5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

Written by Helen Sabell, CEO & Principal of the College for Adult Learning.


In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.

Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.

Sourcing Candidates

Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?

Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.

You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.

Monitor Your Competition

Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.

Targeted Facebook Ads

Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.

“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.

Engage With Candidates

Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.

Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company. 

Participate In Online Discussions

Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.

Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.

Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.

About the Author:

Helen Sabell

Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.

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Google Hiring Space

Google Enters the Hiring Fray

Google Hire | The HR Tech Weekly®

It looks like Google was serious about entering the jobs space.

The Google Hire website appeared this month, and while it hasn’t been officially announced, the world’s largest data aggregator could be gearing up to launch an application tracking website which could rival LinkedIn, Greenhouse and Jobvite.

While this new website seems to be still in early stages of development, you can’t help but wonder: how is this new technology going to affect the jobs and recruiting space?

It makes perfect sense that both Facebook and Google would actively seek to gain control of a larger chunk of the jobs market. These platforms are already a definitive part of many people’s daily lives, so it is not surprising that they want to play an increasingly important role in the job search process. As we know, there are enormous possibilities where there are lots of people, and Facebook and Google have their markets comfortably cornered. Why go elsewhere when you’re looking for your next position?

So: how are they going about it?

Google, with the relatively recent introduction of their Cloud Jobs API, looks set to make a big impact, as their latest algorithms and intelligent data interpretation solutions set out to bridge the gaps between employers and job seekers in an unprecedented way: carefully matching the skills, experience and personal preferences of job seekers with the title, position, description and expectations of employees advertising specific job opportunities.

The Cloud Jobs API also has the ability to define the importance and level of various skills, as well as put such skills into the right context, in relation to any particular job requirement or opening available.

This happens through the use of various proprietary ontologies, which are meant to encode insights and information about different skills and occupations, as well shedding light on how such skills interact and correlate with each other. In short? Google will gather and assess your jobs data and match you with appropriate openings. Conversely, recruiters could potentially find perfect matches with pinpoint accuracy.

Interestingly, Google Hire openings have been listed on the bebop website, the VMware enterprise application development platform Google acquired in 2015. VMware’s cofounder, Diane Green was appointed to lead Google’s cloud push efforts that same year.

For Friendships Or Job Searches?

When I look at my Facebook feed, I’ll often see my friends using their status update to ask their network for job openings.  Now, Facebook has confirmed it had begun experimenting with recruiting features: “We’re running a test for Page admins to create job postings and receive applications from candidates.” The company is also actively investing more in functionality for recruiters and employers, giving them the ability to share job opportunities that are specifically visible to an audience that matches their standards (for example, the level of education required).

From a recruiter’s standpoint, Facebook is a goldmine, because it is such a huge repository of information about people. Individuals share a wide variety of data about themselves on their social media, from their basic information to their education level, their current employment, and their personal interests. If you want to gain an exhaustive profile of a candidate, you can’t do much better than Facebook.

As Facebook is already a definitive part of our daily lives, it’s not surprising that it could play an important role in the job searching industry. But do they run the same risks as platforms such as LinkedIn, where personal information becomes more curated to attract a certain job? Will people be pumping up their own profiles, not always accurately? The beauty of Facebook’s “raw and real” data may be quickly lost once people know recruiters are able to mine their information.

As both Facebook and Google enter the space, it confirms yet again that the rate of developments in our space is blinding, and that the new year might bring a few more tricks to learn yet.

About the Author:

Megan Flamer

Megan Flamer is an organizational development specialist who is fascinated by how people find and interact with their work and each other. She writes about recruitment, HR, human behaviour, and the future of work at 1-Page.com

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On Flirting and Why It’s Good for Business

Written by Orit Honigsberg | Originally published at Qwory blog.

What is the relationship between social media and e-commerce and how does it impact sales? Find out where to focus your social media strategy and why!


Orit Honigsberg, CMO at Qwory

People are becoming increasingly aware of the correlation between successful e-commerce and the use of social media.

What do I mean?

Social networks are critical in generating interest, traffic, and ultimately revenue for businesses of every size.

Today, your businesses’ social profile is responsible for the same type of advertising as those giant storefront displays from a few decades ago. What’s even better, is that social media marketing is mostly free of charge – and stands to gain a whole lot more exposure.

Picture a dating profile on Match.com. A successful personal profile means a detailed personal description that gives insight into your character. It will be complete with pictures, and give you an authentic and favorable vibe. A profile is often measured by the amount of views or successful connections it results in.

How does one progress towards a real connection in the online dating world? Naturally, after you identify a profile that interests you, you want to start engaging with the person behind it. You’ll shoot a message, have a few conversations online. If things progress, you’ll chat on the phone, maybe Skype, and eventually meet in person to establish a more personal bond.

Apply this to the B2B e-commerce world.

B2B sales are about business matches: finding and engaging with the right profiles that have the potential to result in a long-term relationship.

