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Which Social Media Platforms are Most Effective When Recruiting Millennials?

Those born in roughly the 1980s and 1990s are defined as millennials, and a recent article in Time highlighted that these millennials are now officially the largest generation within the working class [1]. Recruiters need to know how to attract and retain the top talent in the millennial generation, and social media may be the key. Discover which social media platforms are most effective when it comes to recruiting millennials.

LinkedIn
Currently, LinkedIn occupies a 40 percent market share for those seeking jobs in the United States. While it may only have 300 million users annually [2], far less than other social media platforms, it may still be the best place to start when seeking millennials because existing users are focused on their careers. Recruiters in search of millennial talent should be prepared to hunt for suitable candidates as well as post job opportunities.

Facebook
Without question, the largest social media network on the planet is Facebook, with more than 1.49 billion users, many of them daily viewers [3]. Of that staggering number of users, approximately 42 million are between the ages of 18 and 24, and an additional 44 million are between the ages of 25 and 34. In terms of sheer reach, particularly when companies are recruiting a highly specific candidate, Facebook can offer the greatest potential to get as many eyes on your career opportunity as possible.

Instagram
When Instagram recently surpassed 300 million users worldwide [4], surpassing Twitter in the process, it highlighted how a younger generation prefers to use social media. Quick, to the point and highly visual, Instagram is a fantastic way to attract millennials [5]. Instagram can be used to create a corporate culture that appeals to millennials, and it can also be searched through hashtags to find specific users who may make ideal candidates.

Twitter
Thanks in part to the mobile nature of Twitter, more than 100 million users log in daily. However, the demographic is far younger, overall, than Facebook, with 95 million Twitter users under the age of 29 [6]. For recruiters targeting a demographic of millennials, Twitter can be an effective method of reaching the right audience.

[1] http://time.com/3854518/millennials-labor-force/
[2] http://mashable.com/2014/04/18/linkedin-300-million-users/#tmgMHMvoaZk9
[3] http://newsroom.fb.com/company-info/
[4] http://techcrunch.com/2014/12/10/not-a-fad/
[5] http://www.inc.com/jt-odonnell/a-powerful-way-to-use-instagram-to-recruit-employees.html
[6] https://www.linkedin.com/pulse/20141118182103-28964915-social-media-user-statistics-age-demographics-for-2014

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The Advantages and Disadvantages of Checking Applicant Social Networking Profiles

image_01Hiring a new employee takes a considerable investment of your organization’s time, energy and resources. CareerBuilder’s annual social media recruitment study found that the number of employers taking to the web to research applicants has steadily risen over the past few years — from 43 percent in 2014 to 52 percent in 2015 [1].

As you investigate each applicant’s transcripts and professional references, you might have also considered checking their social networking profiles. Social networking sites like Twitter and Facebook are used by billions of people around the world for personal and professional reasons. Before you decide to take a look, consider the advantages and disadvantages of checking the profiles of your applicants.

Personality Type

Looking at an applicant’s profile on social media can give you an idea of the person’s personality type. If the person applied for a job where the workweek is long and he or she will be on call for nights and weekends, you may find it useful to know whether the person spends their weekends partying or participating in community events.

Professionalism

You may also want to check out a person’s profile and see what he or she has to say about current and former employers. Many jobs require a sense of confidentiality or at least a sense of respect. If the person makes accusations or generally speaks badly of their coworkers, employees or supervisors at their current job, the person could also do the same when working for your organization.

Privacy Rights

Every person has a right to privacy. When you go looking for a person’s profile that mostly deals with private or personal concerns, you could be facing a situation of legal repercussions. An applicant could reasonably argue that what they do on their own time as their leisure and personal pursuits are not within the realm of an employer’s interests.

