For whatever reason, whether they don't have enough followers or just simply lack the skill set, some recruiters and hiring managers at start ups find it discouraging when venturing into the social recruitment realm. Never fear, we're hear to tell all of you recruiters at start ups that Facebook recruitment is your friend!
Here are three reasons why:
- Employer Branding: There are a ton of great perks about working at a fast-paced start up environment. Does your company have an awesome game room? Catered lunches? Share these tidbits on social channels and give job seekers a reason to want to work at your company! We love what one of our clients, Joingo, has done on their Facebook page by writing posts congratulating new hires. This is a great way to give recognition to their new employees, and show how quickly their company is growing while continuing to provide company news to their audience.
- Use Facebook as your ATS: You can put a job posting app on your Facebook page, like Identified's TalentLink, that acts as a mini-ATS for companies who don't have a need for a big-time ATS. This app allows your candidates to search and apply for jobs, without leaving Facebook. As a recruiter, you can use this same system to collect applications and contact information, download resumes, write notes about your candidates, and see the sources of your views, applications and hires.
- SEO: Search Engine Optimization is HUGE for start ups, and social media can play a key role in that. Having a company Facebook profile can help your company, and your job postings, show up in the top spots on a web search. If you want top notch candidates, they better be able to find you!
If you're interested in learning more about how companies can utilize Facebook as a part of their recruitment strategy, register for our webinar:
How to Recruit on Facebook
Read More about Facebook Recruiting
Facebook Recruiting: How HP Does It
Facebook Recruiting: The Comments on Your Facebook Page You Can't See
How the Timeline Layout benefits Facebook Recruiting Advertisements
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
With so many social sites out there to use for sourcing candidates, you will find that some work better than others for certain types of positions. For example, we wrote a post a few weeks ago about using Pinterest and Instagram to find creative job candidates, such as designers.
For recruiters searching for an individual who can eloquently write and give life to a topic through his or her words - look no further than WordPress. This tool can be particularly useful if you're looking for a blogger, social media strategist, or similar position, but you may also find it useful for just about any position where you need a good communicator. For example, if you're looking for a technical project manager, you may be able to search the site for people that have an interest in, and talent for writing about, your particular niche. Read on for four great reasons for recruiters to use WordPress to source passive candidates:
- You can search WordPress for certain topics that relate to your industry or open position, and find writers who are passionate about the same subject matter.
- With Facebook’s introduction of WordPress Integration, it provides a huge opportunity for small-time bloggers to gain more subscribers and get more shares and recommendations. Anyone using this site is bound to have a good following, which would ultimately benefit your company.
- For users of WordPress who put in the time and effort to manage their site and build their personal brand, it says a lot about them as a potential candidate. If users are willing to create and craft each post with a purpose, imagine how good they could be if it were their full-time job.
- It's free.
To learn more about smaller sites you can use to source candidates, register for our webinar:
8 Social Recruitment Tools for Sourcing Passive Candidates
Read more about Sourcing Candidates:
Tumblr Recruitment is Knocking Again
Sourcing Passive Candidates Using Kred
Exploring Quora as a Social Recruitment Tool
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
Everyone puts up job postings. What separates your job posts from the posts of other companies? What are you doing to help your company stand out to job seekers?
Showing your employer brand on your Facebook job postings is a great way to show job seekers why they should want to work at your company. Aside from just adding a description, and other basic information about the job, you can also add some flare - like pictures, YouTube videos, and a custom message. Here are a couple of examples, using TalentLink, Identified's Facebook job posting tool.
- Add an image that portrays your company, and/or your employment brand. You can show pictures of your employees, your office, an office outing, or a volunteer project your company contributes to.
- Add a YouTube video: If you have any videos of what it's like inside the office, employee interviews, or any other videos that would be valuable for a candidate to see when applying to a position at your company, don't hesitate to use that video as a part of your job postings. Remember that you want to give candidates a reason to apply to work at your company, not to turn them away.
