3 Worst New Years Resolutions for Social Recruiters

by Tallulah on December 15, 2014

3 worst new years resolutions social recruiters2 3 Worst New Years Resolutions for Social Recruiters
logo TMJ circle resize 3 Worst New Years Resolutions for Social Recruiters
Join us for our upcoming webinar: 
Your 2015 Social Recruiting Roadmap: Craft a Winning Plan with Advice from Top Companies (45 Minutes) Wednesday, December 17, 2014 – 11:00-11:45 AM PT / 2:00-2:45 PM ET Register NowSee details below.


A New Year is filled with boundless hope and promise…until February rolls around and you’ve lost all hope by breaking every promise made on New Year’s Eve. Increase the likelihood of sticking to your resolution by making a good one worthy of your will power.

As you evaluate your personal and professional goals, we give you the top 3 misguided social recruiting resolutions you should omit or revise before midnight strikes on January 1st.

  1. Continue chasing just that one KPI = No. of Applicants

  2. Of course increasing the amount of applicants is a good goal to have—a goal which social recruiting has proven to help meet time and time again —but increased applications should not be your only marker of success. If it is, you may be limiting the impact of your social recruiting campaigns and likely overlooking some key benefits you could be attributing to your efforts.

    Remember that Social Media is NOT a job board. Requisitions posted on job boards and picked up by job aggregators do not live in the same dynamic, real-time environment as other social networks—like Facebook, Twitter, and LinkedIn—and they hardly ever reach the gaze of the passive job seeker. Enhanced employer branding, increased brand exposure, and enriched candidate engagement are among the many surprising benefits social recruiting can offer. But if you don’t track KPIs like engagement—number of likes, shares, retweets, comments, clicks on original or curated content, etc.—you will have a harder time proving these results.

    social media not a job board employer brand 3 Worst New Years Resolutions for Social Recruiters

    Sharing quality content is a key to increasing real engagement. FB posts and tweets that express the company culture, employer values, or even a healthy sense of humor, could help attract better culture-fit hires, driving higher candidate quality—rather than only quantity—into your candidate flow.

    Related: 3 Keys to a Results-Driven Social Recruiting Strategy

  3. Do everything on your own

  4. Self-reliance is a virtue, but there comes a point when it turns to vice. We know many talent acquisition professionals—because of lack of funds, staff, or executive buy-in—don’t have much choice but to lead a one-person army in establishing and executing a social recruitment strategy. So allow us to revise this resolution and offer alternative goals to shoot for:

    worst new year resolution do not do it all 3 Worst New Years Resolutions for Social Recruiters

    • Do more, but with good help (yes, this requires you to ask for help.)
    • Chances are your company’s marketing team handles corporate social media accounts on the same social networks you either plan to or already have established career-focused channels. As social recruiting continues to nudge HR pros into becoming and thinking more like marketers, a relationship with the marketing team will soon move from recommended to required.

      Start small: Ask the marketing team to feature one job post every 1-2 days on the company’s main FB page. See where content can overlap—does the marketing team share inspirational quotes or original images that you can also post or retweet on your feed? The key is to start with an initiative where everyone will likely gain more exposure and engagement so the partnership can be founded upon positive results.

    • Do less, but more effectively. Set yourself up for success by limiting your load and dialing up your focus. What’s key to prioritizing your efforts is clearly communicating the possible, realistic outcomes to yourself and anyone evaluating the program’s success or failure. This is not the time to overpromise. Setting expectations prevents you from overextending and becoming overwhelmed. For example, instead of managing multiple communities at once, start with growing one community at a time to really be able to gauge what types of job posts, content, and even optimal times of day that drive the most engagement on your page.  

     
    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Commit to social recruiting…in Q2…or Q3…or maybe after a year…give or take…

  6. The worst kind of resolution is the one that doesn’t start on time. But like blogging in the early 2000′s or vlogging on YouTube in 2006, social recruiting will continue to favor early adopters. Companies first to adopt a social recruiting strategy in their market or region will gain a competitive advantage that will only wane as more players join everyday. This early advantage will expire once social recruiting moves from today’s innovation to tomorrow’s HR norm.

    worst new year resolution does not start social recruiting 3 Worst New Years Resolutions for Social Recruiters

     

    Just as David Creelmen comments in his recent, opinionated post on TLNT:

    The HR technology world moves quickly and last year’s hot new idea becomes this year’s commonplace feature. HR needs a technology road map and they need to update that road map every year. The road map isn’t necessarily the path you will end up following, however it keeps you aware of the terrain.