Potential for Discrimination

Looking at an applicant’s profile and deciding not to continue pursue that person as a candidate could result in your organization facing discrimination claims. Social media profiles show plenty of personal information about a person, including their sexual orientation, gender identity, age, handicap, religion, race and ethnicity. Employers cannot use any legally protected information such as these items when making hiring decisions about a job applicant.

[1] http://thehiringsite.careerbuilder.com/2015/05/14/employers-checking-candidates-social-media/

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How to Use Periscope to Connect With Potential Job Candidates

image_11Periscope is a recently released app that works in conjunction with popular social networks and sharing websites such as Twitter and Instagram. The difference with Periscope is that it provides real-time conferencing capabilities and is meant for on-the-go use, rather than in front of a desktop or laptop computer. Periscope is a new tool that could make the difference in recruiting top new talent to your organization. Periscope is a clear demonstration of authenticity for you and your company.

How Periscope Is Used for Social Networking

Periscope is meant to be a way to give your followers a peek at your real life. For a human resources recruiter, that might mean logging into the app and providing a real-time tour through your office or showing some of the products made by your company. It’s a live and unedited feed that puts your real self and organization out there. Potential job candidates enjoy this sort of real-life glimpse at your organization because it gives them a feel for the workplace.

Engaging with Viewers Through Periscope

Periscope makes it easy for your followers to capture these live video feeds. When you’re getting ready to start a real-time video, you can post a link to your feed on your Twitter site. Your followers simply click on the link and get rerouted to your feed as it happens. Potential candidates can then engage with you by sending you questions through Twitter or sharing what they think of your video.

Connecting with Potential Job Candidates

As a key social influencer within your organization, you can expect to enjoy quite a following through Twitter. The opportunity to interact directly with you through Periscope will be an opportunity that potential candidates will not want to pass up. To get the greatest number of participants in each of your scopes, be sure to use relevant hashtags on your Twitter posting. You can also pick a memorable handle for your Periscope, such as “CompanyXRecruiting.” Throughout your scope, ask your viewers questions and respond to theirs. Your scopes may broaden your pool of potential candidates.

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Effective Methods of Utilizing LinkedIn to Promote Hiring

image_016The Internet is becoming a useful tool in hiring. More specifically, HR professionals are turning to LinkedIn to find and recruit top talent. Back in 2010, 78% of recruiters were using LinkedIn to find candidates, but five years later, that percentage has risen to 95% [1]. LinkedIn not only offers a platform for you to build your employer brand, but it also enables you to attract qualified job candidates and select the best match. It’s easy to get started:

Creating a Company Profile

Networking is a huge advantage to using LinkedIn. By creating a company profile and adding your staff, you have established connections to link you with potential candidates through your current employees. If you are looking for a graphic designer, it is easier to find a network of designers through someone you already have on your staff. According to a Nielsen study, the average number of connections for LinkedIn members is around 60 people [2].

Marketing Your Company

There are many companies on LinkedIn, which is why it is important to market your company and set yourself apart. LinkedIn is a social media outlet and has many of the same qualities you would see on Facebook. You can post status updates, share company announcements and even can set your current status as “hiring.” This lets people know that you’re an active, engaged company that others may be interested in working for.

Posting a Job

When you are ready to post a job on LinkedIn, make sure that you have researched the role. You can use this information to create a job description that will attract the ideal job candidate. A good job description will include the necessary skills, education and experience to carry out the duties of the job. LinkedIn will then send your job post to those who best meet the criteria.

LinkedIn also has a sponsored job option, which increases the likelihood of people applying for your position. Once your job has been posted, it will receive high placement in the “Jobs you may be interested in” section. Your company gets charged on a pay-per-click basis. This is a great way to increase the pool of potential candidates.

Because LinkedIn allows you to reach more job candidates with a pool of over 330 million professionals, it is a great way for you to find the right job candidate.

