Social Media Recruiting: How to recruit on Facebook?

Social Media Recruiting: How to recruit on Facebook?

facebook-recruiting

One of the biggest trends in recruiting over the past few years has been the use of Facebook to attract and convert talent. This practice even got its own buzzword – “Facebook recruiting”. So what is it exactly and how to do it #likeaboss?

facebook-recruiting

What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.

The benefits of Facebook recruiting
Here are the top 3 benefits of Facebook recruiting:

1.) Facebook is the biggest talent pool

Facebook is the largest social network site in the world: it has over 2.07 billion monthly active users, so more people will come across your recruitment ads on Facebook than on any other platform.

2.) You can reach active job seekers

It’s little known that active job seekers prefer Facebook – research shows that there are more job seekers on Facebook than on LinkedIn!

3.) You can also grab the attention of passive job candidates

Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer. Facebook is a great tool that can be used to get in front of these people.

How to recruit on Facebook: Step-by-step guide

Step 1: Find potential candidates

Did you know that you can use Facebook as a proactive sourcing tool? Facebook has a powerful built-in search engine, called Graph Search. Graph Search utilizes publicly-available information listed on Facebook users profiles. Facebook Graph Search allows you to find candidates who meet specific criteria using filters (e.g. city, education, company etc.).

Step 2: Create a Facebook page

Your company probably already has a Corporate page, but you should think about opening a Career page too because the audience and message you deliver on those two pages should be different. On your Corporate Facebook page you talk to your customers, and on your Career Facebook page you talk to potential employees.

Step 3: Share your company culture

If you display a great culture within your company, people will want to become a part of it! Post photos and videos which show what it’s like to work at your company. Facebook makes it easy to be visual with your storytelling. People want to be able to envision themselves working for companies, so here photos really are worth a thousand words.

Step 4: Create a job ad

Start by considering your tone of voice, which should be a reflection of your business’s personality and the vacant position you are looking to fill. Next, find or create an eye-catching image. Following, think of a great copy! This is your chance to communicate your key message in an inspiring way that will make potential candidates eager to work at your company!

In the end, don’t forget to add the target link that leads directly to a job listing.

Step 5: Free promotion of your job ad

There are two most important additional channels you can use to promote your job ads: Referrals and Facebook groups. Referrals on Facebook can be done with just one click and reach all of employees’ network on Facebook. Also, take advantage of: hiring groups, interest groups and student/alumni groups.

Step 6: Paid promotion of your job ad

Promoting jor job ads does call for a budget, but if done correctly, investing just a few dollars in promoting your job ad can really pay off bigtime! The reason why Facebook ads work so well in recruiting is because you can specify exactly who you want to reach. The targeting option lets you select location, age, education, interests etc. of the people you want to reach.

Step 7: Use Facebook Live

Facebook Live streaming makes it possible to interact with your potential candidates in real-time via live chats and videos. Live video session is a unique opportunity to introduce your team, give a tour of your office and answer candidates questions in a real time and in a really engaging and fun way!

So should you do Facbook recruiting?

Facebook is and will continue to be a powerful recruiting tool in 2018. With new features rolling out and new trends emerging, we can expect a lot of new opportunities for recruiters, HR professionals, business owners and small business CEOs to connect instantly with thousands of high-quality candidates through Facebook.

Advertisements
Employer Branding on Social Media: Best Examples

Employer Branding on Social Media: Best Examples

Browse the best Employer Branding examples found on Social Media and learn how big brands use Social Media to promote their Employer Brand and attract top talent.

Employer-Branding-on-Social-Media-Best-examples

Employer Branding on Social Media: How to do it?

You have probably already heard that you should put more effort, time and money into promoting your Employer Brand on Social Media.

What nobody is telling you though, is how exactly to do that.

What type of content should you publish on your company’s social media profiles in order to portray your company as a favourable employer?

Here are 8 inspiring examples of great content big brands use to promote their Employer Brand on Social Media.

1. Employees’ testimonials

Feature your employee stories and testimonials.

Sharing their personal stories will make it easy for your potential candidates to see what type of people you are looking for.

Example: Marriott

Marriott International, Inc. is a leading global lodging company with more than 6,000 properties in 122 countries and territories.

