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!

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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.

Signing off for now,
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