Deciding that you want to be active on social media is always a good start. It’s then what you do next as to whether you execute social media effectively or not.
Recruitment was never an industry to shy away from new technological advancements and tools that would help people do a better job. In fact, you might say that as far as the business world goes, recruiters and other people from the industry have traditionally been among the first to adopt new technologies and aids that made them more efficient and successful.
It is therefore no surprise that a number of recruitment companies and other people who work in the industry have started including big data in their conversations. Some people have already started tapping into the immeasurable pool of information that is big data, while others are still thinking of ways to put it to good use. The important thing is that it is becoming more than just a buzzword of the day.
Social Media has revolutionised the way that communication is being done, professionally and personally. As per some research carried out in 2011, it was found that almost half of the jobseekers in the UK use social media to find and apply for jobs. It was noted that nearly 20% use Facebook and 33% use LinkedIn.
With such stats at hand, after deciding you’re going to take your agency to the world of social media, it then becomes a little difficult for agencies to decide which platform they need to be active on.
It’s 2016, and it’s a high time for all recruiters to be accelerating their social media strategy. Gone are the days of ‘toe dipping’ into the great unknown. Social media needs to be embraced as the fantastic (and essential) recruiting tool that it is. Time, of course, is the big issue. All recruiters are busy people, and many recruiters feel that they simply don’t have the time to invest in a social media strategy. That is why, for some, their social media recruitment activity never really gets beyond the aforementioned ‘toe-dipping stage.’ But, with a coherent strategy, commitment and a bit of patience, the potential returns are well worth the investment of time and effort. Read more
In a busy sales orientated role such as a recruitment consultant, some degree of structure is normally a good thing.
I am no fan of those recruitment organisations that like to structure every minute of your day (naming no names but we all know who they are!) but in my experience, salespeople are normally more effective where they have some structure to their day.
Wasn’t the world of recruitment much simpler before Facebook and LinkedIn came along?
Your laser focus network was your tool of the trade. You knew everybody within your managed sector and clients listened to you for advice.
Now they much prefer to push their questions onto the internet as a status update. Your years of accumulated network and expertise are exchanged for a faster pair of hands to connect with the candidate before your client does.
Recruiters are usually prodigious users of LinkedIn but are they actually using LinkedIn effectively and building credibility and influence?
Many people like to believe they are doing all the right things but how do you really know if you are a LinkedIn super-user or a super loser? (tweet this)
Ok, just so you know, I’m half way through this. It’s a bit like a sticky break up.
Recruitment is-a changing. When I first got into it we were faxing (google it) CV’s and the internet had only just started to emerge. Now it’s all internal recruitment, job boards and social media.
Now I’m not saying that’s a bad thing, in some ways I actually welcome these platforms as they actually can create more opportunity for us. But I’ve noticed it’s giving clients a greater sense of “why should we use you?”, which in turn is making me evaluate who I partner with. Read more
How many job applications have you deleted today? 10? 20?
When I was actively recruiting for other employers, I was deleting about 50 job applications per day. That’s about 1,000 of them over a month.
If you are constantly reposting a job listing due to irrelevant response, you might like to do some reflection before hitting the publish button again.
In fact we are shown how not to do it almost every single minute — from your job applicants.