The Pros of Screening Applicants on Social Media

Below are the benefits of screening applicants on social media.

Provides You With a Direct Link to Contact Candidates

Hiring isn’t always easy. You have to sift through hundreds of applications, and sometimes it can seem like there are too many qualified candidates.

However, social media gives HR reps a way to find out more about applicants. Once you’ve found someone who looks like a good fit, you can reach out to them directly on social media. This works best since it allows both parties to get to know each other better before making any commitments.

Identifies Qualified Candidates

If you’re only looking at resumes from people with a certain level of education or experience, it’s easy to miss out on someone who doesn’t fit that profile but could still be an excellent fit. By including social media as part of your screening process, you can cast a wider net and potentially find better candidates than would have been available otherwise.

Saves Time and Money

When deciding if an applicant is right for your business, social media can help you quickly get a sense of who they are, what they’re about and how well they will fit in with your team. It can also save you money by preventing errors in recruitment. When using traditional methods like resumes and interviews, you have to pay for each step of the process. With social media screening, it’s all done online — providing you with more freedom and flexibility at no cost to you.

The Cons of Screening Applicants on Social Media

Here are the drawbacks to consider when screening candidates on social media.

Unreliable Source of Information

Screening applicants’ profiles can be risky as it can be challenging to determine whether they are qualified for the role. Though social media gives you some insight into their personality and character, some people post about themselves in a way that can be deceiving. Even if they’re being honest, there’s always a possibility they’ve chosen to share something that doesn’t represent their overall personality or work ethic.

It Can Be Unethical

Screening applicants on social media can be unethical in various ways. For one, it may violate their privacy rights, especially if employers ask candidates for login credentials. This is against the law in over 20 states today.

Secondly, it can lead to the risk of discrimination. Any applicant can claim you saw information that shows their ethnicity, religion and private information — and they can claim you used that to make a final decision and launch a lawsuit.

May Increase Bias

Bias can occur when an employer screens an applicant for specific qualities, but their social media profile misrepresents their personality and information. During the screening process, this may lead the employer to make a swift decision about the applicant.

For example, an employer might look at a candidate’s Instagram profile and see they have posted pictures of themselves drinking alcohol or partying with friends. The employer may think this person would not fit in with their company culture or disrupt office harmony. If this kind of screening occurs regularly in an organization, it can tread the thin line between protecting company culture on the one hand and bias against people who are not like-minded or those with different lifestyles on the other.

What to Look for on Potential Candidates’ Social Media Profiles

If you are interested in screening applicants’ social media profiles correctly, consider implementing these tips below.

1. A Strong Network of Connections and Followers

Looking for applicants on social media with a strong network of connections is crucial because they are likelier to be honest, hard-working and trustworthy. When looking at the people in an applicant’s network, you can see the type of person they are, their interests and how they live. If you check their network, you can tell if they may be the right fit for the organization because it gives you an idea of who they like to interact with online.

2. An Active and Professional Presence

Suppose a candidate has a professional presence on social media. This will tell you much about who they are and how they fit into your company culture.

Having an active and professional presence on social media shows the person regularly engages with their community, which means they’re likely to be involved at your business. A lively social media presence can also mean they’re conscientious of their online reputation. This is important when looking for new hires who represent your organization well in public spaces like social media.

3. Questionable Content

A company’s reputation is a considerable part of its success and hiring the wrong people can have serious consequences. If you have an employee with questionable content, it can be a big mistake for your business. Even if the applicant may be good at their job, they might not be the best person to represent your organization if they’re posting inappropriate things on social media.

4. Inconsistencies Across Profiles

When looking for your next hire, looking for applicants on social media with inconsistencies across profiles is essential. These inconsistencies can help you weed out applicants with fake accounts or applicants who may try to lie about their experience. For instance, if they claim they graduated from MIT, but their LinkedIn profile says they went to a different school, this could be a red flag.

5. Evaluate the Person’s Tone and Attitude Toward Others

Evaluating an applicant’s tone is a way to assess their ability to communicate effectively, which is vital in any job. It can also reveal how well they fit in with their current team, how willing they are to take criticism, and whether or not they have an appropriate sense of humor.

If you have a candidate who seems perfect on paper but has an unprofessional attitude toward others — even if it’s over text — it may be best to pass them up. Not only will this person likely have trouble fitting in with your team, but they’ll also be hard to work with in general.

Using Social Media as a Hiring Tool

Many employers use social media to screen applicants because it can help them make better hiring decisions. Yet, while there are some ethical and legal concerns, screening social media profiles has become an accepted practice in most industries.

Of course, you’ll have to be aware that some social media profiles don’t accurately reflect the person applying for the job. Therefore, that is something to be mindful of when screening applicants’ social media profiles. Incorporate these tips into your screening strategy to make the most of recruiting people who fit within your company’s team and culture.

The post Should You Screen Applicant Social Media Profiles? appeared first on RecruitingDaily.

While the global shift to remote work has widened the pool of candidates, it has also widened the competition for organizations looking to hire the best talent. And although your competitors may be able to offer candidates higher salaries or better benefits, this doesn’t automatically mean your organization is out of the running. 

In the highly competitive global IT marketplace, there are three keys to ensuring your organization can attract (and retain) the best talent. 

Define Audiences and Create Candidate Personas 

The first thing talent acquisition teams should prioritize is knowing their audiences and intentionally thinking about the different candidate personas they are trying to attract – not only today, but also in the future. 

It’s critical for talent acquisition teams and hiring managers to take the time to explore the different cultures related to the various markets they are operating in and to understand what messages and incentives resonate with the different types of people they are trying to draw into the organization. 

What is important and engaging for a software developer in India won’t necessarily be considered important or enticing to a software developer in Bulgaria. The same principle applies to nearly every other position and region across the board. 

There is also a large talent pool that has yet to enter the workforce, and hiring managers should already be thinking about that audience and positioning their organization to get in front of that talent. 

One example of how an organization can create a pipeline of new talent getting ready to enter the workforce is with a structured internship program. If a college student interns with an organization, does a good job and has a positive experience, that employer is effectively creating a talent bench of people who are ready to be hired as soon as they graduate. 

Develop Employer Brand and Showcase Culture 

When trying to attract and retain the best talent in the competitive global IT sector, one of the most important actions an organization can take is publicly showcasing its employer brand and company culture in a truthful, authentic manner. 

Social media is one of the easiest, most effective ways to do this. A strong social media presence that provides visibility into your organization’s inner workings, corporate social responsibility, mission and values, learning and development opportunities, diversity and team bonding activities allows potential candidates to get a glimpse into what it might be like to actually work there. 

When it comes to attracting younger talent and those who have recently entered the workforce, your organization’s social media brand presence is not only important, it’s critical. In fact, 58% of Gen Z and Millennial jobseekers with work experience search for information about potential employers on social media, and 48% have applied to job opportunities they found on social media, according to a study conducted by The Harris Poll. 

It’s clear that when it comes to hiring, Gen Z and Millennials are turning to social media, whether it’s to find job openings or to assess what your company culture is like, but they’re also willing to get involved in company social media if employers simply ask. 

Organizations can establish an employer brand ambassador program with existing employees to exponentially amplify their social media presence. Crowdsourcing social media efforts within your organization has a multitude of benefits including generating higher-quality content, increasing audience reach for that content and bolstering engagement levels. 

Employer brand ambassador programs also have the added benefit of capturing the magic moments behind the scenes of your organization that make it a unique place to work, from feel-good stories about managers who specially recognized a team member, to fun inner-team traditions like weekly trivia, to special moments of hilarity or kindness during virtual happy hours. Your organization’s employees are uniquely positioned to showcase your brand in a way that no one person or team could ever demonstrate on their own. 

Talent acquisition teams should also ensure they are working closely with their organization’s marketing team to help maintain the organization’s brand identity across all platforms and channels. From Instagram, Facebook and Twitter to LinkedIn and Glassdoor, the content that’s being posted by and about your organization is a reflection of your overall employer brand. 

Research has shown that the majority of candidates who are seriously considering a job offer will look at their potential new employer’s social media profiles for any potential red flags before making a decision about whether to join the company or not. 