Marriott has a great Instagram page called Marriott Careers, where they often feature their employees’ testimonials.

Are you ready to meet Duffy?! 🙂

Employer-Branding-on-Social-Media-Best-examples

2. Office and workplace

Share the videos and photos of your office environment.

Don’t worry if you don’t have the coolest office space ever.

Most candidates don’t expect you to have a huge yoga studio or a video game room in your office.

They just want to see the space where they could be spending the majority of their day.

Highlight details of your office that send out the good vibe. Maybe you have a cozy coffee corner. Or a great view. Or some interesting posters on the walls.

Example:

L’Oreal’s Instagram career page is called L’Oreal Talent.

Although L’Oreal surely has many of those offices “to die for”, they still keep it real by posting photos of their employees’ desks.

Employer-Branding-on-Social-Media-Best-examples-1

Employer-Branding-on-Social-Media-Best-examples-2

3. Perks and benefits

Make sure you also highlight perks and benefits you offer to your employees.

Example:

Here is another great example form Marriott’s Instagram page.

Employer-Branding-on-Social-Media-Best-examples-3

Your company probably can’t offer an employee discount for a vacation on exotic islands. :sigh:
But hey, you company surely has something special that you offer to your employees, weather it is flexible working hours, tuition reimbursement, gym membership, free lunch etc.

4. Company culture

A great company culture is based upon positive relationships with colleagues, managers and company’s leaders. You should send a message that your company culture is characterized by trust, collaboration, team spirit and support.

How can you do that?

Example:

Here is an absolutely brilliant example of showcasing company culture on Microsoft’s Instagram page.

Microsoft know that a little sign of appreciation and support can mean a world of difference. ♥️

Employer-Branding-on-Social-Media-Best-examples-4

5. Company events

Besides your business related events, it is also important to present your events which are not directly business oriented.

These events include team building activities and any similar events and social gatherings of your employees, such as parties, celebrations, special occasion etc.

Example:

Nanobit is a company specialized in developing and delivering mobile applications and games.

They often organize saturday Game Jams where their employees gather in office to play games, socialize and have some fun together in a relaxed and cozy atmosphere.

Employer-Branding-on-Social-Media-Best-examples-5

6. Awards

Make sure to highlight every award, certification and recognition your company receives.  Celebrate your success and don’t forget to thank your employees for their hard work and commitment to a higher cause.

Example:

HubSpot is an inbound marketing and sales platform that helps companies attract visitors, convert leads, and close customers.

Hubspot has recently been awarded as the Best Place to Work in 2018. on Glassdoor. Here is their celebratory Instagram post.

Employer-Branding-on-Social-Media-Best-examples-6

7. Recruiting content

Creating and sharing specialized recruiting content is a must if you want your company to be perceived as a serious employer.

But what do I mean by “specialized recruiting content”?

Recruiting content is a social media content created created with a goal of informing your potential employees’ about your hiring process.

Example: Microsoft

Microsoft has a great Facebook career page called Microsoft Life.
Microsoft Life regularly hosts live interviews with Microsoft’s recruiters.

Potential candidates could send in their questions before the event and tune in during live broadcast.

Candidates who weren’t able to follow the live broadcasting can watch the recording of the event posted on Microsoft’s Facebook career page.

Live interviews are a great way to open a dialogue with your potential candidates and answer their questions.

Below you can an example of Facebook post Microsoft used to announce their event.

Employer-Branding-on-Social-Media-Best-examples-7

Employer Branding on Social Media: Lessons learned

Social media makes it easy to be visual with your storytelling.

People want to be able to envision themselves working for companies.

A great way to enable them to do it is by using photos and videos across all your social media platforms.

Show off your Employer Brand by sharing stories, photos and videos of:

    • your employees testimonials
    • your office and workspace
    • perks and benefits
    • your company culture
    • educational, corporate and recruiting events
    • awards and recognition you won (especially Best places to work recognitions)
    • specialized recruiting content.

There is no magic formula for choosing the right type of content and communication channel that is guaranteed to work for every position and every company.

What will work best for you depends on your candidate persona. A candidate persona is a semi-fictional representation of your ideal candidate.

