Social Recruiting Best Practices

by Liz Carey

Social media platforms can be a valuable tool in a recruiter’s toolbelt, if used wisely. Candidates regularly utilize use social media platforms like LinkedIn, Twitter, and Facebook, to find their future employers.

In an article by TalentLyft, it was noted that:

  • 73% of millennials found their last position through a social media site.
    Source: Aberdeen Group
  • Nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their jobs.
    Source: LinkedIn
  • 62% of job seekers use social media channels to evaluate employer brand of a company.
    Source: CareerArc
  • Job seekers rank social and professional networks as the most useful job search resource compared to job boards, job ads, employee referrals, recruiting agencies, and recruiting events.
    Source: CareerArc

BUT, social recruiting doesn’t simply mean creating a profile and blasting out job orders. Here are some tips on how to effectively use social media in your recruiting efforts:

  1. Share valuable content, not just job orders. Use social media to share industry-relevant articles and blogs. Subscribe to industry publications and share those with a comment of your own. Candidates want useful information, and you won’t be grabbing their attention/likes/follows by spamming their feed with job adverts.
  2. Cater to your audience. Think of it like writing job descriptions, where it’s best to take a different approach depending on whether the job is an executive/c-suite role, or a lower-level role. Tailor your postings to your ideal candidate, and that’s who you will attract. For example, posting articles about changing careers won’t attract the senior-level experienced candidate you need. And using a generic template when you reach out to candidates via social media is sure to be ignored. High quality candidates don’t have time to sift through all the generic messages they get… stay out of the ‘trash’ by making it personalized.
  3. Make it a conversation. It’s not just about posting and getting likes. It’s important to publish things that garner a conversation… and that includes replies from you! If candidates are commenting on your posts but you aren’t replying, you can bet they will come to a halting screech. Build a connection with the candidates, make yourself a real person… not just a ‘brand’.

The more you can engage with your audience via social networks, the easier it will be to build a relationship with top talent. If you become an authority in the industry – frequently posting valuable articles and contributing meaningful comments – it is more likely that candidates will turn to you when they are in the market for their next opportunity.

Building Your Online Recruiting Presence

by Veronica Blatt

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 »

Obstacles of Social Media and Recruiting

by Amy Teske



Recruitment relies heavily on searching for talent online.  While there are many benefits of this, many studies done through Forbes, The Undercover Recruiter and MediaBistro have reported many obstacles as well.  Many talented candidates cannot be found online at all, or may have out of date profiles that do not accurately highlight their experience.
Qualigence put the research together to show the top 10 obstacles encountered.
1-    97% of recruiters are using LinkedIn as a recruiting tool, which means many recruiters are seeing the same candidates
2-    13% of Millennials have a professional profile online
3-    Those with low education levels are spending more time online than those with high education levels
4-    27% of CEOs have LinkedIn accounts
5-    Only 41% of job candidates say social media has helped uncover job opportunities
6-    68% of CEOs have no social media presence
7-    47% of LinkedIn users aren’t active on the website
8-    48% of job seekers are active on social networking
9-    Only 40% of executives are on social media more than one hour a week
10-    50% of LinkedIn users have a “complete” profile
What is your preferred method for searching for talent?  There are many great paths to utilize- put your top choices in the comments section below.

Independent Recruiter Blog


Mobile and the International Recruitment Agency

by Dave Nerz

hand holding smartphoneSocial media and social recruiting have been a part of the global recruiting lexicon for a few years now. It seems that mobile recruiting is on the verge of surpassing social recruiting as the red hot topic for 2013 if you work for an international recruitment agency.

The average international recruitment agency is lagging far behind other professions and industries in leveraging mobile technology to improve the user experience. Many ATS systems consider mobile the ability to shrink the full website to a size that fits on a smartphone screen. Users of mobile technology are not apt to accept that solution as on par with the overall market’s expertise. The benchmarks are in sectors like banking, retail, restaurants, publishing, news, and travel. The handset is a powerful tool to navigate what is new and needed in all of these sectors. Most recruitment sites scream, “I dare you to use me!”

LinkedIn has provided a tool that is getting greater use and holds promise for mobile interface sessions with candidates. The “LinkedIn Apply” feature creates a great way for candidates to send details via mobile applications without connecting their PDF or Word resume via a handset session. I’m guessing that many candidates would not have the know-how or patience to cut and paste a Word resume into a mobile app or into a more traditional site viewed via a Smartphone handset. But they certainly have the ability and comfort using their LinkedIn profile to introduce themselves to an employer, recruitment company or recruiter.

When recruiters moved into social media it was a continual challenge to find ways to engage candidates with information they wanted. With mobile, it is not about what candidates want to do via mobile—because they will do anything and everything you allow. It is about playing catch-up to other sectors that have moved far ahead of the average recruiter in an international recruitment agency. Banking allows you to take pictures of checks and make a deposit electronically. I’m looking forward to a recruitment site that allows you to take a picture of your resume and submit that as an application for an opening.

So for all of us that have pushed mobile aside to focus our attention on social media, wake up and smell the smartphones! Social media has morphed itself into a mobile discussion. Get ready to take on the challenges that 2013 will provide to anyone running an international recruitment agency!

Image courtesy of Ambro at