your marketing department to post about your company, open positions, company events, accomplishments, etc. Encourage your candidates to follow your company on Linkedin to get updates. While Facebook will only show your updates to 20% of your fans, Linkedin will show your updates to all of your fans (so long as they log in). Put one of your recruiters down as a page owner so candidates know who to contact with inquiries.
- Facebook is one of my favorite places to have an employer brand presence because of all the options. You can share a page with your marketing team, or you can create separate pages for your product brand and your employer brand. Many companies have great careers pages, including HP.
- They have a ton of information about what their company would be like to work for, as well as how to find a job there.SmartRecruiters has a free job posting app you can add to your page, so visitors can view your jobs from Facebook, and you can post them to your social media channels with a single click.You can add endless amounts of pictures – and pictures are seen on Facebook – they’re huge! Add an album of all your recruiters. Add an album of your perks. Do one for each company event.Facebook also recently added graph search, which allows you to source candidates on Facebook, and pay just $1 to send a message to those you’re not connected to!
- Twitter is one my personal favorite tools for marketing because it’s so open. This network has unreciprocal follows, meaning you can follow someone without them having to follow you back. This has been a huge advantage over Facebook and Linkedin where you have to know someone to connect with them. Both networks now allow some form of unreciprocal follows, but it’s still not as open as Twitter because most privacy settings don’t allow it.Twitter is great for sourcing, chatting, promoting your employer blog content, sharing photos, etc.
- One of the great things about Twitter is being able to find information from all different sources. One of the ways this is possible is through hashtags.Use hashtags to reach people that don’t follow you. #Hiring #Marketing #Job #Sales – people will search for these things.Just like on the other networks, don’t just post jobs – they’re not going to be relevant to everyone, but your other content will be. Share employer blog posts, share videos your employees make describing why they like working for your company, share pictures of company events. And include relevant hashtags to increase your reach.Engage with people. Search for people using the hashtags #resume #unemployed, etc. Of course, you can also search for keywords without hashtags.You should join Twitter chats related to what you’re recruiting for – You can source candidates on Twitter by running keyword searches for people talking about marketing, if you’re looking for marketing people.
- Google Plus is one of the newer social media channels, and has a lot of the same functionality as the other sites: you can post jobs, use hashtags, source caniddates, answer questions, create a company page, etc.
- However,there are a few ways to use G+ that don’t work as well elsewhere. it’s great for search engine optimization, as well as for finding early adopters – perfect for if you’re hiring for a tech company.But there The more you can get people talking about and sharing your content, google will pick up that it’s good quality and it will begin to rank higher.Hangouts: Pick a weekly time where you’ll be online and candidates can ask you questions.
- Quora is a great way to ENGAGE!
- If you have a lot of visuals to share, Pinterest can be a great place for you. For example, Pizza Hut creates infographics for their open positions – which would be great to post here. You can also share a lot of the pictures you’re using on Facebook, Twitter and Google Plus on Pinterest, too. For employers, some of the best career pages I’ve seen include a “Meet our Recruiters” board, “Meet our team,” Perks, Our Office, etc. For recruitment agencies, I’ve seen great boards with job search and interview tips for candidates and recruitment tips for employers. You should also have boards for career advice to stay in front of candidates that have been placed, so that you’re top of mind when they want to look again.Make sure your candidates know you have a presence here, and keep a steady stream of content coming.
- thanks so much for joining us today! Next Tuesday, we’ll be discussing how to get traffic to your site through advertising, and the following week will cover social media. I hope you’ll register to join us for those. You can find the registration at bright.com/recruiter/webinars. If you have any questions, please feel free to email me at jen@bright.com.End recording. Questions?
- thanks so much for joining us today! Next Tuesday, we’ll be discussing how to get traffic to your site through advertising, and the following week will cover social media. I hope you’ll register to join us for those. You can find the registration at bright.com/recruiter/webinars. If you have any questions, please feel free to email me at jen@bright.com.End recording. Questions?