Prioritize and Personalize Candidate Experience 

Finally, the last and arguably most important piece of the puzzle in helping organizations solve their global IT hiring challenges is ensuring the best possible candidate experience. This helps distinguish your organization from other companies out there vying for the same talent and also because the candidate experience is essentially the brand experience at the end of the day. In fact, 78% of candidates say the overall candidate experience they receive indicates how a company values its people. 

Candidates have reported withdrawing from the recruiting process because of the candidate experience. The top three reasons: 

• • Disrespect during interviews 
  • Poor rapport with the recruiters 
  • The hiring process simply took too long 

A negative candidate experience also has potentially harmful ramifications for your brand. According to research, 72% of candidates with a negative experience will tell others about it or post about it online. That’s not the kind of word-of-mouth any employer brand wants to spread about their organization. 

So, how do we perfect the candidate experience? The first step of this long, holistic process requires meticulously and carefully reviewing the entire journey – starting from the moment an individual decides to apply for a role at your organization, all the way up until their first day on the job – and looking at what’s happening at each stage of the process. 

Organizations should ensure the process is as easy, accessible and straightforward as possible. Is it simple for them to apply online, or does your organization require them to go through ten steps and provide excessive amounts of information? If the answer is the latter, talent acquisition teams should refine the process. 

Throughout the entire candidate journey, frequent communication is key. Candidates should be updated along every step of the process and kept in the loop on the next steps or thoughtfully and timely informed of why they are not right for the position. 

The interview stage is where your hiring team really has the chance to shine. The candidate’s resume and experience should be thoughtfully reviewed in advance by all team members conducting the interview. This shows the individual you are genuinely interested in them and appreciate and value their time. As well, specific questions based on their experience should be asked, and the team should also give the candidate a chance to provide feedback and ask any questions they may have. 

A survey conducted in the U.S. suggests that as high as 93% of job seekers experience anxiety as a result of interviews. A great candidate experience can be a good way of relieving stress among candidates, enabling them to focus on showing your team their best qualities and skills. 

Final Thoughts: Solving Global IT Hiring Challenges 

In today’s candidate-driven global market, candidates often have their choice of job offers. That’s why it’s crucial for an organization’s hiring managers and talent acquisition teams to prioritize knowing their audience, developing their employer brand and perfecting the candidate experience. When these three components work together in perfect harmony, your organization has the best chance of hiring the right candidate for the job and attracting the right talent to your company. 

The post Tips for Overcoming Hiring Challenges in the Global IT Industry appeared first on RecruitingDaily.

Digital recruiting is popular, too. Over 67% of prospective employees use social media to find new opportunities and 90% of recruiters use LinkedIn to find and evaluate talent. 

After all, recruitment is a form of marketing your company — just with an audience of potential new hires. It’s one of the most common recruitment mistakes to not harness digital marketing. However, creating a digital marketing campaign that attracts talented employees can be tricky. You need to make a few key strategic decisions and should tailor your content to suit the talent you want to attract. 

Digital Marketing Basics

Merging your recruiting efforts with digital marketing can help you land great talent. However, if you’re new to digital marketing, it’s easy to get lost in technical jargon and complex editing programs. 

Instead, stick to the basics of effective digital marketing by creating a clear, well-strategized plan. At minimum, this plan should include key details like: 

• • • Budget
    • Goals
    • Target audience
    • Tone and voice

Establish these parameters before you start posting to social accounts or writing for a blog. A clear strategy will get everyone on board and save you plenty of headaches in the future. 

Inclusive Content

All of your digital content should be intentionally inclusive. However, inclusivity is paramount during recruiting campaigns, as exclusive content will turn talented employees away from your business. 

You can create inclusive content by highlighting existing diversity, equity and inclusion (DEI) initiatives in your workplace. This is something that major brands like Virgin Atlantic already do well. 

As part of their recent digital recruiting campaign, Virgin Atlantic updated their gender identity policy so all staff could present their true self while on board. They highlighted these changes in their “See the World Differently” campaign and highlighted the experience of current employees. 

You can follow suit by assessing your existing policies and highlighting any areas that you’re particularly proud of. Prospective employees care about working with businesses that share their values, so your inclusive content is sure to garner attention online. 

Benefit-Based Content

Employees care about the benefits packages they will receive when working for you. Sixty-three percent of prospective employees look for careers with great benefits during their job search. As a recruiter, it’s your job to get the word out there about the benefits your business offers to employees. 

Start creating benefits-based content by surveying your current employees. Ask them which benefits they value the most and which make the biggest impact on their day-to-day lives. Use these insights to plan a series of posts, blogs and video content based on the benefits you offer. 

You may need to expand your benefits in order to attract the best talent. For example, many employees today are interested in working for companies that actively promote mental health services. You can help employees choose the right mental health professional for their specific needs by funding treatment from licensed psychiatrists, psychologists or psychotherapists. 

Make the most of your robust benefits policy by interviewing willing employees and foregrounding their testimonials. This will present your business as an authentically people-friendly workplace. 

Social Media 

Social media is often underutilized by recruiters and hiring managers. However, if you want to find talented younger employees, advertising on social channels is a must. 

Consider investing in paid content on Instagram and Facebook, as over 79% of employees have used social media to start their job search in the past year. Be sure to do your market research first, as you need to meet the genre conventions of each social media platform. 

If you’re planning to sponsor posts on Instagram stories, try to create visually appealing, data-driven content. Content that grabs users’ attention and quickly gives them key details is more likely to resonate with job seekers than content that contains too much information. 

If you’re advertising on Facebook, consider including further information in your post. Posts on Facebook tend to be lengthier than Instagram posts, as users can quickly scan for key details on Facebook. 

Once you’ve run your sponsored campaign, utilize your account insights to determine which posts were the most effective. Facebook and Instagram allow you to see how much engagement each post receives. You can combine this with data from Google analytics to see how many referrals you receive from your social media pages. 

Tailor future content based on your findings to increase your reach and engagement next time around. For example, if your data shows content videos of employee experiences perform well, try to create more posts that foreground your current staff. 

Conclusion

Digital marketing can take your recruiting campaign to the next level. Start by covering the basics: create a clear budget, identify your target audience and establish a voice you want to establish. This will get everyone on board and maximize the effectiveness of your campaign. 

When it’s time to start creating content, consider pushing material that shows off your commitment to DEI and benefits. Employees today want to work for firms that share their values and support their well-being. Creating content based on your existing policies will convince talented employees that you’re right for them.

The post How Businesses Are Utilizing Digital Marketing Campaigns To Hire Employees appeared first on RecruitingDaily.

Despite talk of their irrelevance, there are more job boards today than ever before. And for good reason. Job boards are the most popular channel among applicants, with 60% of people using them to look for open roles. And for recruiters, advertising on job boards helps cast a wider net and reach more candidates. 

Let’s take a closer look.

Understanding Job Boards

Job boards are not just a place for adverts anymore. Because recruiters are able to control the narrative, job boards offer a world of opportunities:

• • Employer branding
  • Access to resume databases
  • Candidate search superpowers
  • Advanced technology that maps candidates to the right jobs

They are a competitive space for recruiters racing to find talent. Hence, it’s crucial to be intentional, strategic and thoughtful about how to stand out from the crowd. 

That said, job boards are evolving and moving toward providing users and customers with more than just a digital classified page. Platforms like LinkedIn and Glassdoor exemplify this shift. The focus is a content-first approach to curating networks of highly-qualified talent, delivering consistent value. In other words, job boards are becoming better at matching jobs and skills. 

Job boards can be classified into two major categories – mass market and niche.

Top Mass Market Job Boards

Indeed: 

• • Monthly active users: 250 million
  • Resumes: 17 million
  • 10 jobs added every second
    • Indeed is a job aggregator which can automatically list the jobs from your career portal on its site. You can also reach out to Indeed to get your career pages indexed, if necessary. If you have listed your job in multiple places, Indeed takes care of scrapping the duplicates.
    • You can showcase culture, people experiences, achievements and more, so candidates can get to know more about your company. Additionally, you can include links to the company website, social channels and forums, and use custom calls to action to attract candidates. 
    • Indeed offers a handy mobile application that enables recruiters and candidates to keep moving forward with jobs and applications from anywhere, anytime. 
    • Offering ready-made work assessments, Indeed helps make screening a breeze.
    • You can also gather valuable intelligence into relevant salaries, making it easy for you to create convincing job descriptions and ads. 
    • Note: For paid job postings, in addition to pay-per-click ads, Indeed offers a cost-per-application model where recruiters/employers only pay for applications that meet certain criteria from the job ad.

