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The Use of Social Media and Infographics by HR Recruiters

Posted on July 3, 2013 by Buyer Advertising

Infographics (information graphics), by definition, are graphic visual representations of information, or data intended to present complex information quickly and clearly to an audience. The use of infographic productions by human resources professionals to interact with job applicants is a growing trend. Relying on social media sensations like LinkedIn, YouTube, FaceBook and Twitter to identify top-notch recruits is proving to be a cost effective means of showcasing an organization.

Modern infographics combine multiple technologies and media formats to communicate a diverse array of information in a clear and concise manner. From simple drawings to sophisticated three dimensional images, interactive infographic presentations allow job applicants to easily explore the diverse aspects of a potential employer. Infographic designers blend art, music, video, motion and animation to tell the story of a complex company. Job applicants can take control by clicking links to unveil graphics, maps, charts, tours and informative discussions.

Social Media Recruiting

Human resources professionals are turning to social media to find highly qualified job candidates. The use of social media sites has increased dramatically in recent years. Recruiting software developer, Hire Rabbit, reports that 92 percent of U.S. companies used social media to recruit job candidates in 2012. At least 70 percent of these companies hired one or more employees with the assistance of social media.

Nearly 40 percent of all job applicants are active Twitter users. As many as 225 million social media users from over 200 nations now access LinkedIn’s network of career professionals. FaceBook has become an advertising and recruiting superstar. Recruiting videos allow companies to build their brand and attract job seekers from around the world. Traditional recruiting techniques involve a painstaking geographic search for talented job applicants. Social media presentations serve as a digital recruiting magnet, saving time and money.

Infographic presentations are visually appealing and entertaining. Recruiting videos possess the power to efficiently communicate an organization’s purpose and culture. Job listings that are accompanied by a video presentation receive significantly more visits than standard job listings. Infographic profiles become even more effective when they are properly tagged to attract focused digital traffic.

Showing a job candidate what it’s like to work for a top tier company is an extremely powerful recruiting strategy. Not only is it vital that HR departments employ social media to recruit talented employees, the use of social media is the new frontier of an increasingly competitive global economy. Social media has become an indispensable recruiting tool for successful HR professionals.

“Can I Tweet You My Resume?” The Tension Between Social Media and Professionalism

Posted on June 5, 2013 by Buyer Advertising

There is no question that marketing a business in today’s world involves some kind of social media outreach. Whether you are recruiting interns via tweets, using hashtags to draw awareness to a new advertising campaign or hoping that a popular video uploaded to Facebook goes viral and spreads the word about your brand, you can’t avoid social media. If you are searching for a job, you might think seriously about erasing your Facebook profile before you start sending in applications. However, there are ways to utilize social media platforms like Twitter, Google+ and Facebook and still maintain a professional online appearance.

Keep LinkedIn Completely Professional: No Cat Memes or Funny Pictures Here
Although employers don’t expect applicants to be professional in every single aspect of their lives, LinkedIn is still one social media platform where professionalism should be embraced wholeheartedly. Keep your resume up to date, truthful and free from grammatical errors. Skip updates about unrelated topics, and don’t spend time chatting with friends or sharing political views. Facebook and Twitter are still acceptable places to express personality, but a LinkedIn profile should remain 100-percent dedicated to your career objectives, goals and job search.

“Like” Less on Facebook: Your Friends Will Understand
You might be surprised at what comes up when you click “like” on Facebook. Even if you carefully delete any unprofessional photos and limit who can post to your wall, the things that you click to “like” can still pop up when employers search through your profile or look at your recent activity.

Apply For Jobs Traditionally, Follow Up Using Social Media
Social media can open new doors to job opportunities, but don’t push too hard with nontraditional methods. If you see a job advertised on Twitter, don’t engage in an abbreviated conversation online with a hiring manager. Search for the company, click to see job openings and proceed through the traditional channels. If several days pass without a confirmation, a follow-up Tweet or private Facebook message might be acceptable.

