social recruiting facts

Before You Act, Check The Social Recruiting Facts!

Not checking your social recruiting facts?

Watch out if you are blindly following someone else’s advice! Your social media accounts could end up blocked or even deleted.

It’s brilliant that Recruiters and Sourcers collaborate and exchange ideas. That they’re curious to find workarounds and hacks. But, you also need to be aware of the consequences and not blindly tell others what to do.

For example, I caught this conversation in a Facebook group:

Social recruiting facts

And though I loved that this Sourcer is engaging properly in Facebook groups, I was concerned about the advice being shared because of point 4.2 in your Facebook terms and conditions.

social recruiting facts

[On pointing this out, this Sourcer did edit this post, and I am so grateful for that ūüôā ]

 

A few Facebook social recruiting facts:

  • 2 personal profiles, which is what we create when we sign up, whether used for professional or personal purposes, breaches clause 4.2
  • You don’t need to add anyone as a friend to use Facebook for recruitment.
  • BUT, if someone wants to connect and you’re ok with that, you can use Facebook friends lists to keep things separate!
  • If you send a Facebook message request, people will look at your profile, and if it’s a “work” one with few friends, they’ll think that odd, right?
  • With 2 billion Facebook users, people will look at your profile whether you’re recruiting there or not. So make your profile profersonal; lock away the “interesting” photos, untag yourself from any controversial public posts, use a recognisable photo, and fill out your bio. You can use View As to see what the public sees.¬†

 

A LinkedIn example

In no way shape or form do I drink LinkedIn’s Kool-Aid but it’s their site and their rules. They gathered the 500 million profiles and, whether it irks me off or not, it’s their data to do with as they please.

So before you blindly follow or share the information detailed in a post like this one “Unlimited “InMails” – LinkedIn “Hack”” be aware that you are promoting something that is in direct violation of your LinkedIn User Agreement and could lead to your account being blocked or deleted.

By using LinkedIn you have agreed to point S under the Don’ts of the User Agreement. [Seriously,¬†watch this video]

social recruiting facts

Final thought, I’ve seen much hysteria, confusion and misinformation about which Chrome Extensions do or do not breach LinkedIn’s new User Agreement. Please be wary and ask the developers. If the developers of these handy tools don’t know, make them find out, because you’ve built up a network of connections and the only person who will care if you lose your account is you.

 

I promise to return with less ranting soon!

 

 


Ready to expand your social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

 

LinkedIn User Agreement

Recruiter, Listen Up! LinkedIn’s New User Agreement Is Out

Last week you accepted LinkedIn’s new User Agreement.

Instead of working on improving their fairly inactive user base, they have found more ways to hinder the¬†ability of “the world’s professionals to make them more productive and successful.

So much so, that simply by suggesting to a job seeker earlier that he send a lovely personalised LinkedIn invite to connect to my friend and recruiter, Matt Duren, I was in fact encouraging him to breach his LinkedIn User Agreement. #fail

Check out the changes:

 

 

Maybe I am being all melodramatic. Maybe I am being neurotic.

But I’d rather you were aware than find yourself with a closed account.

Do you think the updated User Agreement will impact you?

 


Ready to expand your social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Creative Job Posts

3 Creative Ways To Liven Dull Job Posts

Would you stop and apply to your own job posts or walk on by?

We’re recruiters right? Not creatives or marketers! Why does it have to be so hard to get attention focused on our job posts?

Thankfully, there are some recruiters trying different social media methods and I’ve found 3 you can emulate or learn from.

 

1. HubSpot’s job posts on Facebook Live

It’s peer-to-peer. It’s down to earth, right down to the rain in Dublin. Love that they use both English & Dutch, it’s so welcoming. They talk culture, of the Irish kind, rather than just talking about the job. (It’s not great if you suffer motion sickness though, you’ve been warned!)

And most importantly, it has a strong call to action that worked. In the original job post, you’ll see 9 people tagged ready for HubSpot’s recruiters to follow up on.

HubSpot Job Posts

…and look at that engagement, 8.5k views, wow!

Top tip: read this blog so you know how to download your Facebook Live video & use it elsewhere.

 


2. People2People’s Periscope job posts

I really like that these guys gave Periscope a go and¬†it has potential to become a regular Friday event, much like a Twitter chat.¬†Remembering though that our attention spans are short, keep it fast moving. Being that it’s Friday afternoon and people are winding down for the weekend, it’d be great to see the recruiters relaxing more too… but maybe I’ve just been in London too long now!

 

 


3. Just Digital People’s Instagram job posts

These guys know how to have fun, as clearly demonstrated on their whole Instagram account, and maybe you can’t be that crazy relaxed but you sure can be inspired by their use of this platform, which has grown to 700 million users!

On the right of this image you’ll see an arrow guiding you to click right, then you’ll see a great video. They know their audience and are masters at cross posting, check out their Facebook Page video playlists¬†and Twitter too.

 

Our recruiters may not be photogenic, but they are great at placing roles…right @samuellllawson #video #jobad #android #developer

A post shared by This Is A Recruitment Company (@justdigitalpeople) on

If you want to know more about recruiting on Instagram, grab this training course. 700 million people to source, engage and share your employee brand with! Perfect.

 


Remember…

To have a strong call to action and to step through the job seeker’s journey… try on a mobile, make links easy, cut the obstacles, and read this post¬†for examples that demonstrate why¬†it matters.

And, of course, even the best job post will be ignored¬†if you haven’t built an engaged following. If you don’t know how or want to improve your social recruiting, let’s talk.

 

What’s the best social media job post you’ve seen?

 


Ready to expand your social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Facebook Live Repurpose Hack

Facebook Live Repurpose Hack

Though it’s been possible to stream live on YouTube, Periscope, and Facebook Live for some time now, it’s still underused in recruitment and considering how much we recruiters like free tools, that’s a lost opportunity!¬†Streaming is a great way to give people a look inside your company; using genuine employee generated content to attract new recruits and show off your culture.

It’s a no brainer to start with Facebook Live; Facebook is where 1 billion people visit every day and in fact, since Facebook Live¬†became available to all:

  • Facebook has prioritised Live video over all other videos,
  • Live videos have been¬†watched 3¬†times longer than regular video, and¬†
  • Users have commented on Facebook Live videos at 10¬†times the rate of regular videos.

 

I’m a huge fan¬†of Facebook Live but one thing that is¬†was so frustrating was¬†how hard it was¬†to get the video off the Facebook¬†and onto other social media channels, like YouTube etc.¬†But thankfully, there is a way to do it with ease (…and for free!):

 

 

Learn from my Facebook Live experience…

 



What insights could you share?

Will you be giving Facebook Live a try?

 

 


Ready to stretch your social recruiting wings? Check out the upcoming classes at The Searchologist School or get in touch for some onsite or live online Tailored Tuition.


 

hiring on Facebook

Is Ruling Out Hiring On Facebook The Right Move?

What if ignoring hiring on Facebook cost your company financially?

What if your opinion of hiring on Facebook meant you missed out on someone who went on to be the most valuable employee at your company or for your client?

What if deciding it was too noisy, too unprofessional, too distracting, too hard or a plethora of other reasons left a critical hole in your business?

I’ve just referred a Facebook friend to another for a fabulous piece of work and I’ve had more conversations about work via Facebook Messenger this morning than on email. I’ve been booked to speak at conferences all over the world via Messenger (and Whatsapp).The best recruitment chatbot I’ve seen is from¬†Job Pal and works on Facebook Messenger.



What’s so wrong with hiring on Facebook?

When work is such a huge part of our lives, is it really possible that all 1.871 billion people separate their work and personal conversations?

Not in my friends’ network. 2nd only to the many Trump & Brexit posts, my feed is full of job conversations, requests for¬†thoughts on work topics and career successes (and even failures) and more.¬†But using Facebook for recruitment doesn’t even involve adding anyone as a friend, so let’s get over it…

So are you doing the right thing by your company ignoring a network that has 1,406 million more people in it than LinkedIn ’cause you think it is x, y or z?

 

 

If I have inspired you, grab this training¬†and start hiring¬†on Facebook today.¬†If I’ve not, tell me why, I’m all ears!

Will you be hiring on Facebook in 2017?

 


Ready to stretch your social recruiting wings? Check out the upcoming classes at The Searchologist School or get in touch for some onsite or live online Tailored Tuition.


 

New Look LinkedIn

New Year, New Look LinkedIn

What do you make of the new look LinkedIn?

Well finally last week I received my¬†new look LinkedIn Premium account, it’s certainly taken some getting my head around!¬†Now I have had a week to play with it, I’ve put together this video to give you my thoughts and to hopefully save you some time. It’s longer than my usual videos but there was much to share!

This covers the changes to Premium & free account holders. (Recruiter Lite has lost Boolean, leaving Sales Navigator as the alternative… assuming they keep Boolean?)



Things that stand out in the new look LinkedIn:

  • I think¬†I am seeing more updates?! Certainly I am seeing people in my feed I’ve not seen in a while
  • Advanced search has gone but boolean¬†remains
  • Postcode radius search has gone – bad if you’re outside a city!
  • Job title search has gone – that impacts everyone¬†and is simply rude.
  • Fuzzy logic company search, ridiculous change, we all know how many people pick the wrong company or mistype this.

 

 

I am now paying:

  • To see who viewed my profile for more than 5 days
  • …and InMails I’d never use

Hmm.

I’ve noticed other hiccups, not included in the video, but I think they’ll be ironed out.

Have you got the new LinkedIn update? What do you think?

 

 


Time to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

What if LinkedIn was gone tomorrow

What If LinkedIn Was Gone Tomorrow?

What would you do if LinkedIn shut shop?

What an unexpected year 2016 has been. Who’d have thought¬†we’d be ending the year with Brexit looming & Trump as President-elect? It just shows how little is in our control.

Did you see all the LinkedIn takeaways coming? I sure did, I’ve been writing about LinkedIn removing features from paying users for years.¬†But with so much backlash over this latest set of changes, I¬†really did stop and think, “What would I do if LinkedIn was gone tomorrow?”

Thankfully, I regularly download my connections and have built a business that isn’t reliant on delivering training exclusively on LinkedIn. In fact, I love teaching how to recruit on all of the other social media and niche sites, which are way more interesting anyway.



…but enough about me, what advice do I have for you?

Well, as it’s the festive season, I¬†decided to crowdsource a gift for you! I hope these experienced Sourcers & Recruiters inspire you to think differently:

 

 

With much love and thanks to Jim Stroud, Karen Azulai, Jeff Newman, Ben Gledhill, Kerri Mills and Erin Stevens for braving the camera to bring you these treats.

Over to you…

What would you do if LinkedIn was gone tomorrow?

 


Time to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Hello Talent Saves You From Lost LinkedIn Features

Hello Talent Saves You From Lost LinkedIn Features

LinkedIn Taketh & LinkedIn Taketh Away

As 2016 draws to a close and most are feeling festive and generous, LinkedIn is again taking features away.

It seems I am not the only one irritated about it as my rant post, Recruiters, would you accept this from any other service provider?, has kept me busy answering comments.

What I¬†have found so incredible is that LinkedIn’s marketing machine is so powerful that recruiters truly feel that there isn’t an alternative. Though never my actual point, I was shot down for suggesting recruiters look at Facebook (now 4 times the size of LinkedIn), Instagram, Twitter, or any of the plethora of other online sources.



Removal of notes & tags

So while we wait for the changes to be rolled out and discover what is or isn’t to be removed let me address one we do know is going, LinkedIn notes & tags.

For years, as a paying Premium LinkedIn account holder, I have enjoyed using the notes and tags features, but these are going because, you guessed it,

We’re always looking for ways to simplify and improve your experience, helping you be more productive and successful. This sometimes means removing features that aren’t heavily used to invest in others that offer greater value to you. We’re removing the Relationship Section of your profile, which allowed you to add Reminders, Notes and Tags to your connections.

 

But thankfully there is Hello Talent

Many have heard me rave on about Hello Talent¬†because it’s not network dependent, it’s its own product. They won’t be removing¬†useful features¬†to improve your experience. In fact, it’s jam packed with features recruiters will love.

Well I think you will…

 

 

Want to know more about Hello Talent?

Have a look here at Hello Talent’s free and premium accounts.

I know there are others but I’ve always felt the team at Hello Talent listened and built something we need, usefully sitting between social media and our ATS / database, and creating ease. Maybe I am biased ūüôā

 

What do you think?

 


Time to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Your Easiest Talent Attraction Tool: Employee Engagement

Your Easiest Talent Attraction Tool: Employee Engagement

Employee engagement, a talent attraction tool? Of course!

Two (more) things I love about technology:

  1. People can see how many job opportunities are out there, and
  2. it opens the door to your company so you have to look after your people!  

Employee engagement¬†didn’t matter when I started working. Such a change to the working world in such a short period of time so different from when I began my career, which is a really good thing. A really good thing.

But if companies have improved¬†their employee engagement, why aren’t¬†they using those employees to shout it from the rooftops?



I know we talk about employer branding and EVP, which is usually controlled by marketing or HR… but shouldn’t it be, as Craig Fisher calls it, employee branding?

Here’s a little idea from CA Technologies, that you could easily implement too:

 

 

Open the door, this is recruiting in the age of Google!Click To Tweet

Does letting your employees loose on social media fill you with fear?

I was chatting with Katrina Kibben at Recruiting Daily and she reminded me that not that long ago Facebook was banned. Taboo. A no-go site for employees…. and now Facebook is stepping (further) into recruitment, are employers ready?

It does surprise me that employers still have fear or confusion around social media, whether in regards to employees using it at all or just in relation to using it for recruitment. But, in this new age of transparency, it’s now a must use¬†and, more importantly, a must use properly.

If you don’t know where to start or could be doing better ask me;¬†schedule a call here or drop me a line.

 


Ready to flex your social recruiting muscle? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Awkward Facebook Friend Requests

The Simple Solution To Awkward Facebook Friend Requests

The dilemma of awkward Facebook friend requests!

Do you accept? What if you don’t? They’re a colleague or a client and it’s my personal space.¬†What do you do?

Maybe I am just in a social recruiting bubble but I truly think that more and more people are conducting business on Facebook.¬†No longer is it a business-to-consumer stronghold or a personal space. It’s a wonderful blend.

And with LinkedIn announcing the removal of even more useful features and with Facebook announcing a jobs tab for company pages, this trend is only going to increase.



Let me be clear, you don’t need to add people as friends on Facebook to use it very effectively for recruitment [click here to learn more] and adding strangers could lead to being blocked, so beware.

But I am talking about the ones you receive, thankfully there is a simple solution when to those awkward Facebook friend requests:

 

 

Could this work for you?

What’s your favourite way to deal with them? Would love to see your comments below.

 


Ready to flex your Facebook recruiting muscle? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Employee Generated Content, Love It!

Employee Generated Content, Love It!

Employee generated content cannot be ignored.

It’s here. It’s staying. It’s a brilliant opportunity, when it’s real.

I know as we near the end of 2016 that many companies are still terrified of what their employees are saying online. Many still want to gag them.

But the fact is, your employees are talking about you online and that’s not a bad thing. You can use your employee generated content to share your culture and attract more suitable job applications.



As someone who loves teaching sourcing, I love to dig. I love showing HR & Recruiters how technology has flung open the door to their company and how their employees are sharing photos, videos and thoughts that can be used¬†to enhance recruitment. And I don’t mean just on Glassdoor.