ZipRecruiter: ZipRecruiter is another job board application that is extremely popular with candidates across sectors and industries. 

• • Monthly active users: 25 million
  • Resumes: 36 million
  • Active jobs: 9 million
    • When you post a job, ZipRecruiter’s smart technology automatically invites the right candidates to apply. Even better, if you rate candidates, the job board learns from your ratings and sends you candidates that match your preferences. 
    • The Invite to Apply feature allows recruiters to proactively send candidates a personal, pre-written invite to nudge them into pursuing jobs with you. 
    • Unlike many other job boards, ZipRecruiter offers customers 24/7 assistance. You can call, email, or ping on live chat and find a human at the other end. 
    • Also, screening questions attract the candidates with the right skills, experience, and attitude. In this process, you can mark questions as ‘deal-breakers’. When a candidate doesn’t answer them or answers incorrectly, ZipRecruiter automatically rejects them.
    • The ZipRecruiter App gives you the flexibility to review applicants and act on them even if you are on the move.
    • Note: Unlike Indeed, ZipRecruiter has slot-based pricing where you can purchase reusable job slots. The number of slots depends on the plan you purchase. The job ads can be changed as needed.

LinkedIn: Even though LinkedIn is a professional networking site, it has turned into a goldmine for recruiters. A LinkedIn recruiter account further empowers recruiters with highly-targeted search capabilities, InMail management, profile management, collaboration and productivity functionalities.

• • Community members: 740 million
  • Monthly active users: 310 million
  • Registered companies: 55 million
    • Arguably the best channel to reach both active and passive professionals. 
    • Employers/recruiters can create a company page and build a network. This is also a perfect platform to communicate employer brand stories, organizational achievements, open positions and build connections with potential candidates. 
    • LinkedIn is one of the very few platforms to combine content and social proof for recruiters. You can read candidate endorsements from their colleagues, managers and leaders. You can also view and validate their work history details and skills. Candidates are unlikely to stretch the truth in a public forum that can be easily spotted/verified by their connections. 
    • LinkedIn’s search capabilities are highly targeted – its algorithm matches requisitions with related content that applicants post or share to deliver more high-quality leads.  

Adzuna: Adzuna is a classifieds site that is popular for its network reach. Job posters can also reach candidates across affiliated/partner networks and job boards. 

• • Job adverts: 2 billion
  • Monthly active users: 20 million
  • Availability: 16 countries
    • If you are an organization that’s constantly hiring, Adzuna can also use an XML feed to update your job listings. 
    • Apart from showcasing open jobs, the platform provides valuable insights on comparative salaries and labor market trends. 
    • Adzuna partners with 100+ national and local job boards such as Mumsnet, LinkedIn and Jobstoday to further broadcast jobs to a wider audience. 
    • Note: Employers can post several jobs each month to Adzuna for free. When candidates apply, they are sent directly to the applicant tracking system. Organizations are charged based on the number of candidates they respond to.

Facebook: Facebook is the most popular, populated and active social media channel, opening the door to a large pool of passive candidates. 

• • Monthly active users: 2.8 billion
  • Daily active users: 1.6 billion
  • Third most visited website
    • Facebook empowers employers to broadcast jobs in two main ways: directly to a company page or post to jobs on Facebook (posting to Facebook jobs is available only for business pages.). The jobs you post will also appear on the feeds of people who engage with your posts or follow you.
    • In addition to this, you can also regularly engage in relevant groups. For example, a group of job seekers in the same state with whom you can share open opportunities or a group of designers/engineers/marketers where you can find niche talent. 
    • Build rapport with the audience by engaging with them with good content, videos or even the occasional live session, where you can showcase culture, people stories or even have your hiring managers talk about an open role.
    • To top it off, walk-ins and career fairs can be promoted through Facebook events and promoted to reach the right audience. People can also show they are interested by clicking on an ‘Interested’ button. You can start checking out profiles right at this stage and make the in-person conversations more personal. 
    • Given the high rate of engagement, Facebook can be leveraged to drive employee referrals – especially when your hiring is running on a limited budget. Employees can like and share job posts or tag people they think will best suit the role.
    • One of the greatest advantages you will have with Facebook is the ability to target very specific groups of people through ads, including demography, age group, behavior, prior interactions, connection with your page, interests and so on.

Top Niche Job Boards:

• • Poached helps recruiters and hiring managers find highly-skilled line cooks, sous chefs, restaurant managers, servers, bartenders and baristas. With features that allow employers to filter our unqualified candidates, this site is key to creating a kitchen dream team.
  • SalesJobs is one of the largest sales job boards around. You can post and distribute your jobs to over 200 niche sales job boards to find the candidates you are looking for through a single platform.  
  • Medzilla is a popular job board for employers and jobseekers in healthcare and pharmaceutical fields, Medzilla allows you to search for scientists, researchers and clinical experts. Medical staffing pros and applicants post their needs and credentials on this user-friendly platform and listings are mailed out to selected candidates who hold the relevant qualifications.
  • AllRetailJobs allows retail employers across every imaginable product category to post their job listings on this platform. Also, the platform boasts a resume database of over 1.5 million, with thousands more being added each month. 
  • Behance is a great platform for those looking for a creative type in industries like architecture, web design or fashion. It’s is a free resume database with a twist: the online platform is designed not just to show PDFs of resumes but to actually showcase creative work to give it the exposure that it deserves. 
  • HigherEdJobs connects jobseekers and employers across all aspects of academia. The website logs more than 1.5 million visitors per month and claims that each job posting averages 655 views. And, of the site’s users, more than 60% have five or more years of experience in higher education.
  • InsuranceJobs offers employers the opportunity to use a simple solution to connect with jobseekers in the insurance industry. The site boasts a searchable resume database of over 300,000 insurance industry candidates and allows employers to post insurance jobs on the site, which are then automatically distributed to other job boards via the site’s database.
  • CDLJobs is there to help employers address the shortage of drivers across the United States, you can find CDL-qualified drivers. The site has nearly 10,000 trucking job listings and often encourages veteran drivers to find new trucker job opportunities. You can also specify trailer types and have your company’s own listing page for all jobs. 

Making the Most of Job Boards: Programmatic

Posting and tracking jobs across multiple job boards can be cumbersome, especially if you don’t use a programmatic job advertising platform. A programmatic platform can help publish and manage jobs on multiple job boards in a single click. 

You can also make use of ad exchange networks and intelligent automation capabilities to spread your job advertising spend across the most efficient job boards – where you can hire the most candidates at the least amount of cost. 

What’s more, applications directly flow into your ATS where they can be managed, shared and discussed with other hiring team members. 

Finding the right match for your job openings is important in order for your organization to reach its goals and objectives. Job boards are a valuable resource for finding quality talent, and vital to a successful recruitment strategy.

To learn more about how Joveo can help you ace the job board game, schedule a demo today! And don’t forget to follow us on Twitter and LinkedIn to see how Joveo can help you get the most out of your recruitment advertising.

The post The Insider’s Guide to Job Boards appeared first on RecruitingDaily.

We read countless articles, sat through webinars and attended endless events about how the availability of Big Data would be like “drinking from a fire hose,” giving us more than enough information to improve outcomes and capture more accurate metrics. 

Fast forward: the recruiting industry, 2022. There are now six billion people with internet access. Instagram changes its feed with such frequency that it’s become one long stream of ads, rendering it useless for social recruiting (if that was ever really a thing).

Today’s LinkedIn hacks are about hacking the algorithm to increase visibility amid career experts, resume writers and influencers espousing their latest thoughts about “quiet quitting” and other buzzwords. The mobile debate is moot, with smartphone usage outranking other devices. The Candidate Experience Awards are still trucking. And everyone’s trying to figure out how to be “data-driven” and make all the information they’re capturing usable without the help of a full-time analyst. 

It’s striking how much the more things change, the more they stay the same, particularly in recruiting data. Hiring trends come and go (look at you, Great Resignation-cession). Recruiters get laid off and hired back en masse. Told to do more with less. And keep coming back for more. With that said, there *is* a lot of data available these days, and some of it is actually helpful – if you know what to do with it. Here are a few things to note: 

If You Don’t Know What It Means, Don’t Try and Measure It

Some metrics are relatively straightforward. Time to fill = how many days it took, from the req getting approved and posted to the day you received an accepted offer. Time to hire = how many days it took from when the candidate entered your pipeline to the day you received an accepted offer.

