Category: Social Media
Free ebook! The cold, hard reality is this: Recruiting great talent is getting harder each day. Bit by bit, platform by platform, degree by degree, the recruiting world…
If you haven’t already read how content drives awareness and engagement, take a look at some of our previous articles on the subject, including the proof that content…
TL;DR: Not having the ability to market and pay salaries like Google and Facebook doesn’t mean you are relegated to second-tier talent. If you tell your own compelling…
Over at Recruiter.com, Matthew Kosinski interviewed Meshworking’s James Ellis about new data and insights surrounding the changing world of recruiting: So it makes sense that job seekers are…
Obviously, your job descriptions – those 550-word jargon-rich and meaning-light blurbs – are not getting the job done. You can’t convince anyone who might be at all selective…
Are You Tweeting Your Potential Employees Away? There’s no denying that I love Twitter. And I know a lot of you do, too. With 284 million registered users,…
Mistake #1: Focusing on their social media audience size Have you bragged about how big your social media audience is lately? Maybe you’ve hit a nice milestone, like…
By now you know that in order to reach anyone on Facebook, you need to open up your wallet. Whether it’s people in your fan base, or people…
In The Usual Suspects, Kevin Spacey has a line that the greatest trick the Devil ever pulled was making us think he isn’t real. Well, the greatest trick…
“Would you rather?” is the ultimate car ride game. If you’ve never played before, it works like this: One person dares another to choose between two equally horrible…
Take a moment and think about it: You are spending a lot of time and money preparing, strategizing and executing some sort of social media plan for your…
This is one of those “Good news, bad news” situations The bad news first: there is no single number that confirms your social media’s ROI or denies it….
I’ve always been a big fan of content. It keeps me informed. It gives me something to do on the train. It keeps me paying for cable. And…
The best digital talent acquisition tactics aren’t achieved once, they need to be repeated over and over. You don’t get fit exercizing once, you get strong and powerful going to the gym over and over. Welcome to the talent acquisition gym!
Content marketing for recruiting and talent acquisition isn’t like “regular” marketing, which is designed soley to drive action. Content floats around people’s personal defenses to spark new ideas and desires, like the desire to work with you.
Everyone in talent acquistion wants to get social media “right.” And because of that, many are scared into paralysis. But there’s is no right, only what’s good for your organization right now. Once you get involved in social media, you’ll quickly see that its an evolution and everyone you consider experts at it went through the same evolution.
Here’s an idea for your talent acquisition social strategy: if you try to talk to people in smaller groups, will they engage more? We looked at the data and discovered that yes, they do engage more. Some times a great deal more.
You are all hoarders. You work so hard to build out your talent pool, collecting the names and email addresses of potential prospects, embedding easy-to-use forms in your website and social channels – but what do you do once you have them?
It was the best of times, it was worst of times according to Dickens. But Charles never had to hire top notch talent in this climate.
Facebook and Twitter. They are the Adam and Eve of social media. Because they’ve been around for so long, we feel like we know them so well that we can take them for granted. But we can’t. In the years since they became marketing tools, they’ve undergone a series of changes, some evolutionary, some revolutionary. Knowing who they used to be isn’t as useful as knowing who they are now, so let’s take a look at the Romulus and Remus of having a reason to stare at your phone.
There’s a low-cost way to increase the value of your website, your existing marketing channels and your recruiters. Spending a little time and energy in this one spot could be the biggest bang for your talent acquisition buck. It would make people take more notice of your jobs, encourage the right people to apply and support your employer brand. It’s your job descriptions.
To steal from an old joke, everyone talks about content, but no one does anything about it. More accurately, everyone frets about content for their brand, but no one really builds a strategy. A well-considered content strategy turns a bunch of random dots into a pointillist masterpiece and doesn’t have to require months of planning.
So you are wondering if the time is right for your company to join in on social media. Well I am sure you know that you are already participating in it whether you knew it or not. However it is not like a switch that you turn on and then you’re playing in the social playground, it’s a bit more organic than that.
Actually the second you throw a bunch of employee testimonials on youtube is not the second you are playing in the social world either. For social media to work, it has to actually BE social. Social media is about sociology not technology. What makes things social is when two or more humans can share, collaborate, build and communicate together. When the audience themselves can participate with the content in a way that establishes a conversation rather than a one-way message, you have social. Companies that approach their strategies as a person and not as a marketer understands that it is about conversations not messages.
I attended the Web 2.0 Expo last week in NY and one session jumped out. It was delivered by Joshua Porter. His session was about designing for communities in a 2.0 world. Communities are extremely important to study for they are the interactive beehives that can drive these all so important conversations. They are usually groups of people that companies would like to tap into, and since they are already neatly organized around the subject matter that glues them together, it gives companies that would like to engage with them the content that they need to build the conversation with.
In his session he pointed out several definitions of what is a community in the first place. His long version:
“When you support an activity, when you make them better at that activity, by either supporting them directly or helping them support each other, then you gain the opportunity for that group of people to call themselves a community.”
That being said he also states:
– Community is not a feature of software
– Software doesnt make comunities, people do
– You dont create communities, you cultivate them
This is important as you think about your social strategy. How will your audience participate with your story? Or is it a one way communication? What will they gain by participation and does it have the “tipping point” value that makes them share it with all of their friends? Is it contagious? Do you really need to communicate to everyone and their friends, or is it best that you hone your strategy to communicate to higher targeted talent networks?