Recruitment via Online Forums!! The key lies in Strategizing and positioning yourself

Social Media recruiting via online groups and forums is the new trend. Being a cost effective method of recruiting, it helps companies to showcase their virtual domain presence and helps in higher brand retention component. Companies are thereby using this strategy to create online case study forums, wherein potential recruits are given an opportunity to give their best solution to a situation.

Based upon the type of solution provided, Companies take the recruitment activities to the next level. However some new entrants are left in the lurch as they are not able to express their views or opinions as many would already have given their solutions.

The best suggestion for people in this stance, which I can pass on is, Try being neutral. Don’t go “Information Overload” to impress the company. Never keep apprehensions that there are others experienced than you who are discussing. Remember the fact that in online forums, you create a distinction for yourself for the knowledge you provide. “The shorter the better” adage holds well here.

One key to success in Social media recruitment and getting yourself shortlisted is to follow the chain of discussions happening. After thoroughly analyzing the “Pros” and “Cons” of the discussions, express your viewpoints. This helps in creating a right rapport between yourself and the other potential employees.

Lastly Take care that the network, where you are discussing the thread is fully updated, which helps the recruiter to get your complete details easily.

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Recruiting with Twitter? Plan your objectives and go for it

Twitter, some might say it’s the best and others do not have anything to say about it. But the fact remains that it is attracting a vast population of Internet users day by day. Twitter being a social networking and micro blogging service allows you to reply on “What are you doing?” by sending short text messages which are 140 characters in length to your friends or followers.

For a recruiter, Historical tweets data can help to gauge the potential of an employee beforehand. Snap Bird a free tool service helps you in finding other people’s Twitter messages posted much further back than what’s archived in the results of Twitter search itself.

We just need to know their Twitter username and type that in the “Who” field, which displays us the entire search results.

So what can we learn from someone’s old Tweets. For starters new to staffing and recruitment, I would add that reveal a lot of tidbits about their work, thereby giving us plenty of competitive intelligence.

Very often in Co-Tweeting with their friends, they reveal the usernames of friends, co-workers and even their managers. They often tweet a lot of their likes, Dislikes which helps us in gauging the psychology of the person before hand itself. However do not go too personal on Tweets of a person; there might be an entire new dimension to his tweets.

What else can you think of, when you are Recruiting via Twitter?

Don’t go by Numbers in the Social Media Maze, Not every follower can be your potential buyer

Social media is the new face of Business Recruitment. Companies project a positive image of themselves as they are under the impression that having a good projection will help them in higher brand and recruitment equity. When we say of Brand and recruitment Equity, people in the Internet Advertising business just say that it is a persuasive form of marketing, wherein people build networks, send referrals and attract new people to join their business.

People say that Social Media Recruitment is all about “Conversation and the projection”. However perception among people is that since Social Media is a form of marketing, doesn’t that partially include promoting your recruitment and business activity as well.

All said and done, you can spend days upon days in Social Media, The challenge lies in converting them to a lead. Posting links to blogs, tweets, and updates doesn’t mean that you are indulging in Social Media, The challenge lies when you think above the ordinary to exceed your expectation in it, as it is not just “all about the conversation.”

Social media Recruitment for few Staffing companies is like targeted marketing. The conversation happening around recruitment and job openings is important and will help your company grow if you are chatting with people in your target market.

Trick in the Social Media sites like LinkedIn lies when you have an active 50 friends or followers group who keep on exchanging information, updates than with a 50,000 profile group who do nothing.

So if you are thinking about entering the social media channel, decide what you want to accomplish and the plan out. If you want to sell your products or promote yourself choose your friends and followers carefully, by inviting them into your inner circle, so that they pass on the message to people with the same interest.

Channelizing LinkedIn’s Potential.

Yesterday, we were talking about how to potentialize on the power of LinkedIn groups. Today I want to take the discussion ahead on how to channelize your LinkedIn account’s potential to its fullest.

You can add a few points mentioned below in your LinkedIn to make your job search activity more effective.