On the other hand, quality of hire is a bit more nebulous. How can one determine the value a new hire brings to a company? How long do you give that person to demonstrate value? How does your probably subpar onboarding experience impact their ability to show value? Define your metrics before you start to measure. 

You Don’t Need to Measure Everything

If it were up to most executive teams, every aspect of recruiting would be quantifiable, but it’s not. We’re talking about a human-based function – far too many variables are at play. Rather than measure everything, determine what matters to your organization and stick with a few key metrics.

Are you involved in high-volume hiring? Seasonal? College recruiting? Executive search? You wouldn’t try the same recruiting strategy to fill these different types of positions. Likewise, you cannot, nor should you, try to fit all of these into the same boxes. Pick a few metrics to focus on. 

You Don’t Have to Be an Analyst to Analyze

Seems obvious, right? But not everyone in recruiting is comfortable with numbers. If you were, you might have picked another profession. Luckily in today’s world, there are technologies that can do most of the recruiting data computations for you without needing to build out a complicated formula in excel or stand around like the confused math lady meme.

You don’t even need a huge budget; you just need to know how to make your solutions work for you – and trust me, most of what you’ve got already does more than you realize. So, call up your friendly customer success rep and ask them to walk you through your analytics functions. I’m sure they will love to hear from you. 

Here’s the thing: whether it’s big data or regular data, it’s only useful if you can use it. If it’s just there, with no one looking, or too messy to navigate, it’s not helping your cause. Few organizations outside the enterprise have the option to bring on analysts, which means the vast majority of employers have a slew of numbers collecting dust in the recesses of their tech stack.

Stop trying to do everything, start trying to do something and slow down the fire hose. No one asked for that terrible idiom, anyway.  

The post Unf*cking the Fire Hose, a.k.a. Making Recruiting Data Usable appeared first on RecruitingDaily.

While 86% of employed Americans say they’re very or somewhat happy in their current job, 50% are looking for a new one, 36% passively and 14% actively. To find work, jobseekers are turning to social media, with 58% of them searching for information about potential employers in the channel. About 48% of both Gen Z and Millennials with work experience have applied to an opportunities they found on social media. The study was conducted by the Harris Poll for CareerArc.

Employment platform Oyster launched its Global Employment Pass. The product will serve as a central hub for knowledge workers to increase their hireability, create work experiences and connect job seekers with open roles. The Employment Pass offers access to free training courses through Oyster Academy, plus materials to help job seekers effectively communicate how prospective employers can take advantage of the distributed workforce model.

Hireology said its built-in employee referral management platform, Hireology Referrals, can now integrate with more than 80 payroll and ATS providers. Through its new release, Hireology Referrals customers can sync employee data with their HR platforms of choice. The company said the update eliminates the need for manual transfer of job, candidate and employee data, allowing existing users to keep records up-to-date in real time and giving new users the ability to get set up more quickly.  

Sense, said it acquired Skillate, an AI recruitment platform that was incubated within SAP Startup Studio. Skillate’s technology will enhance Sense’s ability to provide AI-powered hiring including candidate matching, job distribution, job description assistant and talent relationship management.

Google searches for remote jobs hit their highest ever level since searches began being recorded in 2004, said document management company SmallPDF. Searches for “remote IT jobs” also hit their highest recorded level, indicating a demand in the industry for working from home opportunities, the company said.

Scammers are using deepfake technology and stolen personal information to apply for jobs under assumed identities, SHRM reports. Once hired, they can access data and systems, release ransomware or gather credit card information or Social Security numbers from customers or employees. Companies are vulnerable during the hiring process, SHRM said, especially if they conduct the entire interview process is conducted virtually.

The post HCM Talent Technology Roundup September 9, 2022 appeared first on RecruitingDaily.

For every person posting about their new job, three people post that their entire team got canned over Zoom or worse, had their email shut off unceremoniously. It’s nearly impossible to keep up with all of the back and forth, save for the viral moments (I’m looking at you, crying CEO guy), but overall, it feels like the Wild West out there.

Anything goes. 

Unfortunately, for those in the recruiting world, moments like this often hit them the hardest. Sometimes, you’re tasked with watching the fantastic candidates you worked so hard to hire lose the jobs they so desperately wanted.

In others, you’re at the receiving end of the bad news of layoffs. Given the disproportionate hit that recruiters take during market fluctuations, what can you do when the table turns on you? 

1. Don’t Panic.

I’m kidding. That’s terrible advice. You can – and should – absolutely panic. People don’t work for free. There are bills to pay and mouths to feed (including your own). Give yourself a chance to freak out a little bit. Let it out. Feel your feelings for as long as you need to; just don’t let the panic consume you. Tell the world what happened and embrace the care others show you. Revel in the nice things people say about you. Layoffs suck. It’s a shot to the pride even when it’s outside your control, so don’t let anyone tell you otherwise (especially some suit getting high and mighty on his socials – what’s up with those guys?).

2. Assess the Situation.

Most of the time, recently laid-off recruiters rush to get back out there. They pop that little green “Open to Work” banner up on their profile before the severance check even clears. I get it, again, people don’t work for free. But before you put yourself back on the market, take a beat and think about what happened in your last role. What was behind the layoffs? Was it your industry? Your organization? Every executive’s favorite excuse about “over-hiring?” Before you jump into a new role, figure out what went wrong with your last one first. 

3. Size Yourself Up.

You, as a recruiter, know way more than the average job seeker. Review your career history and materials with a fresh perspective. Analyze what’s helped you get jobs and what’s hurt. Look at yourself from the outside in. If you were receiving your application, what would you think? Any glaring issues to address? This is your opportunity to start fresh. Maybe now is the time to bring in some outside support. Not everyone is a resume writer, nor should they claim to be. 

4. Tap Your Network.

One of the great things about recruiting is the community that surrounds it. Have you met #RecruiterTwitter? If and when you find yourself laid off, reach out to your peers. Everyone goes through this at some point in their career, and almost everyone has a story to tell, a shoulder to cry on, or a piece of advice to offer. Use this to your advantage. Don’t be a hero! Just because you know how recruiting works doesn’t mean you can’t learn something new or benefit from the power of a referral.  

5. Do Your Homework.

Often, when we get into the groove of a given job, we start to block out the rest of the world. We hyper-fixate on the task at hand and stop seeing what’s happening around us. This is especially true of some organizations over others. If this experience sounds familiar, or you’ve spent a lot of time in the same role, now is the time to step outside your routine and get caught up. Talent acquisition, especially TA tech, moves quickly and the platform you used at your last job might be out of vogue at your next. 

Look, at the end of the day, getting laid off feels awful. It’s a gut punch to your ego, makes you question your skills and abilities, and worst of all threatens your livelihood.

I wouldn’t wish the experience on anyone, but reality tells us that most recruiters will get laid off at least once during their careers. Sometimes you will know it’s coming; other times, you won’t.

When it happens, let yourself freak out some before you refocus. If there’s anyone who can land a better job, it’s you. Make yourself proud. 

The post When Layoffs Hit Recruiting – What to Do… And What Not To appeared first on RecruitingDaily.

Greenhouse selected smart interviewer provider Sapia.ai as an integration partner, enabling customers to access a chat-based AI assessment tool on the Greenhouse marketplace. Sapia’s solution interviews candidates through a blind chat conversation. From written responses, its AI can assess candidate suitability. Hiring teams can achieve immediate efficiency gains, disrupting bias in the hiring process, the company said. 

Screening technology provider Global HR Research integrated its advanced background screening solution with Avionté, which offers recruiting software for staffing firms. With the integration, Avionté’s clients can accelerate talent acquisition by leveraging the link with GHRR’s employment screening solutions, employee verifications and onboarding, individually and at scale, without needing to leave the AviontéBOLD platform.

Talent development platform GrowthSpace closed a $25 million Series B round led by Zeev Ventures. The money will be used to scale operations and help meet rapidly growing demand, the company said.