Yes, sometimes I shock them but generally people see the opportunity. And why invest in improving employee engagement and happiness if you’re not going to share it to attract new recruits?

I always tailor my training or speaking to suit because real examples are so much better, right? So it was fun to show the audience at HR Summit Iași Romania this little gem:

 

 


Why use employee generated content?

Well, it’s free for one.

It’ll improve engagement, employees love to feel they’re part of the recruitment process, and because, as Mike Devaney puts it:

They¬†have credibility. If all marketers are liars, what does that make engineers, designers, and customer support reps? Regular people! They provide ‚Äúessential‚ÄĚ services. Fair or not, prospects have a low regard for marketers. But they don‚Äôt hold the same prejudice and suspicion towards other departments.

They have expertise. Marketers, particularly copywriters, sell the company‚Äôs product to the public. They deal in features, benefits, problems, solutions. Still, with all that, there‚Äôs a lot they don‚Äôt know ‚ÄĒ can‚Äôt know. Those intricate details, shared by an expert, might be what your prospects need to read, see, or hear before they can take the next step.

They have flaws.

Open the door, this is recruiting in the age of Google!Click To Tweet

Employee generated content & the digital mindset

Regular readers know I¬†hate generational¬†typecasting, I know millennials who will only call and boomers who will only Snapchat message. I believe there are people who have embraced technology and people who haven’t.

Those who have embraced tech are more inclined to dig into your company or agency to find out more about you… and that won’t be just on conservative LinkedIn, it’ll be wherever they choose to play, like:

  • Video rich sites: Facebook Live, YouTube, Vimeo, Periscope, Instagram Stories, Snapchat, Musical.ly etc
  • Podcast sites: SoundCloud, Amazon S3, PodOmatic, PodBean etc
  • Photo sharing sites: Instagram, Snapchat, Imgur, Flickr, Deviant Art, Pinterest etc

Your employees are using these platforms too.

Is it time to make the most out of the content your employees are already sharing?

 


Want to improve your social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Candidate Response rates

Is This The Easiest Way To Improve Candidate Response Rates?

Is that a picture of a phone?

Confused as to why a social recruiting expert, who can teach you how to dig into social media to find conversation starters that dramatically improve candidate response rates, is sharing a picture of a mobile phone?

Because calling a candidate will give you the fastest response rate, and you want that right?

How often does your phone ring in a day? Less often than it used to? In a candidate driven market it makes sense to call people because you’ll immediately stand out from those who only message.

Are you more inclined to answer¬†when it shows a mobile number, thinking it’s personal?



Well here’s a trick for you:

 

 

The apps mentioned are TrueCaller and OnOffApp, you don’t want to end up on the former and the latter could be very helpful. Since creating my video I’ve received this from OnOff

Regarding the US numbers, it is indeed true we have been a bit delayed on that front and have no update to the ETA of ‘a few weeks’ Rest assured it is one of, if not the top priority right now.¬†Johnny

Of course, there are many alternatives to calling cells using data but I liked the idea of being able to have a readily identifiable local number. Let me know your favourite, below in the comments.

 


How do you feel about using the phone to improve candidate response rates?

How confident are you calling candidates?

 


 

Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

LinkedIn App Connection Request

How To Personalise A LinkedIn App Connection Request

This may be a pointless post…

It’s weird to be writing a post titled “How To Personalise A LinkedIn App Connection Request” because LinkedIn is introducing changes that may be the final nail in its coffin. According to the rumour-mill, it’s removing advanced search and rich media on profiles from free users and making all sorts of odd changes re Boolean search on Recruiter Lite.

LinkedIn's users are its product!Click To Tweet

You. Me. And all of the non-recruitment people out there. We are what LinkedIn sells.

Those non-recruitment people (may I call them normal? ūüėČ ) shouldn’t be expected to pay because they seldom use the site, it’s for connecting with colleagues and business acquaintances and not where they really hang out online.

I get LinkedIn charging recruiters, marketers and sales people to access its (rather inactive) user base.

But I don’t understand why LinkedIn would remove even more features from non-paying members because these are the people they sell and¬†to be beneficial to recruiters, marketers and sales people it would be helpful if people were using LinkedIn and responsive.



Let me put this another way

Most non-recruitment people hang out on Facebook with the other 1.71 billion people (1 billion who will check in today! ūüėģ ) and they love it because they can:

  • search the 2 trillion public posts (you cannot search organic updates on LinkedIn & Signal went 3+ years ago)
  • be in great active groups and notified of new conversations (LinkedIn ruined the groups earlier in the year)¬†
  • save links and posts to read later, so handy¬†
  • create events and market them with ease (LinkedIn removed events many years ago, crazy, they were awesome)
  • add rich media – including direct video upload (not possible on LinkedIn) and¬†
  • have good conversations with people (organic LinkedIn updates have extremely low visibility)

Facebook makes its money from marketers, sales people and forward-thinking recruiters, leaving us to use it for free! Yay, we like that. We stay. We play.

Facebook is also selling its user base but it knows to keep us happy so the marketers, sales people etc. see results and are also happy. Ka-ching, more money in the cash register.

They are not trying to be a job board like LinkedIn. They’ve remembered their roots.

 

Let me put this yet another way…

On the 13th July 2015, a recruiter at Google sent this amazing InMail, which would win countless awards for its hyperpersonalisation and anti spam sentiment, to Paul Fenwick.

Yet it still took Paul 10 months to log into LinkedIn and see it. (Never assume people receive an email in conjunction with your InMail, many switch that feature off!) 10. Months.

 

Saving this for another blog, it’s also worth noting the thousands of RTs and favourites this tweet received because so few recruiters make this kind of an effort in a cold InMail, which is also adding to the inactivity in LinkedIn’s user base.

…but I digress!

 

How do you personalise your invite to connect on the LinkedIn app?

Especially if they have a Follow button? Easy…

 

 

So even though I have¬†my doubts about LinkedIn’s future and value to we, its humble user base, please add that personal touch.

And do let me know your thoughts below.

 

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Textio Helps You Improve Gender Diversity In A Snap

Textio Helps You Improve Gender Diversity In A Snap

Diversity is such a hot recruitment topic & pain point

It’s also a broad topic, covering¬†ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. And then there are our diverse perspectives, work experiences, life styles and cultures.¬†So today I am helping you tackle just one, gender diversity.

Gender diversity, which is what Textio claims to help with, seems to swing both ways, too many men in some occupations, too many women in others.

Who knew that simply swapping out a few words in our job posts could have such an impact!Click To Tweet

I knew that we women will only apply to a job when we feel sure we can do everything¬†asked for and that men are far more likely to apply even if they know they can only do a few of the requirements, but the following experiment surprised me…

Have a look at the new & improved Textio:

 

 

Quick Wins

At Oracle’s Social Sourcing event, we also discussed other things that you could do with such ease to encourage diverse applications. For example, adding a photo of one of your female engineers into your advertisement or making it really powerful with a short video.

…and write about it, share it, demystify it. This is powerful:

 

 



 

P.S.

To see the other key takeaways I shared at the event, check out Chris Withey’s post,¬†Engage the power of Social Sourcing in your Talent Acquisition.

 


It’s not just diversity that you can improve with social recruiting. Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy,¬†or get in touch for some onsite or live online¬†Tailored Tuition.


 

Mobile job application

The Easiest Way To Stop Great People Applying To Your Jobs

Do the people you want to recruit even own a personal computer?

Not a work one, one of their very own. One they’d use for personal things like… applying for a new job. (You want ethical people right?)

I am honoured to be judging the National Online Recruitment Awards (NORAs)¬†but I was harsh in my shortlisting. It’s nearly 2017 and 66% of job seekers want to apply for a job on a mobile phone, so I was tough on those nominees who don’t cater for that.

Before we go into to why that impacts your recruitment, have a listen to my thought pattern:

 

Does it really matter if job seekers cannot apply on a mobile?Click To Tweet

True, you may think, “too bad they can find a way to apply” but this is a candidate driven market. And you don’t want to hire just anyone, do you?

You want to hire the right people with ease, surely?

Test 1:

Before I speak to any new client, I pull out my iPhone and I start the job application. I may be a social recruiting expert but most social media interaction happens on a cell, plus how often do you read your emails on your phone? So it’s important¬†to look at your mobile job application process.

If you’ve heard me speak at a conference, you know what’s coming… please pull out your mobile device, find a job, and apply. The whole way through, go through every single unnecessary obstacle.

If it takes too long (as in more than say 5 minutes) or if it’s not possible, please take your phone to your CEO and get them to do it.

Truly, I mean it. It’s costing you great people… would you go through that much effort to buy online?

Be honest, how easy was it to apply to the jobs on your website on your device?

Test 2:

Go out into your business and ask your colleagues if they own a personal laptop. Ask them when they last used it. Ask them how often they use it.

If your employees all have personal computers and they use them frequently, you can probably ignore this post.

But… if most of your employees prefer the freedom that comes from a mobile device (cell, tablet etc.) please sort your mobile job application process, now!

 

How do you like to apply for a new job, PC or device?

 


Ready to master social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Still Baffled By Hashtags? Master Them Here

Still Baffled By Hashtags? Master Them Here

Those pesky #s, otherwise known as Hashtags, definitely cause confusion.

It’s not surprising, most people associate hashtags¬†with Twitter and if you haven’t got your head around tweeting, hashtags would seem confusing. Thankfully they’re not.

It’s very simple, adding # before the word makes it a clickable link and it groups terms together. So using #recruitment would help anyone searching for #recruitment find your post¬†and it also allows you to find all of the posts containing #recruitment.



Using the right hashtag is important, so I’ve explained how to use them here, and also taken a look at Ritetag, which could prove to be a handy tool.

 

 

Hashtag Hacks

So now you know the basics, grab this free guide to hear a few of my favourite ideas for using hashtags for sourcing. Be sure to zoom in for the hidden gem I’ve added to one of the photos.

 

And don’t forget, hashtags are valuable on many more sites than Twitter, including Facebook, Instagram, Pinterest, YouTube and more. Please avoid using¬†them on LinkedIn. Unfortunately you cannot search for hashtags, (or for any organic updates for that matter) on LinkedIn so they’re pointless.

 

Do hashtags make more sense now? Let me know below.

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Twitter List Building

How automation ruins Twitter list building!

Why can’t I automate my Twitter list building?

Because, quite simply, it doesn’t work. Creating a Twitter list based on somebody’s (potentially one off) use of a hashtag will only lead to a low quality list and that’s pointless, especially if you’re using Twitter lists for talent pooling.

Twitter lists allow you to segment the people you’re following, which is great when you want to keep in touch with specific people more often. But if you automate the process the quality drops, here are just a few of the irrelevant ones I’ve been added to.

I mean me & sports… LOL!

Twitter List building

 

Is automating your Twitter list building making you look silly?Click To Tweet

There’s enough going on in our everyday lives¬†without being notified that we’ve been added to yet another Twitter list that has nothing to do with our skill set.

Yet it happens all the time! Why? Because people attempt to cut corners and automate Twitter list building!

Stop it and do this instead:

 

 

But don’t take my word for it…

 

Do you agree?


Nail your social recruiting! Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Recap Will Give Recruiters An Edge

Recap Will Give Recruiters An Edge

Chrome extension Recap will save you time & give you the upper hand

Chrome extensions are only valuable to you as a recruiter if you know how to use them to give yourself the edge.

There are hundreds of them and they make¬†uncovering social profiles and contact details child’s play.¬†And that’s the problem, used incorrectly¬†they¬†create even more recruiter spam.

So I can be a little, shall we say, skeptical when approached to try out a shiny Chrome extension.

But what Danny Miller said sounded promising…

‚Äú¬†Recap.work is¬†a chrome extension that summarises LinkedIn profiles. When you visit a profile, it’ll tell you things like the estimated salary the person makes, the average rating from Glassdoor at the company they are currently at, top keywords, estimated satisfaction of their current position (based on analysis of their work history patterns) and so on.

…and because he¬†has¬†been receptive to feedback, I gave it a whirl.

 



Salary Insight

As I mentioned, Recap is a work in progress but handy right? You could certainly use the easy visibility of Glassdoor reviews in conversation (and don’t forget to see¬†whether there are reviews on other sites, like Indeed)

And while Danny is working it, grab my free salary insight tool guide.

 

What do you think, could this extension help you?

 


Ready to find out how to use those chrome extensions well? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Social Stories

Social Stories: Instagram Vs. Snapchat

Instagram Stories or Snapchat, well it depends

Rather than proffer¬†my initial¬†thoughts on the Snapchat clone Instagram Stories,¬†I’ve waited a month since their launch. My opinion hasn’t changed too much, they’re still a poorly substitute to Snapchat, which¬†I love seeing Recruiters use to create¬†social stories.

Around the same time¬†Snapchat integrated Bitmoji and I’ve had a lot of fun¬†using my cartoon character in¬†snaps and messages¬†to my Snapmates… so I am trying to be unbiased here but I think I may be a sucker for the bling.

 

 



While I was in the middle of dreaming up this post, one of my favourite Snaprecruiters Jos√© Watson, shared this story between Instagram and Snapchat. It’s fun and he seems to share my thoughts.

 

 

Which works better, Snapchat or Instagram Stories?Click To Tweet

Who are you looking to recruit?

Deciding whether to use Instagram, Snapchat or any other network really comes down to knowing who you want to find and what network they are most likely to use. If you don’t know, let’s chat.

Even without its¬†new social stories, Instagram is very useful. It has an active daily user base that is¬†over 3¬†times busier than LinkedIn’s monthly user base. It’s great for branding and for sourcing and makes it easy to cross post to other social networks.¬†Snapchat also has an¬†impressive active user base and can be easily incorporated into your employer branding efforts. [Checkout The Academy for more]

 

Which do you prefer Instagram Stories or Snapchat?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

You Can Recruit On Snapchat, How?

You Can Recruit On Snapchat, How?

Really, you can recruit on snapchat?

To be honest, just last month I spoke at RecruitDC in front of 300 Recruiters and said, “I don’t get it!” …’cause I hadn’t seen anyone actually recruit on Snapchat! Nor did I find the app easy to use.

And then on the nagging advice¬†of some savvy-snappers, I gave it another try and discovered a buzzing community of Recruiters who are doing great things. My opinion has changed and in just a few short weeks, I’m an addict.



Once you’ve got your head around using it (I’ve created a free video user guide, see below), it’s really easy to create content that can attract people on Snapchat itself but also be used on all of your other social media sites.

So now Snapchat has passed 150 million daily active users, which is 50 million more than LinkedIn has each month, this is my opinion:

 

Free Snapchat training!Click To Tweet

To help demystify¬†Snapchat and ensure you use it well, I’ve created a free training course. Get started here. No catch!

It’ll give you all you need to get started, create a good profile, find people, and start sharing snaps. Plus with a little help from my friends, you’ll find 10 tips for great Snapchat social recruiting.

 

Great Recruiting Snappers: media2knight, katrinamcollier, jose_watson, bradleyindallas, imjeremyr, erinmstevens, jakelkes, jimstroud, lane_sutton, dropsy_psy, michael.heller, mike_recruiter, resourcefuljohn, bydurensbeard, thejobgirl, mindbodygreen, djmthr33, thisislarssnap, josephdegarr, jenniferincincy, jayjar83, jago13, kurtzcg, thisischrislong, careersherpa, abortolussi

 

What do you think?