Based on your candidate persona, you will be able to define the right type of content and the appropriate channels to distribute it.

We hope that examples presented in this blog have inspired you and provided some interesting ideas you can use to create your own winning Social Media Employer Branding strategy! 🙂

The Importance of Social Media for Landscaping Businesses

The Importance of Social Media for Landscaping Businesses

Social media has had a significant impact on the way businesses operate online. While running a website is still the cornerstone of online presence for many companies, it is becoming increasingly important to utilize social media in any serious online promotion strategy. Landscaping companies are not an exception in this regard. Implementing a social media marketing campaign is vital for promoting services such as landscaping, which used to rely on traditional marketing to reach new customers.

Although setting up a social media profile for a company is fairly easy, reaping the full benefits of social media marketing requires time and effort. To achieve maximum impact in the shortest amount of time, landscaping businesses need to understand the specific advantages of social media promotion, and how to best leverage them when developing their online business strategy. The following article will highlight the key aspects of social media marketing every landscaping company should take into account before engaging in social media marketing.

Benefits of social media

Social media promotion works by adding another layer of complexity to traditional marketing. Here is what you need to know.

1. Product Marketing

The most direct way to using social media to promote your business is by introducing your goods and services to users. Think of your social media page as a catalog of that you can update in real time. For example, whenever your company starts offering a new kind of garden layout, this new product should be announced with a social media post. Make sure to include the description of the product, its possible uses, its price, and at least a single picture. Social media users should get all the information they need to make a purchase if they’re in the market for the type of product you are selling.

2. Brand Awareness

In addition to advertising particular products, companies need to work on promoting their brand as a whole. The goal here is to form an association between the company name and a specific idea. A landscaping company like Oztech would, for example, highlight their expertise in awning, making sure to reinforce this idea throughout their social media channel. Using slogans, logos, and other company identifiers is a key component of establishing brand awareness in visitors.

3. Online Word of Mouth

While maintaining a social media presence requires constant work on the part of the company, this does not mean that promotion is wholly reliant on direct advertising. Social media sites are by definition places for discussion. Establishing a social media presence for your company enables it to become a part of the online conversation, giving it another promotion vector. If people online are talking about your company, you stand a much greater chance of reaching the target audience for your products. The goal is that whenever there is a conversation about landscape design, horticulture or earth removal, your companies name is on people’s lips.

4. Search Engine Optimization

The content you produce for your social media profile has one additional use – it can be reused on your website as well. This is important because content is a key component of optimizing your search engine rankings. Specifically, by using targeted keywords throughout your social media posts, you are establishing a regular source of SEO content, which you can then host on the company blog or website. The more content you have, the more likely your company is to become eligible for long-tail keywords relating to landscaping, which have a greater impact on conversions.

Social media platform overview

Each social network has the potential to benefit a landscaping business in different ways. Here are the three major platforms every company should use to their best advantage.

1. Facebook

Facebook is the one network you should be using by default. The sheer size of its userbase guarantees that even a minimal investment in social media marketing can bring tangible benefits to any sort of company, including landscaping oriented ones. As a platform, Facebook gives companies the tools to promote themselves through multiple kinds of content, including text, images, video, ads, online communities, and more.

2. Linkedin

Maintaining a Linkedin profile is essential for establishing connection with other businesses related to landscaping. Arranging cross-promotion deals with these companies is an important step for taking your online marketing strategy to the next level. Linkedin is a great source of business-related information as well, offering guides, statistics, and advice from industry leaders.

3. Instagram

When it comes to image-based promotion, Instagram is the top player in the market. By posting quality images to your company profile, you are establishing yourself as an online taste-maker, which attracts aesthetically minded people. These individuals potentially have a large number of followers, so appealing to them gives your business greater viral marketing potential.

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.

ICU

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.

Website | Twitter | LinkedIn | Facebook | Google+


If you want to share this article the reference to Helen SabellCollege for Adults Learning and The HR Tech Weekly® is obligatory.

Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Tech vs. Human in HR

Human Resource forms one of the most important parts of any organisation. It is one department which deals with employee recruitment, management, appraisals, payroll etc. Every day they have a hell lot of work to do from lining up candidates for vacancies, taking their interviews, maintaining policies and HR records, handling employee concerns, administering compensation and company programs, etc. All of these activities were done manually before the introduction of low-cost cloud-based services. Nowadays in various organisations, the HR department is automating many of their daily activities.

A growing trend of more and more HR activities moving online is the talk of the season. The rise of cloud based services has enabled HR to off-load much of their mundane work increasing efficiency and saving time. With the rise of new technologies like Big Data, Cloud Computing, etc. the HR world is changing forever. Many companies are using these online services to manage their HR resources function which has made it easier to track employee performances and training programs.

Employers are now taking their HR functions online with the help of cloud based services, customised mobile apps and social media. Employees now have more power over various things like punching in for work, accessing their salary slips & attendance records, requesting for leaves, etc. Various companies are using messaging apps like Slack, Google Hangouts and similar tools to create a group of team members to discuss the project work and official matters.

In various mid scale companies, employees are directly coordinating with their HR over these various chat or messaging bots for their general concerns like benefit programs, compensations, PF settlement, etc. Various companies now enable their employees to make use of their smart phones, where employees use their touch screen finger-scan to punch in their time which is connected to the attendance records. Employees can use the company’s employee portal to login into their dashboard to apply for medical benefits which were previously done by filling huge forms and submitting it to the HR.

So, whether you are looking for a job, considering a career change or want to get into freelancing, these trends will help you plan better for your career. Rapidly changing technology will bring more trends which will change the entire perspective of workplace and employment sector for good. And whilst all this automation is great, there is always something fascinating about the perfect balance especially as within people related jobs automation is great to support mundane tasks or make paper processes online and manual, but it is not good when distressed employees are managed via bots online or job loss news is received in very inhumane or impersonal ways via the same systems and online tools.

With this blog, we end our series on the future of work, we hope you enjoyed reading them all and if you missed any of them you can check them all out on our website or via this link. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

Developing A Proactive Crisis Management Plan

Developing A Proactive Crisis Management Plan

Reputation

Since the arrival of platforms like blogs and social media, brands have been granted many more opportunities to be transparent, authentic, and accessible to their audience. The capacity for instantaneous communication, however, have also created spaces in which negative narratives can spin out of control faster than ever before.

While no brand ever intends for something to negatively impact the online reputation of its business, it’s still crucial to have a contingency plan in place. 59% of businesses will encounter a crisis at some point in their lifespan, and the after-effects can continue to plague their search results long after they navigate through it.

How To Manage a Reputation Crisis for Your Business

Preparation is key in mitigating future problems, so it’s worth taking the time to develop an actionable crisis management plan with your brand’s key stakeholders and communication experts before a crisis strikes. Forming a crisis management plan drastically reduces the probability that an erroneous or negative article will rank in your top search results long-term.

Engage With Your Customers

According to a study conducted by global advertising agency Havas, consumers are more likely to support companies that take the time to engage with their audiences. Make sure you know where people are talking about you, and keep track of what’s being said. It’s easy to focus on one platform or a single negative article and lose sight of the big picture as it relates to your brand.

Engaging with your audience through social media has many benefits, but it’s important to go about it the right way. It’s impossible to foresee every scenario, but there are a few things to keep in mind when attempting to strike the right balance.

  • Always be mindful of tone and context when posting.
  • Respectfully acknowledge and reply to complaints and criticisms of your business online, don’t avoid them.
  • Promote your brand, but don’t overdo it.

A recent study found that 85% of respondents needed to see a product or service more than once before deciding to purchase it, but that 58% were annoyed by too many promotional messages on social media.

For more tips on how to prepare for a crisis – and weather the storm if you find yourself in the midst of one – check out the following guide:

The 4 Pillars of Crisis Management by Reputation Management | The HR Tech Weekly®


If you want to share this article the reference to Reputation Management and The HR Tech Weekly® is obligatory.