Do you have a social recruiting road map? Attend our upcoming webinar to devise or refine your plan:

Your 2015 Social Recruiting Roadmap: Craft a Winning Plan with Advice from Top Companies (45 Minutes)

logo TMJ circle resize 3 Worst New Years Resolutions for Social Recruiters
Wednesday, November 19, 2014
11:00-11:30 AM PT / 2:00-2:30 PM ET

In this 45-minute power session, industry veteran Mira Greenland along with colleagues Lindsay Parks (Aetna) and Duarte Mendonca (Bethesda Health) will reference real examples at these top companies where- despite limited time, team, and budget—executed an effective social recruiting strategy.

Sign up today to discover how to:
• Learn how to set goals specific to social recruiting that can enhance your brand and bottom-line
• Discover the strategies and tactics that have worked, and the planning pitfalls to avoid
• Determine which results really matter so you can accurately measure success and increase ROI
• And much more!

Register Now.
 

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Infographic: Holiday Hiring By The Numbers

by Yair on December 1, 2014

We’re underway. Black Friday. Cyber Monday. The holiday shopping season is here. And with the billions of dollars spent in store and online from savvy shoppers, employers need to make sure they keep the shelves stocked and online customer support stations manned. A few weeks ago we reported on the massive growth in holiday hiring by employers, and today, we came across this great infographic from Adecco which illustrates the significant impact of holiday hiring on the economy. Check out the mind-blowing scale of holiday hiring.

1416942826 holiday hiring by numbers infographic Infographic: Holiday Hiring By The Numbers Holiday Hiring by the Numbers

 

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Retailers and shippers are projecting to hire about a total of 800,000 in seasonal staff this winter for what is expected to be the strongest holiday shopping season in this millennium, thus far.  However, employers are finding it more difficult to fill these seasonal positions in 2014 than in recent years, and the dearth of applicants has prompted companies to explore new channels for hire. The Wall Street Journal caught the trend, reporting that companies are primarily flocking to one new destination to source more qualified candidates: social media.

WSJ retailers social media holiday hires video 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

In a video interview on WSJ live, journalist Eric Morath was asked why it took so many retailers so long to utilize social media for recruitment:

Q. It’s interesting that they’re turning to social media out of necessity. You wonder, “Why didn’t they think of this before?”

Morath: Well these have traditionally been ways to essentially advertise to customers, reach out to people who want to buy your products, and for some companies…they are not necessarily advertising to people who are looking for low-wage retail jobs, but they realize, ‘Hey, if we open up our audience maybe that mom or dad that’s staying home with the kids might be willing to help us out during the holidays so why not reach out to our customers as employees?

Perhaps necessity is the greatest invention, as social recruiting has already given companies, like Beverages & More Inc., quick wins to celebrate—bringing us to the first reason WSJ cites social as the medium of choice for holiday hiring:

  1. Social Media Has Already Proven To Drive Quick Recruitment Results

  2. The article touts BevMo’s recent success with Twitter, noting that the company had 1,000 open seasonal requisitions to fill, and was at first reluctant about advertising jobs to its customers. However, after just a month of distributing jobs on social media, BevMo increased online applications by 66%.

    Here is one example of their job tweets:

    BevMo Holiday Hiring Tweet 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    Spiking its online application volume just by adding social media into their mix of hiring channels gives us fantastic proof of social media as an effective source of hire; however, we would add that BevMo may have seen an even higher jump in online applications if they had followed just a few TweetMyJobs Twitter best practices—such as hashtag optimization, geo-tagging, and incorporating inline twitter images and twitter cards—all of which have shown to increase SEO and click through rates on Twitter.

    They’re ability to garner these numbers without tweet optimization techniques only open up the imagination to what conversion rates might still be possible if their tweets could reach even more potential candidates on Twitter.