  1. Update your profile completely: – Take care to update your profile completely, and include complete educational details, past and present employers, professional recognitions, awards and the keywords related to your job and activities. Include recommendations from people who are known to you. Do share your complete contact details so that the employer can easily contact you.
  2. Network Building: -Try adding people who could hire you, or even help you to refer a job. Your networking list must be strong enough to showcase your profile on the top, so that they can be easily listed on the top searches, which helps recruiters to easily find you, when they are looking for potential candidate hiring.
  3. Interview preparation using LinkedIn: – LinkedIn helps you to research on people and companies, who will be interviewing you beforehand. This helps us to prepare for the job by speaking and networking with people on the same job roles and thereby prepare ourselves for the interview at ease.
  4. Joining and Participating in LinkedIn Groups: – Joining and participating in LinkedIn groups as discussed before will help recruiters identify you easily. This helps in building a larger contact base of like minded individuals from your domain.
  5. Job Search options: – LinkedIn’s job board function helps us in directly applying or mail the hiring manager. LinkedIn even helps us to write to companies, recruiters based on job postings we like, with our complete list of details.
  6. Follow and Identify Companies: – LinkedIn allows us to follow and identify companies. This option can be done from industry, geography to better expand you network. Through this option we can come to know how many hiring’s and recruiting activities have been taking place in the company recently.
  7. Create and promote your blogs / articles /webinars/ other social media networks like Slideshare etc optimizing them on LinkedIn.
  8. Last but not the least, update your profile regularly, this helps in getting better exposure, as your profile update will be visible to all the people in your network. Include Social Media Links on your profile, this helps recruiter to analyze that you are a media-savvy person. Include your LinkedIn profile link in all your e-mail correspondences, to better grow your network.

Recruiting via Social Media Channels and Job Portals

Very recently, I happened to attend a recruiter’s conference in Nashville, and it was truly a great experience. I interacted with recruiters who gave me an insight on how we can use social media and niche job board portals for recruiting a candidate. They opine that it helps them in gauzing the candidate’s level of online activity.

I however, had a few observations of my own to make after the conference was over:-

  1. Social Media Curtailance by the company is futile: Companies instead of curtailing social media activities of the employees should insist on modulating a communication policy that covers all forms of employee communication in the organization as social media activity differs from organization to organization.
  2. Desktops are out and Mobiles are in: – People nowadays are constantly on the touch, wherever they go via mobile. Being an entirely new untapped channel, Service providers, job portals, recruiters should take due care that their applications can be accessed from the touch of a phone by the person.
  3. Stagnant Job portals will eventually fade away: – Job portals are in a unique position, as they can keep on their market expansion constantly. However the challenge lies for these sites, as they have to constantly keep on integrating social media activities into their website for a higher word of mouth in the social media recruitment market.
  4. Blogging is fine, make sure you ensure your authenticity and uniqueness: – Many people, organizations like blogging actively, however the challenge lies for them to maintain a neutral stance with the demography, they are operating from. Many organizations, people blog to brand their product/service/themselves to ensure a higher retention space. The core intention behind blogging is people recognize us for what we write and for how we write.

Presence of Social Media in the Recruitment Industry

It’s a well known fact today that the internet has grown out of leaps and bounds, but what is adding more mileage to it is the buzz happening around social media. Social media is the in-thing say people as they happen to spend much of their time on these channels to interact and get connected with friends or contacts.

But the buzz has picked up big time from social media networking to professional networking which has taken a step ahead to online recruitment and hiring.

Twitter, LinkedIn, Blogger, Facebook etc have become a professional and widely used online recruitment tools in the present scenario, wherein these professional networking channels have become a source of personal branding channel for every individual.

But we at TargetRecruit intended to make professional online recruiting to the next level.

Hence came the successful product called as TargetRecruit ATS, wherein we designed and built in our own successful web based recruiting software exclusively meant for managing staffing needs for the purpose of small, medium and even large sized companies.

The applicant tracking system makes sure that all the staffing, coordinating and planning needs are managed and deployed within the software itself. This not only helps in managing the staffing needs but also helps in minimizing the recruiting and staffing time for the company, thereby enhancing the productivity of the company.

You can also get in touch with TargetRecruit to know more, on how we as a staffing based service provider can help you in your staffing based solutions.

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