Social Media Icons Logo Wallpaper

Future of Work Trends, Part 3: Social Media, Decisions & Jobs

Cute Wall-E Wallpaper

Human Beings are social animals and we love to socialise, that was never a surprise! Social networking is making use of Internet-based social media platforms to connect with friends, family and other people. Social Networking is done mainly for the sole purpose of socialising or for business. Various social networking sites like Facebook, Twitter, LinkedIn, Instagram, etc. are popular these days among people. It’s become our alternative lives, and as scary it sounds it is as much real too. Apart from socialising, these social networking sites are rapidly growing for various other purposes like commerce, knowledge sharing, marketing, relationship building, employment, etc.

Social Networking is playing an important role nowadays in the recruitment process. Both employers and employees are making use of the social networking sites to achieve their job goals.

Apart from job search engines & company career portals, social networking sites are helping employers find the right candidate for the positions. Professional networking sites like LinkedIn help in establishing connections between the employer and employee where they get to know each other.

Depending upon the job requirement, a selected group of people are filtered through the interview process and although mainly for perm jobs this has been one of the most successful platforms, until recently. Other social networking sites like Facebook & Twitter help in evaluating the social lives of candidates. The social life reflects candidate’s extracurricular activities which is increasingly becoming an important deciding factor in the selection process. Now although I do not support this mechanism of shortlisting or decision making there are organisations that heavily advocate and implement this.

Social networking helps employees in building connections with people in their online & real-life circle. This helps them in finding a job at a company they want to work with. People now built their resumes including all the keywords which best describe their skill sets, which in turn helps employers to find them on the job portals or networking sites like LinkedIn. This way it has become easier for both employers to search candidates and job-seeker to find the right job.

Social media hiring is also greatly increasing in temporary and contract or project based workforce as it mainly works on referral and recommendations, which is another great aspect and so in order to reflect the change in attitudes even these forms of job providers and holders need to improvise on how they can create their brand fan following on relevant platforms, like ours to start moving towards a more real-time candidate and data flow, getting rid of the old systems and processes that are both manual and complex for no real reason.

But like we know, with good comes the bad too. Social networking at times can be disadvantageous too for a company as due to networking, hiring committee does favouritism towards people they know, or like based on their personal biases. This kills the overall objective of the company to be culturally more diverse & of giving equal opportunities for all irrespective of background, culture, religion, age or gender. Hence many companies are coming up with new laws to counter favouritism, gender biases and racism but these are so qualitative that it needs serious thinking and implementing.

Social Media Influence

One quick advice to all organisations is that regardless of how much social media influence you may think you have or not, ensure you have a policy in place that protects your business but also allows an individual to have an opinion on a certain culture and/or process etc. It is fair to promote freedom of speech internally and externally, without really naming and shaming brand as it can be a great part of feedback learning and loop.

Finally, with every employee recruited, it’s important to train them as per the company policies and business demands. This involves a lot of on-job training and assessments at regular intervals in order to achieve company’s organisational objective, perm as well as interim colleagues. As per the recent trend, employee training & assessment is increasingly becoming online, facilitating affectivity saving time & efforts. In the next part, we will try to elaborate more about the increasing trend of online employee training & workshops.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

Brand Lightbulb

How to Build a Strong Employer Brand Image

Employer Brand

There are many benefits to having a strong employer brand. It can decrease the cost per hire by 43%, and even decrease the likelihood that new hires will leave their new company within the first six months by 40%.

75% of job seekers say that an employer’s brand is a deciding factor when applying for a job. That’s 3 out of 4 qualified candidates that you could be missing out on because of a poor employer brand.

You could even be affecting your stock prices by up to 36%.

We looked at the impact of a negative employer brand in a recent post, but if you’re just starting out – or are changing direction – how do you build a strong employer brand?

Create a positive candidate experience

Creating a positive experience for candidates, whether they’re successful or not, improves your brand image and makes people more likely to reapply for future roles.

Creating a negative experience for candidates makes your company seem less welcoming to work for and could put off prospective candidates.

The easier and more open you make the application process, the happier candidates are likely to be. They may even advocate for you even if they’re unsuccessful!

If you create a negative experience, you may lose customers, as Virgin Media did in 2014. Thanks to a poor hiring process, they lost 7,500 customers.

More and more candidates and employees are leaving reviews on sites such as Glassdoor. Like it or not, these reviews have a significant impact on your employer brand.