    Related: 3 Signs You’re a Twitter Recruiting Ace

  3. Recruiting on Social Media Effectively Attracts Passive Candidates

  4. 2014 holiday hires graph 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    High staffing demand, but low-applicant turnout reveals a holiday labor market reacting to the continued economic upswing. As Morath explains, although national unemployment has dipped, the labor force participation rate—which includes everyone employed along with everyone who desired to be employed and is 16 years-old or above—is at a sluggish 62.7%, a number unseen since the late 1970’s. Retail employees of past holiday seasons may have since found full-time positions or experienced the boons of economic recovery, thus rendering the need for a seasonal job this year less urgent and less crucial.

    With so much potential human capital waiting in the wings, Morath argues:

    “Social media pushes broaden the pool of candidates by attracting workers who aren’t actively looking for jobs.”

    While traditional job boards are the venue for active job seekers and employers to meet with one common goal—securing a hire—social media has become the venue for brands to engage with followers and even turn these loyal customers into loyal employees.

    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Holiday Hiring is a Sprint to the Finish. Social Media Moves at the Speed of the Season.

  6. Holiday hiring is tricky business: Employers have just about a month to fill thousands of requisitions. Usually starting after holiday sales forecasts are announced in early October, companies make a mad dash to be fully staffed by early November, just a few weeks before Black Friday.

    Ellen Davis, an executive who manages National Retail Federation’s Talent Acquisition Group, supports employers’ moves towards social media:

    “When you’re hiring 10,000 people in that short time, you can’t take out newspaper ads…Using existing channels to reach prospective hires is smart and economical.”

UPS is leveraging social media and other interactive platforms to fill 95,000 holiday jobs.

UPS—a TweetMyJobs client—is projecting to add a whopping 95,000 members to their team this season, almost doubling their last year’s count of only 50,000 hires. They advertise jobs on Twitter (@UPSJobs), and their Facebook page links directly to the Job Map powered by TweetMyJobs which visually captures the breadth of their current hiring demands.

UPS Holiday Jobs Map 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

Are you using social media to hire this holiday season? Share your experiences and tips below or with us on Twitter @TweetMyJobs using the #TMJEdu hashtag.

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map 3 keys banner 3 Keys to a Results Driven Social Recruiting Strategy

At the end of each year, we all naturally take stock of the past and begin planning for a better future. For any HR professional, this process isn’t easy as it requires an honest look at a variety of efforts, and the courage to either commit to or pivot from a plan.

The HCI webcast and panel discussion TweetMyJobs recently hosted focused on how to strategically set goals, plan, and execute a social recruitment program. Watch the full recording of the webcast now.

In it our VP of Sales Mira Greenland (@miragreenland) and three colleagues and HR practitioners bravely revisit the past year, laying out their social recruiting efforts on the table. Each practitioner discussed their overall goals, the planning and execution, and their pitfalls and successes.

While the webcast goes through each case in more depth, here are the 3 keys to crafting a results-driven social recruiting strategy:

tools start strong tmj 3 Keys to a Results Driven Social Recruiting Strategy

  1. Start strong. Assess your resources and set realistic goals. Early wins build a natural momentum towards success.

  2. You may be starting your social recruiting program from scratch—no social accounts set, no dedicated team, etc. But this doesn’t mean you lack the resources to break ground.

    Audra Knight (@media2knight) is the Social Media Recruiting Coordinator at UMASS Memorial Medical Center, the largest employer in central Massachusetts. With an average 600+ open requisitions per month, Audra managed to secure executive buy-in to launch a social recruiting effort; however, without a team to rely on, she alone planned and executed the entire program.

    Wisely, Audra started small establishing a Facebook careers page, testing conversions and engagement on content and job posts. Watch the webinar to learn the techniques she utilized to boost content posts. Now equipped with the past year’s results, she plans to reach out to the marketing department to collaborate on content creation such as adding recruitment related posts on the main UMASS FB page.

    Related: 7 Ways to Really Source on Facebook Using Social Media

    map decide go tmj 3 Keys to a Results Driven Social Recruiting Strategy

  3. Consider your social media platforms ofchoice. Work with what you’ve got, but know where you’ve got to be.

  4. Chrissy Glover (@chrissyglo) is the Employer Brand Marketing Manager at Opower, a company that competes in the hi-tech Silicon Valley market for top talent. Opower already had branded pages set up on three social networks: LinkedIn, Glassdoor, and Twitter. Although these sites were established, they had minimal activity and community engagement.