Add your comments below, I’d love to hear from you.

 


Ready to reach nail social recruiting? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

How to write a Twitter bio

How To Write A Twitter Bio

How do I write my Twitter bio?

It’s the number one question I get in training especially¬†when you plan to useTwitter for the purpose of recruitment. It’s true, it’s not easy to write your Twitter bio.

But it matters if you want to grow a following of (the right) people! You have seconds to make an impression and to be followed, and being followed is where the magic happens.



Your Twitter bio is less formal than your LinkedIn profile but, probably, not as informal as Facebook. You want to be clear about what you do and also give people something to talk to you about.

So this is what I think you should do with your 160 characters:

 

 

What do you think should be in a Twitter bio?

Let me know in the comments below.

 

 

Recruiting on Twitter

Twitter is lot like a pub and it’s most likely, you’d never walk in a pub and¬†yell, “Want a job?” Yet, everyday I see Recruiters spray ‘n’ pray their jobs onto Twitter¬†without taking the time to build a following of the right people.

If you take the time to understand how to use Twitter, it will be a brilliant addition to your social recruiting tool kit for talent pooling, engaging and employer branding.

If you’d like to understand how to use¬†Twitter effectively, you’ll find the (updated) eBook and 5 supporting videos, will get you on your way.

 


Ready to gain the latest social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

The Searchologist – Same Great Training, A Better Fitting Name!

If the shoe don’t fit this social recruiting training…

When I set out on this journey over 6 years ago, I started by helping Job Seekers make great use of social media.

I remember so clearly tossing around potential company names¬†with my mate¬†Stuart and and the excitement that came from selecting¬†Winning Impression. It made sense… then.

But my passion always lay in delivering social recruiting training and transforming HR and Recruiters into confident social media users and sourcers. So once I defected, my company name made little sense. In fact, I grew to be frustrated by the constant addition of an s.

Pulling my hair out searching for a name!

I’ll confess though, I’ve spent many a year trying to think of a new¬†and appropriate name¬†to no avail. Ok I may not have really pulled my hair out but it’s been a challenge!

I don’t believe in calling people talent or resource or capital. I didn’t want to use recruitment or hiring nor did I want the restriction of using¬†social.

After all, finding people online is easy but getting people to respond, now that’s an art.

 

 

Jim Stroud (Oscar Mager)

What shoes?” Jim Stroud #SOSUEurope

Stole Found one!

Well, won the most amazing one.

Can you imagine how excited I was when Jim Stroud entrusted me to pick up the mantle of The Searchologist?

Such a massive pair of shoes to fill but what a name.

 

The Searchologist encapsulates all that I do

Jim Stroud Katrina Collier

#SOSU Antics with Jim Stroud

Isn’t recruitment all about searching?

  • As a Recruiter you’re searching ¬†¬†for people so I show you where to find them and how to ¬†engage them ¬†effectively ¬†(no spamming here!)
  • Candidates¬†search for you before they reply or apply, so I show you how to look like someone worth talking to!
  • Job Seekers search for your Company and Jobs so I show you the best way to be heard over the social media noise

 

 

And you still have many ways to become a Certified Searchologist

Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.



 

I’m mega excited for¬†the future of The Searchologist and thrilled you’re along for the ride.

P.S. Special thanks to Seyoum Abay for your website wizardry & patience and to Kiwani Dolean for the inspired logo design.

 


 

Are Facebook Reviews Damaging Your Hiring?

Are Facebook Reviews Damaging Your Hiring?

Think Facebook reviews don’t matter? Think again.

In the last 5 months I’ve trained and spoken in 4 different continents, it’s been a whirlwind¬†and truly¬†amazing.

Nearly all of the HR & Recruitment professionals I have encountered in this time are actively using Facebook to keep in touch with family, friends and colleagues. The same could not be said for LinkedIn or even my favourite Twitter. Of course I met the occasional Facebook voyeur but the majority are actively going into the site to engage.

And¬†they’re far from alone.

  • 1.59 billion Facebook users – that’s 1/2 of all Internet users!
  • 1.04 billion people on the site¬†every single day
  • 510 comments added each minute
  • ..and a staggering 3000 pieces of news could end up in your feed each day.

It’s far from perfect and yes I too would like more control over what I see but¬†we are all using it for free, right?

Facebook¬†is doing everything it can to keep us on the site too. Did you know that we are¬†now¬†watching 8¬†billion videos on Facebook each day? That’s more than YouTube!


ditty_news_ticker id=”10869″]


So why are recruiters still dismissing Facebook’s role in recruitment?

I just don’t get it. Sure you need to think differently to find and recruit people on Facebook but is it so bad?¬†Are you telling me that your feed isn’t full of people talking about all sorts of things including work?

I am not suggesting you start spitting jobs into your news feed but ruling Facebook out completely is just crazy when there are so many ways to use it to hire.

Did I mention they have 1.04 billion daily active users?

Why do Recruiters still ignore Facebook's 1.04 billion daily users? Click To Tweet

Job seekers see your Facebook reviews

Candidates¬†aren’t dismissing your Facebook activities, and last month I wrote about Facebook’s expanded search¬†and how job seekers can find you and your public posts with relative ease.¬†This post was prompted by yet another interesting change out of FB HQ, the introduction of Facebook Services.

Facebook generates its income from advertising, hence we get to use it for free. By keeping¬†organic Page post visibility really low¬†42.95% of Page¬†owners¬†have turned to advertising to promote posts. As¬†this causes problems for¬†companies who do not have¬†big budgets or the resource to grow a Page so they’ve often been set up and ignored.

So while you may have been focused on your Glassdoor and Indeed ratings, you may have over looked your Facebook¬†page and reviews. Now that Facebook Services is listing top rated local pages, it’s time to give your neglected pages some attention.

This is what a quick search for Employment Agencies revealed and it’s easy to spot their reviews.

Facebook reviews

 

…and this is why it matters:

Detrimental Facebook reviews

Note the job seeker interaction.

 

What do you do with bad Facebook reviews?

Rather than offer my own thoughts, let me show you a recent example from Uber support dealing with my negative tweet.

I love how Uber is creating employment opportunities (especially¬†when you hear stories like this,¬†Meet Shabana, Mumbai’s badass lady uber driver) and how a Driver can be deactivated if their level of customer service falls too low but it’s good to know this follows through onto social media.

This is exactly how you handle a complaint or a bad review:

Why it works:

  • I was heard
  • I received understanding
  • I was directed off social media with a promise that they’d get in touch.

As it was, I was more amused than annoyed but Uber still made me feel very special.

 

Of course, as with all the other places you receive reviews you could encourage your long-standing engaged employees to add some Facebook reviews – but not all on the same day and certainly not from the HR Department!

But a word of caution, a blanket email encouraging everyone to leave a review could bite you back, especially on a site like Glassdoor.

 

Do you think Facebook reviews matter?

 


Ready to expand your social recruiting prowess? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Facebook's Expanded Search, Good Or Bad?

Facebook’s Expanded Search, Good Or Bad?

What will Facebook’s expanded search reveal about you?

Whether you love it or hate it, Facebook continues to go from strength-to-strength because they really understand that keeping users on their site and active is essential to their future.

Where LinkedIn only permits you to search for long form posts (posts on their blogging platform) and removed Signal, which allowed you to search for LinkedIn user updates, Facebook is now allowing any user Рwith their language set to English US Рto search their 2 trillion public posts.

From a recruitment point of view, this new feature opens up a world of possibilities and combine that with the coming changes to messaging, recruiting on Facebook will become even more of a reality in 2016.

But…



The negative side of Facebook’s expanded search

Most Recruiters believe LinkedIn is the answer so¬†give little attention to Facebook’s 1.49 billion users.

And Facebook’s Graph search has already made it easy for Job Seekers to find HR and Recruiters… as easy as this in fact:

Facebook's Advanced Search

Your choice of profile picture (and banner photo) impact on how you are perceived already! But now that Facebook has enhanced its search capability, all of your publicly shared posts will be found easily.

Are you sharing Facebook updates publicly, when maybe you shouldn’t?

My recommendation for HR & Recruiters had always been to lockdown your profile and ensure that your ‘future posts’ is set to ‘friends’ protecting your own reputation and that of your friends. But when Chris South and I presented together at SourceCon¬†in Dallas, on using Facebook for Recruitment, he suggested that some public posts are good from a ‘personal branding’ point of view.

And he’s right, they are but… be careful! If you intentionally share a post publicly, Facebook will automatically set your ‘future posts’ to ‘public’ eek. Sure, they point it out to us as we post, but do we always notice?

In the mobile app, bottom left, you’ll find More and then your Settings. From there select Privacy, then ‘Who can see your future posts?’ For safety, I’d set it to Friends and pop back here after sharing something Publicly to reset it.

Did you know that your Facebook profile picture could be hindering your recruitment?Click To Tweet

The positive side of Facebook’s expanded search

In August, Facebook overhauled the Notes facility on personal¬†profiles and these give you the opportunity to promote the aforementioned personal brand. They’re much nicer visually than an update, versatile, and remain easily accessible to anyone via search or your profile.

To create a Note, head to your Profile (on the desktop) and click More and then Notes.¬†If it’s not there, click Manage Sections and you’ll be able to¬†add¬†them.

Facebooks expanded search

 

Simply follow the prompts, to add a banner photo, and a title etc.

Screen-Shot-2015-11-03-at-16.54.05-1024x426

 

And the end result will look something like this in the news feed:

Facebook extended reach

It looks smart and I found it received more engagement than¬†my ‘normal’ updates. You can see it here.

 

How could you use these notes to your advantage?

I am sure that you’ve rolled your eyes when receiving a LinkedIn notification for a¬†published a post that is nothing more than a job advertisement… so definitely don’t be using Notes for that!

Remembering that Facebook wants to keep people on Facebook but ultimately you’d like to create interest in your career’s site, try writing about:

  • Opening the door to your office by sharing employee snaps and short stories,
  • Paying it forward? Share charity events you’re involved in, or
  • Provide job search tips and tricks

And be sure to add a link back to where they can find out more about your company and job opportunities.

 

Do you think your Facebook profile matters? Is yours locked down or public?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

 

Hire On Twitter

Want To Hire On Twitter Successfully?

Pass the 6-second test!

Over the last few months I’ve had the honour to travel to Sydney, Auckland & Amsterdam to speak at SOSU Sourcing Summits and to Dallas to speak at SourceCon, which has led to an uptick in my Twitter followers.

And consistently I’ve seen one error that is holding back Recruiters from being able to hire on Twitter well. Cryptic profiles.

I know my new followers are in the room, because they’re using the conference hashtag, so they are sourcers or recruiters. So why not share this vital fact in their Twitter bios?

The world is noisy. Our lives are busy. Twitter is a buzzing community of 316 million active users. You’ve mere seconds to secure attention.

And it’s when another user follows you back that the magic happens, so make it easy for them!



Getting Your 6 Seconds Wrong…

Another user receives a notification and can, without clicking in, see a preview of your bio (on the desktop version)

Hire On Twitter

In this instance, Nora had already lost my attention due to the cryptic bio and the low number of followers.

But for this example, I’ll persevere….

Clicking through allows me to see what Nora has been tweeting about and because her last post was about job search I did wonder if she was a recruiter… so had a look at Google…

Hire On Twitter

 

And discovered, rather ironically, that she’s in marketing:

Hire On Twitter

But it shouldn’t be this hard!

 

Getting Your 6 Seconds Right…

Hire on Twitter

  1. Use a profile picture where you look friendly and approachable. It’s a good idea to use the same on across all of the social platforms you use, so you can be found with ease.
  1. Complete your bio. Use all 160 characters and inject some personality, after all this is Twitter not LinkedIn. Set the scene and add links to your career site or other social media profiles.
  1. Share great updates and articles that show you know your stuff and to attract new recruits. Engage in conversation by replying, retweeting or even just favouriting. (Shawn could improve this here by using commonly used industry hashtags like #HR or #leadership.)
  1. Following vs Followers: initially this may be hard to tip the balance on but in time, it‚Äôs a great indicator of how you‚Äôre doing if your ‚Äėfollower‚Äô numbers are greater than your ‚Äėfollowing‚Äô. If people aren‚Äôt following you back it‚Äôs likely due to:
  • The aforementioned cryptic profiles
  • Poor content & negative updates
  • Inappropriate automation of tweets
  • Lack of genuine engagement
  1. Followers you know: sadly one you can do little about initially. However people will be faster to follow you back¬†when¬†they can see that you have mutual followers. [Tip from Kasia Borowicz: always check out your new follower’s 3 most recent followers for relevancy and when you follow them they’ll be more likely to follow you back because you have a shared connection.]
  1. Perhaps not so important but your banner photo will say a lot about you and your interests so use it to create a winning impression.

 

Want more Twitter recruiting advice?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

 

LinkedIn Messaging

3 Things To Know About The LinkedIn Messaging, Right Now!

3 Impacts Of The New LinkedIn Messaging

To be fair, we humans are creatures of habit and most of us don’t like change, so hearing negative feedback about the new LinkedIn messaging platform overhaul is probably to be expected but, oh my, what were they thinking?

Some of it makes no sense and is only going to create more noise! Noise you’re trying to get your job opportunity seen above.



1. Untick The ‚ÄėPress Enter To Send‚Äô Box

If you have LinkedIn messaging set to send through an email each time you receive a LinkedIn message, and the person writing to you doesn‚Äôt uncheck the ‚Äėpress enter to send box‚Äô you will receive an email for every single line of the message!

OMG!!!

It looks like this:

LinkedIn Messaging

And that’s not annoying, no….

Did you know to uncheck the box on LinkedIn's new messaging platform?Click To Tweet

 

2. LinkedIn thinks its Facebook

Because cat stickers are an integral part of any professional relationship on LinkedIn, it’s worth knowing that after writing out your message like so:

LinkedIn Messaging

And selecting a sticker to include, it’ll just send it… like below.

LinkedIn Messaging

 

And you’ll get to start all over again while they get an email that will look something like this:

LinkedIn Messaging

 

…and even better, if they reply with several stickers you‚Äôll get:

LinkedIn Messaging

Noise, noise and more pointless noise!

 

3. Personalised LinkedIn Invitations to connect

The feedback I hear from Recruiters, HR & Candidates is that they like to know why someone wants to connect. Of course, opinion is divided.

LinkedIn only wants you to connect with people you know but we all know that’s not how we use the site, so an explanation within the invite to connect goes a long way.

But it’s well and truly hidden on the new messaging platform.

On the desktop, when you click the +people button you‚Äôll find ‚Äėsee all‚Äô

 

LinkedIn Messaging

 

Under there you‚Äôll find a ‚Äėconversation box‚Äô and hovering on this will reveal the personal message and give you the opportunity to reply.

LinkedIn Messaging

 

But annoyingly, when you do reply, the personal message no longer transfers over… so let’s hope they remember what they wrote!

LinkedIn Messaging

 

So what do you think of the new LinkedIn messaging platform?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

4 Ways Recruiters Add Value To Candidates

4 Ways Recruiters Add Value To Candidates

What do you find candidates value most in a recruiter?