Although social media obviously has a place in marketing, in business advertising and in finding new employment positions, it is still important to maintain professionalism. These tips can come in handy whether you are holding onto you existing job or looking for a new one.

LinkedIn: New Feature Available

Posted on April 19, 2013 by Buyer Advertising

LinkedIn Adds “Mentions”
LinkedIn recently added a new way for you to connect with your network by mentioning companies and connections in your posts. This feature is similar to the tagging functions which are available on both Facebook and Twitter.

For organizations, the new LinkedIn functionality provides great opportunities for increasing brand awareness. According to industry studies, it will take five to seven mentions before people start to remember brand names.

How Do You Use “Mentions”?
It’s easy! Just start typing the name of a connection or a company in the status update box or a comment field and a drop down will appear from which you can select the intended party that you’d like to mention. “Mentions” are first rolling out for English-speaking LinkedIn users.

How Will “Mentions” Affect Your Use of LinkedIn?
1. Organizations can now mention consumers and other businesses in their posts on LinkedIn. Effectively using mentions will increase your organization’s visibility on LinkedIn. Any individual or company that you mention in a post will be notified of the mention, and connections of the individual that you mention will have the ability to see your post as well.
2. If partner organizations or individuals on LinkedIn post noteworthy news or information, you can now share that content and credit the original poster via a mention.
3. Twitter has integrated with the LinkedIn mention feature. So if you mention an individual on LinkedIn and choose to push the same post to your Twitter account, the individuals name will be automatically converted into the associated Twitter handle.
4. As an organization, you now have the ability to publicly recognize employees for outstanding work and achievement.

While the ability to connect with consumers and other organizations is important to brand recognition, it is also important to keep in mind that mentions should not be used to spam. Use of mentions should be meaningful and aimed to inspire conversations with multiple parties.

Is it Ethical To Research Candidates Online?

Posted on March 29, 2013 by Buyer Advertising

This is an age when a growing number of available candidates for many job positions have a significant presence on a variety of social media sites. The press increasingly takes note of issues of recruitment, hiring and privacy related to this development. At the same time, it points out that many recruiter human resource departments are grappling with how to best use these new tools.

At least two ethical issues are immediately identified when discussing recruitment and social media. The first is how not to become an abuser by spamming the market with opportunities and listings. The second issue deals with deciding where to draw the line in the ethical use of social media to screen candidates and prospects.

It is this latter issue that generates stories of young people losing out on opportunities because of online indiscretions. Some recruiters have allegedly asked potential employees for passwords to personal social media accounts. It is clear that the evolving issue requires the establishment of reasonable boundaries. What is not yet clear is where those boundaries will be drawn.

It is generally agreed that gross indiscretions on largely public sites are fair game. Anyone wanting to be considered a responsible candidate for most positions should understand that such postings and information are highly prejudicial. Appropriate discretion is the first rule that should apply to any social media information. In fact, the more public and sensitive the prospective position, the more such discretion is required.

Drawing the Lines

A second emerging question is the redefinition of what is and is not considered an indiscretion. Using LinkedIn and Facebook to access relative experience and background is to be expected. Going to private postings related to vacations and family gatherings is a direction that many now question, again with the truly gross indiscretion exception.

A third immediate area of concern is the question of the right to access non-public areas of social media. Some employers come down on both sides of this issue, depending on the specific position being considered. The candidate always has the right to refuse what is considered an invasion of privacy, but what if it costs being considered for the position?

There is no question that the issues related to the ethics of recruiting and social media are under scrutiny. Anyone in the business or dealing with human resources will increasingly have to decide what rules apply in their approach to the profession relative to social media.

Facebook vs. LinkedIn

Posted on March 27, 2013 by Buyer Advertising

Recruiting and retaining top talent requires a keen understanding of the forces that drive your business as well as your potential hires. In today’s market, it’s simply not enough to go the traditional route to attract candidates. As Forbes recently reported, professional networking sites like LinkedIn are growing at an extraordinary rate. Ignoring social networking as a recruitment tool can mean missing out on a pool of young, eager, educated talent. But how do you successfully navigate various networking platforms and tie them in to your tried and trusted recruitment strategies?