As many as 52% of job applicants research a company on Glassdoor before applying for a role. If they don’t like what they see, that’s 52% of potential candidates you could miss out on.

Positive Candidate Experience

Give your employees more reasons to stay

Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to.” He went on to say: “If you look after your staff, they’ll look after your customers.”

When employees feel welcome and appreciated, they’re more productive and more likely to stick around.

One of the best ways to foster employee loyalty is to keep employees engaged. Allowing them control over their schedules, automating dull tasks and offering staff training are just some of the ways this can be done.

Offering employees perks such as flexitime, being able to work from home, or even discounted gym memberships all help to make employees feel valued. They will, in turn, be more likely to promote the company’s culture to their social circles.

This organic promotion of the company can yield great dividends. Discovering how well a company looks after their employees may make friends and family members more likely to consume their products but also more interested in working there.

According to StackOverflow 2017 Developer Survey, 27.8% of employed software developers found their current position through a friend, family member or former colleague. Given how expensive and time-consuming it can be to find developers this is a key growth factor.

Dog Loyalty

Be engaged and engaging on social media

Social media is a ubiquitous part of twenty first century life whether we like it or not.

I don’t know about you, but the first time I hear about a company, I search for them on Facebook and Twitter, before even visiting their website. And that’s just to find information about their services not because I want to work there.

According to CareerArc, job applicants use the same tools when researching a prospective employer – 62% of candidates research a company on social media ‘to evaluate an employer’s brand‘.

Not having a social media presence takes away an opportunity to display your business’ culture and identity. For example, you could use your company Twitter account to share your teams’ accomplishments and deal with customer queries.

Being active on social media helps promote a positive company image to both consumers and potential hires. Be friendly, inclusive and helpful – somewhere a twenty-first century candidate will want to work at.

Social Media Employer Brand

Building up your employer brand with Calendar Sync

Creating an engaged and informed candidate experience benefits your company in both the long and short term. It helps to attract and keep the best talent, as well as improving the likelihood that unsuccessful candidates will reapply in the future.

When employees are engaged, they feel valued and are more likely to speak positively about your brand. Whether positive comments are shared online or offline, they help to improve your employer brand and in turn attract the best talent that will help your company grow.


Source: How to build a strong employer brand | The Cronofy Blog

About Cronofy

Cronofy connects HR software to users’ calendars via a unified calendar API.

To discover how calendar sync can save you and your users time and money, and help to hire the best candidates, watch our Real-Time Scheduling video.

4 Tips on Using Social Media for Recruiting

4 Tips on Using Social Media for Recruiting

Social Network

Trying to find the right new individuals to add to your team can be challenging and time-consuming, but it is nonetheless critical for the success of your company. After all, skilled, experienced and motivated individuals can be a truly beneficial addition to your company and can help you to reach new heights in growth and profits, customer satisfaction and more.

One idea to improve your efforts in this area is to consider using social media sites to bolster your recruiting efforts. In some cases, you may be able to connect with great candidates through these outlets who you would never have been able to reach otherwise. Your efforts can also be used to make candidates more interested in and excited about a job opening you have or about the possibility for working for your company.

Many successful companies of all sizes are already using social media to recruit candidates, but some are not enjoying the level of success they could be through their efforts. If you’re not sure how to do it, the following tips can help you to maximize the benefits of social media sources for recruiting activities.

Create a Social Media Recruiting Strategy

Some companies use social media for recruiting efforts haphazardly, but the best results are generated when you make strategic use of these platforms. Your social media recruiting strategy should fit in with your company’s general recruiting system and it should be well-suited for the types of positions you are hiring for.

Ideally, social media outlets will be used in conjunction with your current recruiting efforts rather than in place of them. Remember that each social media platform is unique, and this means that they offer different benefits to your company.

For example, through LinkedIn, you may be able to connect with professionals in your field. Through Facebook, however, you may be able to reach out to a much broader audience. In different situations, both of these options can be uniquely beneficial. For example, the use of LinkedIn may make better sense when advertising a managerial or executive position, but Facebook and other options may be better used when you are actively recruiting for administrative-level job openings.

Use Recruiting Hashtags

The use of hashtags is more than just trendy. Hashtag serve the important purpose of making your content more easily viewed through relevant searches. By using hashtags with your recruiting efforts through social media, you can make your content more easily located by those who may be searching for a job on social networks.

