As with anything technology-related, nothing stays the same for long these days. Social media is no exception. Social has always been a moveable feast. Over the years it has morphed into a much different animal than it was in its humble beginnings. In fact, it is now a beast – everybody and their dog are now glued to their social channels. Brands are getting savvier and smarter at producing content and messages that target us more precisely. So, what’s next for the phenomenon that is social media?
LinkedIn is currently ranked among the top most popular and most used social media channels. The number of LinkedIn registered accounts has already surpassed the 460 million users mark and continues to grow with each passing day. Its popularity can almost be compared to that of Facebook but a point to note is that their objectives are quite different, thus making them not compete for the same market.
LinkedIn is mostly used in the world of professional networking and is the most popular platform for helping in the building of brands or even to showcase your skills in a particular field. In addition to this, LinkedIn has found a role to play when you are in the business of job searching or establishing partnerships with a wide array of companies. Not only is LinkedIn vital for business use, it also has a great role to play for individuals. The simple act of writing your profile in an outstanding manner could be responsible for your success in personal development and also in finding new opportunities in your career path. For recruiters, LinkedIn is a gold mine for both potential clients and potential candidates, you just need to know how to mine it!
However, despite all these advantages that are attached to having a great LinkedIn profile, it does not exactly come that easy. The optimization of your profile is something that you have to work for and some of the strategies which you can use have been expounded on in this article.
The potential that social offers recruiters is now well understood. The benefits are many and as a result social media has now become not just accepted – but expected – in recruitment. But nothing is ever perfect.
And, just like anything, it’s easy to fall into bad habits. As everybody knows, habits can be harder to break than they are to make. Here are 5 bad social media habits recruiters should stop today.
With so much competition across the board, recruiters need to find a way to stand out from the crowd and gain the upper hand and the confidence of possible clients.
While there are no set rules for success, here are some tips on how you can enhance your chances of becoming a major leader in your field.
When you’re a human resources manager or a business owner, you want to have access to the best, talented candidates possible for the success of your business. Talented individuals don’t stay on the market long, so it’s important to be accessible and engaged with the candidates where they spend most time.
Social media is a fantastic way to connect with an audience, and that audience is likely full of candidates who would make great employees. Almost all professional recruiters network, so why not attract talent using social media.
It’s all too easy to believe that the number of followers or ‘likes’ are an accurate barometer of how successful social media activity is. Of course, these are not referred to as ‘vanity metrics’ without reason – and for HR and recruiters the numbers are largely irrelevant.
Millennials have a deep understanding of the Internet, so what better place to recruit them than online? Through social media, it’s easier than ever to reach professional millennials that can provide great insight for your company. Locating new employees online is becoming increasingly popular, too – in fact, 86% of people currently in their first decade of employment use social media to search for jobs and research potential employers.
With this in mind, these 9 tips can help you locate your next millennial employee using a number of social media platforms.
Several researchers have concluded that more than 60% of candidates would not apply for a job in a company that has a bad reputation. Since the financial crisis in 2008, the talent pool has been constantly shrinking. Companies often need to go outside the regular recruitment process in order to attract the best candidates. Recruiters are taking the proven marketing approach when trying to attract top talents. This new trend is also called recruitment marketing.
Recruitment is a dynamic and changing sector that must adapt to keep up with the ever-changing working culture. Over recent years, with the boom in online recruitment and the power this has given the candidate, the industry has had to become smarter and prove its worth over automated job boards and social media platforms. With this, we’ve seen a rise in niche recruitment services.
So what are the benefits of being a niche provider, and how can the extra cost be justified to clients?
The important place that social media has within recruitment is now pretty well documented. Social media has proven itself to be highly effective in generating leads and attracting talent, particularly passive candidates. And, of course, those candidates — wherever they might be — now have an expectation that recruiters will use social media.
But despite all this, many recruiters are left frustrated with the results they get from social media. In simple terms, the mistake that MOST recruiters make when it comes to social media is that they expect too much of a return for too little effort.