 

[1] http://www.socialtalent.co/blog/how-recruiters-and-job-seekers-use-social-media-in-2015

[2] http://www.entrepreneur.com/article/242721

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Can Facebook Help You Find Quality Talented Professionals?

image_01When your business needs to find talented professionals to join your team, knowing where to look can be a challenge. In today’s social media-driven world, people are flocking to websites such as Facebook not only to share photos and status updates but also to find jobs. Putting your company on Facebook helps to get the word out fast to an audience of interested and skilled professionals.

A recent survey by Facebook found that 70% of respondents agreed that Facebook is an effective recruiting tool because it allows recruiters to cast a wide net and connect with more potential job seekers than other services because of the widespread use of Facebook [1]. With over 1 billion users, Facebook can be a valuable source for recruiting qualified professionals.

Paid Ads

One way to find talented professionals to recruit is through Facebook ads. You can choose how and when your ad appears, so if you are not offering relocation expenses, then you may wish to only have your ad show up when your physical location is within 60 miles of a user’s IP address. You can also try pay-per-click ads, for which you are only charged when someone clicks your advertisement. Facebook ads allow you to specifically target the type of candidates that you desire. For example, if you need someone familiar with Share Point, you would include that in your keywords. You may choose to run the ad constantly or only during specific hours of the day.

Facebook Pages

Facebook pages are a free resource that you can utilize to your benefit. Essentially a profile for your business, this page is public and allows you to update it with your job postings. You can also include pertinent links with information that the best candidates will want to know, such as the health care benefits, amount of paid time off and other perks of working at your company.

Facebook Marketplace

The Facebook Marketplace allows you to place free, basic ads for the job openings available at your business. In a marketplace ad, you are able to include the job description, location, reason why you need to fill the job and other basic information. You are also able to upload an image of the job’s location or any other image that you think would be useful in recruiting skilled employees.

Facebook’s enormous membership, combined with its precise targeting mechanisms, allow recruiters to pinpoint their ideal candidates and leverage them to build an online talent community. Facebook Ads average around $0.25 per 1,000, which is only 1% of the cost of TV advertising [2] – the result is a low-cost, but highly effective recruitment campaign.

 

[1] https://www.facebook.com/notes/social-jobs-partnership/recruiting-survey-social-media-helps-connect-job-seekers-with-employers/404484379619706/

[2] https://moz.com/blog/1-dollar-per-day-on-facebook-ads

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Why You Should Keep Up-to-Date on Social Media for Recruiting Needs

image_018People seeking employment are turning to corporate social media accounts to learn more about a business’s culture and environment. While traditional websites and career search boards can provide those searching for a job with nuts-and-bolts information, such as work hours and skill-set requirements, keeping up-to-date on social media allows jobseekers to gain a more complete picture of the corporation.

Cultivates Interest

Once jobseekers are certain that they meet the skill and academic credentials for a position, they next want to know whether their personality will fit well at a particular company. Current social media posts cultivate a candidate’s interest in becoming a part of the organization. By seeing that the company is up-to-date in industry trends and is building brand loyalty with its clients, candidates will be more eager to join such a company.

Engages Qualified Individuals

Today’s workers want more out of their work than just a paycheck. They want to be engaged and passionate about what they do, which is particularly true of the Millennial Generation. This generation is also the most likely to use social media to engage with potential employers.

Promotes a Team-oriented Environment

Active sourcing of job candidates through social media helps to promote the development and maintenance of a team-oriented work environment. Recruiters can show images and embed video clips of a variety of employees collaborating on projects. Social media is an efficient and effective way of showing potential staff members how current employees are working together to solve problems and showcase their talents.

Inspires a Creative Workforce

Social media is a newer way of communicating with people who are creative, highly educated and concerned about making a difference in the world. These candidates tend to think outside the box when solving problems and create a dynamic environment in which to work. Human resources staff who recruit candidates through social media are better able to promote the workplace as a creative community in which an employee’s time investment pays off through work that is satisfying personally, professionally and mentally.