To make full use of hashtags, they should be relevant to the company, the position or something else. Think about hashtags that others may be using when looking for an opening that is similar to use. For example, some may use a generic search for #jobopenings, and others may use something more specific, such as #researchassistant.

With the right hashtags attached to your online recruitment posts and tweets, you can potentially reach a much larger audience that extends beyond those who actively follow your social media accounts.

Promote Your Company Culture

Part of a successful recruitment strategy involves selling your company and the position to a potential candidate. This means that you need to use social media effectively to showcase how amazing your corporate culture is rather than to simply post a link to the job description.

Social media recruiting efforts that simply announce an opening are often less effective than they could be because even when potential candidates see the listing, they may not be enticed to act on it without motivation to do so.

Remember that social media is not only text-based, and you can use images and video to promote your company culture online. Instead of just stating that your company is a great place to work, use photos or even videos of regular events at your office. For example, you can show your employees working as a team tackling a project, being dressed up for Halloween in the office or participating in a monthly pot luck lunch.

Involve Your Employees

Another important step to take if you want to maximize your social media recruiting efforts is to involve your employees in the effort. Ideally, all of your employees will share content about your company to their own contacts on social media, and they may even make use of branded hashtags as well.

This effort can help you to expand your reach to a much larger audience than you otherwise would have been able to reach. Asking your employees to retweet or share a post is great, but you can also ask them to promote the company culture. For example, they can be an advocate for you by talking about their work experiences.

However, you should have established rules in the office regarding the use of social media. Furthermore, you should attempt to control the message that your employees are sending out about your office by offering structured comments and guidelines to them.

Final Thoughts

The first hurdle to jump over in your recruitment efforts is to find a great pool of qualified and interested candidates to interview. Social media is a great option for extending your reach and to let a greater number of qualified candidates know about your job opening. When you are using social media networks for recruiting purposes, follow these helpful tips to more strategically and comprehensively make use of these platforms.

About the Author:

Lisa Michaels

Lisa Michaels is a freelance writer, editor and a striving content marketing consultant from Portland. Being self-employed, she does her best to stay on top of the current trends in the business world. Feel free to connect with her on Twitter.


If you want to share this article the reference to Lisa Michaels and The HR Tech Weekly® is obligatory.

White Chalkboard Writing | Social Media

6 Social Media Behaviors to Avoid in 2017

As of January 2017, Social Media has garnered over 2.8 billion active users worldwide, making it one of the largest congregations of the world’s population. This has made social media become a premier platform for businesses and marketers to extensively conduct their marketing plans. In fact, ignoring the impact that social media has on today’s marketing trends and strategies is a surefire way to see your business lose a good chunk of the audience that it could’ve had.

As an avenue that promotes the freedom of expression, it can be quite easy for brands to be the voice of the population given that they have the courage to project a relatable personality – like how Wendy’s has been known for in recent months – but it’s also just as easy to turn away audiences and make them skip to the next competitor. A big factor that should be taken into consideration for an account’s obscurity lies in the mistakes that they may have committed with their online presence.

Social Sprout’s survey of more than a thousand Facebook, Instagram and Twitter users found that there are six major social media mistakes that anyone – businesses especially – that can be prone to committing at any given point when you become complacent or careless with social media. They can result to you losing followers quickly.

Of course, this does not mean that committing any one of them is a signed deal into the land of obscurity for your business’ social media, but it’s still important to realize that they may, given the right amount of persuasion over repeated mistakes, decrease in time due to these mistakes.

Here are the key takeaways from this infographic by CJG Digital Marketing on the six mistakes to avoid for social media this year:

  1. Having too many promotional messages
  2. Posting irrelevant information
  3. Tweeting too much
  4. Using slang/jargon awkwardly
  5. Being too quiet
  6. Not replying to messages

Learn more by checking out this infographic by CJG Digital Marketing:

6 Social Media Behaviors to Avoid in 2017 | Infographics from CJG Digital Marketing


If you want to share this infographic the reference to CJG Digital Marketing and The HR Tech Weekly® is obligatory.