    Although Chrissy knew adding a Facebook careers page would be ideal, she decided to first work with the existing platforms before splintering her attention and managing a new community altogether.

    She focused her energy on boosting engagement and discusses her exact tactics in the webcast which resulted to a doubling in new followers per month on Glassdoor.

    Related: 3 Qualities of Highly Successful Social Recruiters

    dive in dont fear tmj 3 Keys to a Results Driven Social Recruiting Strategy

  5. Be prepared, but don’t be afraid. You can limit social media risks, but anticipating what could happen can ultimately harm your momentum and detract from the overall goal.

  6. One of my favorite takeaways came from Aetna University Relations Recruiter, Lindsay Parks (@Lparks2387), who was instrumental in crafting the Aetna Social Media Playbook aimed at mitigating the risks of social media participation for the a Fortune 100 company and its customers.

    The 90-page plan outlines an escalation process to ensure that whoever manages social media was prepared to handle any issues that arise. The document took a year to complete.

    Related: Top 3 Fears of Social Recruiting, Dispelled

    When asked to share any pitfalls she could help us avoid when drafting our own social recruiting playbook, she answered ironically, but also very truthfully:

    “You don’t know what you don’t know.”

    She referred to how she and her team attempted to map out an escalation process, brainstorming all the possible risks and crisis situations that could occur. They realized that imagining all possible outcomes was not only impossible but it impacted their focus on the main goals—recruitment, engagement, employer branding, etc.

These three practitioners are blazing the new trails within their organizations, making way for social recruiting programs to take root and thrive. Although their experiences vary greatly, the similarities of each case shed light on the essential ingredients that push social hiring programs to success.

What are your keys to a results-driven social recruiting strategy? Share them below or tweet us at @TweetMyJobs, and use #TMJEdu to share your thoughts with our community.

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img marketo page 9 84 Lumber 1 Social Recruiting: How to Gain Competitive Advantage in the War for Talent

84 Lumber is one of the largest privately-owned building materials suppliers in the country hiring about 2,000 employees a year. With the U.S. economy and housing market showing signs of improvement, 84 Lumber has had to increase that hire count each year. However, the company competes with large, nationwide retail brands for talent everyday with challenges common for any mid-sized company:

  • Limited budget
  • Limited hiring staff
  • Limited sources of talent

So what do you do if you’re a medium-sized business facing industry goliaths?

You use a slingshot.

 

“Once TweetMyJobs showed us what was possible through social recruiting, we sensed it would be the slingshot approach we needed to beat the big-box giants at acquiring top talent.”

– AnnaMarie Korach, Recruiting Manager, 84 Lumber

Related: Read the 84 Lumber Case Study.

84 Lumber FB Social Recruiting: How to Gain Competitive Advantage in the War for Talent

To maximize their attack strategy, 84 Lumber needed a solution that could provide three crucial elements:

  • Competitive Advantage
  • Automation and Efficiency tools to maximize limited resources
  • Expert Counsel and Support

Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

84 Lumber partnered with TweetMyJobs and generated amazing results, such as:

  • Decreased Cost-per-Hire

“Our measured cost-per-hire for TweetMyJobs-sourced recruits is now tracking at 89% less than the national average CPH.”

  • New Sources-of-Hire

“Prior to TweetMyJobs, most of our yard associate hires were walk-in applicants, in-person inquiries made at an 84 Lumber location. Now, we recruit most of our yard associates through social media.

  • Increased Employer Brand Awareness

We made four hires through Facebook alone within the first few weeks of tracking performance…We knew then that TweetMyJobs was giving us the competitive edge we needed to attract the right hires.” 

84 Lumber Case Study Social Recruiting: How to Gain Competitive Advantage in the War for TalentRead the case study to get the full story behind 84 Lumber’s strategy, solution, and success using TweetMyJobs.

View our other case studies and white papers.

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Top 3 Fears of Social Recruiting – Dispelled

by Tallulah on October 22, 2014

fear banner Top 3 Fears of Social Recruiting – Dispelled

Halloween is upon us, a time of year when we evaluate and test our fears most, which is why we couldn’t think of a better time to revisit the top fears that still prevent employers from fully adopting social recruiting.