Let’s say you’re looking to sell your unique emerald rings to jewelry retailers in the United States. You can do a simple search on Qwory, a B2B search engine, and you’ll come up with a list of potential suppliers that want exactly what you’re selling. With Qwory, you can easily access all of the social media accounts for each site- the value of which I’ll explain in a moment.

Here’s an example of a result on Qwory for emerald ring:

qwory-search results

On the left side, with one simple click, you can access all of the businesses social accounts. Like their Facebook page, follow their Twitter account, and connect on LinkedIn to get the ball rolling.

Call it business flirting. Social media activity with a potential customer is parallel to phone calls to your potential Match.com soulmate. You’re warming them up, letting them know you’re willing to invest in them, and establishing the foundation for a relationship- whether personal or business.

Where should you focus your attention? Check out the statistics. The picture below is an expression of social-generated revenue, to show which social media platforms make the biggest impact in e-commerce.

social media and ecommerce-revenue

Other benefits? Social media is a portal. It’s important to be where your customers are, to know their habits and likes and dislikes. Gathering information about the market will dictate the marketing strategy for a company – and of course, make it that much more successful.

Also, the ease of answering messages makes for better customer service. These responses will help gain a loyal following. You’ll be able to predict behavior for the target demographic and respond accordingly. If you’re on a companies’ radar, they’ll be that much more likely to respond and be open to your business proposal.

Some stats to drive my point home:

why social media matters to b2b buyers

There is simply no denying the connection between e-commerce, B2B lead generation, and social media. It might seem brazen to “follow” a CEO you’ve never met, or tag a well-established company in a post… but this is the future of marketing. The Internet has collapsed the hierarchy and etiquette that once was.

The question is whether or not you’re going to take advantage of this seemingly less conventional approach.

Qwory’s slogan is Search. Engage. Connect. – because we recognize that the success can hinge on prior engagement.

Search for your match online, and start talking! 😉

Source: On Flirting and Why It’s Good for Business

Top 10 HR Tech Influencers on Twitter

Uploaded on: January 07, 2016


View an interactive version of this graph (experimental)

The graph represents a network of 1,466 Twitter users whose tweets in the requested range contained “HRTech”, or who were replied to or mentioned in those tweets. The network was obtained from the NodeXL Graph Server on Thursday, 07 January 2016 at 16:07 UTC.

The requested start date was Thursday, 07 January 2016 at 00:01 UTC and the maximum number of tweets (going backward in time) was 5,000.

The tweets in the network were tweeted over the 9-day, 12-hour, 48-minute period from Monday, 28 December 2015 at 08:52 UTC to Wednesday, 06 January 2016 at 21:40 UTC.

There is an edge for each “replies-to” relationship in a tweet, an edge for each “mentions” relationship in a tweet, and a self-loop edge for each tweet that is not a “replies-to” or “mentions”.

The graph is directed.

The graph’s vertices were grouped by cluster using the Clauset-Newman-Moore cluster algorithm.

The graph was laid out using the Harel-Koren Fast Multiscale layout algorithm.

Top Influencers: Top 10 Vertices, Ranked by Betweenness Centrality

1.  Jackye Clayton @jackyeclayton
2.  impraise @impraise
3. HRTW Twitter The HR Tech Weekly @hrtechweekly
4. PointNemo0 Twitter Jose Enrique Alvarez @pointnem0
5.  R Ray Wang (王瑞光) @rwang0
6. Jim Gill Twitter Jim Gill @jimmygill
7.  Mary Taylor @mary_impraise
8.  Hive Tech HR @hivetechhr
9.  zenPeak @zenpeak

10.  Tony Karrer @hrtechcentral

Top URLs in Tweet in Entire Graph:

[92] http://www.impraise.co/product
[54] http://www.huffingtonpost.com/kosta-petrov/10-hr-trends-youll-see-in_b_8888690.html
[46] http://zenpeak.com/download-the-zenpeak-job-alerts-now/
[45] https://hrtechweekly.com/?edition_id=85dcacd0-ad7c-11e5-8b9d-0cc47a0d1609
[41] http://www.kornferry.com/institute/leadership-development-ceos-strategic-powerhouse
[40] http://www.hrzone.com/lead/future/future-of-hr-the-impact-of-technology-on-thinking?utm_content=buffer8d4c0&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer
[34] http://www.hrtechcentral.com/edition/weekly-balanced-scorecard-human-capital-management-2015-12-19
[33] https://hrtechweekly.wordpress.com/2016/01/04/the-hr-tech-weekly-your-service-annual-report-2015/
[31] http://www.hrtechcentral.com/edition/weekly-wfm-workforce-management-software-2015-12-26
[30] http://centricdigital.com/blog/digital-trends/its-time-for-big-data-in-human-resources/

For more detail please read the original report: NodeXL Graph Gallery: Graph Details