A headhunter asked me this earlier and went on to say:

For example, I love weight training and playing rugby so I follow Personal Trainers on YouTube who give me plenty of free training advice. Is there a parallel of that example (me seeking the free advice of a highly experienced personal trainer) between a recruitment consultant and candidate? Having great roles to offer is clearly of value but what else have you found that candidates really value from a recruiter? Do candidates find industry insights, networking advice, or recruitment related topics of genuine interest or will a video of kittens always beat me in the interest rankings?

Besides the obvious, honesty, great job opportunities, and excellent communication… and ignoring the fact that we will all always be suckers for cute animal videos, there are plenty of ways you can add value.

First and foremost though, I think you should just ask your candidates what information would help them. You’re already speaking to them and what an unexpected question it would be!

If that’s not a possibility, here are some ideas to consider.



 

1. Offer Advice Through Blogging

 

When Euan Semple said this at #HRTechEurope, I completely understood what he meant because blogging gives you the opportunity to help others by sharing your expertise and to network with new people. What would help your candidates? Industry insight? Interview tips? Insider job search tricks?

Blog for your reader - the candidate or client you're wanting to attract.Click To Tweet

 

If you are new to blogging, read this¬†post¬†7 tips for newbie recruitment bloggers¬†and for inspiration, check out Coburg Banks,¬†they’re doing great things on their blog. They look after their clients and their candidates… and inject humour! It’s clearly categorised and always full of valuable advice and insight.

Coburg Banks

2. Solve A Problem

You’ll have seen Steve Ward and Cloud Nine Recruitment featured in previous blogs ’cause I love that he/they understand how to use social media properly as a conversation channel for recruitment. Now Steve has set out to help candidates by answering the question, How do graduates break into digital & social media?¬†He has gathered¬†20 of the most influential, insightful and interesting leaders and practitioners in the Social Media & Digital industries who will share their knowledge and insights through a series of events called #MyDigitalCareer.

He’s solving a problem¬†and¬†paying it forward! What candidate problem could you solve?

MyDigitalCareer

3. Get Involved In Events

Abigail Brown, of Openingz, is a Video Communications & Technology Recruiter, and passionate supporter of Women in AV. This allows her to gain an in-depth understanding of her industry, which sets her apart from others in the space, and add value to candidates.

4. Share Relevant Content

I should really say share relevant content, well. By that I mean, don’t auto post¬†your updates from one channel to the other without considering the nuances of each. For example, hashtags are essential on Twitter and pointless on LinkedIn.

Look for relevant industry content on sites like Feedly, Swayy and Klout – you’re looking to attract candidates by showing them that you know your stuff – and mix in job search advice as well.

The important thing to remember is to add a personal touch to your updates, few do this and this is the thing that’ll set you apart. It could be as simple as ‘must read’ or more intriguing like ‘I’m not sure I agree with this’

Don’t be afraid to tag someone either, especially if it’s complimentary. Audra’s tweet definitely caught my attention and of course, was¬†passed on, which helps her.

When it comes to sharing content on Twitter one of the biggest mistakes I see is posting it through from LinkedIn without adding hashtags. Those hashtags are crucial as they’re how people will find your posts… but you don’t want to add them to your post on LinkedIn!

Unsure which hashtags to use? Check out my latest favourite tool, Topicurious. Not only will it show you related hashtags, you can also check out the ones your competitors use the most (but obviously only use them if they have gained a good following!)

Hashtag Finder Topicurious

 

So start at Feedly as it’s a great place to store all your article sources, schedule your posts (Buffer is my favourite) and be sure to add a personal touch and hashtags for Twitter, Google+, Facebook etc (but not for LinkedIn!)

 

What do you think candidates would appreciate most from a recruiter?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Monitor your brand & avoid a hiring disaster

Monitor your brand & avoid a hiring disaster

Would you withdraw a job offer based on online behaviour?

When I read this article, “The CEO of Zenefits had a brilliant response to an engineer who waffled about a job offer on Quora“, I could only congratulate Parker Conrad on his swift and decisive action to avoid a hiring disaster.¬†Because why would you hire someone who isn’t excited about the opportunity to work at your company?

The background

Naively a developer, with a firm offer on the table, took¬†to Quora and asked, “What is the best way to start my career: Uber or Zenefits?” He detailed the pros and cons of each company and quick as a flash, the CEO of Zenefits replied with:

Definitely not Zenefits.

And in the post, Parker Conrad goes on to explain why the job offer was withdrawn.

I am stunned that a developer, who uses the Internet as his playground, wouldn’t think that a technical company would be monitoring online behaviour!



The right move

There’s no denying it’s hard to hire programmers [here in the UK there are 5 job vacancies per developer] so withdrawing an offer isn’t an easy decision to make but¬†Parker Conrad replied with exactly what I was thinking:

We really value people who “get” what we do and who *want* to work here, specifically.¬†We don’t have terribly high regard for ppl who would choose where to work based on “buzzwords” and how big a brand it is (or simply to position themselves for later in their career) instead of something more foundational about the opportunity, the challenge, etc.”

Hiring someone who isn’t excited to work for your company will only mean pain in the long run.

They’ll no doubt be disruptive (in the old meaning of the word) and will likely leave as soon as another offer comes along, how much will that cost your company in time and money?

 

By not monitoring your company's online reputation, could you be headed for a hiring disaster ? Click To Tweet

Are you monitoring your brand?

The fact Parker is monitoring the Internet for mentions of Zenefits is impressive and too few companies do this.

3 quick things to do to get monitoring:

  1. Set up a Google Alert – in your company and your own name.
  2. Check Glassdoor¬†and Indeed¬†regularly – they are¬†a goldmine of information, including feedback from job seekers about your interviews, so don’t ignore¬†them (or your LinkedIn company pages for that matter!)
  3. Have a look at this list of social media monitoring tools over on Razorsocial and find one that suits your needs and budget.

People are already talking about your company online; monitoring could save you a lot of recruitment heartache!

 

And for you job seekers…

Don’t discuss job opportunities in a public forum like Quora. Even in a locked down profile on Facebook, I’d still be wary.

Go old school. Use the phone. Call a friend. Keep it off the Internet!

 

What do you think, should he have withdrawn the offer?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

 

The Right Way To Engage Technical Talent

Avoid The Bite: The Right Way To Engage Technical Talent

Last week I had a lot of fun presenting a webinar for Jobscience on one of my favourite topics, recruiting technical talent. Of course my co-host, Bennett Sung, knowing me too well had to incorporate a dog theme! The theme fits.

If you missed it, watch it here “How To Engage Technical Talent & Make Them Your Best Friend

This post and the slides below summarise what you missed but definitely have a listen to the full webinar.

 


7 Engagement Scenarios That’ll Be Sure Scare Off Technical Talent

1. You’re in the wrong place!

technical talent

It’s time to look beyond the very small talent pool on LinkedIn because technical talent are bombarded by [lazy] recruiters and are fed up. They are or have left.

Just because LinkedIn say they’re the solution, are they?

 

2. You don’t care about first¬†impressions!

What disservice are you doing to you and your company/client by being cagey?

Be clear about who you’re hiring for as you’ll come across as authentic. If you’re too scared to, you need to strengthen the bond you have with your clients.

 

3. You’re being lazy

Just because you can find someone on Twitter doesn’t mean you should @username them because you don’t know how the¬†impact it will have! [If you’re not sure how to use Twitter, grab a copy of my free eBook]

Remember, you’d never walk into a pub and yell, “want a job?” so don’t do it on social media. It will only make you look bad.

 

4. You don’t understand the tech

It’s ok to manager your Managers and challenge them on occasion. Just because a technology has been around for 3 years, doesn’t always mean you’ll find people with 3 years of expertise.

You need to understand the tech and your marketplace. [In the webinar, you’ll hear an example from my experience hiring Qlikview professionals]

…and, of course, not knowing your C sharp over your C hash (or even hashtag) will lead to embarrassment.

 

5. You think you’re funny but you’re offensive

You call yourself ‘nerd herder’ without knowing that tech professionals think that’s offensive.

In fact, I almost find herder more offensive but, this is about techies. They don’t like it. Know that.

And beware, if you are offensive you will be retweeted and shared and passed on. The internet is theirs.

 

6. You forget that the Internet is their playground

They’ll mock you @sh*trecruiterssay.¬†Your reputation could be irreversibly sullied.

Your reputation, along with your company’s, will impact on your ability to hire.

 

7. You overlook that feedback is two way

Upset a developer enough and you could find a website created in your name. This website could remain on page 1 of Google when someone searches for your name.

This will impact on your ability to hire AND it will impact on your ability to be hired!

 

9 Golden Rules To Make Technical Talent Your Best Friend

1. Invest in your understanding of technology

Be really curious. Get onto Google. Read. Ask questions. Look for resources, like this over on Dice.

In-house Recruiters, ask your teams. Agency Recruiters, ask your candidates.

Peruse questions on Stackoverflow or Quora.

Would it even be a step to far to learn to code if it made recruitment easier?

 

2. Invest in understanding the people

Start at Feedly and look for blogs and articles, it’s a great source of knowledge.

Notice their comments and reactions, this is where you’ll gain so much insight into their personalities.

 

3. Understand the different personas

This is particularly important when you compare developers and recruiters. Theses differences need to be taken into account when you’re hiring, especially when there are 5 job vacancies per developer here in the UK!

Checkout slide 18 for more.

 

4. Know what technical talent wants!

Really this could be useful knowledge for all your recruitment but, using developers as an example, they would like:

  • Pleasant workspace – good lighting, no basements!
  • The right equipment – if they want 3 screens, give it to them
  • Independence and flexibly (wouldn’t we all though..)
  • An office free of micro-managing and politics
  • Skilled Managers
  • Smart people (if your tech talent aren’t the smartest, listen to the webinar for a tip on overcoming this!)
  • The ability to learn more

 

5. Know the quality of your engineering

Joel Spolsky has created the Joel Test, which you’ll see on slide 20, and this is what you should ask your hiring managers / clients. Also read this great post on the subject.

If your hiring managers won’t give you this information, they’ll end up¬†wasting their own time interviewing unsuitable applicants.

 

6. Be someone worth talking to

I think this is important for any recruitment and where so many go wrong by hiding or having cryptic bios.

Complete your profiles, clearly setting the scene of who you are and what you’re about. Get recommended by the technical professionals you hire. Yes, I know the techies aren’t on LinkedIn but your LinkedIn profile ranks high on Google.

And understand your audience! Like Matt does with his pinned tweet.


7. Dig before you make contact!

In the webinar I talk about some of my favourite Chrome extensions and how to use them to map across social networks.

This is key in a candidate driven market like this one. Use the tools to find out interesting snippets and insights, then use these in your communication.

For example, you see a candidate has a dog and you have a pets at work policy, tell them! They won’t know you’ve been snooping researching.

 

8. You have under 20 seconds

In fact, you could have as little as 15 seconds of attention before your email is closed so ensure your communication:

  • is written in the “what’s in it for them?”
  • shows that you’ve done your research
  • shows that you’re worth talking to and
  • isn’t lazy me, me, me but is proactive them, them, them!

 

9. Monitor your engagement

One from Bennett, there are great tools out there that you can use to know if your email is read.

Then you can engage when they’ve read your email, with a call (unless they’re a developer!) or a follow up email.

 

What’s your top tip for hiring technical talent?

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Recruiter, Are You Worth Talking To?

Recruiter, Are You Worth Talking To?

The world has become so incredibly noisy and demanding. Instant.

Last week I was chatting on Skype with a non-recruitment friend, unaware of what was going on in his world, when the stress of it all became too much.

He snapped.

It was out of character and happened because he was also being bombarded by email, phone, text, DM, and other IM chats, all at once. He felt that everyone needed an instant response.

Right or wrong, it’s how the world has gone.

It¬†was why I was annoyed yesterday when I couldn’t get my washing machine fixed instantly. I was fuming at having to wait, which is¬†quite unreasonable really.

When were you last irritated by being unable to reach someone there and then to resolve a matter?



But do you deserve that moment of a person’s time?

While writing this, I asked 2 In-house Recruiters,¬†who happened to be chatting with me on Skype and Twitter, what other communication channels they had open…

The Millennial ( …and you know I think these terms are tosh, so really this just proves my point)

  • Email, phone, text and actual in-person colleagues
  • Twitter DM (with me!) , Whatsapp, Facebook chat, Hangouts

The Gen X’er ¬†(…against all silly typecasting had many more channels open!)

  • Email, phone, text and actual in-person colleagues
  • Skype IM¬†(with me!), Whatsapp,¬†LinkedIn and Facebook messaging
  • Kik, Slack
  • 3 different Workables

So if this is all going on in your world, why think it’s not going on in theirs?

If you don't show candidates that you care, why should they listen to you?Click To Tweet

Are you worth talking to?

Finding people online is easy. Digging a bit deeper with the plethora of free tools available, is also easy.

Getting a response is not. It requires a little bit of effort.

Are you making the effort to be heard above the noise?

Are you using all of the intel you collate in your correspondence or calls with candidates or are you being lazy and adding to the noise?

All the sourcing tools in the world won’t help if you’re forgetting the basics and cutting corners because it¬†is¬†a candidate driven¬†market once more.

What worked in the past, won’t now.

 

What’s in it for them?

Talking to a potential candidate, right there and then is critical to you and only you.

Your job opportunity is most likely far from the highest priority in this person’s working day.

They have their own activities, they have their own stresses, they are busy.

What does your interruption cost them?

Could they lose their coding flow, burst their creative bubble, or be negatively impacted in countless other ways?

 

Get curious

Do your research. Be mindful of their time.

Open strongly showing that you are knowledgable of their situation and suitability.

Throw in an element of surprise, a recent update or blog post should do the trick.

Above all, be someone worth talking to.

 

Discover more…

Next week I am running a webinar, with the fabulous team at Jobscience, called¬†Avoid the Bite: How to become IT talent’s best friend, and I’ll be delving into this topic further. ¬†I’ll share some of the common (and truly shocking) mistakes I see, my favourite tools for mapping profiles across social networks, and how to bring this together to improve candidate responsiveness.

Join in, it’s free:¬†Thursday 30th, 6pm BST

 


Ready to reach beyond LinkedIn? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Shock As Gen X'er Is Exposed As A Millennial!

Shock As Gen X’er Is Exposed As A Millennial!

Nothing irks more than a gross generalisation, yet people are always doing it.

Being an Aussie in London, I am forever being told, “Oh you Aussies are… ” something or other.

Really? I’m just the same as all¬†23.8 million Australians?

If it’s not race, it’s religion, it’s short, it’s tall, it’s male, it’s female or any other way we can pigeon hole people.

And now the industry is trying to lump people into one category based on their date of birth and have us believing that these ‘Millennials’ are really different to us, the ‘non-Millenials’.

Well according to Pew Research’s How Millennial Are You?¬†I am 92% Millennial.¬†Not bad for a 70s baby!

Results of Pew Research's How Millennial Are You survey

Apparently, I reached the 90s because of my unremarkable¬†‘piercing in some place other than an earlobe’ and my tattoo, both obtained when it was trendy back in the 90s.