Annual industry studies prove social recruiting use is rising every year, and with that expanded adoption, we’ve seen many old fears dissipate rapidly. But there are a few fears that we can confront today and dispel with a healthy dose of reality—here are the top three:

  1. Fear: Social Recruiting is too complicated and time-consuming for organizations to handle.

    Reality: 94 percent of organizations use social media to recruit and 80 percent state the main reason for participating is to source passive candidates. (Source: SHRM)

  2. Not too long ago, social media was a domain purely reserved for people, not companies. Soon after and where allowed, brands cautiously kept to the margins of the page of social sites with banner ads which, at that time, were considered gambled investments in social advertising. Fast forward to today where, just this month, AdAge reported that small businesses now spend more on social than any other media in terms of usage and spending.

    fear small biz social Top 3 Fears of Social Recruiting – Dispelled

    Within just the past decade, social has completely tipped the scales of B2B advertising, shifting preference from traditional and outdoor print ads—centuries-old media—to social media.  Fear of the unknown is the most common fear, but we believe that fear will only diminish faster as more companies add social into their recruitment strategy.

  3. Fear: Social platforms like Facebook are really meant for recreational use and social interaction, not business.

    Reality: 58 percent of HR professionals use Facebook, up from 54 percent in 2011. 42 percent said they use Twitter for recruitment, up from 39 percent two years prior. (Source: SHRM 2013 Survey)

  4. SHRM found that 94 percent of HR pros use LinkedIn to recruit. While LinkedIn has become the network for active job seekers and recruiters alike, other social sites show strong potential to source the coveted passive candidate. According to Jobvite’s 2014 annual social recruiting report, 26 percent of HR professionals surveyed successfully hired candidates through Facebook, while 14 percent reported successful hires from Twitter. These numbers have not dipped once since they have been recorded.

    Our client 84 Lumber recently shared their success through a case study, detailing their excitement in hiring several candidates through the TMJ for Pages Facebook career tab within the first few months of tracking performance, and with just a little over 1,000 likes on their page.

    Related: Social Recruiting: The New Weapon-of-Choice In Battling Brand Giants

  5. Fear: Screening candidates’ social profiles can get employers into trouble.

    Reality: You can still promote jobs on social platforms without ever needing to evaluate candidates’ social profiles during the screening process. 

  6. Another oft cited fear of employers is the fear of not being legally compliant, and this is a reasonable fear for any employer. Because of this, many employers opt to distribute their jobs socially while refraining to use social media as a screening tool.

    fear litigation 2 Top 3 Fears of Social Recruiting – Dispelled

    However, legal experts say that even for those who do evaluate job seekers’ social activity assume risks which so far remain theoretical. According to Brian E. Koncius, a partner with Bogas, Koncius & Croson PC in Bingham Falls, Mich., failure-to-hire cases are very difficult to prove, with that burden of proof resting on the plaintiff:

    “Despite these concerns, both plaintiffs’ and defense attorneys working in the employment arena acknowledged that social-media-driven civil rights claims remain largely theoretical in the current environment… Given the wrinkles of new technology and a climate of relatively high unemployment, he said, such cases would be even harder to prove in court.” (Source: Bloomberg BNA)

    The lack of any litigation filed against employers in this regard should not be mistaken as an endorsement to misuse candidates’ social profiles in the evaluation process. These evaluative standards have been set by the Equal Employment Opportunity Commission (EEOC), and so changing the medium of evaluation should not change those standards. Best practices, like those available here  and here can help HR teams ensure their social media use is both ethical and effective. 

Related: 3 Qualities of Highly Successful Social Recruiters

Bottom Line: Risk exists in every aspect of business, but good business is about minimizing that risk and maximizing reward.

The scariest cautionary tales make for the most memorable horror stories, but there are a lot of good stories out there that don’t make headlines—stories of how companies gained competitive advantage, boosted retention and referral programs, enhanced employer brand, and more.

You just have to know where to look.

 

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Recruiting Just Got A Lot Harder: 5 New Reasons Why

by Tallulah on October 13, 2014

Mall Crowd Recruiting Just Got A Lot Harder: 5 New Reasons Why

The latest employment data shows an economy in real recovery. Although this is great news for all, the numbers reveal a tightening labor market, adding pressure on hiring departments to meet increased demand for full- and part-time employees and manage a holiday hiring season poised to set records.

