Social Recruitment

Will Periscope and Meerkat for Twitter impact your Employer Branding strategy?

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periscope v meerkat

Instant connection – that’s where we’re going and for agile and disruptive businesses, it’s a fun place to be.

Two new twitter live streaming services that have risen in popularity recently are Periscope and Meerkat.  Allowing people and businesses to live stream to their twitter following instantly now means that events, presentations and announcements could be quickly broadcast via a mobile device at the time – FREE!

Live streaming up till now has cost a fair bit but with these new apps which are available on iphone and android bringing your company to life has never been so simple.

For career focused twitter handles it could be a great way to share new insights into the business, what the business strategy is, why it’s a great place to work as well as showing people around the office.  Engaging your audience in different ways seeing if it works could have great candidate attraction and engagement potential!

Would your business be up for the live stream challenge?

To find out more about how you could use Periscope or Meerkat, check the video below.

Is LinkedIn creating lazy recruitment?

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It’s just a question…. but after reading the 2013 Social Recruiting Activity report put out by Bullhorn Reach the other day, I have to wonder….. is LinkedIn creating a breed of lazy recruiters?

I remember when everyone was searching Monster CV databases and posting all their jobs online and if you weren’t doing that, then you were obviously just missing a trick.   I always get a little bit cautious when one big organisation seems to be holding all the cards and our blinders gets thicker to continuously improving the way we engage and connect with candidates.

I’m fully aware that LinkedIn is extremely valuable to recruiters, it’s an easy way to find the people who you need and build your personal brand as well.  I log in every day myself and yes I definitely find it very valuable, but I’m also well aware that there are a huge number of highly skilled candidates that are not on LinkedIn, nor do they plan to be.

So the question is, are recruiters using LinkedIn as their one stop shop for recruiting and when they’re done with that and of course the job boards, then their search is over?  I’m guessing most of the time – the answer is yes, and from recent research it seems to be going that way.

The report states that ‘while 48% of recruiters relied solely on LinkedIn in 2011 for social recruiting, a full 64% did so in 2012″.  It’s the word solely that catches my attention.

linkedin recruiter connection

Personally I think it’s key that we have a varied range of sourcing channels from which our recruiters find their candidates.   I always say to recruiters that I’m training, if you advertise your job online, you may just be getting the best candidate that applied and not actually the best candidate in the market or the best candidate for the role.

Having a sourcing strategy that covers a wide range of channels can include:

Referrals, Internals, headhunts, social networks, talent pools and communities that you’ve built, open web searching, conference and associations, generally networking events and potentially self hosted events, blogs, market mapping, gamification, apps and the list goes on and on.

As with any sourcing channel that is heavily relied on, how would you as a recruiter or how would your recruiters go if that platform was taken away all together?  Would they still be skilled enough to find the people who you need?

I talk about the “Curious Recruiter” a lot and once again it’s those who are constantly looking at what is driving the candidate market, which platforms they are on and where they are connecting and communicating that will be a head of the game.

Some of my favorite searches included:

  • Groups either locally or globally
  • FollowerWonk which helps me target Twitter users
  • Facebook Graph Search is probably one of the most under utilized search tools around, with one of the widest reaches
  • and of course open web searching which means you can get your hands on thousands of LinkedIn users whether you have a recruiter license or not.

Over the next few posts I’ll focus on how I use these tools to search for those ever elusive candidates.

Do you have ‘curious’ sourcers or recruiters in your business?

Let Social Recruiting work for your business 24/7

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Last week I wrote a post entitled; Social Recruitment; if you’re not using it already it’s time.  As with many things today, there is a plethora of information available when it comes to Social recruitment, and it can be hard to know where to start and what to focus on.

Social Recruiting

There are a number of key areas that I discuss with clients prior to them starting their social journey.

Here are the top 3:

1) Trust and Empower

I was recently at the ATC Social and Mobile conference in Sydney and Tanyth Lloyd Brown, National Talent Acquisition & Mobility Director for Deloitte was talking about their Social Media policy which in a nutshell is ‘Trust & Empower’.  Now I’m aware that Deloitte are in a league of their own when it comes to social, but this policy, for an organisation of their size is pretty impressive.

How can they do this?  Firstly permission to engage in social has come from the top, secondly there is an education piece in place to help employees understand the expectation of the organisation and thirdly, they believe they employ intelligent individuals who have the ability to use sound judgement with the first two things in place.