In fact, in the full report, they state:

They [Millennials] embrace multiple modes of self-expression. Three quarters have created a profile on a social networking site. One-in-five have posted a video of themselves online. Nearly four-in-ten have a tattoo (and for most who do, one is not enough: about half of those with tattoos have two to five and 18% have six or more). Nearly one-in-four have a piercing in some place other than an earlobe ‚Äď about six times the share of older adults who‚Äôve done this

Oh please! My 50 year old¬†foster bro must be Millennial too then. Tats galore, piercings, multiple social networks, and videos. He’s all about self-expression (and one of my favourite people on the planet)



How many ‘older’ people do you know who also fit this camp?

I recently read a¬†great article by Joe Reardon,¬†Will Millennials Want to Work For Your Client?, which got me onto the aforementioned Pew survey. In the post Joe, a confessed ‘Baby Boomer’, relays a¬†conversation he had with his ‚ÄėMillennial‚Äô daughter where she states what she, and only she, looks for in an employer:

  • A collaborative team environment, with all working together towards a common goal.
  • A culture where everyone wants to get better at what they do, and that opportunities exist for self-improvement and skills development.
  • An environment where you have to earn the respect of your co-workers, and it‚Äôs not just assumed because of title or position.
  • Appropriate and competitive benefits are provided and effectively communicated, and if not provided, resources exist to provide direction.
  • Systems and processes exist that are efficient and consistently followed, and well thought-out ones are added/changed as necessary.

Is that really any different to what all employees want?

 

Can we really say people have certain character traits due to the year they were born? Click To Tweet

Stop labelling people and get curious instead

Instead of trying to pigeon hole¬†people, get curious about what’s unique about your company/client, the role, the team, the people… all of it.¬†Create job descriptions that tap into your company’s/client’s individual interests, passions and¬†direction.

  • Why do people work there?
  • What is special about the place?
  • What makes people stay?
  • What do you offer that is different from everyone else?
  • And check out Glassdoor¬†to find out¬†what people say about you when they leave.

Because aren’t you actually¬†looking for people who would excel in your¬†environment, regardless of their age?

 

Use social media to share this true insight into your company

Obviously, if you would still rather just tap into the younger market you’ll want to engage where they actually are. They’re unlikely to be on LinkedIn, with so little of their own history to add, so try Facebook, Instagram, Twitter and niche social networks.

Ensure you¬†add value, engage in conversation and quit the broadcasting. Be genuine and be yourself, they don‚Äôt want business speak… who does?

And¬†for goodness sake,¬†don’t forget that not everyone is on social media. You may need to share the aforementioned via phone!!

 

 

In January 2016, I was delighted to speak at DisruptHR in New York, and just loved this presentation from¬†Miriam Peterson, Human Resources Assistant at Goshow Architects, “What Millennials Want You To Know About Millennials”

 


Ready to gain the latest social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Social Collaboration & Breathing Life Into Dinosaurs

Social Collaboration & Breathing Life Into Dinosaurs

Is social collaboration just fantasy or possible?

As Moderator for the Social Collaboration track at #HRTechEurope, it was lovely to come out of my social recruiting bubble and see the wider user of social media in the workplace.

As a member of the Blog Squad, I loved the buzz of our press room and the fab conversation happening on the Twitter back channel!

A few things that I discovered in the 2 days, I really appreciate:

  • Being¬†born in the early 70s, so I have seen the evolution of technology and can truly appreciate the freedom technology brings to my working life!
  • That I have embraced technology as it enables my business and my ability to blog, which is like oxygen to me. (Loved that quote from Euan Semple!)
  • Shorter walks ūüėČ

Below is a Storify, which summarises the keynotes and the Social Collaboration track. Yes, it’s long but it’s full of hidden gems!



But in case you haven’t got a moment now, this is how I summarised the track in the panel discussion.

 

Middle Management Buy-In Is Key

But start at the top like Grant Thornton!

Paul Thomas, a self-confessed middle-manager, shared their great site Spilling The Beans, where grads on their programme speak to future grads, and the journey they’re on to being more social.

And, if a Chartered Accounting firm’s CEO can be on Twitter and spend time tweeting with his grads, what’s your company’s excuse?

 

Think Social Collaboration is a waste of your company’s time?

Share these¬†stats from Kim Wylie at Google with your senior management…

 

Think Social Collaboration tools are expensive?

The passion that Daiga Ergle showed for airBaltic’s FREE¬†Social Collaboration tool was infectious.

Home grown and free to create.

Sure, it’s a work in progress but they’ve made it light – have 1/3rd of their employees bought into it so far – and have saved $1 million!

 

Don’t let the naysayers wear you down!

Euan Semple said simply, “you are going to go back super charged from what you’ve heard – don’t let the naysayers wear you down!”

 

Adding my own thoughts…

Remain focused on the pain you’re solving and be excited about it.

What was the best swag at #HRTechEurope? The ones that offered a solution.

  • Servicenow‘s external battery for battery pain relief!
  • Questback‘s beer & stress moose (obviously) for bogger fatigue relief
  • HRCloud‘s launch party & travel pillow for more stress relief and comfort during the hangover ūüėČ

As a regular reader of my blog, you’ll know social media can give you pain relief in recruitment (and that I am excited about that!)

So why not use social media to collaborate?

Don’t you agree that¬†happy employees = a happy company?

 

Wondering about the dinosaurs? Read on!

 


Ready to gain the latest social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition..


 

Has Sharing LinkedIn Updates Become Pointless?

Has Sharing LinkedIn Updates Become Pointless?

Organic LinkedIn updates are near invisible!

I’ve been going on and on about this for 18 months now. Organic LinkedIn updates – the updates¬†we post ourselves – are becoming a waste of time.

Of course I was ignored, LinkedIn doesn’t care about little old me.

Nor do they care about any of their members, which is silly because LinkedIn sells its members as a product.

Yes, you. You are LinkedIn’s¬†product.

But LinkedIn only cares about its shareholders.

So LinkedIn¬†introduces things that cause people to upgrade, like the Commercial Use Limit, and then they¬†ruin the site’s likability by¬†removing your right to set your feed as you wish.



Enough is enough.

If I kept taking away services from my paying clients, they’d leave.

If I provided a paid service that my clients no longer found valuable, they’d leave.

 

Think about this¬†LinkedIn….

I’m a job seeker, currently looking for a new opportunity. Encouraged by your marketing I¬†join LinkedIn, the ‘professional’ network, because you state on your About page:

Our mission is simple: connect the world’s professionals to make them more productive and successful. When you join LinkedIn, you get access to people, jobs, news, updates, and insights that help you be great at what you do.

So I start connecting to potential employers and Recruiters and I build a good network of 2900 connections.

And, as you encourage, I start sharing updates so that my network will see me as professional and so I won’t have to spam my connections with hundreds of messages asking for a job.

So why have you reduced the visibility of my updates when I’m paying for your service?

The value of being part of a ‘social’ network is the ability to share updates, updates that people can choose to read and respond to. If the only choice you’re giving me LinkedIn, is to send messages to my connections, I may as well have stayed using email.

It was bad enough when you reset every single members news feed to Top each and every day but now this?

 

Now you reset my news feed to Top every time I change page?

This is the impact you’re having on¬†the visibility of my updates…. the updates I share “to be great at what I do”

LinkedIn Updates

How is it possible that just 3 people saw my update in a network of 2934 first level connections.

Ah yes, everybody’s news feed¬†is¬†stuck on Top.

Did you know LinkedIn sets your news feed to Top every time you click Home?Click To Tweet

In case you haven’t noticed LinkedIn, you’re not Facebook.

You are not catering to the data load of¬†1.39 BILLION users like Facebook is. So we forgive that Facebook doesn’t serve us up everything that’s going on. And we love that we can set our feed to Recent, and it stay that way.

You don’t have 890 million daily users.¬†You have circa 45 million daily users.

And it would make sense that the majority of your daily users are Sales people, Recruiters, Marketers and so on, who are more inclined to pay for Recruiter Seats and Premium Licenses.

The vast majority of Facebook’s¬†890 million daily users do not pay. So really Facebook¬†can play around with it as much as they like… because we¬†are not paying customers.

But you do it LinkedIn because you want people to pay for promoted posts [that will only be seen your small active user base].

 

LinkedIn, your product is your members.

$369 million of your revenue comes from Talent solutions – this is you selling member data to Recruiters. But if members are fed up with the site, they won’t visit, they won’t respond. Your product will become worthless to Recruiters.

$153 million comes from Marketing solutions – this is you selling member data to Marketers.¬†But if members are fed up with the site, they won’t visit, they won’t respond. Your product will become worthless to Marketers.

$121 million from Premium solutions ¬†– members choosing to pay for extra services… or as they’re finding out fewer extra services over time.

When was the last time you asked your members (your product!) what they’d like?¬†What would keep them on the site?¬†What would “help them be great at what they do?”

Final thought LinkedIn, remember MySpace?

 

My HR/Recruiter readers…

Under the new layout your LinkedIn updates show near¬†the top (see the pink arrow) and if you click on the … (see the other pink arrow) you can change your feed to Recent, then Pulse will appear and posts in order.

Screen_Shot_2015-03-14_at_11_43_07

You will need to change it every time your click Home, or your feed will stay immobile.

Do you see the point of sharing any organic LinkedIn posts about your company if they’ll receive so few views?

Pointless now really.

 

HR/Recruiters, a few other things to think about…

LinkedIn’s move to introduce a search cap was clever. Recruiters using a free account are¬†forced to upgrade when they’ve run too¬†many searches or be stuck until the new month.

Why is it clever?

  • Many will upgrade – fair enough if they’re having success using¬†it – that makes LinkedIn’s shareholders happy
  • Many will just open up a fake account… in fact, I know many recruiters with up to 50 free accounts – that also makes LinkedIn shareholders happy, because LinkedIn ‘appears’ to be growing.

LinkedIn does other things to bump up how used the site appears.

If your LinkedIn messages come through to your email inbox, you will notice that when you reply now, instead of continuing the exchange by email, it’s being redirected through LinkedIn’s messaging.

That makes it ‘appear’ that more people are using the site than they are – this makes the shareholders happy and makes it look like it’s a great place to keep using for recruitment.

 

The truth

What I’m hearing everyday from members and Recruiters alike, is that they’ve had enough.

They’re fed up with¬†the spamming.

They’re fed up with the fake profiles.

They’re tired¬†of receiving notifications about LinkedIn blog posts. (…oh and don’t think your LinkedIn blog posts are worth the effort now, my last one had just 410 views)

They’re fed up¬†of the changes being made that negatively impact on their use of the platform.

People have stopped using the site like they used to.

 

Is it time you did too?

Is it time you went and found your new employees somewhere else?

When you search Google for yourself, your LinkedIn profile is way up there. So tart it up but try somewhere new to search.

 

It’s 2015, the market is candidate driven. It’s time to get pro-active.

It’s time to get ahead of the crowd, those who¬†will keep doing the same old stuff¬†even if it’s failing.

There are so many other places to find your new recruits… spread your net!

Don’t know how? Ask¬†The Searchologist.

 


Ready to gain the latest social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

5 Lessons Learned From That Job Post Fail

5 Lessons Learned From That Job Post Fail

Want to avoid making a job post fail?

Like you, I see lots of stuff on LinkedIn that makes me cringe¬†or simply wonder if I’m actually on Facebook.

But when I saw that secretary job post, I was horrified!!! I simply couldn’t comprehend that a woman would do that to another woman or that she would leave it up after so many complaints.

So what can we learn from it?

Firstly, a little reminder….

 

 

5 ways to avoid a job post fail

1. Think before you act!

What would your grandparents think of the post?

How will this job post impact on my client, my company or my reputation?

Will everyone see the funny side?

…and if your agency’s website states, “Day-to-day, ICS builds on its reputation for honesty, integrity and professionalism” does using such an image reflect their claims?

 



2. What laws are you be breaking?

Simon Jones was quick off the mark with this excellent post explaining What’s wrong with this¬†advert?

In it Simon states (…and OMG dear hiring companies sit up and listen!)

 

a) Contravene the Equality Act. It‚Äôs illegal to advertise for someone of a particular sex (with some very clear exceptions) or age, yet this advert visually implies that only young women can be secretaries. As the client, you would be held liable together with the agency if an individual decided to make a claim ‚Äst and remember that they could do so without ever having applied, if they could show they were dissuaded by the advert. [Continue reading]

 

3. It’s not going anywhere…

Your reputation is everything! Your Agency’s reputation is everything.

I just looked up ICS Recruitment, to get the aforementioned quote on honesty, integrity and professionalism, and look what popped up on Google:

5 lessons learned from that job post

The reason this became as bad as it did was because at the very first instance that somebody said it was offensive they failed to act.

Instead they mocked.

Instead they left it up for days, ignoring hundreds of complaints from men and women alike.

Instead it was tweeted and retweeted, and Stephanie and ICS’s reputation marred.

5 lessons learned from that job post

Ignoring the irritating use of the hashtag on LinkedIn, I find the use of AIDA interesting…

Is Stephanie suggesting that Becky & Robyn are being drama queens? A possible response for those who immediately thought of the opera, as I did.

But if Stephanie is in fact referring to the AIDA marketing term, I again query her thinking.

From Wikipedia:

 

AIDA is an acronym used in marketing and advertising that describes a common list of events that may occur when a consumer engages with an advertisement.

  • A ‚Äď attention (awareness): attract the attention of the customer.
  • I ‚Äď interest of the customer.
  • D ‚Äď desire: convince customers that they want and desire the product or service and that it will satisfy their needs.
  • A ‚Äď action: lead customers towards taking action and/or purchasing.

Indeed she did raise awareness, amongst marketers, recruiters, HR, and other professionals, and just one solitary secretary (who sadly didn’t do her reputation any good either with the comments she added over and over!)

Wouldn’t she prefer to raise the right kind of awareness on a site better suited to sourcing secretaries? [She should come along to my training!]

It may have evoked desire among some who saw it, but certainly not the right interest or action.

 

Are you ensuring your job posts aren't ruining your reputation?Click To Tweet

4.¬†Naivety isn’t an excuse

Recently I heard of a company under new leadership, taking the knee-jerk reaction to shutdown their YouTube channel. A channel that had been delivering a steady stream of applicants due to their great employer branding videos.

Why? Lack of understanding!

And it’s stupidity like the post above that causes this fear. People who don’t know how to use social media or use it little being turned off by the occasional incident of negativity.

It’s 2015, social media has been around¬†a long time now and its use for good¬†far outweighs instances like this.

If social media¬†still fills you with fear, let’s chat because your employees are already using it so discover how it can be used to your advantage, with ease.

 

5. Copyright

Besides being disgusted by the use of the image, I wondered if Stephanie actually had permission to use the image. Unlikely.

Just because you can find an image on Google, doesn’t mean you can use it.

There are plenty of free places to find images but always adhere to the licenses and give credit where credit is due.

And, of course, use something far more appropriate!

 

What’s the best or the worst job post you’ve seen?

 


Ready to gain the latest social recruiting expertise? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

 

Can You Love Your ATS? No, really

Can You Love Your ATS? No, really.

At TruLondon last week, Lisa Scales from TribePad led a track called¬†“You’ve lost that loving feeling, fall back in love with your ATS and stop hating.”

With upcoming HRTech and my disdain for any ATS or recruitment database spitting jobs out onto social media willy nilly, I simply had to sit in.

 

Can You Love Your ATS? No, really

 



Recruiters take ownership and kick the red tape away!