- Choose a color scheme: Change the color of your job posting application to match your logo, or your website. This is a great way to make sure your brand is consistent across all channels, and makes it more interesting to the job seeker rather than just a plain black and white post.
For more tips on Facebook job postings, register for our webinar:
What you Need to Know to Effectively Post Jobs on Facebook
Read More About Posting Jobs on Facebook
3 Reasons to Use an App to Post Jobs on Facebook
Posting Jobs on Facebook: The Importance of Social Sharing
Posting Jobs on Facebook - The Why and How
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
Compared to YouTube's 800 million unique users per month and over 3 billion views a day, Vimeo attracts a measly 65 million views. In an article debating whether YouTube or Vimeo was better for your business, both have their pros and cons. YouTube is a great way to recruit, but Vimeo may provide the perfect platform you need to find your creative talent.
Vimeo deals with a more engaged type of audience and a smaller community. In terms of recruiting, niche companies can often use these niche communities to find more specialized workers. The different groups on Vimeo can be highly specific, ranging from After Effects Artists, Motion Graphic Artists, to 3D Animators Finding an ideal graphic artist or creative storyteller is very much a possibility with Vimeo. With over 8 million users, this pool of inventive members is at your disposal for finding talent.
There are different projects and competitions that brands can create in order to have their message seen. For example, Climate Matters created a competition with $4500 in prizes for the best user-made videos promoting their message against global warming. Use a contest related to your core business to find talent.
Additionally, creating a brand page on Vimeo can help you and your company stand out. Good content goes a long way! People appreciate well-made videos and making one that represents your company can help to show off your company's values and work environment. Plus, it helps you attract talent. Take advantage of this exciting community of artists.
To learn about more social recruitment tools, sign up for our webinar:
8 Social Recruitment Tools for Sourcing Passive Candidates
Read More about Sourcing Passive Candidates
4 Social Media Tools for Sourcing Passive Candidates
Pinterest Recruitment: A Focused Demographic
Sourcing Passive Candidates Using Kred
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
What is a niche Facebook Career Page, and how can it help your Facebook Recruiting Strategy? Well, to start, it is a Career Page devoted to a specific job field within your company, such as sales positions or engineering opportunities. By creating multiple company career pages devoted to a specific niches, you will be able to build specialized talent communities and garner more interest about specific opportunities.
Take a look at how niche Facebook career pages can help both the employer and the job seeker:
- Niche Facebook career pages allow you to build talent communities of people who share the same interest and post niche-oriented things on the timeline to drive more valuable traffic to the page. A like on a niche Facebook career page is worth more than a like on a regular Facebook career page, because a person who likes a niche career page isn't merely conveying that he is interested in working for your company, but also what he or she wants to do.
- At the other end of the spectrum, job candidates will respect your company for going that extra mile to create separate talent communities devoted to specific professions. They will not feel like another statistic in a multitude of likes, but an important member of a flourishing group. People interested in working for your company will appreciate the niche-related posts on the specific career page with which they are affiliated; they will be more enthusiastic about liking your posts or commenting with valuable insights.
Building a talent community isn't just about raking in thousands of likes to a Facebook career page. It's about ensuring that the people who like your page are actually interacting with you, and with each other, and expressing interest in the jobs you post on Facebook. Ultimately, a smaller, more concentrated community that enthusiastically interacts on its own volition takes precedent over a large, unresponsive one.
Eventually, as each niche Facebook career page grows over time, you will begin to notice people within your talent community writing their own wall posts and starting their own discussions on your timelines.
Niche Facebook career pages facilitate an excellent exchange between the employer and job seeker. Employers should create pages devoted to Marketing careers, Financial careers, or whatever else their company has a high demand for. Although each career page will receive fewer likes than would a single, collective career page, each of those likes will be more valuable. You will notice spikes in your organic growth as well as major improvements in your employer brand.
Larger companies usually benefit most from this approach. In fact, Cisco Systems actually does an excellent job of creating niche Facebook career pages. As you can see, it has two of them, one for sales/service and one for engineering, in addition to its main career page.
