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![Steve Levy
[blog] recruitinginferno.com
[insta] stevelevy6
[skype] stevelevy
[snap] steve-levy
[twitter] @levyrecruits
[email] levy.steve@gmail.com
[linkedin] www.linkedin.com/in/stevenmlevy
[voice] 646-535-6226
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Uploaded bySteve Levy
TMA July 2016 Twitter Recruiting
Steve Levy gave a presentation on using Twitter for recruiting. He discussed finding and engaging with potential candidates, evaluating them based on their social media presence, and escalating interactions from Twitter to phone calls or interviews. He emphasized being personable, consistent, and avoiding mistakes that could damage a company's brand. Levy also shared examples of effective tweets and tools for searching, analyzing, and managing contacts on Twitter.
TMA July 2016 Twitter Recruiting
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- 2. This talk hasbeen rated…
- 3. Steve Levy • Engineerwho crossed over to the dark side • 28 years recruiting • SME sourcing, engaging, recruiting, retaining • Founder & Organizer of tech user groups • Startup HR Tech mentor • Twitter: @levyrecruits • Blog: http://www.recruitinginferno.com • #OMCchat • Google me: steve-levy recruiting
- 4. In the next40 minutes… • The Social Universe • My social media basics • Finding people • Engage, Evaluate, Escalate, Explain • Even smart people do dumb things • Tools and tools and tools • Examples of Great Tweeting
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- 6. Active Users byCountry
- 8. Time Spent onSocial 2016
- 9. 500M tweets perday 60K+ jobs tweeted per day 35M job search related keywords 86% of users access Twitter via mobile Very diverse audience
- 10. Active Users 2016 303Mtweets per day
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- 12. Source of Hire2013 Sources of Hire are interdependent and drive, combine with or influence most other source of hire categories. Survey respondents only attributed 2.9% of their hires directly to Social Media. Respondents also believe that Social Media influences, drives or combines with 7 out of 11 other sources: Referrals, Company Career Site, Job Boards, Direct Source, College, Temp-to-Hire and Career Fairs. 12
- 13. Source of Hire2014 54% said that social media played a significant or dominant role in hiring of experienced employees; 39% in their hiring of executives; and 28% in their hiring of entry-level professionals. More than 20% of companies reported that it was a growing influence in hiring for all three groups. 74% said that it was rarely an influence in their hiring of hourly workers; only 11% said that its impact was growing. 13
- 14. Source of Hire2015 14 Portion of your hires sourced, contacted via or driven through SEM campaigns using social media? Proportion of hires from “posting” job via social media sites – LinkedIn, Twitter, Facebook, Glassdoor, etc.?
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- 16. Doah, they followedme back! I’m a Social Recruiting Guru!
- 17. It’s just aplatform… …and it doesn’t recruit: People do.
- 18. Recruiting is aContact Sport
- 19. Interacting • @Careers –Would you want to work here? • Be personable – People perk up to their name • Be fun – Your company is fun to work at, right? Shouldn’t you be too? • Challenging people – Won’t make them run away; you can have a conversation in 140 • Cyberstalking to them is research to us – “@levyrecruits Steve, just read your profile/blog/policereport. Hmm…” 19
- 20. Bird Food • Engage– Content, humor, compassion, intelligence…“We’re hiring” tweets, hearts and RTs are not make personable & personal • Evaluate – From the entire body of work • Escalate – The Infamous Three Tweet Rule • Explain – Let the Twitterverse know when a tweet turned into a call, interview, hire or…
- 21. Come and getme! [squirrel sounds]
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- 27. Lists (the SecretSauce) • People – “Developers @Company Covets”, desirables, influencers • Companies – competitive intelligence • Associations – state CPA, SHRM • Skills – programming languages, conference proceedings, conference handles 27https://blog.bufferapp.com/twitter-lists
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- 29. You say you’resoooooo unique but your tweets scream…
- 30. What’s up withyour “I’m Hiring” tweets?