While 86% of employed Americans say they are very or somewhat happy in their current job, half are currently looking for a new job, 36% passively and 14% actively. According to a Harris Poll study sponsored by CareerArc, job seekers are turning to social media to find work: Some 58% of job seekers search for information about potential employers on social media while 48% of both Gen Z and Millennials with work experience have applied to opportunities they found on social media. More than 45% of job seekers say social media is very important to their job search.

While 93% of companies have either continued to increase their investment or spend the same on traditional sourcing channels like job boards and ads, few are measuring ROI or recognizing measurable improvements in hiring outcomes, according to study by Aptitude Research, funded by Aliro.

LiveHire and recruitment intelligence platform CrintellTech announced a strategic alliance. Going forward, LiveHire customers will be able to automate their process for sourcing and engaging with passive candidates from job board databases and professional networks. The CrintellTech Chrome App/Extension provides two products for the sourcing of external candidates and passing them directly into LiveHire.

The post HCM Talent Technology Roundup August 26, 2022 appeared first on RecruitingDaily.

The social media presence of a company affects its relationship with both current and future employees. Talented job seekers will want to work in an environment that appreciates and respects them by promoting balanced company culture, and nowhere is this shown better than through social media channels. 

Today, we’ll see how you can fully leverage social media to reflect the core values of your company culture and attract valuable employees. 

What Makes Up Company Culture?

When considering a company’s culture, think of the faces of employees after they finish their workday. The combination of the way they are treated as both a team and individuals, their rules for interacting with one another, their most prominent characteristics and their established approach towards work equal their company’s culture. 

On a larger scale, this also includes how the company presents itself to the world through different channels, both offline and online, and the impact it has on society. Brands such as Nike and Google have made names for fostering admirable company culture. Perhaps this has attracted the most skilled individuals who built the companies to these heights. 

For those with the same aim, there are several aspects to be considered, such as the management style, mission statement, employee expectations and leadership structure, among others. But is building an outstanding company culture worth the work? 

Benefits of Prioritizing Company Culture

You should consider paying close attention to the culture of your company and how it translates into measurable benefits. From a hiring perspective, it hits on the following points: 

• • Positive identity. Valuable employees are often brought by referrals. Satisfied employees working under a fair company culture will spread the good name of the company by word of mouth and by posting on social media. 
  • Recruiting. Establishing a reputation in your industry for the way you treat your employees is likely to make recruiting easier avoiding common bottlenecks. Talented candidates will choose you over competitors, and you’ll have to spend less on recruiting new staff. 
  • Staff retention. A straightforward benefit of good company culture is increased employee retention. No one would want to leave a workplace if they receive daily the same supportive energy of those welcoming messages in their onboarding.
  • Company image. Building a warm company culture and focusing on employee branding ranks in the same spot as your traditional marketing efforts. Eventually, you’ll understand that promoting your company culture is a type of marketing. 
  • Employee satisfaction. Employees are the engine of your business, and the harder they work, the faster you grow. As long as you create a space where they feel appreciated and satisfied, their productivity and willpower to do their best work will increase. 

Recruiting and retaining new staff in 2022 doesn’t have to pose the same challenges as ten years ago. Instead of having to process hundreds of applications manually (which is easier if you use a free email for Mac to manage emails), you can attract the ideal staff who matches your company culture and reduce irrelevant applicants. But what’s the role of social media here?  

How to Use Social Media to Showcase Your Company Culture

A behind-the-scenes look into what goes on in the daily lives of your employees has immense power in building your company’s reputation. Don’t be too shy to experiment with content formats and platforms — this TikTok ad example shows how a platform can be used profitably by serious brands.

Social media portrays the spirited teamwork that goes on internally without much effort, and it’s factored into evaluating your company. 

Imagine the opposite: a brand with no LinkedIn profile or other socials. Most would think this company lacks seriousness or at least that something is wrong with it. To avoid making such an impression and leaving a bad taste in potential exceptional hirees, follow these tips: 

Make Your Brand Personable

Knowing how to make an Instagram story with professionalism, including proper fonts and crisp graphics, isn’t all you need to give life to social media. Are the faces of those who represent your brand memorable and personable? Include smiling employees and not-so-perfect photos of the work environment mixed with interactive graphics and event pictures. 

Use Content Created by Employees

This is the secret trick used by e-commerce brands to get more sales and by social media experts to grow brands rapidly: user-generated content (UGC). It’s the casual type of content captured in an amateur manner by employees themselves while working. It may include casual selfies or engaging contests organized by reposting their content. 

Showcase Your Employees

Don’t miss employee or team winnings. It’s your chance to show the audience how employees are appreciated for their achievements. Dedicate entire posts to welcoming them to their new positions, announcing promotions, or simply congratulating them for winning industry-related competitions or completing further specializations. 

Develop a Company Tour

You might have noticed short videos from big companies, like this one from Google, depicting what it’s like to be part of their workplace. You can achieve a similar result without spending an arm and a leg for a professional video. Walk the outsiders through a day in the life of your company from the morning until the doors are closed. Include footage from the most prominent spaces, such as recreation areas, offices, balconies and other spots.  

Engage on Social Media

Success on social platforms like Twitter, Instagram and LinkedIn will always depend on engagement. Converse with your employees and followers to show that you actually take the time to have genuine talks and respond to feedback. Plus, comments can lead to reshares of your content, which broadens the reach of your cultured brand. 

Implement a Diverse and Consistent Social Media Strategy

Make sure your social media strategy considers multiple types of fresh content posted across your channel regularly. Don’t be that company that posts once a month or simply reproduces its website content. Keep your audience updated on the latest happenings and ask open-ended questions that encourage conversations. 

Have a Presence Where It Makes Sense

Not all platforms may benefit your company. We mentioned above that TikTok is flourishing, but if your ideal audience and potential employees don’t consume such types of content, it makes no sense to be there. Instead, focus your efforts on other platforms, like LinkedIn or Twitter. 

Next time a potential client tries to find your email address (your company or employees) by searching on Google, a LinkedIn profile has a higher chance of showing up rather than a TikTok profile. But you should do it yourself and stay on the platforms where sharing your company culture matters. 

Conclusion

Don’t forget: bad news spreads fast and far, but good news spreads slowly where it has the most importance: your current employees. Building a positive and rewarding culture is the first step to making a name for your brand because your employees will portray it with honesty both offline and online. 

This is then multiplied when it falls in front of the broader public who will applaud, share, and talk about your company culture. These tips were some general points to focus on, but you’ll likely build your unique strategies along the way. What matters is that you keep sharing your workplace culture with the world, and the results will come. 

The post Recruiters: Social Media Can Highlight Company Culture appeared first on RecruitingDaily.

Not only recruiters, but 41% of workers have also admitted that they use social media platforms to look for new job opportunities. These statistics clearly show that social media platforms are the future of recruitment and that is where you must direct your recruitment efforts in 2022. 

On the flip side, if you’re not completely sure what social media recruiting means, we’ve got you covered.

What is Social Media Recruiting?

Social media recruiting (a.k.a. social recruiting) is about utilizing social media platforms to research, discover, engage and attract the ideal candidates to your company. Using social media platforms like LinkedIn, Facebook, Instagram, Twitter, etc., you can research talent on the market, network with potential candidates and share job postings. 

And believe it or not, social media recruiting is one of the best ways to share the job vacancies at your company and promote your company’s culture. It also helps you establish a positive image of your company as an employer in the eyes of your ideal candidates. 

In this article, we will teach you how to create a social media recruiting strategy for your company with examples and share the best practices to get started.

How to Create an Effective Social Media Recruiting Strategy?

Finding top talent in your industry isn’t always an easy feat. To overcome this challenge, you need to leverage social media platforms for finding and hiring your ideal candidates. 

Here’s how to create a social media recruiting strategy for your company:

Research Your Competitors

The first step to creating an effective social media recruiting strategy is to figure out what you are actually up against. 

In other words, start by finding out what social media platforms are most popular among your competitors. Then, spot the types of content your competitors are posting on each social media platform, and how well they’re performing in terms of engagement.

Create Ideal Candidate Personas

Before you can start the social media recruitment process for your company, you need to create ideal candidate personas for the vacancies you’re looking to fill. 

For this, you need to create a list of personality traits, necessary qualifications, skill sets and other mandatory requirements for each vacancy at your company. And while you’re at it, make sure to analyze the areas of recruitment where your company struggles and prioritize that in your social media recruitment strategy.