By creating multiple Facebook career pages devoted to different niches, you are well on your way to becoming a professional, well-rounded social recruiter with a phenomenal employer brand. In addition, posting jobs on Facebook devoted to specific niches will ease the burden of sifting through positions in different departments and will attract more devoted candidates.
If you would like to learn more about Facebook Career Pages, register for our webinar:
5 Tips for Improving your Facebook Career Page
Read more about Facebook Career Pages
Managing your Company's Facebook Career Page
Drawing Traffic and Likes to your Facebook Career Page
Increase Social Engagement on your Facebook Career Page
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
According to AppData and Facebook’s advertising tool, 97% of Pinterest’s Facebook fans are women. Moreover, a 2012 infographic by Tamba shows that Pinterest users are predominantly women ages 18 and 34.
Pinterest is likely aware of their focused demographic and has embraced that niche market. Their website "About" section states:
Although men may enjoy participating in the activities described in Pinterest’s "About" section, to me their communication seems to be primarily directed at a female audience.
So, if you or your business want’s to target a more focused demographic for your social recruitment strategy, then focus your effort on Pinterest recruitment.
Although Pinterest is a young platform and still needs a few feature updates to improve social engagement, its user base is growing rapidly; a rapid growth that has earned them the title of third largest social media network behind Facebook and Twitter in the past few months. Furthermore, Forbes states that users on Pinterest spend 1 hour and 17 minutes browsing compared to 17 minutes spent on LinkedIn. If recruiters can develop a methodology to Pinterest recruitment then they will have another powerful social media tool in their arsenal to find quality candidates.
Unfortunately, ensuring that a target audience is reached with a Pinterest recruitment strategy is difficult to determine as there are no traditional communities or groups; a missing feature that scatters active and passive users among those that pin receipts and products.
So how can a recruiter utilize Pinterest for recruitment?
Here are some Pinterest recruitment tips to ensure that your reach your target audience:
- Pin content that is relevant to your target candidates and invite them to follow you. Perhaps ask your target candidates what content they would like to see on different discussion boards before posting on Pinterest.
- Post pictures that exemplify your employment brand. Focus on posting and promoting the strongest features of your company culture.
- Since Pinterest is more of a one way communication platform, redirect users back to your job postings or talent community through links on Pinterest posts.
- Utilize tools that measure your recruitment effort on Pinterest. For example, PinReach is a tool that determines your overall influence on your network and help users understand activity, measure impact, and gage success.
To learn more about Pinterest Recruitment check out our webinar:
Employer Branding with Social Media
Read More About Pinterest Recruitment
Using Pinterest for Social Recruitment
A New Reason to Recruit on Pinterest
What Pinterest Profile Changes Mean for Social Recruitment
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
When I first opened Valero’s corporate Facebook page, I was greeted with their vibrant cover photo. It not only expresses what they do as a company, but as you can see in the picture to the far right, they care enough about their surroundings to volunteer time back into their communities.
Many of their posts and pictures show Facebook users why Valero is a great place to work. They announce exciting company news, such as volunteering and safety awards, and post pictures of company events. However, many of their posts are very text heavy, and they would certainly benefit from adding more pictures to grab their viewers' attention.
Although Valero does a great job of using their corporate page as a means of promoting their employer brand, they don’t list any jobs for those who may be interested in applying. Adding a job-posting app, like Identified TalentLink, onto their row of apps would give visitors the opportunity to apply right on Facebook. TalentLink jobs can be picked up by job aggregators like Indeed and Simplyhired, indexed on search engines, and shared on other social networks, to increase reach and applications. In addition to increasing the visibility of open positions, TalentLink would also redirect traffic to the Facebook page, increasing likes.
Ranking 70th on CNNMoney’s biggest companies list, Valero should highly consider building a separate Facebook career page for hopeful job seekers. With a Facebook Career Page, Valero could focus on building a Talent Community, in addition to their employment brand. While many of their corporate page fans may simply be fans of the brand, a separate page would allow them to uncover who is actually interested in working for the company. They not ONLY will be an arm’s length away from a community of potential applicants, but they can convey what their company culture is like to the group before they even apply.