It was horrifying to hear how many of you are stuck in 5 year contracts with outdated ATS tech because IT or Procurement demanded it be so.

Look back over the last 5 years, hasn’t tech changed?¬†Hasn’t how we recruit changed?¬†Hasn’t how job seekers search changed?¬†Hasn’t our reliance on devices sky rocketed?¬†How mismatched is your recruitment tech to these changes?¬†How could it change in the years ahead?

It’s a candidate driven market. That means your company needs to be doing every thing it can to make it easier for applicants.

That means using tech that evolves fast, keeps ahead of the curve, and is mobile ready.

Mobile ready now. Not next month, next year. Now!

 

Google ranks mobile-friendly sites higher!

if the fact that 3 out of every 5 job seekers is searching on a mobile for jobs. But if this isn’t enough ammunition,¬†surely ranking poorly on Google is?

If you don’t know how your site will fair, click the image below to try out Google’s Mobile Friendly Test. (I’m so happy with: Awesome!)¬†Mobile ATS

 

Simplify your application process

Matt Charney raised a great point, “Why can’t we learn from eCommerce 2-click payments?”

Don’t send job seekers back to a¬†desktop to complete their application because you’ll lose them!¬†Make it easy, let them¬†apply by connecting a social account¬†or by enabling access to¬†Drive, Dropbox etc so they can submit their CV.

 

Would you jump through all of the hoops you place in front of applicants to make a purchase online?Click To Tweet

How does TribePad show candidate love?

TribePad is an award winning Social ATS/CRM platform that gives your organisation the most powerful tool in the market to manage your own recruitment processes from beginning to end and recruit the best talent for your organisation.

Lisa Scales shared countless gems on Friday, but as I am always concerned about how your disgruntled applicants may shout about you on social media, this is the bit I loved:

 

The candidate experience, to me, doesn’t just end at Apply. It is the whole process, so TribePad not only gives the candidate easy options in terms of applying for roles – CV parsing/apply with social network credentials, quick apply etc, it is also one of the only ATS’s that supports full AAA accessibility.¬†

It also gives the candidates a fuller experience¬†by showing them behind a company’s closed doors with access to resources that allows them to select or deselect themselves from the process. TribePad is fully self service, so applicants¬†know where they are in the process (solving the top gripe of all) and once through the process, the system also shows the applicant jobs they may be better suited too, in an Amazon style “people who applied for this job also…”¬†

 

How does Jobscience give candidates a voice?

As I won’t be able to grill them at HRTech, I caught up with Bennett Sung from Jobscience to hear what they do that helps applicants, (Did you hear our recent webinar?! If not click here!).

Jobscience¬†is utilised by both agencies and in-house recruiting. As they’re¬†native to Salesforce, they tend to be¬†more attractive to agencies or in-house teams at consultancies because they¬†can offer sales, recruiting and operations on a unified platform.

Our number 1 feature, that directly aligns with candidate experience, is our Feedback tool called Forms. Uniquely, Jobscience delivers a robust forms solution to enable talent acquisition to collect feedback at each stage of the hiring process, thus continuously allowing  engagement and process refinements. Jobscience also lets job seekers apply using their LinkedIn or Indeed profiles.

Wow, I wonder how many of us would be brave enough to gain regular feedback like that? It sure would allow us to improve though!

 

I’m looking forward to being on the blog squad at HRTech, as I’ll be giving¬†the ATS / Recruitment Database companies a grilling because if you intend to improve your social recruiting, I don’t want your efforts being undermined where they should be supported.

What challenges would you like HRTech vendors to address?

 


Ready to gain the latest social recruiting expertise? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

How To Avoid Direct Sourcing Disasters!

How To Avoid Direct Sourcing Disasters!

When direct sourcing goes wrong, it really goes wrong.

Social media has made direct sourcing an In-house Recruiter’s dream… and a nightmare. Because as much as you can approach passive candidates and promote your employer brand, your hiring manager can destroy your efforts¬†with the experience he/she gives your¬†candidates.

And it’s you that looks bad even¬†though¬†it’s the hiring manager who’s being a pain in the proverbial!



I have two friends who are both your typical passive candidate. Ironically, both working in the worlds of HR and recruitment and neither is looking for a job.

Then they received a flattering approach from an In-house Recruiter and tumbled into the world of the candidate.

And tumble they did… both have been screwed around by ill-prepared or inconsiderate¬†hiring managers who simply couldn’t care less about ‘candidate experience’, ’employer brand’ or a ‘candidate driven market’.

 

If your hiring manager destroys the candidate experience, it ruins more than your employer brand!Click To Tweet

 

So how do you avoid this direct sourcing disaster?

As my expertise falls squarely in helping you find the¬†candidates, I’ve gathered advice from three HR and Recruiting leaders on how they handle the situation.¬†I think you’ll agree their advice is fabulous!

 

Experience is the best teacher

Colin Crowley, from KCOM Group PLC, heads up the Group Recruitment and Resourcing team that sits within the HR function. His team provides in-house support to the entire business throughout the UK, recruiting anything from Admin to Finance to IT to Pre-sales, and creating talent pools to provide resource for roles that are either frequently open or hard to fill.

 

Experience is the best teacher. Usually in a situation where a manager takes their time and/or cancels at the last minute, they lose out on the talent. There is nothing more sobering for a manager than finding out that the talent they wanted has gone to their competition!

When we run our candidate experience surveys for new starters, we gain little nuggets of feedback that can be passed along to management too ‚Äď for example if a new starter made a comment that it took a while to get a decision on their interview and eventual offer we‚Äôd be able to pass that feedback on directly. We’ve also found encouraging our line managers to keep in touch with candidates during their notice period has had a positive impact on their recruitment experience.

 

Contact the hiring manager at the beginning and set the scene

Gemma Reucroft, UK HR Director at Tunstall Group, is responsible for leading HR and Internal Communications for Tunstall Healthcare in the UK and Ireland. She is also a regular keynote speaker, award winning blogger, and author of HR 2025: The Future of Work – Managing People.

 

It is clear that the job market is picking up and we are seeing good candidates securing positions quickly. If you want to hire great talent, then a good process is essential. This means a great candidate experience, an agile recruitment process, and it means telling the story about why a candidate should choose you. Some of this is the responsibility of the recruitment team and HR, but much of it, of course, lies right with the hiring manager.

How candidates are treated at interview says much about your overall company culture. Ok to keep people waiting? Mess them around? Fail to give feedback? It is a window into the organisation. So to the candidate who experiences this sort of behaviour from a hiring manager, I would say, heed the warnings and walk away. Why would you want to work for such a person? In my experience, managers who are arrogant towards candidates fail to be effective leaders in other areas as well.

When it comes to handling the hiring manager, there is a fundamental problem. Telling them that the world has changed, and that they need to change, probably won’t get you very far. They might just have to see it for themselves. If you are a recruiter facing the issue then your best approach is to contact the hiring manager at the beginning and set the scene, explain that the best candidates will move very quickly and that speed of response and an effective process will be key to them hiring¬†the best. And sometimes, an ‚ÄėI told you so‚Äô after the fact will be¬†warranted too!

 

Manage your managers!

HR Director, Richard Westney, has over 2 decades of diverse experience both here in the UK and in New Zealand. You’ll find him blogging at Up The Down Escalator.

 

I always make sure my In-house Recruiter manages that sort of thing very tightly and insist on a plan for every vacancy – how and where candidates will be found, profile, target filling date and who will be involved in the selection process, assessment methods etc. Candidate experience is everything. It’s easily controlled and part of the recruiter’s job to manage that in my view not just to source the candidates.

My tip is don’t let that situation develop in the first place! Prevention is better than cure. Managing your managers is just as important as managing your candidates!

 

The cost to your company

  • Social media is word of mouth on steroids: don’t let your company’s bad¬†candidate experience be all they’re talking about online.
  • Glassdoor is a window into your company, what does the Glassdoor interviews section say about your firm?
  • …and then there is your own reputation. Is the hiring manager causing your brand to be marred? As the face of the company, I hope not.

 

Have you experienced a direct sourcing disaster?

What did you learn from it? Add your comments below!

 


Ready to gain the latest social recruiting expertise? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Write Job Post Headlines Like A Pro

Write Job Post Headlines Like A Pro

Do you write job post headlines that grab attention?

Due in the main to social media, our attention span has dropped to¬†just 8 seconds. That’s shorter¬†than a goldfish!

Have you considered this when writing your job posts?



Caveat

This may seem an ironic blog¬†when I’m usually going on and on, and on, and on, about not just posting jobs on your social channels. But the fact is, when you’ve built the right following / network, you’re going to – hopefully only occasionally – post a job, so do it right!

Please don’t do it like this:

job post headlines

This is an automated job post and is completely pointless, especially in the incredibly competitive IT space. There is nothing appealing about the post or the tweeter. He has an incredibly small following and there is nothing there to evoke an application.

Click here to see a search for #job on Twitter and you’ll understand why you need to do something different if you want your job posts to succeed.¬†This applies on all social sites!

 

If none of this makes sense, grab the eBook:

 

Adding an image isn’t enough

Though I applaud Aerotek Jobs for adding an image, a quick scan of their stream reveals the same stock photo being used over and over on all sorts of jobs.

job post headlines

What works here is the image, the call to action on the image, and the use of Twitter cards.

What would make this post standout would be a great headline. Something more interesting than ‘Senior Software Engineer’

 

For great job post headlines, borrow from the bloggers.

Bloggers are advised that only 2 people in every 10 will read beyond the headline and that it’s essential to spend time developing it.

Thankfully, there are several free tools that will help you come up with great headlines:

 

Taking the ‘Drools Developer’ above and putting that into¬†Hubspot’s blog topic generator,¬†they¬†suggested:

Hubspot job post headlines

 

Adapting those to something more suitable to your job posts, you could use:

  1. The history of [name], Straveda’s lead Drools Developer
  2. 7 Things Straveda’s bosses learnt from their Drools Developers
  3. The worst career advice ever given to a Drools Developer
  4. 10 things our competitors cannot offer a Drools Developer’s career
  5. What Straveda’s developer’s careers will be like in 3 years

 

Importantly, when they click through, they need to find relevant content not a dull list of your requirements.

Create a story from your job description that matches the headline. By story, I mean an interesting tale of an employee or the company not a fib! Keep it real.

When sharing on Twitter and other sites that support hashtags, be sure to add them in too.

 

And remember…

All any job seeker is thinking is ‘What’s in it for me?’ so write from that angle and you can’t go wrong!

 


Ready to gain the latest social recruiting expertise? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Secrets Of Top HR & Recruiting Twitter Influencers

Secrets Of Top HR & Recruiting Twitter Influencers

Want to be a Twitter influencer?

Being a Twitter influencer is really useful, whether you’re in HR, a recruiter, a job seeker or¬†using Twitter¬†for some other reason.

But why be one?

Before I launch into the how, let’s look at the why.

It allows you to open opportunities that are out of your reach on less social sites, like LinkedIn. You can engage, re-engage, and engage again, and again and again and again.

You can become known, liked and trusted when you use Twitter, the right way.



Comparing that to LinkedIn. I send you a connect request, you accept, and now what do I do?

I can share updates in the hope that you’ll see them but with¬†everybody’s news feed reset to Top every single day and only 13% of users active on the site each day, that’s unlikely. I s’pose I could send you a message every so often but when does that become annoying? Surely you have enough emails each day?

And what if you don’t accept my invite to connect?

On Twitter I can follow you and a RT, an occasional favourite or a comment will keep me more subtly on your radar. You can choose to come and check out what I’m doing. I’m not¬†adding more work to your day.

( If you’ve no idea how to get started recruiting on Twitter, download my free eBook & video series¬†)

 

What makes someone a Twitter influencer?

I decided to ask two of my favourite Brit tweeters, who both out ranked me in¬†The 100 Most Influential People in HR and Recruiting on Twitter,¬†for their advice. They think it’s to help you but really it’s so I can¬†beat them next time! ūüėČ

 

@ElSatanico 

Matt Buckland is Head of Talent and Recruiting for¬†@ForwardPrt, blogger at The King’s Shilling, and is a sometime magician and cardsharp. He’s built an impressive 72k followers on Twitter and is the only person I know who can get 65 retweets on a¬†tweet that basically said, “want a job?”

What does Matt think it takes be a Twitter influencer?

 

In becoming automated the world of recruitment has moved away from the human interactions that made for successful relationships in the past. It’s Twitter that has enabled the forward thinking few to reconnect on a personal level and elevate their message and themselves from the noise of other channels

 

@MervynDinnen

Mervyn Dinnen helps Recruiters and HR with content marketing & social engagement strategy. He’s an award winning blogger and has been named in HuffPost’s Top 50 SocialHR.

Mervyn also believes it takes the personal touch to be a Twitter influencer…

 

Be interesting, be humble, be polite, be present. No-one really engages with automated updates – they might help increase followers and create a few shares, that but my view is that reach and influence come from conversing, engaging, sharing and thanking. Learn and help others learn, but don’t forget to keep followers entertained as well as enlightened.

So what does that look like?

I’ve embedded Mervyn’s Twitter stream below (no pressure, Merv ūüėČ ¬†) and you can see it’s full of RTs, quotes (definitely not motivational quotes!), articles of interest, images, and proper conversation.


 

3 ways to build your Twitter influence today

 

1. Stop thinking of Twitter as a job feed

Turn off any automatic posting from your ATS or database to Twitter.

Start adding value by sharing content that your followers will appreciate. Be present, be kind, be polite and pay it forward. If you want to know how to do this without it taking all day, grab a copy of the Essential Guide To Recruiting on Twitter eBook and video series.

 

2. Learn more about social authority

Social authority is Moz’s score of true engagement on Twitter and unlike other scores it’s more than follower numbers¬†and vanity score. It’s something that will guide you to better Twitter interaction. Learn more about it in this checklist.

3. Read some of my earlier posts on Twitter:

 

What would you add?

 


Ready to expand your social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

How To Use Instagram For Recruitment, With Ease!

How To Use Instagram For Recruitment With Ease

You’re not using Instagram for recruitment?

As an Instagram addict, let me try and persuade you to tap into its 400 million active users.

So who uses Instagram?

…and they’re an active lot. 49% of users visit daily,¬†which as you can see above is a lot more active than that platform you rely on for recruitment¬†the most. (…and only 32 million users behind.)

 

The next generation

I’m most definitely not into generational typecasting because I’m a “Gen X” with many traits of a “millennial” and more. But that said, companies do need to change their methods to suit the audience they’re trying to reach.

Especially in 2015 as this candidate driven market gains momentum.

If¬†you’re serious about attracting the next generation, it’s the place to be according to the author of A Teenager’s View On Social Media, Written by an actual teen.¬†

  • “I’m not terrified whenever I like something on Instagram that it will show up in someone‚Äôs Newsfeed and they’ll either screenshot that I liked it or reference it later. The same goes for commenting.”
  • “The content on Instagram is usually of higher quality”
  • “I don’t have to constantly check Instagram to make sure I wasn’t tagged in any awkward or bad photos” ¬†and the important point…
  • “There are no links on Instagram, meaning I’m not being constantly spammed by the same advertisement, horrible gossip news article, or Buzzfeed listicle…”

 



How to use Instagram for recruitment… of¬†any age!

