Monday, February 19, 2018

Social Media As A Hiring Tool For YOUR Business?


Eight ways to leverage social media as a hiring tool..



If you're not currently using social media in your hiring process, you're in the minority:

A 2017 CareerBuilder survey found that 70% of employers now use social media to screen potential hires.

But it's not just about checking a candidate's timeline for angry rants or questionable photos — social platforms can also be a great recruiting tool. According to Betterteam, nearly 95% of recruiters use social media to post and promote job openings, and 59% of employees say they chose their current workplace in part because of the company's social media presence.

No matter how you choose to incorporate it, social media can ultimately help you find and evaluate top talent for your organization. Eight members of the Forbes Agency Council shared their top ways to leverage this tool for hiring.



1. Find Behaviors And Writing Samples In Past Posts

The popularity of social media continues to grow both in personal and professional use, with a lot of the content staying around forever. Use social media platforms as both a medium for checking potential hires' past post types and quality (for instance, have they posted anything that could harm your brand?), as well as finding fresh writing samples. -Timothy Nichols, ExactDrive, Inc

2. Evaluate A Candidate's Personality

Segmenting potential employees not only by their expertise but also by their personality traits is very important when recruiting creative roles. Having contrasting characters and opinions is key to develop an innovative team that can produce integral and original concepts. We've used social media targeting tools to find different archetypes for a more comprehensive recruiting process. - Carlos Machicao, Wild Pixel Media



3. Promote Your Opening On All Social Channels For The Widest Reach

When we advertised for a position that was specific to the industry we serve, we incorporated the job posting into all of our owned media channels. The position was posted on our website and promoted through LinkedIn, Facebook, Twitter and our weekly newsletter. We added Facebook ads to help extend our reach. The results were more qualified applicants and fewer dollars spent on recruitment. - Nicole Mahoney, Break the Ice Media

4. Use LinkedIn For Targeted Recruiting

When we need someone who already has experience in our industry for an upper-level position, LinkedIn has helped pull in talent with resumes that fit the exact profile we are looking for. This platform has allowed for focused recruiting. Twitter, Facebook and Instagram assist to provide further insight on the candidate. - Meredith Xavier, The Ligne Group



5. Encourage Employees To Share Their Own Experiences With Your Company

Don't just use social media as another job listing platform. Enlist your staff to not just to share the post, but to share their experiences. People want to work someplace that other people love. If your staff share firsthand experiences, their testimonials become your calling card instead of basic job listings. - Craig Greiwe, Rogers & Cowan

6. Use Appropriate Social Channels To Show Off Different Aspects Of Your Company

Social media gives companies and candidates the tools they need to creatively share. We utilize Twitter to educate, Facebook for culture and LinkedIn to share company achievements. LinkedIn Video is an up-and-coming tool that must be leveraged to engage and educate. I even suggest using Snapchat geofilters during large conferences where key talent comes together. -Nyma Quidwai, Blue Water Ads



7. See If Candidates Are Engaging With Your Brand On Social Media

It's important for us to see a potential hire engaging with our company or industry on social media. Rather than asking, "Are you familiar with our clients?" we can know if they did their research and if they "like" our clients by seeing if they've engaged online or not. -Jennifer Wentzo, coded{PR}

8. Inspire FOMO In Candidates With Your Social Presence

Instagram has enabled us to brand and differentiate ourselves as an employer. We communicate culture and workplace experience through a distinct voice and a focus on our people, not our services. This has the added effect of making sure we stay interesting internally. We want potential candidates to feel major FOMO (fear of missing out). -Mike Skeehan, Salted Stone, Inc.

Guest Authored By Forbes Agency Council. Forbes Agency Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Follow Forbes Agency Council on Twitter.





"If you're not currently using social media in your hiring process, you're in the minority:

A 2017 CareerBuilder survey found that 70% of employers now use social media to screen potential hires.." -Forbes Agency Council



    • Authored by:
      Fred Hansen Pied Piper of Social Media Marketing at GetMoreHere.com & CEO of Millennium 7 Publishing Co. in Loveland, CO  where I work deep in the trenches of social media strategy, community management and trends.  My interests include; online business educator, social media marketing, new marketing technology, skiing, hunting, fishing and The Rolling Stones..-Not necessarily in that order ;)
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