One of the many fears of getting online that I hear from HR, Marketing and recruitment professionals when speaking to them about their Social Recruiting strategy and activity is “What will I share and what will I say”. This question seems to perplex people and is one of the many reasons why companies are not engaging online, for fear of running out of things to say.
This may be because you don’t feel you have time or maybe you’re not sure where to look.
Here is one key tip on curating your online content to make life a little easier.
Google, obviously being the all-knowing site, is a great place to start. Using tools such as Google Alert and RSS (Really Simple Syndication) feeds, can make your daily search for content so much easier, as well as provide all the information you need in one easy to read place!
Simply put, Google Alerts are emails sent to you when Google finds new results based on the searches that you’ve asked it to conduct. This could include web pages, newspaper articles, or blogs that match your search term. You can use Google Alerts to monitor anything on the Web. For example, you can use Google Alerts to:
- find out what is being said about your company or product.
- monitor a developing news story.
- keep up to date on a competitor or industry.
- get the lastest information on a particular skill or industry
How does it work I hear you ask?
- You enter a query that you’re interested in like “Social Recruiting”
- Google Alerts checks regularly to see if there are new results for your query.
- If there are new results, Google Alerts sends them to you in an email.
If you choose to have an update once a day then Google alerts will send it to you at the time of the day that you originally set the query up at.
Here are a few other search queries that you can set up:
This is just for monitoring what is being said in the market, which is always useful information to have about your organisation –
- Enter your company name in quotes to receive a daily email with the latest news, blogs and web results about your organisation. Example: [ “Hudson RPO” ]
- If you get a lot of results from a site that you aren’t interested in, you can exclude results from that site. For example, if you don’t want results from twitter.com, add [ -site:twitter.com ] to your query. Example: [ “Hudson RPO” -site:twitter.com ].
Other content to pass onto followers or candidates
- Any great articles about your organisation that you’ve found.
- Tweet or Retweet great things other people say about your organisation
- Share information on a particular industry or technology then your search queries could cover these topics. i.e. find and share information on ‘Ruby on Rails’ (RoR) technology. Set up a search query for this and then share any articles, discussions etc. that include thiscontent with your followers.
- You can also follow blogs and news sites that are of interest. For recruitment I personally follow The Undercover Recruiter, Ere.net and a number of other blogs that I have added to my RSS feed so that I can see what’s new every morning. If it’s worth sharing and I think my followers would enjoy the content I then share this on my Twitter and LinkedIn feed.
Having regular and interesting (the optimal word being interesting) content, will help grow your following. If you are using this for recruitment, then it’s a great way to provide candidates that you’re searching for with information about things that are of interest to them. It’s just another reason for them to engage with you.
Remember that you can curate your own content as well.
If you have specific information you want to share from your corporate communication department, including media releases or there is content within the business that can be shared externally, then you may have some great information already available to you.
If you have a full social recruiting plan that includes things like Facebook, Instagram and or Pinterest then there will be many other forms of information and content that will be at your disposal, so remember that there is easy access to information that is available to you and then there is tailored information you can create yourself to show what your business is all about.
It’s about finding the balance of sharing information you find, engaging in conversation and creating your own personal content.
This entry was posted in Attraction, Engagement, How to, Sourcing, Uncategorized and tagged candidate attraction, candidate engagement, Content Curation, Social Recruiting consulting, Social Recruitment, Social Recruitment how to.