Transforming Your Social Recruiting Effectiveness

Tomigo is a social recruiting platform that helps recruiters and HR departments leverage employees’ social network connections to hire top talent. We’re hosting guest blogger Tony Restell, a respected commentator on online recruitment.

By Tony Restell, Founder of Social-Hire.comTony restell

If there is one field that is set to benefit from the mass adoption of social media, it surely has to be Recruiting. It is now completely entrenched in the lives of active and passive jobseekers alike — and yet it is a medium that barely existed a decade ago.

However if you look at the way people utilize social media for commercial benefit, you will find a common failing. It’s as pervasive in the Recruiting community as it is anywhere else – and addressing the issue is what we aim to achieve with this article.

Being Effective on Social Media

What those in Recruiting have to take on board is a mantra that’s being shown to hold true in most areas of business life. On social media, it’s a mistake to prioritize promotion over engagement.

If you’ve ever talked business with a seasoned salesperson, you’ll have heard them say that people buy from people they trust. So a good sales professional will always be looking to build rapport with potential customers and form relationships for the future. Once someone trusts you, they’ll be far more willing to listen to your commercial messages – and indeed to help spread your message amongst their network. The exact same message holds true for job seekers. You want to be personable and build engagement with potential candidates, rather than your social media streams simply being yet another route by which candidates can search jobs from your company!

So how does your current social media activity score on this scale? Well think of your social media activities and ask yourself:

  1. What proportion of your social media use focuses on engaging potential hires, informing job seekers about you as an employer and interacting with candidates as they progress along the path of determining whether or not to apply to – and join – your company?
  2. What proportion of your social media use sees you actually doing what you’ve historically done via other advertising channels, namely marketing job adverts, shouting about your latest vacancies, enticing job seekers to apply?

Broadly speaking, Recruiting pros should be doing as much of the former as possible, with only the occasional smattering of the latter. Recruiters simply pushing out job adverts on social media are actually not doing anything that different from before. The real gold in social media comes from engaging with a whole new audience of prospective (but as yet unengaged) job seekers.

You see the advent of social media has opened up the possibility of job seekers being able to interact with a prospective employer before, during and after the candidate selection process has taken place. As such, the spoils go to those who invest time in building rapport with candidates, establishing trust and fostering enthusiasm about joining a company. This paves the way to you securing interest and applications from candidates who otherwise might not have considered your company at all.

 

Focus On Engagement As A Key Element Of Your Recruiting Strategy

By way of suggestion, grab yourself a coffee and spend half an hour looking at the twitter streams of various different recruiters. You’ll quickly see the gulf between those who focus on engagement and those who are there purely to promote. Without question, the recruiters really carving out competitive advantage for their organisations are those who have embraced social media as a way of talking to candidates and engaging with them as much as possible.

If you need some inspiration for what you might share that would be engaging to candidates, think about meeting the needs they have in their day to day job and in their job search:

  • Tips that will help candidates further their job search, succeed in job interviews, prepare for salary negotiations and hit the ground running when starting out in a new job.
  • Answers to FAQs. Without doubt there are loads of questions candidates have about your company (or your sector if you work for a recruitment agency) that you are well positioned to answer. So help candidates by noting them down and sharing them!
  • Links to articles about your company (or your sector if you work for a recruitment agency) that have appeared on third-party websites. Even though these are ultimately selling a candidate on the merits of your company, it somehow comes across like far less of a sales pitch if you send candidates to read an article on a news or careers website than if you send them to your own corporate careers page or jobs board.
  • Links to great articles that help job seekers progress their job search

My Pro Tip is then to share these via your social networks in ways that engage candidates. Yes share engaging (rather than promotional) content, but also share it in a way that entices people to comment on it, to share it, to reply back to you in response to it. If you can achieve that, then you’ll truly be hitting social recruiting gold. Good luck!

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About the Author: Tony Restell is the Founder of Social-Hire.com and a respected commentator in the online recruitment and social media sectors. A published author and Cambridge graduate, Tony spent his early career in strategy consulting before going on to build and sell a job board business. He is focused on helping candidates and recruiters use social media to find their next career or their next hire. You can follow Tony on twitter: @tonyrestell

A Social Recruiting Success Story

Oshrat Mualam

Oshrat Halamish Mualam
Director of Recruiting Sources, Matrix

Matrix, one of Israel’s leading IT companies, is commited to hiring the best and the brightest.

As a software development company that provides and implements IT solutions for clients, its success depends on human resources.

Oshrat Halamish Mualam, Matrix’s director of recruiting sources, knows this and has learned to think creatively about recruiting methods that can bring quality staff on board quickly and inexpensively. According to Mualam, social media is an important forum for future recruiting growth.

“In addition to recruitment by conventional means, such as headhunters, job websites, etc., Matrix is expanding recruitment via social media. That is our objective for the next few years,” she said.

Their decision to recruit via social media led Matrix to start working with Tomigo, a tool that helps companies leverage their employees’ social network connections to find and hire top talent. With one click, Matrix employees share jobs on social networks, while the company tracks all activities and grants rewards for successful shares and hires.

