I am SEB Excited to speak at this event for the first time Thank you for having me
About me My career trajectory How I work with social media How I work with recruiting
Rise of SM use corresponds with influx of millennials into workforce They’re not big on paper – no mailing resumes and no reading paper/mags
SM is required now
Network online Let people know about your company on SM It works both ways – you and recruits are all out there looking at a lot of the same stuff
SMR is using SM to attract and hire great candidates
It's about engaging with users and using social media tools to source and recruit talent.
Social recruiting is also known as social hiring and social media recruitment Advertise jobs, find talent, and communicate with potential recruits
Now we know what SMR is, but why should we use it?
Reach of social media is so broad It’s beneficial to use SM anyway
Explain what social proof is and why it is important
Recruiters use it and job seekers use it (and not just them)
You can use SM to vet candidates You can use SM to list a job / promote a job posting You can use SM to monitor your competition You can use SM for the normal stuff like building your brand
What SM channels should we use?
Having a social media presence is just the first step to Social HR. Make sure your social media and hiring practices stay aligned - think twice before putting something in a social post that you wouldn't put into a job posting
What could potential goals be? Short-term: Obviously to acquire talent Mid-term: Build up your audience and use of channels for ongoing digital value Long-term: Become a known commodity and thought leader
Establish what job seekers can expect from your company and what the company will ask of them in return Flesh out the job description, candidate qualifications, and job duties Be specific and honest about what you really want or else you will wind up with a lot of candidates you don’t want
Define and sell your company culture so you don’t wind up with misfits In general with recruiting, you want to look at things from the candidate’s perspective. Why should the best candidates want to work at your company? Why should they want the job you're promoting?
Target strategically, don’t just spray and pray
Strengthen your corporate culture
Now we will go channel by channel on the main three channels you should use for recruiting
Extra tips: Optimize your LinkedIn Company Page for Search Join groups where you might connect with potential candidates You can find out a lot about a person from their profile before contacting them for an interview
Extra tips: Make sure the information on your company’s Facebook Page is relevant and up-to-date. Make it look good.
Extra tips: You can run paid advertising campaigns to build your audience and to increase engagement with your tweets There is also the opportunity to market events you will be attending. "Stop by our career booth at the Sales Tech Expo.”
Like Billy Joel sings “Everybody's talkin' 'bout the new sound / Funny, but it's still rock and roll to me” It’s a new use, but it’s still social media to me….so use it right
Treat SMR like you would any marketing endeavor and use a comprehensive strategy Capture the ideal candidates’ attention Differentiate yourself from other similar companies competing for the same talent. Think like a marketer and come up with a recruiting campaign or strategy that is “outside the box” and lets you capture their imagination.
Recruiting top talent using social media
Recruiting Top Talent Using Social Media
Stacey E. Burke, P.C.
Recruiting the Millennial Generation
(ages 18 to 34)
They don’t read newspapers…. They read blogs
They no longer mail out résumés... They post on LinkedIn
They no longer hobnob in person... More and more networking
happens on the Internet
Hiring managers need to catch on and match their job
candidate searches to work in tandem with the
emerging interconnected economy.
Social media is no longer cutting-edge;
it is mainstream. For HR to overlook it today would be like
ignoring e-mail 20 years ago.
The Rise of Social Media in Hiring
Practices and Recruiting
Networking today comes faster and more authentically via the
Internet. The exchange of ideas, collaboration, nurturing
relationships, and building a name is happening all around you
on social media.
Companies posting jobs need to let the world know who they
are and what they are doing. That’s only going to happen by
using the Internet — blogging, Twitter, Facebook, LinkedIn –
and whatever else works.
According to Career Builder, 52% of employers use social
media networking sites as part of their recruiting process, up
13% in a mere two years.
+ Human resources can leverage social media
to tap in to potential recruits.
This type of head hunting is called social recruiting. It's about
engaging with users and using social media tools to source and
+ Social Recruiting (also known as social hiring
and social media recruitment):
Using social media platforms such as Twitter and LinkedIn to advertise jobs,
find talent, and communicate with potential recruits about company culture.
To reach the most qualified, talented,
and largest pool of applicants
LinkedIn, Facebook, and Twitter have over 535 million
combined users. That equals a lot of potential talent for your
As with any job opening, using social media recruiting requires
time and effort, but it's an investment in longer-term benefits for
your company. Using LinkedIn, Facebook, and Twitter takes
recruiting back to grass roots networking but in the digital age.
The competition for top talent is increasingly being fought on
the social networks.