Here are 5 reasons why your job may have just gotten a lot harder:

  1. Recruiting Difficulty Measured At a Four-Year High

  2. “In September, for the fifth consecutive month, recruiting difficulty reached four-year highs.” (Source: SHRM LINE Employment Report October for 2014)

    SHRM’s LINE Report measures many areas, one among them is difficulty in recruiting top-level talent, surveying 500 private-sector HR professionals from both the manufacturing and service sectors—the two sectors accounting for 90 percent of the private labor force.

    Both sectors showed the following:

    • Strong hiring rates in October
    • Increased recruiting difficulty for the fourth straight year
    • Raised pay for new hires
  3. Average Time-to-Fill is Now 26.5 Working Days, Its Highest in the Past 14 Years

  4. In a recent ERE article, John Zappe reports:

    “In August, it took an average of 26.5 working days (Mon-Sat) to fill a job, says the monthly Dice-DFH Vacancy Duration Measure… [T]he measure is now at its highest level in 14 years.”

  5. Employee Wages Are On the Rise

  6. “Real growth in the private economy, excluding government, has been about 3%+ per annum… That’s a pretty strong rate of growth…There’s also been a substantive growth in average hourly wages [in the past three years].”  - Mark Zandi, chief economist of Moody’s Analytics. Video | Infographic

    Very positive news for workers, and the economy, but as the labor market tightens and as we continue to see a consistent rise in wages per quarter and year, hard-to-fill positions may not only take more time to satisfy, but become also more costly to secure.

    Signs of a strong economy could also encourage a rise in consumer confidence, and surveys suggest the holidays may be coming early this year.

  7. Seasonal Holiday Hire Head Count Could Top Numbers Unseen Since 1999

  8. “U.S.-based retailers may hire more than 800,000 temporary staff for the first time since 1999…That would top last year’s 786,200 hires.” Source: Bloomberg News

    US Holiday Retail Chart Recruiting Just Got A Lot Harder: 5 New Reasons Why
    The NRF last stated that purchases this year could advance 4.1 percent to $617 billion in November and December. In comparison, last year’s percent gain was only 3.1 percent, and the 10-year average is 2.9 percent.

    Major retailers and parcel shipping companies are bracing for a record season; for example, UPS is set to top their 2013 estimated hire count by 73 percent, that’s roughly  95,000 temporary jobs.

  9. Highest Demand In Years for Q4 Full-Time AND Temporary Workers

  10. “Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19thconsecutive quarter of year-over-year increases.” - Greg Palmer, founder and managing director of G. Palmer & Associates, a California human capital advisory firm. (Source: ERE)

    Workers employed by staffing firms now account for 2.1 percent of the total U.S. workforce, a historic high.

    NYC Small Recruiting Just Got A Lot Harder: 5 New Reasons Why

    Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

    Full-Time Talent In High-Demand, But Gainfully Employed Still Cautious of Quitting Current Job For New Opportunities

    “The Bureau of Labor Statistics says job openings (as of August, the most recent month available) hit 4.4 million, the level seen before the recession. However, the number of workers quitting their job was 2.3 million, still significantly below the pre-recession rate.” (Source: Fordyce Letter)

Good News is Still Very Good News

Despite the hiring challenges that come with adjusting to the fits and spurts of economic recovery, getting up and out of a recession will always prove a much better ride than the one we had going into one.

So as we all roll up our sleeves through a busy hiring season and new year, let’s remember that this is the good part, and we have a lot of tools at our reach—like social recruiting—to aid in the new era of hiring.

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Roundup Social Recruiting Roundup: 3 Top Posts You Might Have Missed

We’ve scoured the web to find the best posts on social recruiting — so you don’t have to. Catch up on the latest survey findings, tips, and ideas in the world of social media and hiring.

  1. How to Get Hired in a Digital World – InfographicUndercover Recruiter – Read Time: 2 mins.

  2. Although this infographic is intended for the digital job seeker, it lists some notable stats for employers who are paying attention to the rise of social recruiting:

    • 30% of all Google searches are job-related
    • 78% of recruiters have made a hire through social media
    • Close to 8 recruiters out of 10 have already hired through social media
    • Employers who used social media to hire found a 49% improvement in candidate quality
  3. Social-Media StorytellingHRE Online – Read Time: 4 mins.

