Social Media for Recruiters

Building Your Online Recruiting Presence

August 9th, 2018 by The Imagination Factory

In recent years, we’ve seen a plethora of brick-and-mortar stores go extinct as more and more shoppers venture online. Toys R Us, J.C. Penney and Brookstone are all recent victims. Even Mattress Firm is considering filing for bankruptcy, according to Reuters. Online mattress startups have people opting for free shipping and no-hassle returns from over going to a physical store and testing mattresses out. Staying competitive requires companies to ramp up their online presence, from the retailer’s website to it’s social media platforms. This is not only true for retailers, but for recruiters too. Just like you research clients and candidates, they will be scouting out your online recruiting presence, as well.

Many recruiters consider themselves “old school” – still doing things as they did them 10, 20, 30 years ago. And while nothing can ever replace meeting a candidate face-to-face, or weekly phone calls with your clients, it’s important to keep up with the times and trends… especially when it comes to you and your firm’s online presence. Read the rest of this entry »


3 Benefits to Social Media for Recruiters

August 7th, 2018 by The Imagination Factory

I recently read an article pondering whether social media for recruiters actually works. (Full disclosure: the author is an NPAworldwide member.) The premise is that perhaps the “social” aspect of social media has been lost, with many people focused more on “likes” than on meaningful personal interactions. I don’t disagree with that, but I do feel strongly that social media is an important tool for recruiters. A long time ago, I recall a webinar about social media that said simple/low-cost transactions are much easier to convert online than complex/expensive transactions. Read the rest of this entry »


What Does Your Super Bowl Ad Look Like?

February 8th, 2018 by Liz Carey

For the 2018 Super Bowl, marketers paid more than $5 million per 30-second spot to capture the attention of more than 110 million viewers, according to Sports Illustrated. Advertisers vied to win over audiences with memorable messages… similarly, recruiters do the same thing. How do you differentiate your message so yours is the one clients and candidates are talking about at the water cooler the next day?

You want to be talked about and remembered like the Budweiser Clydesdales ads, or this year’s NFL ad with New York Giants quarterback Eli Manning and wide receiver Odell Beckham Jr. performing the choreography from the movie “Dirty Dancing.” If your ad isn’t noticed, you’ve wasted your time and money.

If you’re trying to attract top talent who are already employed (passive job seekers), then it’s critical that you stand out from the crowd. Read the rest of this entry »


How Text Messaging Can Improve Your Overall Recruitment Process

February 1st, 2018 by Veronica Blatt

Today’s guest blogger is Ken Rhie, CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.

The job of your HR department is multi-faceted. From managing benefits for current employees to recruiting new staff, it’s time to improve how your HR department communicates through text messaging. You will be able to recruit more efficiently with SMS, and reach a wider audience of potential job candidates. When you add text messaging to your recruitment strategy, you make collecting information easier. Read the rest of this entry »


Social Media for Recruiters Q&A

January 18th, 2018 by Liz Carey

We recently held a topical call where NPAworldwide members and staff gave tips and answered questions on social media best practices for recruiters, such as when and why to use Twitter, what venues are best for finding passive candidates, the effectiveness of video communication, recruiter tools, and more. Here are some of the questions and answers from that discussion: Read the rest of this entry »


Are You Connecting With a Potential Candidate, or Just Spamming?

November 9th, 2017 by Veronica Blatt

Today’s guest blogger is Laura Schmieder of Premier Placement Inc., specializing in manufacturing especially engineering, operations, supply chain, sales and marketing roles globally. She currently serves on the NPAworldwide board of directors.

Just last week, a recruiter friend of mine lamented about the connections list of a candidate she had just recruited…and “friended” on LinkedIn. She was amazed at how many other recruiters were on the list. Her comment was that candidates must get bombarded with email, InMails and phone calls. What can she do to differentiate herself?

In the last month I have been demo’ing new ATS and CRM companies – many talked about downloading huge numbers of profiles and resumes from job board sites, using AI to find “matches” and then sending targeted emails – without ever looking at the actual resume or profile. I get that there might be keyword matches, but if you don’t even look at the resume or your notes, how do you KNOW the candidate is a fit for your search? If a particular potential candidate gets impersonal email after email from you, will they bother to respond or will they consider it spam?

Yesterday I read an article which flat out questioned Does Social Media Work in Recruitment? The gist was that with the high volume of postings and tweets, a very small percentage actually get more than cursory attention. Is paying for clicks worth the cost if nothing is actually read or retained?

Then again, get any group of recruiters together and the subject turns to what can you do to get a potential candidate’s attention? Phone calls, voice mails, emails and texts go unanswered.

I don’t have all the answers…I listen to the experts and try to keep my LinkedIn and Facebook company pages, as well as my own profile and postings, updated and interesting. AND since it takes so much time, am finding outsourcing that activity appealing.

When candidates are ready to make a change, they will start looking for and at postings as well as responding to my inquiries. I may even get a phone call from someone who turned down previous opportunities. In the end, I still believe that it’s not about how many emails, tweets or texts I send, it’s how can I create a bond…and relationship…a true connection…a level of trust.

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3 Ways to Use AI in Marketing for Recruiters In 2018 and Beyond

September 26th, 2017 by Veronica Blatt

ai in marketingToday’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com

As technology continues to advance at an exponential rate, the world and how it operates changes, as well.

Artificial Intelligence (AI), for instance, is no longer confined to science fiction. AI is even making its way out of the tech sector and into other areas of business, such as marketing and recruiting.

In this post, we’ll discuss three ways AI in marketing is changing the way new talent is recruited through human resources. Read the rest of this entry »


3 Ways to Boost Recruiting on Instagram

June 29th, 2017 by Veronica Blatt

Recruiting on InstagramToday’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com

There is no denying the popularity of Instagram. The statistics speak for themselves – 600 million monthly active users and 400 million daily active users. Instagram usage is now outpacing both LinkedIn and Pinterest.

It is common knowledge that your company’s image is important for sales, but it is equally important in order to recruit quality employees. Learning about the potential of Instagram and putting it to work for you will bring in talented and qualified people. Read the rest of this entry »


Mobile Recruiting: Get in the Know

June 27th, 2017 by Veronica Blatt

Today’s guest blogger is Rick Maré with JXT. Rick is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

How we look for and explore job opportunities today have changed a lot. Mobility influenced the ways we access and exchange information in hiring to be about relevance, speed, and simplicity. Read the rest of this entry »


Yes, You Need a Recruitment Blog. Here’s Why.

April 20th, 2017 by Veronica Blatt

Blog-Computer-KeyAt our recent Global Conference, I heard several members ponder the value of blogging. I believe a recruitment blog is an effective and necessary tool to have. Here are some of the reasons why: Read the rest of this entry »