 

1. Build trust

What’s the first thing you do when you hear about something and you want to know more? Ask your mates or head for Google, right?¬†So use Instagram to show off your people and inside your doors.

And like when you were recruited for your current job, and you spoke to a human being, keep Instagram personal.¬†Person-to-person always works best on any ‘social’ media!

The Recruiters who use Instagram the best aren’t afraid to share a little about themselves. Just be yourself (…unless it’s something you wouldn’t show to Grandma!)

Instagram for Recruitment

Share photos or 15 second videos of:

  • People: new starters, birthdays, work anniversaries, celebrations…
  • Events: bake offs, charity gigs, client events, company events…
  • Environment: the office, the breakout room, facilities that look great…
  • Perks: the posh coffee machine, Tea Pigs tea, hot lunch, office dogs…
  • Hashtag events¬†like¬†#ThrowbackThursday…

By doing this you’re giving people the opportunity to opt in or even deselect themselves out of the recruitment process. Gone are the days of closet interviews. Give insight.

 

2. Hashtags!

Just like on all the networks supporting hashtags, Instagram uses them to increase reach and to allow you to find people with similar interests.

In this example,¬†Just Digital People¬†have created a 15 second teaser of CV tips that leads to a YouTube video. They added other users and only a few hashtags in the caption, then added a comment jam packed with hashtags to attract more people. It’s a lot of fun and has gained great engagement.

Recruitment using Instagram

 

You can also search for hashtags (check out my favourite search tool in my free, Tools for Instagram Success, guide) and Instagram will show you the popular ones and related posts.

Like Twitter, Instagram is about becoming known, trusted and liked. It’s not a broadcast medium for spamming jobs. Take the time to get to know the people you follow and engage as you would in real life.

When adding comments or replying, to ensured that you/they are notified, include their @username in the comment.

 

3. Links don’t work but still add them!

Like the boys have done above, Nisha Raghavan has directed people to the clickable link in her bio.

Add the link in your description too though – especially if you’re publishing onto Twitter, Facebook, Tumblr and so on.

I love this snap, such a great insight into what she’s up to.

Instagram for Recruitment

 

4. Find your competitors

It’s likely that those people following and engaging with your competitors will also be happy to follow and engage with you… so go look them up.

Also, take a moment to see how they’re doing. Pay attention to the posts that gain likes and comments as these are the ones to emulate.

 

5. Don’t leave your snaps on¬†Instagram!

Firstly, you can share straight from Instagram to numerous other social networks.

Secondly, the jpeg drops into your camera role, so why not manually upload it to those networks not integrated, like LinkedIn?

Thirdly, embed posts in blogs and on your website.

Quite simply, share, share, share!

 

Instagram is so much more than an app…

Akin to Twitter, it takes time to build a community on Instagram but it’s oh so rewarding. You can engage and re-engage. You’ll learn more about a person from their photos than you’ll likely see else where and these can be used in conversation and follow up.

Instagram allows you to become known, liked and trusted in an instance.

 

P.S. Did you grab the free guide, 7 Tools For Instagram Success?

 

Quick poll:

 


Ready to expand your social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Successful Technical Recruitment Is A Long Game

Successful Technical Recruitment Is A Long Game

Did you see the recent article in Recruitment Grapevine where Rethink Group talked about their evolution into a Recruitment 2.0 partner? They have realised they need to evolve to stay valuable to their clients. Proper partnering from recruitment through to retention.



If only the cowboy¬†technical recruitment agencies would take a leaf out of Rethink’s¬†book and cease this kind of behaviour:

 

Putting aside the fact the message isn’t addressed correctly, it’s so last decade. Cowboy agent stuck in the past widening the rift between agent, company and technical recruit.

Poorly written. Lacking research. Lazy. Silly.

When people are the most expensive and valuable asset in any company, why would a company trust you with their recruitment after receiving a message like this?

What’s worse is I have quite several examples just like this saved in my ‘Oh. Dear’ folder. And it’s worth reading the attached tweets, others have received this exact message!!

 

Poor messaging kills trust

If this form of communication irked the in-house recruitment world can you imagine what this person sends to IT professionals and how they react?

No wonder techies speak so negatively of recruiters (and they lump both sides together) and ignore your communications.

Stop writing messages that are all about you and what you think is funny. Instead ask yourself the question, “how is this helping my client or candidate?”

And no, I don’t think providing Stevie with some fun at your expense, is actually helping him.

Do you want to be the laughing stock of social media or adding value to your clients?

 

Agents: stop throwing mud, hoping it’ll stick

When it comes to tech recruitment In-house Recruiters¬†are taking internet sourcing training¬†to discover how to¬†access the same pool of people you’re dishing up.

They can find and recruit people¬†without you.¬†Many are doing it very well. They can use the money saved to invest in their teams and they know that they’re also improving their quality of hire and retention, in the process.

In-house Recruiters have the upper hand too.

They can speak to candidates about their company’s projects with more understanding and passion than you’ll ever be able to do because you’re an outsider.

They can speak to their own team of techies and gain their buy in. They can create coding challenges on GitHub, run technical Meetups, and use their own technical team to make well-received approaches to potential candidates.

And they do.

And it works.

Who would IT candidates rather speak to, the aforementioned cowboy recruiter or another techie?

Agents, you need to start using your own resources and social media to own your niche. You need to be finding & building trusting relationships with candidates, those online and offline, so you are truly adding value.

You need to shine, through your marketplace knowledge and professionalism. You need to become the go-to person in your niche. You need to fix a pain point.

Use social media to further your reach by paying it forward, being knowledgable and being someone people want to follow.¬†If you don’t know how to build trust on social media, to create business and make placements, give me a call.

It’s a candidate driven market, start owning it.

 

Agency leaders: times have changed, ditch your out-dated KPIs

Tech companies know that the tech talent shortage is getting worse. They know that the tech industry is growing and that the supply of professionals is dwindling.

They’re innovating to attract the people they need.

Be it identifying students to bring on as apprentices, teaching at local universities to ensure that they secure the graduates they need or up-skilling specialist in-house recruiters, they understand the importance of future-proofing their companies.

Yet, technical recruitment agencies are still using out dated modes that show little candidate care and lead to disdain between agent and tech professional.

So for goodness sake, ditch your out-dated KPIs.

Get your consultants focused on building relationships, owning their niche, adding value.

Give them the time to build something that will provide long term pain-relief to clients, instead of focusing on unsustainable quick wins. If you don’t know how, give me a call.

It’s a candidate driven market, it’s time to realise it.

 

Am I being unfair? What do you think? Add your thoughts below.

 


Ready to expand your social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Facebook At Work Beyond The Hype

Facebook At Work: Beyond The Hype

Facebook At Work is in the app store, but what does that mean?

In its own words, “Facebook at Work lets you create a work account that is separate from your personal Facebook account. With a Facebook at Work account, you can use Facebook tools to interact with co-workers. Things you share using your work account will only be visible to other people at your company.”

Currently, the app is being tested with only a small number of companies in the US, and Facebook is looking to take marketshare from the likes of Yammer, Slack and so on, in the ‘enterprise social network space’. It’s aimed at companies with more than 100 employees and this article from TechCrunch will give you a great overview.



 

How does it help your Facebook recruiting?

The reason Facebook at Work could fly is because of Facebook’s incredibly active user base. We’re talking 864 million daily users (703 million on their phone!) of a total user base of 1.35 billion so it’s already ingrained in what many people¬†do and won’t be a stretch for them.

And, as you could¬†discover¬†in training, you do need to be creative to find people who haven’t completed their¬†bios, but if uptake of Facebook At Work is strong, it’ll be even easier to find your future recruits because, according to Facebook’s help section:

When you set up your work account, your profile will automatically include information provided by your employer. This may include details like your name, job title, and work contact info. Since your employer provides this info, you should contact your company’s human resources department if you want to edit any of the details.

Update 22 Jan: I’ve been informed by a very reliable source that the 2 profiles will be separate and the business profiles themselves¬†will not be searchable… so maybe it we won’t see an increase in¬†updated personal bios. (Lucky you can discover plenty of other ways to find people on FB in training!)

 

But…

There are some things that could hinder¬†Facebook At Work’s success:

  • There are still companies out there who ban employees from accessing Facebook in the office, which makes recruiting the younger generation unnecessarily difficult and seems completely pointless when people simply use their phones but that’s a rant for another day…
  • People will be concerned about what is private and what is not, fearful they’ll end up in hot water. [Video: how to lock down your Facebook account]
  • Large enterprises may be reluctant to relinquish control of things like document sharing outside of their own secure servers.

 

What else could you do?

As mentioned, this is for companies over 100 employees in size and they have many alternatives like Yammer, Chatter, Slack and so on.

But if you’re a smaller company and wanted to implement an alternative with ease, try:

A secret Facebook group

  • These groups are completely private and undiscoverable.
  • You can still share docs (though non-editable like Facebook At Work is for now) and photos.
  • Events are easy to create and manage too.
  • Posts can be pinned to the top and Facebook notifies you of new posts and comments.

A private Google+ community

  • These communities are completely private and invite only.
  • You receive notifications wherever you are on the Google+ platform.
  • They make collaboration a breeze when combined with Docs & Drive.
  • As you’re not using¬†a Facebook account there is less fear of accidental ‘cross-contamination’

 

Will you be trying Facebook At Work?

 


Ready to expand your social recruiting skills? Check out the upcoming classes at The Searchologist School, grab some ready made training in The Academy, or get in touch for some onsite or live online Tailored Tuition.


 

Recruiting On LinkedIn? This Is For You!

Recruiting on LinkedIn? This is for you!

Recruiting on LinkedIn, without a recruiter license? Read on!

Have a recruiter license? Read on anyway.

Announced last week, LinkedIn is “increasing the visibility of your extended network in search

Hoorah, to those of us who search infrequently as (when it’s eventually rolled out) we will have full visibility of our 3rd level connections.

However, if you are a recruiter who currently uses a free account, you’re now going to be caught by LinkedIn’s new commercial use limit,¬†which LinkedIn is being particularly vague about.

That said, I’m hearing from the sourcing community that some found it kicked in after 50-60 searches in a few¬†days, yet others did not.

When it kicks in, you’ll be encouraged to upgrade… and this is what I could see a few days back (but now can’t).

Recruiting On LinkedIn? This Is For You!

Is LinkedIn making a smart move?

In some ways, yes.

My issue with LinkedIn is that it removes features from paying members. They focus their energy on keeping shareholders happy, when the members are their product, the product they sell to recruiters.

But, at the same time, if you are using LinkedIn day in and day out to source candidates for your roles, remembering it costs LinkedIn to provide this service¬†and it is saving you money, don’t you think it’s fair to pay them something?

I think that’s what most will do. I also think there will be a sharp increase in the number of fake profiles so that recruiters can get around the system.

As I discuss in training, with the number of other social networks available to use for free or less and the numerous ways to get around this new limit, will this work? Time will tell.

 

Vague

LinkedIn’s¬†announcement is too vague. If I choose Business Plus when will my commercial use limit kick in or won’t it?

And the new minimum fee is a sharp increase in cost, for fewer or altered features that impact users directly, often negatively.

 

A reminder of some of those removed or altered features…

  1. To rank well in search users now need to write long form posts yet the feedback I hear is that:
    • Many find this completely annoying or spammy
    • It’s creating excessive noise and notifications, and
    • Post quality has decreased, dramatically.
  2. Every single day your News feed resets to Top so updates you share, without paying, are seen by few. Pretty hard to stay fresh in someone’s mind if your posts aren’t seen.
  3. Long ago they removed Signal, which allowed you to search for updates. (Interestingly Facebook have just introduced it and I’ll show you how useful that is for recruitment during training)
  4. One of the newest, perhaps to try and help increase engagement, if you reply to LinkedIn messages from your email inbox, connection or not, they are sent via LinkedIn… unless you notice and manually change the email address, which is super annoying when you’re busy.
  5. They’ve removed the activity feed for¬†individual¬†group members which, if you’re a group manager, makes it hard to keep track of people who over post¬†or, if you’re networking, makes it hard to find older discussions by group member.
  6. Take care unsubscribing from the Group Announcement in your email inbox, you’ll probably find you’ve just been removed from the group too ūüôĀ Change the setting on the desktop version of LinkedIn instead.
  7. And my favourite, not… they charge job seekers to see the salary of the job you just paid to post! WT…?

Recruiting On LinkedIn? This Is For You!

Other¬†takeaways, I’ve written about before.

 

What do LinkedIn members want?

In 2015, finding people online is going to be easier than ever. The challenge will be getting a response!

The majority of LinkedIn users I speak to are fed up with the noise and rarely use it. And LinkedIn needs active members, so why not ask those members what they’d like?

Only yesterday, Facebook asked me for my opinion and I don’t pay them¬†a penny!

 

As a paying LinkedIn member here’s what I’d like:

  • My News feed to remain as Recent so I can see posts as they happen. (This is why it matters so much!)
  • Search results to be based¬†on my search criteria and not whether they write long form posts, do job seekers even know to do this?
  • Please let me choose my own Pulse settings or even let me remove it. (…and no I don’t want to use the App, Andy)
  • Update your “post” search to include all updates not just LinkedIn long form posts (blogs), because that would be fair to job seekers!

Your turn, what would you like?

Add your comment below.

 


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Is Judgement By Appearance Rife In Social Recruitment?

Is Judgement By Appearance Rife In Social Recruitment?

Is judgement by appearance exclusive to social media recruitment?

Or is it rife in all parts of the recruitment process?

3aae0e8b-6ea3-43d7-9a3a-52ae3479fefb-large

Isn’t it human nature to look at something and make a snap decision based on how it makes us feel?

For example, I recently considered walking into a shop but the group of men standing outside made me wary and instead I moved on. Their appearance made me feel uncomfortable. I reacted on instinct. It even surprised me as I am far from shy.

After the following Twitter exchange, sparked by my blog The Facebook Social Recruiting Dilemma, and seeing the cartoon above, this post was inspired.

judgement by appearance

 judgement by appearance

I think Facebook is a brilliant addition to your social recruiting. In training though, I always warn that photos can be deceptive. Mine suggest¬†that I am dog obsessed and¬†guzzle red wine by the gallon because I am often snapped when I am out, red wine in hand. In reality though, I rarely drink these days¬†…but¬†I am dog obsessed ūüėČ

 

Is judgement by appearance exclusive to Facebook?

In my experience definitely not. I regularly see the reaction of my trainees to LinkedIn profile pictures, photos that appear on the ‘professional’ social network.

It’s involuntary but it’s there and it’s definitely not because they’re being ageist! It’s about posture, angle of shot, expression in the eyes and so on. Or it’s over daft things like a profile picture where they are wearing sunglasses inside the house or selfies, especially when they include a view down their top.

Heading to Twitter, judgements are soon made based on the content of tweets that they see… and Twitter users know that the site is¬†public.

And are job seekers really powerless? Surely they’re in control of their social accounts and capable of giving them an audit?

Facebook even shows you how, right there under the padlock. And then there are the 20,400,000 articles that come up under a job search tips online reputation search on Google

Even while writing this more advice appeared online from my new follower – note number 5!

 

Is judgement by appearance exclusive to the social media part of recruitment?