If Valero doesn’t have the time to create and manage another Facebook page, then Identified’s Social Media Manager service could be a good fit to help them create, manage and monitor their employment brand and keep applications coming.
To learn more about Facebook Recruiting, register for our webinar:
How to Recruit on Facebook
Read More about Facebook Recruiting
Facebook Recruiting: How HP Does It
Facebook Recruiting: The Comments on Your Facebook Page You Can't See
How the Timeline Layout benefits Facebook Recruiting Advertisements
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
The outside perception of your company culture and your employment brand drives job seekers to apply to your business. So, what do you do if one of your current or former employees posts negative comments about your employment brand on social media?
Although employees are cautioned from almost everyone about bashing their employers on social media, the practice unfortunately still occurs.
Here is a suggested process for overcoming negative social media comments adapted from the 5 step LAARC sales process for overcoming objections.
1. Listen. Take a look at the negative social media comment and think about it before responding. Thinking about why that current or former employee is posting the negative social media comment will ensure that you don’t overreact and make the situation worse. Furthermore, a negative social media comment may be a blessing in disguise. For every 1 customer that complains, there are 26 other customers that are having the same problem but remain silent. As an employer, your employees are your internal customers. While your employees do work for you, they still need to have job satisfaction for your company to succeed. If you can pinpoint your employee’s pain points and fix them as soon as possible, then you can avoid a future crisis. Before responding to the negative social media comment you may want to also think about which non-public settings (private email, private message, or even a one on one meeting) are most appropriate to engage the negative commenter.
2. Acknowledge. Negative feedback, while sometimes untrue, occurs for a reason; a reason that may not be explicitly stated. The negative commenter may be having a bad day, may just habitually blame problems out of his or her control on others, or may be troubled by something totally unrelated to their employment. Nevertheless, if a person feels that they are or have been treated unfairly, he or she does have the right to express that feeling; a right you should acknowledge. While you would obviously prefer that your current or former employees do not express their dissatisfaction with your employment brand in a pubic setting, if you acknowledge that the negative commenter has the right to express his or her dissatisfaction and show that you actually care about his or her concerns will move you one step closer to overcoming dissatisfaction.
3. Assess. Ask questions to clarify why the negative social media comment was posted. By asking for clarification from the source you can avoid offering a suggestion that will not offer value to the situation and potentially aggravate it further. Moreover, utilizing this strategy ensures that you do not overcompensate for the complaint.
4. Respond. You should only respond to the negative feedback when you have a complete grasp about why that feedback is occurring. At this point you can engage the negative commenter and create an action plan that will solve their problem.
5. Confirm. Finally, ask the negative commenter if the plan you have created or suggestion you have made resolves his or her complaint. Hopefully once confirmed another negative social media comment is not posted in the future.
Here are a few questions you can ask yourself to avoid this situation in the future.
What did you learn about your employees, your company, and yourself after engaging a negative social media commenter?
How can you act proactively to avoid negative social media comments that may put your employment brand in jeopardy in the future?
What kind of procedures can you put into place to avoid negative social media comments from being posted?
Remember that your employees are your internal customers. That said, disruptive employees need to meet their managers half way. At a certain point, a manager may need to exercise their coercive power and fire an employee that consistently posts negative social media comments about an employment brand; a strategy we suggest managers utilize with caution.
To learn more about Employer Branding check out our webinar:
Employer Branding with Social Media
Read More About Employer Branding
Employer Branding Through Social Media
Employer Branding: Why It Matters
Employer Branding with a Facebook Career Page
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
On April 2010, Facebook started integrating Wikipedia into their search engine results. If someone were to look up a company that didn't have an official page, Facebook decided to use Wiki community pages in their place. To this date, companies of all sizes have yet to replace these pages with a Facebook business page of their own, to visually and textually share their organization's ideals, values and beliefs. These things can be great for employer branding.