By the Numbers: Social Media for
Employers and Employees
94% of professional recruiters
network on social media and
use it to post jobs to an
59% of employees say a
company’s social media
presence was part of the
reason they chose their
+ According to a 2016 survey conducted by the
Society for Human Resource Management:
82% of respondents reported using social media to recruit
managers. The survey also found 87% of respondents recruited
other salaried employees using social media platforms.
How to Use Social Media in
Recruiting and HR
Employers can use social media in two ways when hiring: to
recruit candidates by publicizing job openings and to conduct
background checks to confirm a candidate’s qualifications for a
position. Check social media profiles after an applicant has been
Social media can also help companies streamline employee
engagement, keep an eye on the competition, and perform a
variety of other HR functions.
Social media allows certain HR activities, such as recruiting, to be
accomplished on a much wider scale than traditional methods. It
helps companies engage with a wider audience, build brand
awareness, target top candidates, and improve on the
effectiveness of their recruitment efforts without a significant
increase in costs.
Which Social Media Channels
Should You Use to Recruit?
5 Steps to Establishing a
Social Recruiting Strategy
What does your company need from social media? What
are you trying to accomplish?
Establish and document your short-, mid-, and long-term goals.
+ Write a Guiding Statement.
Establish what job seekers can expect from your
company and what the company will ask of them in
Define Your Company Culture
Figure out what makes your company
Why do current employees enjoy their work?
What will attract more top talent to your
Communicate the pluses of working for your
Your social recruiting strategy
should be targeting
candidates who will work well
with your current employees.
+ Strengthen the Culture.
Focus on the skills and personalities of the
candidates you’re recruiting to strengthen the
A giant resume and jobs board where you can
connect to other professionals. There are over 65
million professionals on LinkedIn.
+ Start off being super active and have a very
built out Individual Profile yourself.
The more you individually connect with other users, the greater the
likelihood you will have an “in” with your desired candidates down the
road. Don’t just wait until it’s recruiting time to use LinkedIn – work in it
daily to get the feel of the platform.
Option 1: Post a Job
Post a job on LinkedIn.
Set a daily budget
(minimum of $5 per day).
Only pay when candidates
click to view your job.
Close your job at any time.
Track and manage your
applicants directly in your
personal LinkedIn account.
Option 2: Use Your Network
Use your network activity
box (also known as a
status box) to broadcast
that you are hiring.
Post on both your
Company Page and your
Option 3: LinkedIn Recruiter
Includes over 20+
Premium search filters.
Allows you to view full
profiles for all members of
the LinkedIn network.
Contact anyone with 150
InMail Messages per
+ When you find someone who seems like a
good fit, evaluate THEIR LinkedIn Profile:
Does the person have a complete profile including a picture? Do
they have recommendations from peers, managers, and
colleagues? Are they a member of groups relevant to their field?
Do you have any 2nd or 3rd degree connections to the person to
get a more personal referral?
Facebook is a social utility that connects people with
friends, family, and others who work, study, and live
around them. The largest of the social networking
sites with over 400 million users.
Option 1: Post a Job in Facebook
Requires basic information
such as location,
description, and an image.
Cons: No targeting
Option 2: Post on Your Facebook
Company & Individual Page
Make sure the information
on your Company Page is
relevant and up-to-date.
Share the Company
Page’s post on your
personal network, or share
the direct link.
Leverage your personal
Option 3: Post a Facebook Ad
Allows for specific
targeting, and is a loophole
for EEOC rules.
Facebook’s targeting rivals
that of any search engine.
Set your daily or total
Twitter is a microblogging social networking service.
+ The easiest way to recruit on Twitter?
Tweet jobs you have available!
How to Find the Right People on
Not a lot of followers on your
company Twitter account?
Run a quick search for anyone
discussing specific keywords.
Search by location, by industry
or interest, by hashtag, by
popularity, by time, and more.
+ Your Company Twitter account informs
potential hires about your company.
Your tweets say a lot about the company and what topics are
important to your company.
PRO TIP: always use existing hashtags in your tweets!
+ Leverage Your Current Employees:
Get employees involved in sharing posts on social media.
Get Employees to help share your workplace culture. Turn
your workforce into advocates.
Make Your Content Specific:
You can make career/recruiting specific pages on your website
to drive traffic to or even develop custom landing pages offsite
for certain jobs (A/B test).
Regular social media best practices
Post at ideal times for
maximum engagement. Use
Buffer or another similar app to
schedule job posts.
Create custom images for more
social engagement and use
+ Treat Your Recruiting Campaign Like a
Figure out what you can do to capture the ideal candidates’ attention and
differentiate yourself from other similar companies competing for the same
talent. Think like a marketer and come up with a recruiting campaign or
strategy that is “outside the box” and lets you capture their imagination.