One of the reasons that many organisations can’t take this approach is because there is little to no education, communication or recognition that their people are already social.   Euan Semple, who was the head of Knowledge Management and Social at the BBC for almost 20 years,  at a talk in Melbourne last year said “your employees already have a social media policy, you may be lucky enough that they let you in on it”.  Now while this statement is funny, the truth is that businesses that don’t engage their own people when it comes to social, miss out on huge benefits.

Imagine if you took all of your employees who had a social media presence, who were active and passionate about your brand and you let them go…… let them go nuts about the great things that your organisation does, without sanitizing the message, without forcing review after review of content but just allowed them to say what they thought.  Imagine that they get it wrong 2 times out of 10.  Does that make them human? does it make your brand human?  does it look and feel authentic and attract people who know that perfection is unattainable?  Imagine the power of the message, the reach of the audience and potential.

By taking the time to educate, communicate and engage your employees, you may have 1/2 your work already done for you.  This is a huge part of the puzzle than many organisations just miss.

2) Engage with your candidates

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I have to be honest I’ve worked with ATS systems now for over 7 years and at no point in time has it allowed me to have a conversation with a candidate.  I’ve never received a message from a candidate saying,

“Hi, I’m really interested in your business, can I ask a question?”

What I have had, is candidates complaining about the candidate experience online, telling me that they were going to apply but there were so many hurdles that they didn’t bother (brilliant!!).

More recently at a social event I was speaking with a person who specialises  in engineering the Oil & Gas industry who said he would never apply to an organisation and neither would any of his team.  They have their connection and networks, they see jobs through social channels that they keep up with.  His exact quote me was, “why would anyone put themselves through something so impersonal when looking for a job that is going to basically change your life… as all jobs do!”

Now don’t worry, I’m not a radical recruiter (well, sometimes I am), who thinks that we can manage at this point in time without ATS systems.  I’m aware of the volume of applicants that organisations receive and that there needs to be a way to manage that.  What I am saying, is that social now allows us to engage with candidates and therefore the ATS just becomes the administrator of the process and no the first introduction that candidates have to our businesses, because frankly isn’t just not good enough any more.  Candidates want more, they expect more and if you don’t give them more, then there are plenty of organisations that will!

Imagine if you walked into a party and someone came up to you and said just fill in this 4 page form and then I’ll look at it and decide if I’ll speak to you…. uuuummmm seeya would be most people’s response, yet this basic social etiquette escapes us when it comes to recruitment.

The key is balance.

Communicate, engage, discuss and attract.

Now imagine you walk into the same party, there are people hanging out chatting, there are some movies playing that show you cool information about a specific product or business, you get to chat with different people who work there and find out why it’s such a great place to work.  After a couple of these interactions you’ve had a chance to learn more about these people and what they do, you’re now actually asking them how do I go about getting into this business.  Now you’re willing to fill out the 4 page form because you’re already there, you know what it’s all about and it looks right for you.

3) Let Social work for you 24/7

By engaging your employees and then opening the conversation with the candidates market {whether they be passive or active} and by taking the time to build your online employment brand through videos, blogs, Facebook pages and/or Twitter, Pinterest or Instagram, you allow potential candidates to search, find and engage with you on a regular basis.

Gone are the days of being reactive.  Companies who play that game finish last I find.  Yes they get candidates, but do they get the best candidates? do they get candidates that are outside their immediate referral scheme or candidate’s who aren’t looking on the job boards? Most of the time the answer is no.  Whilst LinkedIn is great for searching for candidates, there are few companies that engage in the conversation with either audience / customer / candidates / client very well.   Be proactive in your approach.  Show candidates what’s it’s like to work at your organisation, show them the CEO talking about WHY (thanks Mr Simon Sinek) your business does what it does, show them the desk and the team that they would be sitting with!   These are easy things that organisations can do to provide that fly on the wall experience for potential candidates.   By doing this you allow them to see if this is the right organisation for them, if it’s somewhere that they can see themselves working.

So those are my 3 key focus areas for businesses:

Engage your employees

Connect with your candidates

Share the information you want them to know and watch the conversation grow.

This is how you’ll see your brand work for you 24/7 !

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Social Recruiting ~ Easy Content Curation

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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.

The task seems daunting to some when there is so much information available. Social Recruitment MelbourneSocial Recruitment Melbourne

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?

  1. You enter a query that you’re interested in like “Social Recruiting”
  2. Google Alerts checks regularly to see if there are new results for your query.
  3. 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, add [ ] to your query. Example: [ “Hudson RPO” ].

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, 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.

A step by step guide to setting up your Google Alerts