  4. HRE discusses the surprising HCI survey results that speak to how employers are adopting and using social recruiting:

    72 percent of organizations use social media for recruiting, but only 55 percent believe they’re using it effectively.

    The article asks HR pros, employers, and human capital analysts to share what they’ve observed to be the most effective social recruiting strategies and weigh in on why some organizations might be missing the mark.

    Related: 3 Qualities of Highly Successful Social Recruiters

  5. The Easy Way to Get a Social Influencer Advocating Your Brand Is to Hire OneEntrepreneur - Read Time: 3 mins.

  6. This post lists the steps in sourcing a social influencer, which the author claims could help drive awareness to your brand–especially if you own a small business or startup.

    “Social media has given rise to a new breed of social influencers capable of driving 16 times more engagement with your target audience than paid or owned media programs.”

    Will one’s social media clout find its way onto future resumes? Or has this era already dawned?


Follow us on Twitter for the latest social recruiting content and virtual events – like our upcoming webinar on Social Recruiting Best Practices. Share your top industry posts using the #TMJEdu so we can share it with our community!

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3 Qualities of Highly Successful Social Recruiters

by Tallulah on September 18, 2014

3 Qualities 2 3 Qualities of Highly Successful Social Recruiters

We aim to educate our clients on all-things social recruiting. However, sometimes our clients teach us about the tenacity it takes to push social recruiting campaigns to the next level. Looking over our customer case studies, we’ve identified the three fundamental qualities of our most successful social recruiters.

    1. They know what they want

Our most effective social recruiters set themselves up for success. These clients either had a clear goal in mind or knew the true challenges they faced before we launched their campaigns. Not only did they have goals, but they gave them a laser focus by making them specific, realistic, and measurable.

3 Qualities Want 3 Qualities of Highly Successful Social Recruiters

More followers, more brand awareness, and more applicants are great goals to have—and they’re actually enough to start. But when a client specifies a desired increase in quality candidate flow in new markets during a period of rapid expansion, we know to drive attention and results to candidate count, applicant quality, and employee retention in a given locale within a specific period of time—which is exactly what we did for Bar Louie Restaurants.

But don’t get us wrong–we are strong proponents for starting before you’re “ready” because the very nature of social media requires active participation to discover, for example, the baseline engagement level for your Facebook and Twitter job posts. Usually this valuable discovery phase is where we learn the challenges and set goals together. However, knowing what you want from social recruiting from the start puts you at a great advantage and can only help accelerate your social recruiting ROI.

 

3 Qualities Need 3 Qualities of Highly Successful Social Recruiters

    1. They know what they need

Setting clear goals—especially quantitative goals—is an ideal starting point because you can then work backwards from that desired end to identify what actions are truly necessary and—perhaps more importantly—which actions are not.

There’s a lot to do when integrating and deploying social recruiting for the first time, and we’ve found that helping clients prioritize and allocate resources has become a defining factor of success. For example, establishing a Twitter presence with highly-targeted job tweets optimized for search must come before building out Twitter cards and inline images which are proven to drive higher engagement. Instead of racing towards the end goal, we pace and build towards it, mindful of our clients’ resources and their most immediate goals first.

>>> Read Related: 3 Counterintuitive Social Recruiting Best Practices You Should Know
3 Qualities Got1 3 Qualities of Highly Successful Social Recruiters

    1. They work with what they’ve got

Our upcoming customer case study will tell the story of how we worked with a small team—led by an HR pro versed in social media—multiply their applicant count within just three months. One of the secrets to their success was in quickly integrating social recruiting with the existing incentivized employee referral program. Personnel who were active on social naturally began liking and sharing job posts and tweets freely, boosting exposure to each opportunity and driving an unprecedented spike in applicants.

Another example of resourceful social recruiting is tapping into the talents within your organization.  Coaching our clients early on about how to work with their marketing departments is now a necessary step. Some of these talks have led to powerful collaborations with marketing teams that proactively support budding recruiting campaigns to meet shared goals, such as increased brand engagement and awareness through social channels.

Really? That’s all it takes?

We could have added social media fluency and ability to measure ROI as fundamental qualities, and although these skills can only help, our most successful clients did not need these technical abilities to meet their marks. They ended up learning and developing those skills along the way through our partnership.