Define Your Recruitment Goals

Now that you know who and where your ideal candidates are, the next step is to define your recruitment goals to benchmark your social recruiting strategy. 

The easiest way to do so is by figuring out what exactly you aim to accomplish with your social media recruiting strategy which is not possible with the traditional ways of recruiting i.e. direct advertising, contact forms, cold-calling, etc. 

Select the Right Social Media Platforms

Although LinkedIn and Facebook are the two biggest and most popular social media platforms used for recruiting. But you don’t need to limit yourself to those two platforms. 

Depending on your ideal candidate personas and industry, you can (and should) branch out to other social media platforms to reach the top talent. Today, you can reach out to ideal candidates on Instagram, Twitter, Tiktok and many other social media platforms for recruitment purposes. 

Determine Key Performance Indicators

Once you’ve decided on the social media platforms to use for recruitment, you need to determine the key performance indicators to track the success of your strategy. 

The right KPIs will help to identify which social media platforms and strategies generate the highest number of ideal candidates in the shortest time. 

Time, cost, referral rate, source of hire, social engagement and offer acceptance rate are some of the primary KPIs to consider for measuring the success of your social media recruitment strategy.

Optimize Content According to Each Platform’s Requirements

Every social media platform has different specific requirements such as image/video size, character count and so on.

Therefore, you shouldn’t cross-post the same content on each social media platform. Instead, you must optimize content according to each platform’s media specifications and caption length to make them polished and professional. 

A/B Test Creative Assets

Up till now, you might have been A/B testing headlines or copy on your company website, but have you ever A/B tested your visual assets on social media platforms? Posting a GIF instead of a static image about job openings at your company can increase the overall engagement of your posts. 

However, keep in mind to test only one option at a time. Otherwise, you’ll never know exactly which element worked best. 

And while it’s true that creating and maintaining different versions of visual assets can be overwhelming. Therefore, we strongly advise you to integrate a digital asset management solution to store platform-specific versions of all your creative assets in one place. 

Take Advantage of Social Media Tools

There are a plethora of social media tools like Hootsuite, Buffer, etc. to help you plan, schedule and post your content. Using these tools, you can aggregate all your social media accounts in one place, which saves you from the task of juggling back and forth. 

In simple terms, social media tools help to simplify operations and save you time to post content on all social media platforms.

Social Media Recruiting Examples

Social media platforms not only make it easy to stay connected with your customers but also help you to connect with your potential candidates. 

Let’s take a look at how various companies from around the world are leveraging different social media platforms for recruitment purposes.

RealSelf: LinkedIn Recruiting

LinkedIn is undoubtedly one of the best social media platforms for recruiters. It provides an unparalleled overview of candidates.

With over 810 million professionals and being a professional social network, it’s no surprise that 87% of recruiters use LinkedIn regularly.

RealSelf, for instance, never shies away from boasting about its awesome employee benefits in one of its LinkedIn posts.

Just like RealSelf, you can also take advantage of the LinkedIn features to showcase your company culture, perks, etc. and encourage ideal candidates for your company.

Scopely: Facebook Recruiting

Facebook isn’t a dedicated professional social network like LinkedIn, but it surely can, and is already being used for recruitment purposes. 

The fact that it’s the biggest social network with just about every internet user on it (more than 2 billion users to be precise) makes it a goldmine for recruiters to find, interact with and recruit ideal candidates.

Scopely, for example, has been successfully attracting and recruiting top talent using Facebook. 

Not only do Scopely share glimpses of their company culture regularly, but they also actively post about their current open positions to reach their ideal candidates all the time.

XactlyCorp: Instagram Recruiting

Though Instagram might not seem like the best place to find ideal candidates, many companies have successfully captivated their ideal candidates’ attention and encouraged them to interview. 

XactlyCorp is one of the many companies that has been leveraging Instagram to show off their company culture and employee perks in a simple yet creative format.

As you can see in their above post, they creatively added a few of their employees in one of their Instagram posts who are highlighting what they love most about working at Xactly Corp. 

Social Media Recruiting Best Practices

Now that we have covered some examples of how companies are using social media for recruiting candidates, it’s time to discuss best practices for recruiting candidates on social media platforms.

Create an Editorial Calendar

Producing content every day can be time-consuming and even frustrating at times. But know that it is extremely crucial to be consistent if you want to win at the game of social media recruiting. 

Moreover, you can always simplify the process by creating an editorial calendar to refer to for creating content. An editorial calendar can make it easier to plan different themes for the post and execute your strategy properly.   

Get your Team on Board

Instead of assigning the task of executing your social media recruitment strategy to your HR department, it is highly recommended to involve your entire team in the social media recruitment process. Doing so will skyrocket the results.

Comment on Prospective Candidates’ Content

Since most people tend to share their thoughts on social media platforms, the odds are your prospective candidates are doing the same. And this is a perfect opportunity for your company to start a conversation with them. 

So if you haven’t been commenting on your prospective candidates’ posts up till now, you need to start doing it from now onwards. This will encourage them to send a direct message, which brings us to the next point.

Send Direct Messages

Instead of waiting for your prospective candidates to reach out to you via DM, you should take charge and start the conversation from your end. 

The best way to do this is by creating personalized messages for each prospective candidate and expressing your interest in hiring them. And while you’re at it, make sure to include specific information about the job vacancy so that they have all the details needed to make a well-informed decision.

Leverage the Power of Hashtags

Hashtags are the most powerful way to reach your target audience on social media platforms. However, it’s important to use relevant hashtags to ensure that your social media posts are reaching the right audience. 

#hiring, #jointheteam and #jobvacancy are a few hashtag examples you can consider using in your social media recruiting posts. However, it’s not necessary to limit your posts to these hashtags. Instead, we advise you to research hashtags in your industry properly and use them accordingly. 

Conclusion

With traditional recruitment methods seem to be dying a slow death, leveraging social media platforms for recruitment purposes is on the rise. It’s a modern and far more convenient way to network with top talent across the globe and connect with potential candidates that you may not have been able to reach via traditional approaches. 

But don’t forget, though, that your social media recruiting strategy must be well thought out and planned. Hopefully, this article will help you with creating an effective strategy for your company.

The post Social Media Recruiting in 2022: Strategy, Examples and Best Practices appeared first on RecruitingDaily.

For companies struggling to hire new talent (and especially technical talent), campus recruitment is a great place to start. Here’s how you can revamp your campus recruiting strategy for 2022. 

Succeeding with Campus Recruiting in 2022

Campus recruiting involves sourcing, assessing and hiring young talent for internships or entry-level positions. Companies should collaborate with universities to organize job fairs and meetings to connect with college students and recent graduates. 

Implement A Mobile-First Strategy

In the fourth quarter of 2021, mobile devices generated 54.4 percent of global web traffic. With increasing mobile users, especially among younger generations, using a mobile-first strategy is a  promising way to reach candidates.

Candidates often feel frustrated due to a lack of communication during the hiring process. Waiting weeks or even months to hear back after an application is submitted is a common experience for candidates. The mobile-first approach allows you to stay connected to students and candidates alike and share: 

• • Application updates
  • Schedule interviews
  • New opportunities for graduates
  • Event alerts and invites

Transparency leads to better communication and coordination between recruiters and candidates. It also portrays a good company image, encouraging talented candidates to apply and accept the offer. Apart from communication, you can update your website to be mobile-friendly and develop dedicated landing pages to display opportunities for students and recent graduates. 

Develop Your Student Network  

Building a strong student network is essential for campus recruitment. A student network provides you visibility, and offering unique engagement opportunities throughout the academic year will help you attract new candidates.

Internships: Internships are great opportunities to get an idea about potential candidates’ working styles and abilities. During internships, you can assess the candidate-role fit by closely working with the student. It can function as a trial run to help you identify your next hire. 

Campus Ambassadors: Campus ambassadors represent your organization on the campus, acting as a point of contact between recruiters and students. They promote your employer brand and help get the word out about available career opportunities—on social media, for example. 

Workshops: New grads can struggle with demonstrating employable skills upon entering the job market. More practical software engineering skills, such as using a version control system, are sometimes overlooked in traditional educational settings. You can organize skill-development workshops for final-year students. 

