Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'social media'

Social Media, Sourcing

5 Places to Source Candidates For Free



Meeup groups

Meeup groupsNote: Yesterday, Debbie Fledderjohann discussed using social media to source candidates and market your business. Read it here.

The smartest recruiters build relationships with intelligent, potential candidates even before there is a role that needs filling.

As competitive as the recruitment market can be, there are places where you can find potential candidates for free, you just need to be proactive about investing the time it may take to do so.

How-To, Sourcing

Marketing and Sourcing With Social Media



fordyce-default

Note: Don’t miss “5 Places to Source Candidates for Free.” Coming tomorrow.

Social media offers an infinite number of tools and techniques to market your contract staffing services and source contract candidates. But social media can be daunting. Here are some tricks for using the most popular social networks based on our own experiences, research, and discussions with recruiters.

LinkedIn

How-To

5 Tips For Improving Your Social Media



fordyce-default

social media illustrationThe way we use social media has evolved tremendously since the early days of MySpace. With the success of LinkedIn, we have begun to move our professional relationships to the web, and have slowly developed a proper networking etiquette for doing so. Recruiting through social media, however, is a practice whose rules are still being written.

Because there is no “right” way to do it, the unknown that accompanies social recruiting can make the idea intimidating to recruiters and hiring managers. However, as the power of social media continues to grow, it is important to embrace it as a crucial element of your recruiting strategy.

Here are five of the best practices for hiring via social media:

Social Media

Social Media is Not Doing What Too Many Recruiters Are Doing



fordyce-default

social-mediaSeveral months ago I tuned into a Twitter conversation coming out of a conference Greg Savage held, the general gist being the importance for recruiters in having a social media strategy.

The point of this article is not to regurgitate what he discussed or argue whether social media is important or not. I will let you check out what Mr Savage has to say himself. I don’t want to be accused of copying off the bright kid in class!

But it prompted me to dispel some myths about what a social media strategy actually is, or more importantly what it is not. From what I see, a lot recruiters and their employers think they have a social media strategy in place, but in reality they don’t.  So, what is not a social media strategy?

Viewpoint

My Love-Hate Relationship With LinkedIn



fordyce-default

LinkedInNYSELast year Fortune Magazine ran a cover page article on LinkedIn. The article discussed the amazing qualities and attributes of this “Darling of Wall Street” company. It was a total love fest.

I was reading the article while en route to Haiti, and I decidedly put the magazine aside and looked out the plane window with my son Noah, enjoying the deep blue Caribbean waters. To Noah, I was putting away business and starting to relax. To me, I was opting out of reading an incredibly irritating article.

How-To, Relationships

When Enough is Enough, Danny Says Use “Disruptive Honesty”



according to Danny logo

Dear Danny,

A client is not keeping its commitment to the process (not getting back quickly after the final on site round of interviews, committing to provide an offer within two days of these interviews, foot dragging, making repeated commitments and then breaking them).

I push, and explain it sends a bad signal to the candidate and is not what they agreed to. As part of this, I’m also concerned that the client makes me look bad to our candidate and, that if they’re marketable elsewhere, they will be hesitant to work with us as a result of being jerked around by the first client we put them in to.

Social Media

Five Top Picks for Socially-Acceptable Marketing Success



Instagram pic

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.

How-To, Social Media

Get Started Branding Yourself and Your Firm On LinkedIn



Skywater page on linkedIn

Skywater page on linkedInBuilding 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:

Uncategorized

What Recruiters On Twitter Did Last Summer



fordyce-default

Want to know who recruiters Tweet about the most? And what they’re reading and sharing on social media?

Leadtail, an online marketing and social media, looked at the Twitter communications of 557 agency and in-house recruiters to see what they were sharing  over the summer. These recruiters totaled 173,903 tweets and 106,343 shared links.

The first chart shows the people most mentioned by the recruiters. The next are those most retweeted and, finally, the last is the publishers most mentioned by recruiters.

Business Development

Help Your Client (and Yourself) Attract Candidates With Brand Ambassadors



fordyce-default

marketingAs an external recruiter, you probably do a lot to communicate the needs of your client to potential job seekers. However, are you missing a key element that could take your recruitment strategy to the next level? No, it’s not some new fangled software or an expensive campaign. It’s branding and it can do you, and your client, some real good.

Studies show most companies are in the early stages of developing an employer brand strategy that builds competitive advantage, with only 16% of organizations having a clearly defined strategy. In addition, while 31% have a strategy, they admit it can be developed further.