 

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Using Social Media to Recruit the Best New Graduates

image_01According to a report by the National Association of Colleges and Employers, 8.3% of employers plan to add new graduates to their employee roster in 2015 [1]. Clearly, the combination of a solid college education and experience are coveted by most employers. While some recent graduates may not have obtained much work experience, their skills and freshness are still traits that most employers want in order to strengthen their companies. While recruiting and hiring recent college graduates is nothing new, there are new methods to ensure that you hire the best.

Waiting for prospective candidates to knock on your door is not one of those methods. Instead, you must think about how you can engage this young talent to build a strong foundation for your company. Employers in NACE’s survey are catching on to what it takes to use social media as a recruitment tool. You can avoid struggling with these methods of communication by utilizing the following tips to optimize your company’s social media presence and connect with young talent.

Build an Online Employer Brand

If you have not already done so, begin posting information about your company’s culture that features recent college graduates hanging out. Prominent social media platforms are excellent ways to introduce your company. Go beyond job listings and post company events and employee photos. Blogs written from the perspective of current employees can indirectly convey to college graduates why your company is the greatest place to work.

Make Personal Connections

Introduce the names of real people behind corporate HR social media accounts. For instance, @GreatCoJobs can include a line with names of people who update your Twitter account. Another example is for each person to have their own accounts, such as @StanAtGreatCo and @MaryAtGreatCo.

You can also humanize your company’s social media presence by granting people handling different accounts the freedom to interject their own observations and personality into updates.

Provide Exclusivity

Leave job postings listed on your corporate website and use social media to give followers something that is not readily available. Contests, impromptu virtual meetups and behind-the-scene peeks at your company are diverse ways to make meaningful connections.

Invest energy, time and strategic thought into recruiting the best new graduates. Your company could reap the payoff for years to come.

[1] https://www.naceweb.org/s11122014/job-outlook-hiring-2015.aspx

 

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Recruitment Using Social Media: How to Turn Connections into Candidates

image_05

Building a solid company starts with recruiting and hiring solid people who share your corporate values. One way to connect directly with high-caliber candidates is through your current social media connections. Last year, 73% of recruiters successfully hired a candidate through social media. [1]

With unprecedented access to large numbers of people, social media sites provide an effective tool for finding candidates with the experience and skills that your company needs.

The following information offers some tips for productive efforts when using social media as a recruiting tool.

Think Quality vs. Quantity

Without much debate, it is best to build the quality – not just quantity – of your connections. While social media sites enable you to widen the recruitment pool, you must be careful to reach the right people. Having 50 potential candidates who appear to be a close fit for your company is more valuable than 500 people who use their connections as a numbers game. Less is definitely more when incorporated as a targeted strategy to recruit the right people.

Potential Candidates are Recruiting You, Too

Do not forget: social media works as a two-way street. You are looking for connections that lead to great candidates; your connections are looking for connections that lead to a great place to work. Make sure that your social media presence projects the right image and perception. This involves having current and relevant information on all the social media sites where your company is active, as well as the company website.

Ask questions. Perhaps they want to know something about your company that is not common knowledge. Ask how they plan to become an effective employee or better person. Answers may reveal who might be a good fit.

Savvy Recruitment Ideas to Get Started

A keyboard and computer screen may separate you from social media connections, but some offline conversations can still apply. Use appropriate sites to engage connections with good conversation topics. Start by describing what a typical day is like working at your company. Share team profiles, insights into the culture and statements from employees to give an inside glimpse.

Another discussion starter is sharing industry news. People who are interested in working at your company are also interested in hearing about the latest industry information.

Pay attention to which strategies work best for attracting the ideal candidates.

[1] http://www.entrepreneur.com/article/245097

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Boosting Productivity with Self-Predictive Analytics and Social Media

image_05What Is Self-Predictive Analytics?