We think the secret behind these three abilities-knowing how to set realistic goals, determining how to reach those goals, and having the creativity to work around perceived limits—is how they help keep teams focused on the prize and resilient when powering through any obstacles, especially at the beginning. If you adopt and hone these three qualities effectively, you may accomplish just about anything.

What other qualities are essential to successful social hiring programs? Can you add to this list?

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4 Ironic Labor Day Facts That Will Surprise You

by Tallulah on August 26, 2014

  1. The U.S. Adoption of this American Holiday Is Rumored To Have Canadian Roots
  2. As one story goes, Peter J. McGuire, a leader of the American Federation of Labor, first proposed the holiday in May 1882 after experiencing the annual labor festival celebrated in Toronto, Canada.

    Now this version of the holiday’s origin has been widely disputed, but actually the history books are altogether unsure who truly deserves credit for first proposing the holiday—was it Peter J. McGuire or Matthew Maguire, a machinist and secretary of the Central Labor Union? No one knows, but what’s certain is the holiday’s troubled birthplace, occurring in the dark days of American industrial labor.

    Oscarina labordayirony 700 4 Ironic Labor Day Facts That Will Surprise You
    Cartoonist: Carolita Johnson

  3. Labor Day Was Established to Remedy then President Cleveland’s Failed Attempt at Settling Labor Strikes That Turned Deadly
  4. Imagine slogging through 12 hour workdays, 7-day workweeks, and 5-year-old children slaving away in factories alongside adults. Welcome to the 1800s.

    In 1893, a severe depression drove down demand for new train passenger cars. Railroad company owner George Pullman cut workers’ wages but refused to lower their rents. A nation-wide labor strike ensued and then President Grover Cleveland called in military muscle—a move that resulted in regrettable violence of 30 deaths, 57 injured, and $80M dollars in property damage. To appease workers, the President rushed Congress to recognize Labor Day as a federal holiday in 1894.

    Although congress swiftly established Labor Day as a holiday within just six days of ending the Pullman Strike, it would take 23 more years for the Adamson Act to pass and establish the 8-hour workday and 40-hour workweek we know today—a standard that has recently received its own critiques by Google founders, as well as popular conspiracy theories.

    Holiday Weekend Mattress Sale 4 Ironic Labor Day Facts That Will Surprise You

  5. Labor Day Is One of the Biggest U.S. Sales Weekends, Forcing Retail Industry Employees to Work Some of Their Longest Hours
  6. While big discounts can turn Labor Day into a fun shopping spree for many, they also drive the longest, toughest workdays for many Americans—more specifically, our largest labor group, retail employees.

    According to a Bureau of Labor Statistics (BLS) report released in April 2014, retail salespersons and cashiers were the occupations with the largest employment in May 2013.

    “These two occupations combined made up nearly 6 percent of total U.S. employment, with employment levels of 4.5 million and 3.3 million, respectively….Most of the largest occupations were relatively low paying.”

    Ironically, these big sales have become an American tradition tied to nationally observed holidays—like Labor Day and Black Friday—which are increasingly becoming the battleground for labor strikes and walkouts.

    Retailers this year are competing so fiercely for your Labor Day dollar that some have already posted their Labor Day discounts at rates unseen outside of Black Friday sales.

    Michael Kors Tweet 4 Ironic Labor Day Facts That Will Surprise You

  7. Wearing White Before Labor Day Is Rumored To Have Been a Way to Symbolically Distance Oneself from the Working Class
  8. According to a TIME Magazine article, the practice of switching from summer whites to darker, autumn work wear may have been more than just a fashion statement, but rather a status symbol:

    “Instead, other historians speculate, the origin of the no-white-after–Labor Day rule may be symbolic. In the early 20th century, white was the uniform of choice for Americans well-to-do enough to decamp from their city digs to warmer climes for months at a time: light summer clothing provided a pleasing contrast to drabber urban life. ‘If you look at any photograph of any city in America in the 1930s, you’ll see people in dark clothes,’ says Scheips, many scurrying to their jobs. By contrast, he adds, the white linen suits and Panama hats at snooty resorts were “a look of leisure.”

Despite its ironic beginnings and traditions, the spirit of celebrating the social and economic achievements of U.S. workers on Labor Day still holds strong and true.

From all of us at TweetMyJobs, we wish you a well-deserved and Happy Labor Day.

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