So this begs the question:
Why should my company establish an employer brand presence on Facebook?
As the infographic above states, 71.2% of the U.S. web audience is on Facebook. Facebook users are on the site connecting with friends, reading the news, and yes - even connecting with potential employers. Building your employer brand on Facebook will help your company attract quality candidates and build a strong talent community.
What does a Wikipedia community page convey compared to a clear cut company and/or career page on Facebook?
Having a solid Facebook presence will portray your company as one that clearly cares to share their company's personality with the world. The official page will serve to connect with fans of the company and its products, while the supplemental Facebook career page will help your company build an interested talent pool of job candidates.
What does a company do if they don’t have the resources to create and manage two separate Facebook pages?
There is no need to fret - if your company has already created a Facebook page, then you can use that official page to build up your employer brand through apps, pictures and company news. Your organization can tackle adding another page for a career focus at a later time. A basic Facebook page gives the company flexibility in sharing newsworthy events with your followers who are dying to hear what your organization has to say. It also gives you the power to post whatever it is that you want the visitor to see. Of course, you always want to showcase your company in a positive light and now you can!
It seems like you still don’t believe that a Facebook page is worth your time?
Well, let’s use Tyco International as an example. A global organization like Tyco should not be stuck with a Wikipedia doing all the talking for them. On the left hand side of the photograph above you can clearly see that they have over 650 “likes”. These are people whom they cannot communicate with or even post job openings to because their only Facebook presence is a Wikipedia page. People like to see what your company is up to and are even more thrilled to join the team if your employer brand pushes a wonderful work environment. Tyco International is missing out on a tremendous amount of potential job applicants simply because they are too “busy”, or “lazy” to build a Facebook page. So take charge of your company's online presence and don't let Wikipedia do the talking for you any longer!
To learn more about employer branding, register for our webinar:
Employer Branding with Social Media
Read More About Employer Branding
Employer Branding: Why it Matters
Turn to Employees when Developing your Employer Branding Strategy
Employer Branding with a Facebook Career Page
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.
What Kred is:
Kred measures a person's online influence and level of engagement. Unlike Klout, Kred gives each user a separate score for influence - which measures the ability to inspire action in the form of retweets, replies or new follows - and outreach, which is a measure of how much a person initiates conversations, interacts with others or spreads their content.
Most importantly, it shows peoples' and companies' influence with regards to certain communities (i.e. advertising, basketball, film, and even yoga).
How Kred works:
Kred's dual-scoring is based on:
- Influence (Trust), or how much people are going to act upon a post
- Outreach (Generosity), or how likely a user will retweet and share content
Kred shows all your past interactions that make your score what it is; it allow users to understand their influence and, with the ability of vast analytics, how to improve it. By seeing the total mentions for your Twitter, the number of replies, the number of replies sent, and more, users and companies can view their Twitter account from a numbers standpoint.
Why you should care:
Kred may be a great tool to try out for recruitment, particularly for PR or Marketing positions.
How to recruit with Kred:
Like Klout, Kred can allow you to see how influential certain individuals are in different communities. It would allow your company to view an ideal candidate who is passionate about a subject matter, who knows what they are talking about, and who understands the importance of building a personal brand. Kred provides you with Twitter handles so all you would have to do is reach out to candidates via Twitter.
Understanding your influence in a community first can then help you find a candidate that suits your needs.
To learn more about sourcing passive candidates, register for our webinar:
8 Social Recruitment Tools for Sourcing Passive Candidates
Read more about Sourcing Candidates
4 Social Media Tools for Sourcing Passive Candidates
Facebook Recruitment: The Future of Sourcing Gen Y
Source, Interview, Retain Software Engineers
About Identified Employer Solutions
Identified offers Facebook Recruiting Solutions including a Facebook sourcing tool, a Facebook job posting app, and Facebook Career Page Management and Monitoring.
For more tips and information about Social Recruitment, subscribe to our blog, like us on Facebook, join our LinkedIn Group, follow us on Twitter, and circle us on Google+.