Virtual/Hybrid Events: Companies organize job fairs, informal meeting sessions, career days and other events to reach more students. Traditionally these events were exclusively offline. Since the pandemic, hybrid events have become more popular. Virtual events are an opportunity to connect with prospective candidates regardless of geography. 

Leverage Social Media 

Social media can be highly effective in reaching the current tech-savvy and mobile-first generation. You can boost your employer brand using social media to showcase your company culture, share employee stories and highlight opportunities for college students and recent graduates. Using social media also naturally fits into a mobile-first strategy. 

New grads today are concerned about a company’s diversity, inclusion and mental health policies. Although you can have this information on your website, social media lends a more authentic voice to your brand. Using employee stories and testimonials, you can present real-life experiences.

You can also use social media to provide a glimpse into life at your organization. Sharing behind-the-scenes, everyday office photos and virtual office tours can help you curate your employer brand. 

Focus on Data and Insights

Recruitment strategies are becoming increasingly data-driven. Insights from different metrics enable you to determine your solution’s efficacy, troubleshoot problems and understand your return on investment. Similarly, campus recruiting will benefit from a data-driven approach. If you aren’t sure which metric to track, start with these: 

• • The total number of hires that came from each campus
  • The interview to offer ratio, i.e., how many candidates who were interviewed received an offer 
  • The offer acceptance rate
  • The retention rates of new hires

With these metrics, you will understand students’ interest in your company, what is (and is not) working, and how to change it. 

Optimize Your Application Process

Lengthy applications are time-consuming and lead to higher candidate dropouts from the hiring funnel. An application time of five minutes or less is ideal for campus recruiting and will encourage more applicants. On the other hand, screening and assessing hundreds of candidates is challenging. With hundreds of applications coming in, your team will burn out by the time you reach hiring decisions.

Campus recruitment is a large-scale event, and might feel chaotic at times. But fair assessments, including tech skill assessments, consistently show accurate results during recruitment. With the right tools, you can streamline the process and avoid confusion or bias.

Using an assessment or campus recruitment tool can help you optimize your hiring plan. CodeSignal’s University Recruiting solutions empower recruiters to streamline evaluations and identify the top 2–3% of software engineering talent with less time and resources.

Pre-Screen, a technical skills evaluation solution, is perfect for fast-paced, high-volume hiring like campus recruitment. To assess candidates, Pre-Screen utilizes over half a decade of machine learning to power skills evaluation frameworks aligned to key roles, such as early career talent.

Ready to Put Your Campus Recruiting Strategy in Motion?

Organizations frequently use campus recruiting to hire students and recent graduates into entry-level roles. To succeed with the current generation, you need unique strategies to attract, engage and retain college students. By adopting a mobile-first approach, organizing virtual/hybrid events and leveraging social media, you can attract new talent.

Lastly, improving the hiring process to optimize screening and assessments is essential in ensuring a smooth candidate experience. Learn more about how CodeSignal can help you level up your campus recruiting here.

The post How to Succeed with Campus Recruiting in 2022: The Ultimate Guide appeared first on RecruitingDaily.

Together with Magic Posts for Job Posts, which was released late last year, Magic Posts for Employer Brand provides end-to-end social media automation, CareerArc said. Among other things, it self-builds and self-publishes open job posts as well as employer-brand posts.

Anna Bersudsky, CareerArc’s chief product officer, said employers face increasing challenges as they attempt to gain candidate attention on social media. They need additional help “but that help usually comes at a steep price of added staff and increased workloads,” she said. “Magic Posts for Employer Brand solves one of the greatest pain points in recruiting,” specifically manual content creation and publishing.

The product helps solve common pitfalls of automated recruiting, the company said. Its features include:

• Automated post variation to ensure content creation that’s not repetitive.
• Automated post optimization to maximize content discoverability and conversion by applying the right image, hashtags and keywords to each post.
• Automated employee advocacy by publishing to as many personal and recruiter social media profiles as the customers wants.

CareerArc’s says its automation capabilities have the same power as any social media platform used by the market and rivals those found in the most popular social media tools used by marketing departments. It also offers an analytics platform that can track different aspects of campaign performance such as top posts over time, by content and by engagement type.

The first version of Magic Posts was launched in October 2021. At the time, CareerArc said the product automatically mixed and matched similarly tagged jobs, text, hashtags, images and video links to provide a constant stream of posts. All together, they amplified a company’s social media presence while saving talent acquisition teams “thousands of hours” of work each year

The post CareerArc Adds Social Media Tools to Aid Employer Brand appeared first on RecruitingDaily.

This is where the power of Social Searcher comes out to play. There’s searching based on title, name, email, or even keyword.  Since this video’s recording, your profile options have greatly expanded. This powerful tool can scour Instagram, Facebook, Tumblr, Youtube, Reddit, Instagram, and a whole lot more. It does these searches all at once, saving you precious time and energy.

I have honestly not came across a more powerful social media search engine…and it’s free.

The power and convenience of searching all of someone’s social media accounts is unparalleled. There’s even a unique feature dubbed “Sentiments” that I have never seen anywhere else.  Search by positive or negative reputation and find out exactly how they represent themselves on the internet. This is huge if you’re digging for the moral compass of a prospective client.

Advanced Search Techniques

Dean Da Costa also digs a little bit into his procedure for URL editing. He shows how you can manipulate URLS to circumvent a website’s weak search features. There are two notable techniques he performs that allow him to manually modify Social Searcher’s query, discussed below.

Google Search a Website

In the address bar, replacing “www.” with “site:” will perform a Google search of that URL. This is useful because sometimes a site’s entire database has already been catalogued by Google, and if that’s the case why use the website’s potentially crummy built-in search engine when you could use the strongest one on the planet?

Also, this filters google results to only that website. His exploration didn’t bear too much fruit in this particular case, but it’s a very useful technique for a myriad of situations.

manual query modification

The other advanced technique that I really dig, is changing the query by directly editing the URL. It’s important to pay attention to how the URL is composed, so you can change it without breaking something. For instance, if the URL is “site:whatever.com/search/Dean+Da+Costa” make sure to keep those plus signs between each word.

Yeah these are cool and all, but whats the use of these silly modifications, and more importantly how will it save me time?

Yeah but…Recruiting and Sourcing?

The latter technique is useful if you’re adamant on using this website frequently. You might not want to wait through that troublesome “searching” delay for EVERY single source. Would you rather wait 10 seconds 15 times or just once? Lucky for you I have a workaround.

There are multiple Chrome extensions that can do the same thing, but basically you can paste a bunch of URLS into the chrome extension, modify as you wish, and click the magic button. This opens ALL the links you type in at once, so be careful your computer can handle it. Examples of some edited URLS below:

You can search by Mentions, Users, or Trends. Each search type has their own unique URL format, so if you plan on doing batch searches keep that in mind.

Too Good to be True, What’s the Catch?

Social Searcher, while an amazing tool, is not the end-all-be-all. As far as the premium side to this engine, you cannot do more than 100 free searches a day. If you’re really doing more than that, you could consider looking at their subscription model.

If you’re concerned about the free account creation process, it just asks for email and password with a quick confirmation. No name, credit card, or subscription BS required.

Dean Da Costa makes video showcases of sourcing and recruiting technology all the time, you can check out his library of content on our site here.

We’re lucky enough to have Dean at #HRTX this March 23rd and 24th as one of our many amazing presenters! It’s going to be a wild experience you won’t want to miss, so make sure to register today.

The post Search All Social Media Accounts at Once and Look Cool While Doing it appeared first on RecruitingDaily.

Focusing On Fundamentals

One of the fundamentals of hunting for qualified candidates is leveraging Boolean search, and for me, it means marrying AND, OR (|), or NOT (-) to the site: command. This marriage is often referred to as X-Raying a website. It is a fundamental part of advanced sourcing.

If built correctly, delivers highly targeted results and helps find the most relevant candidates. This search technique can be accomplished in a variety of search engines like Google, Bing, DuckDuckGo and Exalead, just to name a few. For a deeper dive on search engines, take a listen to Ronnie Bratcher here.

I tend to use this method to quickly and easily locate candidates’ info from web sources that are indexed by these search engines with one Boolean string. The more you use the site: command, the better you’ll become at it and the more you’ll want to play with it as a tool to uncover profiles. So let’s play.