Don’t we judge appearance at interview? If not why did this happen as I began typing my query into Google? ¬†(I even cleared my browser history to be sure!)

judgement by appearance

Attire, posture, handshake, smile and so on are all assessed. Isn’t this part of¬†the selection process?

I’m in no way saying we should judge someone by their appearance,¬†I’m just asking the question, isn’t it simply a fact of life? From the subconscious? An age old instinct?

Hey, I’m no expert and (probably) worse, I am one of those highly intuitive people who ‘just knows’ if someone is right for a role… and that’s probably worse than judgement by appearance.

 

The fact is, it’s 2015 and social media has infiltrated every part of our lives.

Facebook turns 11 in February, LinkedIn is 12.5 and Twitter is 9 in March, and these top 3 sites are where job seekers AND recruiters/HR/Hiring Managers will be seen.

You will be judged on how you choose to portray yourself online and on what you say.

This will work for you or against you.

You decide.

 

 

P.S. For clarity…

I will never condone judgement that is based purely on appearance. The way I teach recruiting on Facebook & all social media, is about gaining access to new pools of talented people and attracting new people to your job opportunities, not about making superficial judgements from photos.

Further reading:

 

 


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Social & Mobile Recruiting Go Hand In Hand!

Social & Mobile Recruiting Go Hand In Hand!

Try this!

At a recent AIA Worldwide in-house recruitment event, we were asked to test out applying for a job on our own career site using our mobile phones. The results were nothing short of a disaster! Many are ignoring the fact that social & mobile recruiting work together.

Have you tried applying for one of your own jobs on your mobile? Can you actually apply or do you expect job seekers to go to the desktop version of your site to apply? Is it unduly complicated?

 

Have you tried applying to your own jobs on a mobile device? Click To Tweet

If you are going to recruit on social media, you mustn’t ignore mobile!

Think about how you use your own mobile. Do you follow links from social media sites to websites?

Are you one of the 703 million daily mobile Facebook users? Do you use Twitter on your phone? …and LinkedIn? Countless apps?

So why wouldn’t a job seeker?¬†It makes sense really, it’s private. They can apply when it suits them, say on their commute home from the job that no longer fulfils their needs.

 

The time is now.

If you want to succeed social recruiting in 2015, you’ll need to address your mobile job application process too.

In the UK, there are now more jobs than job seekers, which means you must make it easy for applicants or you’ll struggle to recruit. And the last thing you want is for Google to rank your website poorly because it’s not mobile optimised.

Make the change, now.

 

Important considerations…

Mobile technology has not necessarily caught up with we recruiters so you need to find a work around to ‘attaching a¬†CV’. Bazaarvoice have done this brilliantly.

Though the ‘create with Facebook’ button worries me some (I sure hope applicants¬†have locked down & audited their profiles!), I like the many different options available and how easy it was to apply¬†on a mobile.

Bazaar social & mobile recruiting

 

Also remember to provide easy navigation and plenty of insight into your company & people, that can be seen without pinching & zooming. You’ll see some great examples on Bizaarvoice too.

Massive thank you to @DavidCullen57 for sharing their shiny new¬†career site with me! ūüôā

 

 

In summary, here are your 7 steps to social recruiting success in 2015:

  1. Get ready for your social media inspection
  2. Improve engagement with some sparkle!
  3. Smarten up your company’s reputation.¬†
  4. Reap the rewards of speaking to your business
  5. Keep your social recruiting personal
  6. Share the social recruiting love
  7. Mobile, mobile, mobile!!

 

Thank you for reading and may your 2015 be spectacular!

 


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Share The Social Recruiting Love!

Share The Social Recruiting Love!

Do you care about your followers & fans?

To build your fan base, following, tribe, whatever you want to call it, takes time. It’s time well spent because it improves quality of hire, cultural fit, retention, productivity and, of course, saves a bucket load of cash.

So why do companies build their following and then ignore them? It makes no sense.

It’s time to share the social recruiting love before you lose applicants. And the potential applicants they tell. And the people they tell.

It’s so easy that this is going to be a very short post!

 

Don’t do this!

Spotify have built 78,687 followers on LinkedIn¬†but sometimes fail to respond to them…

social recruiting love

Ford Motor Company have 492,526 people following their LinkedIn company page and this below is, sadly, typical.

social recruiting love

 

Do this!

The Marriott take excellent care of their fans on LinkedIn and on Facebook.

social recruiting love

 

And there’s no need to rely on your comms team either. Below is SABMiller’s Head of Global Talent Acquisition showing you how easy it is to share the love.

social recruiting love

 

It takes but a moment to make someone feel special.

They could be your next hire.

Or their friend.

Or their friend’s friend.

Or their…

Make 2015, the year you spread your social recruiting love!

 

Social Recruiting, It's Personal.

Social Recruiting, It’s Personal.

Social recruiting is a conversation between you and your potential hire.

Success comes from remembering that though social media is a public medium it’s not a broadcast channel like traditional job board advertising.¬†Keep it personal, as you would if you were recruiting via the phone.

 

Remember back in the day, when your phone was your fastest source of communication?

Remember how you’d start the call? “Hello [person’s name], this is [your name]….

Remember the manners you’d use?

It’s the same on social media. So let’s get back to basics….

 

1. Remember your manners online too

When connecting, use their name and spell it correctly.

Explain why you’re making contact, remembering that all they’re wondering is, ‘what’s in it for me?’

P.S. If you find that your LinkedIn connect requests (on desktop) are just shooting off, have a look under the dropdown menu for ‘Personalise Invitation’

Social Recruiting

 

2. Add a personal touch

During the week someone on Twitter had a real dig at me about using Facebook for recruitment. She could only see the negativity, felt using it created ‘judgement by appearance’ and perhaps it does but no more than the judgement involved in the entire recruitment process.

Why not use Facebook or Twitter to explore potential fit and use those findings in your communication?

This is especially important where skills are in demand¬†and you’re attempting to stand out from everyone else vying for their attention.

 

3. Be yourself

Recruitment is a person to person game, online or offline. So be yourself (if a little censored)

You call someone as yourself, use your¬†personal (work) email address¬†and your own LinkedIn profile to connect… so why tweet as a logo and expect results?

Come out from anonymity and you’ll succeed. If you’re unsure the best way, grab the¬†(free)¬†Essential Guide To Recruiting on Twitter.

 

'Tis The Season To Speak To Your Business

‘Tis The Season To Speak To Your Business

Want to blast your social media recruitment to the next level?

Take advantage of the party season and get out and talk to the people in your business.

Really you should be doing it all year around but if not, now’s a great time to start! And here’s why…

 

The more you understand the job, the less time you’ll spend hiring

People are time poor. Everyone is busy.

You are hiring. Your hiring manager is doing his day job. And so are those potential recruits.

But, if you invest time speaking to the hiring managers you’ll save a ton of time later. Really understand the role, the career path, the good, the bad, the ugly. The more you know the more you confident you’ll be recruiting and the better matched the candidates will be.

And if you think your life is busy, consider the pace of social media. If you’re trying to gain a person’s attention in the noise of the Internet, you’ll need to know your stuff!

Responsiveness of social media users is going to become even harder next year. But you can get their attention if you sound like someone worth sparing time for.

 

If your business feels part of the process, they’ll help more.

Alan Whitford¬†said recently, “hiring managers think candidates mythically appear in the pipeline.” He has a point but they only think that ’cause they don’t understand the process.

How many of your managers understand what you do? Do they know where you look, who you talk to, and what’s involved in getting a CV into their inbox?¬†Do they know that you need time to source? Do they know the true state of the marketplace?

If you invest more time speaking to your business, you’ll reap the rewards.

They’ll give you more information, which will save you both¬†time interviewing the wrong people.¬†They’ll also¬†stop going to agencies behind your back, which will save you both¬†even more time. They could even assist in the very beginning of the process, especially important when recruiting¬†scarce talent, by making initial contact.

Your hiring managers¬†want to know that you’re on it and that they can trust you. Gain that trust, talk to them more often.

 

You’ll be recruiting in the right social media pond!

Just because¬†LinkedIn has the loudest marketers and spoon feeds you CVs does not mean it’s the right place for your recruitment!

Ignore the sales spiel and ask your business people where they interact online. Do they have their own sites? Are there leading forums to explore? Could they even meet ‘in real life’?

Ask them what it would take to get their attention if approached on these sites and definitely ask what would not.

Would they partner with you to contact people? Would they be happy to share their knowledge and expertise to attract talent?

Ask them. Be guided by them.

Fundamentally, we all want a great working environment and that starts with the people.

 

How can the people in your business help you to help them?

 


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It’s Time To Smarten Up Your Company’s Social Reputation!

It’s Time To Smarten Up Your Company’s Social Reputation!

Does your company’s social reputation pass muster?

No doubt many personal reputations were sullied last Friday on what did indeed turn out to be a dark day! With unsavoury behaviour caught on video and likely to be doing the social media rounds for years to come.

This time however, it’s time to smarten up your company’s reputation. As mentioned in part one and two, job seekers are putting your company under review – before they reply or apply!

How does your company's social reputation fair? What talent are you missing out on?Click To Tweet

 

First stop, Glassdoor

If you’ve not been there, please don’t ignore it!¬†Job seekers are turning up to interview with copies¬†of reviews so be prepared.

Could you be facing reviews like this?

Glassdoor Social Reputation

With over 4 job vacancies per developer (in the UK) this is incredibly worrying! Especially when 3 people have found this review helpful. How many others have read it and moved on?

Take ownership of Glassdoor and definitely read this great piece from Kate Ball, How To Recover From A Glassdoor Disaster!

 

Monitor Your Social Reputation & Sort It!

You don’t need to do this manually, thankfully. It can be as simple as setting up a Google Alert which will deliver any¬†mentions of your company straight to your inbox.

There’s been much written about this before so check out these favourites:

  1. 5 Tools To Monitor Your Online Reputation from Social Media Examiner
  2. 10 Free Tools For Monitoring Your Brand’s Online Reputation¬†from Social Fresh
  3. 30 Useful Social Media Monitoring Tools from Tripwire

You trust your employees to use the phone and email, so why not social media too?

Have a sensible social media policy in place and, in my opinion, keep an eye on toxic employees Рthey may be need a gentle push in the right direction.

Digressing… if you are ignoring social media altogether, hoping the ‘fad’ will pass, check out Stuff people say to me about social media¬†by HR Director, Gemma Reucroft. After all:

social-is-the-new-normal

 

What Are Your Customers Saying?

Would you want to work for a company with unhappy customers? No, neither would I.

If you have happy customers, share it far and wide!¬†Reach beyond your website to social media and just because LinkedIn took away the fabulous Products & Services tab doesn’t mean¬†there’s nowhere else for them.

Have you got positive reviews on your Google+ Company page? They’ll show on Google maps if you do:

Google+ Page Social Reputation

What about the second most searched on site after Google with its 1 billion users, YouTube? Can you add testimonials there?

YouTube Social Reputation

Definitely add these videos to your personal social media profiles¬†and, now that it’s free, upload them to Slideshare as well.

Can’t get them on video?

Try audio and upload them to SoundCloud. You can then embed the playlists on your website or share directly to social channels.

SoundCloud Social Reputation

And if you want to really get them right, check out this great post from Unbounce.

 

How else could you smarten up your social reputation?

 

Did you miss part one or two of this series?

 

 


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Want Better Social Media Engagement?

Want Better Social Media Engagement? Add Some Sparkle!

Want better candidate engagement?

In the same way that you can share too much of the wrong stuff, you can share too little of the right stuff!

In 2015, finding people online won’t be your problem. Getting their response will be.

If you want to improve your candidate response rate you need to look like somebody worth talking too. Add some sparkle to your profiles and improve your social media engagement!

 

Polish Up Your LinkedIn Headline

Your headline matters more than you think… especially if you’re still sending unexplained invites to connect because this is all that people see in their inbox:

Social Media Engagement

To be kind, I’ve deleted the name, company name, phone number and and email address from the headline but you get the idea¬†that it tells me little.

So instead, make it easy for people to see what¬†you’re about (and of course, personalise that invite!!! More on that soon! …and yes you still can do so on mobile and desktop!)

Here are a few examples to inspire you:

Samantha_Burgess___LinkedIn

Brooke_Elster___LinkedIn

They’re interesting and painting a picture. They make you want to know more right?

 

Add A Banner Shot & Cheery Profile Pic

Amanda_Nicholls___LinkedIn

Amanda has been super clever here, she’s used the AO.com commercial as¬†her banner photo, explained clearly what she does in her headline, and in case you’re still not sure added a profile photo, where she looks relaxed and approachable, right in front of a wall of code! Job done.

 

Inject Some Colour

Upload links and rich media to inject colour and give insight into your company. Becs_Wells___LinkedIn

Let job seekers see what it’s like to work for you. I’d reply to a message from Bizzby, would you?

 

Come Out From Behind The Logo

Recruitment is a person to person game so why tweet as a logo? You don’t try and add a connection on LinkedIn as a company page, so why be a logo on Twitter?

You’ll attract far more talent and improve engagement if you tweet as, well, you.

Screen Shot 2014-11-26 at 13.54.03

Cheery photo, branded banner shot, completed bio… I’d follow Jennifer back, wouldn’t you?

 

Using Other Social Media Sites?

Repeat the above. (Except maybe for Facebook: see part one!)

The more you share, the more you explain, the more approachable you are, the more response you’ll get from candidates in 2015.

 


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social media inspection

Recruiters, Are You Ready For Your Social Media Inspection?

Will you pass a social media inspection?

Can you believe in 6 weeks we’ll be about to celebrate the start of 2015?

2014 has¬†flown by and it’s starting to feel festive. So with this being the 7th last Wednesday of the year, here begins¬†a series of 7 posts that will boost your social recruiting right through the festive season and¬†beyond.

Starting with the often overlooked, HR / Recruiter reputation!

Job seekers inspect your online presence before they reply or apply. Are you ready? Click To Tweet

 

The tables have been turned.

No longer is social media inspection from you to them. Job seekers and potential applicants are looking at you.

They’re deciding if you are right for them. If your people are right for them. They look at your social footprint.

What does yours say? Would you work with you?

 

Facebook makes it easy for job seekers too!

And contrary to what you may think, this is where the majority of job seekers are.

Social Media Inspection

Social Media Inspection

Now I am not saying be paranoid, after all most people think of Facebook as a personal space, but do remember that your profile picture and banner shot are public at all times.

If you work for a conservative company, they may not appreciate anything too risqué so just take a step back and consider how your photo/s could be interpreted.

Maybe, if you’re wanting to attract great new recruits, it’s better to keep it within your locked down Facebook?

 

What’s public, what’s not.

Everyone, on either side of the recruitment fence, should take some care with their posts and commenting on posts.

So head top right to the padlock and check that your future posts is set to friends, check your Activity Log for unflattering tags, and check View As to see what you’re currently sharing publicly… you may be surprised. I sure was the first time I used it!

Here’s a short video to help:


 

And of course, this is just Facebook.

Where else are you hanging out online?

Should you give your Twitter feed an audit too? The new layout makes it super easy to see your photos…

Twitter social media inspection

 

Any Instagram snaps in need of deletion? (And if you use my fabulous Instagram to Twitter tip… don’t forget that they ALL go onto Twitter!)

Don’t let one stray snap cost you a great hire because…

If you look at job seekers, why shouldn’t they look recruiters up online?

 


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