New Insights, New Features

For starters, you’ll need to differentiate between two of the largest social networking giants. While Facebook has traditionally been a site where friends and family connect to share informal insights into their daily lives, the site currently has 1 billion users, making it a major communication outlet for businesses looking to draw potential hires and customers to their brand. In addition, a recently released study by Facebook may urge its users to start using the site as a networking tool. Facebook researchers Moira Burke and Robert Kraut found that users with strong ties who frequent the site regularly recommend job openings via messaging and chat channels. These findings indicate that Facebook may be a valuable tool to spread job opportunities through an already established network or close friends and colleagues.

On the other hand, LinkedIn has always been geared towards professionals looking to network. Most recently, LinkedIn announced a new search feature that will allow businesses and candidates to search for their next professional connection. HR professionals looking to use LinkedIn can now search for specific attributes and qualifications, allowing them to target potential candidates in less time.

Social media is becoming an increasingly powerful tool in our personal and professional lives. With new features and growing insight into the workings of our digital identities, HR professionals have more leverage than ever before to make connections between talented professionals and growing industries.

Striking the Right Recruitment Tone on Social Media

Posted on March 26, 2013 by Buyer Advertising

Social media has become a major facet of our personal and professional lives. Harnessing the power and reach of your business’ presence on multiple social media platforms can help you increase your recruitment efforts and cast a wider net to potential applicants. But how do you strike the right professional tone in a less formal forum?

Pithy, But Professional

The main difference between a traditional job description and the content on social media sites is the length of content. Twitter forces users to post in 140 characters or less and while Facebook allows for longer posts, users tend to prefer content in the 200 character range. This means that your company must get to the heart of your recruitment pitch in very little time. Consider posting the most exciting sentence or two from your latest job description, along with a link to the full posting on your company’s site. Or, use the unique features of visual social media, like Pinterest or Instagram, to share unique insights into your company’s culture. Show your potential hires what a typical workspace in your company looks like by taking care to choose an employee’s space that embodies the type of values you want to promote.

Sharing images of your staff hard at work can also increase interest in joining your team. It’s appropriate to share images or posts that allude to the perks of working in a close-knit office, but take care not to focus on how hard your team plays once the weekend comes around. For businesses, social media can be a chance to communicate the values and vision that drive its products and people. Resist the urge to lower your recruitment efforts to the lowest common denominator, even if you think those types of posts will generate “shares” and “likes.”

Powerful Personalities

If your staff is fairly social media savvy, be sure to highlight their interesting posts, tweets, videos and images. As you work to recruit quality people to your company, you can help this effort by showcasing the already stellar people on your team and communicate your commitment to their success both on and offline.

Recruitment Pain Points (and Remedies)

Posted on October 28, 2011 by Buyer Advertising

Employees. Every company needs ‘em. Whether yours is a bustling enterprise of hundreds or a smaller operation of 10 people, the quality of your hires will eventually reflect the quality of your organization. High-powered individuals make for a red-hot organization. As you build out your recruitment strategy, keep in mind these pitfalls and the best way to avoid them.

1. Small applicant sizes. You spend all day writing up a beautifully-worded job description, and the following week you receive only 4 resumes. Boo. Creating an attractive workplace starts at home. If you haven’t already, sit down and define the value you provide to employees in the form of an Employer Value Statement, or EVP. Using that as a tool, get the word out through print and online that you’re looking for the next great employee at a great place to work.

2. Falling behind on the times. New technology based around the Internet allows virtual interviews, electronic portfolios, pre-qualifiers even before potential hires arrive at the office. Technology and digital interview tactics allow you create a “short list” of candidates that reduce overhead and narrow down on quality candidates.

3. Not keeping what you’ve got. Employee satisfaction extends beyond wages and bonuses. The culture you create at the workplace and affects both retention and productivity for the years your employees call your office home. Work in the concept of flexibility. Find creative ways to reward (and not punish) hard work and keep your base engaged. Good luck!

Until next time,

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