By analyzing known facts, predictive analytics makes assumptions about future events. Self-predictive analytics technology utilizes your company’s internal data to learn from your company’s experience and produce a predictive score for the organizational elements examined. Based on those scores, an organization can use that internal business intelligence to increase productivity.

Predictive analytics is much more than a data summary. The technology predicts future outcomes by finding relationships among variables from both inside the organization and data from outside. In the insurance industry, for example, a direct correlation was discovered between credit scores and auto claims — variables both internal and external to the industry. Exploring those relationships can increase a recruiter’s chances of identifying and targeting the right people for the job, even if they haven’t actually applied.

What Does Social Media Bring to the Table?

When you add the mining of social media to the mix, you’ve moved from predicting your organization’s productivity and performance to predicting changes in job-seeking behavior, the causes, locations and many other actionable analytics. Data is collected, analyzed for relationships and integrated as a component of predictive intelligence. With the right technology, you can turn an overwhelming amount of raw social media data into a sensor network that provides insights to help with workforce planning, talent attraction and employee attrition.

By mining social media data, businesses are provided with unfiltered conversations about not only their own brand but their competitors as well. Sentiment analysis technology sorts social mentions as positive, negative or neutral. These insights can be invaluable to a company’s brand and reputation among potential job candidates.

What Are the Applications of Predictive Analytics and Social Media?

Predictive analytics may be new to the recruiting sector, but weather forecasters, marketers and insurers have been using it for years. Analytics are superior to HR metrics, which can only tell you about the past. Analytics take into account all the data to reveal trends and patterns for future use.

In the competitive world of talent management, analytics provide your organization with a quantifiable advantage in both talent management and business decisions.

 

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Which is the Most Powerful Recruitment Tool in 2014: Facebook, Twitter or LinkedIn?

image_14When it comes to staffing your business, the Internet provides many avenues for finding qualified professionals. Social media has become a prominent method of attracting possible future employees. Facebook, Twitter and LinkedIn all have their individual benefits and drawbacks. Which one is the most powerful recruitment tool for you?

Facebook

A Facebook profile is a great way to keep consumers connected to your business through status updates. It’s also a great platform for connecting to specific individuals through advertising. Facebook allows you to fine-tune who sees a job announcement ad based on specific criteria such as location. While this may cost you a bit more, it can be valuable in the search for specific individuals.

As much as 83 percent of active job-seekers use Facebook. [1] This social hub is the second most accessed website in the world.

Twitter

When it comes to sharing messages and tidbits of information with a large audience, Twitter is an excellent tool. With a simple hashtag targeting those looking for employment, you can reach thousands of potential candidates almost instantly. The downside to using Twitter is that your message can quickly become buried as other people join the conversation, making your Tweet less effective. Supported advertising may still be a viable option for recruitment to keep these messages on top of other conversations.

In 2014, 54 percent of recruiters utilized Twitter to find candidates [2]. As there are 560 million active users, the outreach for recruitment is significant.

LinkedIn

Although it’s not as popular of a social media outlet as the previous two, LinkedIn was developed to connect professionals together. Businesses can post job openings while searching for candidates that fit specific criteria. The most significant disadvantage of this social hub is that it isn’t as popular and thus provides fewer potential candidates. However, the site has grown consistently each year and may be worth your time.

Although LinkedIn has only 240 million active users as of the beginning of 2014, the level of professionalism is much higher. Currently, 89 percent of recruiters have hired someone from this professional social network, and the site continues to grow [3].

Each of these methods can attract candidates for employment. Success of the process may rely more on strategies and your organization’s use of each social outlet, and you should determine what’s easier for you to implement. What works well for one company may not have the same impact for another.

 

[1] https://careershift.com/blog/2014/03/how-to-really-use-social-media-to-get-a-job/

[2] http://employerblog.looksharp.co/social-media-recruiting-using-twitter-find-diverse-professionals/

[3] https://www.recruiter.com/i/attention-candidates-how-to-get-in-the-digital-game/