Let’s start with site:polywork.com before we get granular. Just starting, we realize that Google tells us that the Polywork domain has about 42,300 links for us to explore. On the other hand, Bing shows us less than half of the links to Polywork. This lightly illustrates how using different search engines brings back different results.

Why does this happen? Simply, it’s because each engine uses different algorithms and produces slightly different results. if you’re searching for something obscure, if one search engine is good, two is definitely better. You can even try a third or fourth engine before the diminishing returns start to make it a waste of your time.

Let’s add some complexity and get more specific. Let’s say that we are looking for recruiters or sourcers. Using site:polywork.com (recruiter | sourcer | “talent acquisition”) on Google, we discern that there are roughly 800+ profiles of recruiters, sourcers or talent acquisition folks.

Let’s dig into some of these results.

While looking for recruiters, sourcers, and talent acquisition professionals illustrates one type of search we could do, it posits the fundamentals for us to build upon.

Looking for Developers & Engineers

Looking for software developers and engineers is my bread and butter, my stock and trade, the bees knees. That’s what led me to Polywork in the first place. Let’s look for developers and engineers using Google. What do we find? About 10,000+ profiles.

What if we want to look for specific frameworks or languages? Ask and you shall receive.

Want to look for people in a specific geography? How about New York?

What about using some natural language search to find profiles that are “open to work”?

But let’s say I want to find their contact information? Remember the little trick I did previously with LinkedIn? Let’s do that using Polywork. 

In some results the email address is obvious, but in other instances, we need to dig into the profile. In this instance, the gmail address appears at the end of the Summary section.

Practice Makes Perfect

While using Polywork as an example produces profiles, there are lots of other social networks that you can use site: command to uncover and connect with prospects. Next time you come across another social site like Facebook, Twitter or LeetCode, try adding the site: command to the mix and see what results it will produce for you.

Remember, being a good sourcer or recruiter is to constantly remain curious. A great recruiter or sourcer acts on that curiosity and acts on it.

The post Building Within Site: Command appeared first on RecruitingDaily.

What about the kind of information you seek when hunting down an expert, candidate, or potential partner on a platform like LinkedIn?

It would certainly help to know proactively the types of projects each person has led, or all the relevant extras they take on across their professional and personal lives, such as hosting a podcast, mentoring, or volunteering.

Next Generation Professional Social Network

Welcome to Polywork, a professional social network where people share what they do and collaborate with others.

Polywork is a small design-obsessed team working on building the next generation professional social network to enable people to share what they do and collaborate with others.

They believe that the world needs better information on what people can do to make it more productive. lets users create a free personality-focused professional profile where they can share updates and send collaboration requests to others on the network.

In contrast to LinkedIn, Polywork features “badges” to highlight personal and professional skills and interests as opposed to focusing just on a job title. Users also have the option to add projects and accomplishments to career timelines.

Whether it was pivoting careers or starting new projects like a podcast or a store on Etsy to pass the time, the pandemic amplified a growing trend of people who do more than one type of work. Existing professional social networks use the job titles we hold and schools we went to as the main way to identify who candidates are.

Is This Flawed and Outdated?

Consider for a minute the myriad of similar job titles we look for Site Reliability Engineers. At companies like Facebook, these engineers are called “Production Engineers.” Looking on LinkedIn for “Site Reliability Engineers” or “SRE,” actually eliminates results based on job title that could be a fit for the role. 

Yes, as a social network dedicated to professionals, LinkedIn offers a treasure trove of business contacts, but I’d argue that there is more to learn about our candidates which yields better outreach and increased engagement.

All the result of being able to find or decipher a better picture of who our candidate is and what they are interested in doing or producing.

On the professional networking side, the approach allows users to get a quick visual overview of an individual — perhaps fleshing out some of the dry details they already saw on their LinkedIn account — and quickly navigate to individual examples of specific activity.

Recruiters looking for professional ice-breakers will probably relish the chance to find more up-to-date material to work with, ahead of making a cold pitch.

Current professional networking platforms don’t cut it. Your moniker might read “Software Engineer” or “Product Manager” or “Designer” and perhaps the school you went to. But these titles alone don’t come close to capturing what we actually do in our professional lives or the types of work we find motivating.

Enter Polywork and Resume 2.0

As opposed to being a resume directory with a social-professional network built adjacent to your resume profile, Polywork is a historical professional portfolio or journal that also is a social-professional network.

Polywork focuses on letting people tell their own stories and all they’re capable of, so we can meet new people, supercharge our teams, and unlock creativity.

From capturing details like who you collaborated with on various projects to career highlights, to a system of community-created badges reflecting both personal and professional traits, Polywork is building a new professional network, from the ground up, that reflects how we work in 2022. 

It looks like Polywork is building a professional network that strongly appeals to the aesthetics of young professionals like influencers, developer advocates, designers, hustlers, lifestyle entrepreneurs, models and musicians.

These have been the early adopters. While making these observations, it’s important to consider the function and future of resumes because it becomes apparent that this network is for everyone. 

What is a Resume, Anyway?

A resume is a pdf you email to a company. Another way to see it is that a resume is a burdensome standardized method of communication.

A resume is job-history-oriented, and that we use to verify an applicant’s supposed “experience,” right?

Candidate says they know Java, so they know Java. Right? Well, how well do they know it? Can you verify it via a code test or a code snippet from Github?

It’s not like carrying a certification from your state’s Bar Association, is it?

There is this supposed authenticity via the resume. With a resume it primes the hiring manager or recruiter to use job-history oriented as the filter:

• Is this person changing jobs too frequently?
• Does this person have gaps in their workplaces?
• Does this candidate really know Java?

After all, Java is to Javascript like Ham is to Hamburger. Same thing, right?

The problem with this analysis (and complete absence of logic) is that these are concerns and do not tell if an applicant is qualified.

Also, it does not adapt to the market as a whole.

Shitty References and Bogus Endorsements

References have not been legitimate for years.

Anyone can pretend to be your reference. Anyone can endorse your work without tangible proof.

People on LinkedIn will endorse me as being knowledgeable with SEM. This is preposterous.

The reason they endorse me: I used to place a lot of search engine analysts, managers, and sales people. It would be more useful if the proof of endorsement was tied to an activity such as posting a SEM certification like Google AdWords.

You can kind of replicate this on LinkedIn by mentioning people on a post in the public time-stream. However, it eventually becomes lost and cannot be easily filtered. The LinkedIn social network is adjacent, not your resume.

Opportunity Over Spam

Direct Messaging on LinkedIn, on the whole, is people messaging you for unsolicited services. It has us treat every connection or relationship with suspicion and apprehension.

Polywork has messaging with a purpose before being sent to a target user, a first big step to cut down on spam.

I could see them expanding this feature with their AI assistant to assess whether the sent message is genuine, meaningful and a wanted communication. The system could quickly penalize unapologetic spammers via an internal karma system.

Another option is to associate activity tags with contact types. This would allow contacting users to be forced to understand the context of what they are messaging for — and do their homework to understand if there is genuine alignment.

Can’t LinkedIn copy these features? Like how they can copy Instagram User Stories and Clubhouse audio chats?

Sure they could.

LinkedIn could replicate these features, but — and here’s the but:

The fundamental way the social network works, like connections and resumes profile through the public live stream, these features would be subject to exploit that render them not as valuable.

LinkedIn Resumes are not useless, but their value and purpose are going to change. LinkedIn is not positioned to deliver on Resume 2.0.

Find a Developer

If you know me, you know that I try 100 different ways to find developers and engineers. What does this Polywork have to do with developers?

The normal combination today for developers applying to a job is Resume + LinkedIn + Github.

Isn’t that a lot of “stuff” to supply in an application?

Polywork can solve all this in one package. I think that will be better for developer communities for their proof of work. 

Duplicative Work

Convincing people to duplicate their social networking activity or indeed ditch their existing hard-won social media networks looks like a big ask. The risk is irrelevance, despite a pretty interface.

Sure LinkedIn is boring. The whole point is that it’s low maintenance.

Polywork’s name and philosophy suggests it might be okay with being added to the existing mix of professional and social networks, i.e. rather than replacing either. But, well, a supplementary professional network sounds like a bit of a sideline.

Polywork launched in April 2021 but isn’t disclosing user numbers yet — and is currently operating a wait list for sign ups.

The post The Next LinkedIn appeared first on RecruitingDaily.