You’ve done a great job setting up smart hiring efforts using a variety of modern vectors to connect with qualified talent. You efforts in social media hiring efforts are paying off. Now is the time to investigate ways to access your efforts.

The most important thing to remember is that an online hiring campaign isn’t strictly a game of numbers. You’ve furthering your employer brand. You’re increasing engagement. You’re disseminating information about your place of business. To evaluate effectiveness, you need to look at traditional online metrics including page views, landing page visits (if you’ve set up your system that way), and fan/follower counts. Actual conversions or hires remains a solid method to determine whether your campaign is working or not.

New, Web 2.0-savvy ways of tracking your hiring efforts include counting the frequency of re-tweets and searching out mentions of your campaign in other “new media” sources such as blogs and on personal posts. Using traditional and emerging metrics, evaluating your campaign makes a shift from quantitative to qualitative, but is still a very real and obtainable goal.

Signing off for now,

Buyer Advertising
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Social media remains an amazing resource for companies seeking to attract quality candidates—without spending large sums of money. The “popcorn message” nature of Twitter allows businesses to present relevant information while skipping everything non-essential. However, it’s still up to you to make your tweets count. Here are a few tips to help you along.

Cover the essentials: Job title, responsibilities, location, and qualifications.

Answer direct messages: It’s impossible to explain the full scope of a job in 140 characters. Many job seekers root out further information by writing direct messages, that can in turn help you connect with potential hires.

Tweetup. Mix up your job posting by hosting hiring events, advertised in part by your Twitter account.

Join networks. If your “followers” list is a little slim, get the word out by joining job-specific networking groups. Your messages will be re-tweeted and you’ll get more impressions per post.

Don’t spam. If you post more than once or twice in day, you’ll be running the risk of annoying your base. Just like the length of your messages, keep things slim.

Good luck!

Buyer Advertising
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When one considers social media, it evokes thoughts about real-time interaction and a healthy dose of anxiety if you haven’t been keeping up with the trend. With an astronomical growth in popularity of Facebook and Twitter—not to mention a user base who is spending more and more of their leisure time online—social media remains a premier way to tackle your recruitment initiatives. Recruitment trends in health care are distinct in the ways people interface with your company and unique offerings. Here’s an overview.

The big players. Facebook, Twitter, blogging: Health care organizations offer a range of opportunities that encompass high-profile physician openings to spots in an IT department. By separating Facebook and Twitter pages to specially to advertise jobs opportunities, you can maximize your social media opportunities.

Real-time feedback for job seekers. Nothing is more discouraging to potential job applicants than submitting their letter of interest or resume and then waiting… and waiting… and waiting. Posting their interest as a Facebook entry or blog comment allows an administrator to acknowledge them as a person and give feedback.

Research goes both ways. Just as candidates can click through and explore the culture and information on a health care institution, so too can a school explore the personality of a person. The tables have turned, and some hiring decisions are being made without ever meeting a candidate in person.

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Buyer Advertising
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LinkedIn remains a tools many marketers use–but few master. The static nature so often associated with LinkedIn is anything but. This social networking space can be a platform for announcing special events, hiring initiatives, and for actively seeking out and connecting with old and future business contacts. Here are 3 tips for making the most of your time on LinkedIn.

Helpfulness helps.Offer advice to other networked professionals, check in every so often with a genuine, “how are you?”, and offer answers to questions in the “Answers” section of LinkedIn. Becoming a resource is the number one way to attract attention in the world of social media—and in the case of LinkedIn, more attention means better access to qualified candidates.

Get up to date. Update your own profile with links to your personal and company homepages, provide an email address, and keep information up-to-date. Staying relevant keeps you foremost in the minds of potentially perfect candidates—and after all, isn’t that what we’re after?

Post often. If you’re logging onto LinkedIn only when you have a position to fill, you’ll be staring into an empty basket every time. The best recruiters spend time building their network even when they’re full up. LinkedIn gives you some great ways to do that: inviting colleagues and acquaintances to connect, joining professional groups, and listing yourself by geographic location.

Signing off for now,

Buyer Advertising

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