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A Guide to Using Social Media in Your Job Search (and for Recruiters!) - (Infographic)

While it may be tipped as an infographic for job seekers, there is an awful lot recruiters can take from this infographic on social media usage. So, as your reading, think recruitment, but as always, stay tuned for our top takeaways on how you can integrate these tips into your own recruiting methods (they’re highlighted below):

using social media in your job search

Top Takeaways:

  • 73% of 13-34 year olds found their last job using social media. I should know, I’m one of them!
  • Screen Shot 2015-05-11 at 14.42.05When posting job tweets, be sure to utilise the humble hashtag. Not only do they make your job tweets searchable within Twitter (e.g. anyone who searches for the hashtag you’ve used can find your tweet), but they also help people understand, at a glance, what your tweets are about. For example, if you’re advertising a sales job use #sales or #salesjobs in your tweet. That way, anyone looking to discover tweets using the #sales will be able to find you tweet. Similarly, anyone who comes across your tweet will know at a glance that it is about a sales role, because you’ve chosen to highlight #sales. But try and keep your hashtag use to a minimum. 2 or 3 is okay, but tweets that use more than two hashtags have been proven to receive a 17% drop in engagement. So only highlight the most important words. And once you’ve determined the most appropriate hashtags for your tweet, the best way to use them is to integrate them into the wording of your tweet rather than just adding them all in at the end. It looks better and it saves space where space is very limited.  For more job tweet tips, see our blog The Anatomy of a Perfect Job Tweet.
  • If you are an in-house recruiter, set up a dedicated careers Twitter account for your company. It’s the perfect place to tweet jobs and as the account grows in popularity and followers you will develop a wonderful candidate pool to pull from, candidates you know are interested in the company and what it does. We just set one up – @soctalentjobs.
  • Screen-Shot-2015-03-18-at-15.21.51Start using a tool like Tweetdeck to monitor the social conversations being had about your company and your job tweets on Twitter. If you’re still unfamiliar with it, TweetDeck is a free social media dashboard application that allows you to easily manage a number of Twitter accounts, topics and hashtags on one screen. It’s the most popular Twitter application on the market and has been since 2009. Essentially, TweetDeck is a social listening tool that allows you to monitor the conversation being had about your company, monitor hashtags you use in your job tweets (to see how other recruiters and job seekers are using it), and it can be used to get involved in the conversations of the industry you recruit for. TweetDeck allows you to follow trends more easily, monitor any retweets your job specs may be receiving, and respond to mentions and followers faster.
  • One of our biggest mottos we preach to our users here at Social Talent is to “fish where the fish hang out”, which essentially means that you should always go looking for candidates where they are most likely to be e.g. tech candidates are more likely to be hanging on on GitHub and StackOverFlow than Pinterest. But as this infographic points out, almost everyone these days has and uses a Facebook account. Therefore, it makes sense for your company to have a presence on Facebook in the form of a company page.
  • Utilise your company’s social media accounts. Whether it be your LinkedIn Company Page or the Facebook page we just spoke about, be sure to keep them regularly updated with relevant content your followers will enjoy. Industry updates, relevant news stories, the day-to-day goings on in your company, pictures of your staff at events or having fun at work, bakes sales, sports days, nights out etc. Just use these accounts to build excitement about your company, what you do and being an employee.
  • Post these updates regularly. Regular posting displays the company’s passion for their employer brand and for their staff.

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