- 31. B. O. R.I. N. G. • Default settings – Using default social formats “extinguishes” the social fire of your brand • Targeting – With account handles, hashtags, locations, “flair” distinguishes you from the masses 31
- 32. Engaging on Twitter •Know your customers – Be able to describe the talent community & its attributes, likes, dislikes, trends, Zeitgeist • Develop a content plan – Acquire, create & steward a content warehouse for each talent community (push-analytics) • Foster “great expectations” – By interacting with the same voice you use with your work mates; by being consistent & reliable; by never lying…people will open up to you 32
- 33. Maddy Farkas • http://communitytable.parade.com/337003/camayak/she- tweets-they-follow-meet-the-restaurant-industrys- biggest-fan/ •Start simple • Add a soupçon of sass, snark, sauciness • Be yourself
- 37. Content • #LifeAtCompany –Pics, videos (Instagram, YouTube), blog posts • #WorkWithCompany – Pics, videos, employee posts, Twitter chats, Blab, Hangouts • #CustomerOfCompany – When customers tout your products, services or people • #CompanyInTheNews – “As it happens” • #CompanyHelpingOthers – Tips about careers, job search, life 37
- 38. Summary Card (default)Large Summary Card Product Card Player Card Audio Card Photo Card Gallery Card Lead Gen Card Website Card Twitter Cards • Tremendous overview about Twitter cards – http://www.blogging4jobs.com/social- media/twitter-job-cards-recruiting/ • Card types…
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- 40. Evaluating on Twitter •The whole is greater than the sum of its parts – A few “out of character” tweets doesn’t raise a red flag if you’re seeking to “include” • Convergent validity – Consistent voice, content, “interact-ability” across platforms • Push the interactions – If your Spidey sense is tingling and giving off “positive energy”, push and monitor interactions 40
- 41. Escalating to Yes •Levy’s Three Tweet Rule – After three substantive back-and-forth tweets, take it offline with the two most important social media tools…the telephone and the hand shake • What is Your Superior Career Opportunity? – Market – don’t sell; Pipeline – don’t push • List them – Don’t just Follow, add them to a special list and continue to engage 41
- 43. Telling the Twitterverse •Tweet your engagement analytics – “Added # new XYZ Twitter fans to our Twitter Talent lists”; “# of our Followers became real candidates this past week” • Welcome new hires aboard – When someone sourced via Twitter accepts, tweet it out: “@LevyRecruits joined @TMA last past week #TwitterHire” 43
- 44. There are real hash-holeson Twitter!
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- 51. What’s in myToolbox?
- 52. Twitter Tools • Tweetdeck– web (handles, lists, booleans, hashtags) • Followerwonk – www.Followerwonk.com • Riffle – crowdriff.com/riffle • Bluenod – www.bluenod.com • Chats – www.tweetreports.com/twitter-chat-schedule blog.bufferapp.com/twitter-chat-101 • Buffer – www.bufferapp.com • Lanyrd – www.lanyrd.com • Hashtags – Hastagify, Rite Tag, socialbro • Apps – Hyperlapse, Photosynth, PicStitch • Analytics – Buffer 52
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- 55. Great Tweets 55Lars Schmidt'sbrand recruiting handles
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- 62. Putting it AllTogether • Social recruiting isn’t about a platform, tool, or plug-in – it’s how people interact as part of life • If you use a jackhammer for the first time you will swear you’ll never touch another one again • No plan, no good • Evaluate people, not perfectionists • Pick your social media ambassadors wisely • No one is expendable on social media
- 63. Steve Levy [blog] recruitinginferno.com [insta]stevelevy6 [skype] stevelevy [snap] steve-levy [twitter] @levyrecruits [email] levy.steve@gmail.com [linkedin] www.linkedin.com/in/stevenmlevy [voice] 646-535-6226 [google me] steve-levy recruiting