Gilad Shemesh, a web system tester at Matrix, now uses the Tomigo system daily to send information about open jobs at Matrix to his social network connections. A number of them have been interviewed and hired as a result.

According to Mualam, the company has succeeded in recruiting many qualified candidates through Tomigo. “We achieved the goals we set for ourselves. Tomigo offers us a tool for managing friend referrals in a way that is transparent to employees and integrates them as full partners in the recruitment process,” she said.

For his part, Shemesh said that helping his talented friends find jobs gives him a feeling of “satisfaction,” and he also said he feels it has strengthened his connection to the company.

“For us this is a “win-win” situation. It provides the recruiter with a cutting-edge tool for recruitment on the web, and it gives the employee a tool to manage available job offerings,” said Mualam.

Win-win. Successful recruiters. Happy employees. That sounds like Tomigo!

Bye for now amigos!

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The Fast Track to Mobile Recruitment

It is no secret that we’re all going mobile. Over 35% of Americans currently use smartphones for communication. In fact, it is reported that more smartphones were purchased in 2012 than personal computers.

According to the NPD Group, there are 425 million e-gadgets per 315 million residents in the US. And those numbers are set to grow. Mobile use grows, the younger the user. That means that when today’s teens and college students reach the job market, we can safely assume that PC users will have become a small minority.

Mobile use goes hand in hand with the popularity of social media networks. Social is mobile, with up to 80% of tweets, and 65% of Facebook updates coming from a mobile device.

Despite this trend, employers looking to recruit qualified staff have been slow to adapt. A recent report by Potentialpark reflects this. Eighty five percent of job seekers use mobile recruitment tools, or are interested in doing so, while only 13% of companies have the technology available to serve these mobile users.

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This fact becomes even more surprising given the evidence that mobile recruitment is more efficient. For example, social media, often updated regularly by mobile users, allows for a more accurate and ongoing flow of information between job seekers and jobs.

Companies use social media to show potential employees what makes their company unique while job seekers create profiles that attract the right kind of jobs.

Additionally, as recruiters know well, finding the right candidate is all in the timing. Mobile access means companies can follow up with the most qualified candidate much more quickly.  Whereas receiving recommendations and setting up interviews used to take days or weeks, mobile means it can all happen within minutes.

So what can recruiters do to tap into the vast potential in the mobile market?

First, they can optimize their sites for mobile use. That means more interactive capability, shorter loading times, an emphasis on the visual, and adapting to a small screen and limited typing capacity. Companies should do away with downloads and make sure there are plenty of ways for users to share information via social networks.

Another important plus for attracting and keeping the mobile crowd is smart usage of videos. Why not include a short, visually appealing video explaining your company and its employment needs? This works much better than a text-heavy site.

Finally, adaptation to mobile means beginning to think of each user as just one member within a vast network of constantly available connections. When employees refer their friends through mobile-ready sites, the recruitment process happens faster and the pool of candidates is wider and better.

Tomigo’s tools are fully optimized for our mobile lives, and they provide smart solutions to companies and employees, as well as to job seekers.

In the mobile era, recruitment never stops, and that’s something Tomigo understands.

Bye for now amigos

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Welcome to the Next Generation of Job Recruitment

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Whether you are a recruiter or a job seeker, you know that the process of finding a job is changing dramatically.

The growth of social media, increasing mobile access and changes in our global work culture are making job recruitment more transparent and proactive. Where as once the recruitment process was pretty linear and predictable, today recruitment happens constantly and takes lots of forms.

More than ever, social media networks have become a key forum for finding and hiring qualified employees.

We all know how popular social networks have become. Here are just a few numbers: Of the 1.06 billion monthly active users who make up Facebook’s international network, there are 618 million daily active users. LinkedIn has about 200 million registered users with some 2.7 million companies.

Clever companies are already finding ways to reach these many millions by changing the way they think about recruitment and revamping the way they recruit. They’re discovering that there are ways to reach a huge base of untapped talent using social networking. They’re also reaching out to their own employees and creating new kinds of corporate communities, making their employees active partners in the process.

For example, a policy of encouraging employees to recommend their friends is an excellent example of the smart usage of a company network. Through this method, organizations recruit quality candidates and create deeper bonds with current staff.

We at Tomigo are excited about this new recruiting concept. Tomigo is a technologically innovative social recruiting platform that leverages a company’s social connections to hire top talent. It also enables employees to take an active part in the recruiting process. Finally, it allows for real time information flow between all parties involved, keeping track of all the players in a seamless way.

Tomigo was tailored for today’s recruitment culture and we believe in the possibilities still ahead for all of us. This blog is our way of contributing to new trends and providing information to our colleagues and friends. We’ll share fresh ideas, tips and tools for reaching high-level candidates and talk about the latest trends in social media networking, corporate culture and HR.

And we want to hear from you! Share your recruitment expertise with us and tell us about the challenges you face.

Bye for now amigos!

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