You’ve got the basics covered with your presence on the major social media sites. Now, you need to take that next step by adding new tactics to your social media program. Using social media as a branding tool is great, but taking it to the next level will engage your audience. Try these five tips energize your clients and candidates.
Building your social media presence as a recruiter is essential for attracting the best clients and candidates and ensuring your long-term success. Facebook, Google+, Pinterest, Twitter — with so many choices it can be difficult to know where to start. Our recommendation is LinkedIn, the recruiter’s favorite.
Here are our top four tips to help recruiters new to the branding side of LinkedIn to get started:
You may be the best recruiter or trainer in the world, but if nobody knows who you are does it matter? This isn’t an exercise in Zen thinking. It’s a real world concern if you’re not a name in your field and want new clients.
Like it or not, people congregate around popular businesses. If you want to grow your small business, you need to create that popularity. Becoming a recognized industry expert is easy if you follow these steps.
Dig Into Your Industry
What is important in your industry today? If you’ve had your nose to the grindstone
If you source or place tech talent you need to take a close look at Dice’s Open Web.
It’s a service that delivers a remarkably detailed dossier on candidates meeting your job specs, whether or not they’ve ever been on Dice.com. Scouring more than 50 sites where IT talent hangs out, Open Web assembles lists of their skills, talents, background, and, remarkably, compilations of their most recent contributions from each of the sites. If they have a resume on Dice, you get that, too.
At a glance, you can tell who among your prospects contributes to site like SourceForge, GitHub, Quora and others. Open Web pulls their contributions and lists them so you can see what the candidates have been posting. From sites like Facebook, Twitter and others, you get even more details, all of which is presented in a quick, scanable foemat that makes it easy to see who to contact, and gives you loads of information that can help you get a conversation going.
Rob Dromgoole had a search that would challenge any recruiter. He needed to find a purple squirrel who also spoke Japanese.
Dromgoole is director of recruiting at Pacific Northwest National Laboratory. But he thinks of himself and his team of four recruiters as a search firm. “Everyone’s working a desk. We do a lot of esoteric searches. We’re like a retained search firm,” he says.
The lab has multiple government contracts, and works on projects as unusual as analyzing the chemical signature of certain agricultural fuels for the Internal Revenue Service. Other work is secret. Finding the PhDs and others with highly specialized skills, and, often, security clearances is all in a day’s work.
“We just find a way to find people,” he says.
I keep seeing articles about the “Hottest Trends in Recruiting” that are, in reality, of little value to the recruiting community.
These articles list “new” recruiting concepts and ideas, but there’s a hitch: most of the “trends” listed have been talked about for years. What’s more, the kinds of ideas that are named must actually be paired with traditional practices and are not enough to effectively drive results on their own. This kind of misinformation can be dangerous for recruiters, particularly those who are just starting out and looking for guidance.
After last week’s blowout report from LinkedIn, we can all be forgiven for wondering if anyone sources candidates anywhere else. With 20,000 recruiter accounts, it’s not surprising that candidates for the most in-demand jobs get multiple contacts a month. It’s equally not surprising that those same candidates don’t respond to InMails, emails, telephone calls, or whatever other method resourceful recruiters come up with.
But if you want to fish away from the madding crowd, where you may find that special candidate who chooses not to be on LinkedIn (they are known to exist), then consider these alternatives.
Even though I pledged to spend more time on Google+ back in February, I felt that it is almost completely dead as far the staffing industry is concerned.
Don’t get me wrong, Google+ is a very nice little spot. But it’s like a brand new bar that no one goes to. And the point of social media is to, obviously, socialize.
But Twitter is a completely different story. There are literally hundreds of millions of conversations going on that you can join at any time. And because tweets are so small, it’s virtually commitment-free.
Of course, all that can be a good or a bad thing depending on your ability to sift through and organize it all.
So how are most staffing companies using Twitter? Not well, I’m afraid to report. Many (especially small) staffing firms make a number of Twitter mistakes:
- Sporting a new look and with some new features — including a recommendation engine that ‘learns’ the kind of people a recruiter most want — LinkedIn Recruiter is getting an official relaunch this morning.
The redesign itself is an updating the classic LinkedIn Recruiter look to make it more consistent with the LinkedIn homepage redesign that was introduced last fall.
Parker Barril, Linkedin’s Talent Solutions head of product, unveiled the fresh, new LinkedIn Recruiter at a live and webcast user event — ConnectIn – in San Francisco. As he put it, “the consumerization of the enterprise,” the trend toward making products and services easier to use, “is influencing a new generation of products.”
The Importance of Google+ as a Tool for Recruitment Agencies
As a recruiter, you may be well versed in social media and its relation to your work and matching clients with jobs. LinkedIn generally is the first source for recruiters when it comes to establishing client links. If you have put off learning more about Google+, then it may be time to dive into Google’s world. You may soon find this social tool as your priority source for recruiting and looking for the best minds in the business.
Broaden Your Network
According to Google’s own blog, this social media network serves 500 million members, of which 235 million use the platform’s various social tools by way of searching for others and giving a “+1” to items in the news stream. This is the network’s version of a Facebook “like,” but it also carries the heft of showing up on Google searches. With this high volume of traffic and exploration among its members, it makes sense to start creating your own “circles,” the account network on Google+.