Social Recruiting

Gems from

People Who are

Crushing It

15

www.smarterer.com/skillsets

“Great recruiters have a keen sense of communication. Everyone wants a piece of you and part of the job is being a czar of communication. Like pimping, it ain’t easy.”

- William Tincup Click  to  tweet  this  quote!

“Instagram now offers the ability to source, and search for both users and hashtags, just like Twitter. The mobile platform means recruiters must take to

their iPhone and Android devices instead of their computer.”

- Jessica Miller Merrell, Blogging4Jobs

“Recruiters can now use video to put a more personal touch

on the job description. Putting a face on the company will engage

prospective hires, while at the same time portray more information in a shorter amount of time.”

– Josh Tolan, Spark Hire

“All the people you really want? They’re checking their

smartphone before they get out of bed. Get a real mobile version of your careers site, and you transition some of that early

morning/bedroom traffic into conversations.”

- Kris Dunn, iMomentous

“Put your brand out there for candidates to see. Once you have done that,

clearly communicate your expectations, calls to action, and follow-up. Do it in

your own way, using your own words, adhering to your own mission.”

- Daniel Banfield, HireVue

“Employers need to optimize their mobile site for users. That means

no questions that require long, drawn-out answers.”

- Hari Bayireddy, iMomentous

@“[LinkedIn] Mentions makes it quick and easy to reference a contact in your status updates. The person you mention will receive a real-time notification, which will

keep you on her radar screen and promote ongoing discussion – which could lead to an opportunity.”

- Lindsey Pollak, LinkedIn

“Since you wouldn’t go to your employee and demand to

be invited to her birthday party, so shouldn’t you request

access to her social media circle.”

- Alexandra Levit, Silk Road, Ink

“Ensure jobs are posted, shared, and liked on social

networks to facilitate the broadest distribution of open

positions to the highest quality sources of external talent.”

- Ellen Julian, Peoplefluent

“Organizations can look at what people have pinned [on Pinterest]. It also allows them to see who else shares their

interests — further expanding their talent pipelines.”

- Sharlyn Lauby, HR Bartender

“Too many recruiters are forgetting the “social” part of social media, and are losing out on the trust and relationships that are so important for successful

candidate sourcing. Being able to deliver a message your ideal candidate wants

to hear is a crucial step that often gets missed in the “quantity over quality” efforts

of many recruiters today.

- Kate Stull, SourceCon

“One thing I am convinced of is that if you are serious about

content creation, you need a hub. I may have spokes of content

out there but if someone wants to get back to me, there is only one place that happens—[my blog].”

- Lance Haun

“What I find particularly fascinating about sourcing via social

media is that you have to begin to wonder what non-standard

titles and terminology people might use. There is no list or guide,

and you can only find what you search for.”

- Glen Cathey, Boolean Blackbelt

be creative

“Optimizing social platforms for recruiting requires more than just posting jobs on Twitter or creating a Facebook page. It’s also about

understanding candidate behavior, creating timely, topical, and engaging content, and then making sure search engines can find it.”

- Steven Z. Ehrlich, TMP Worldwide

“Being visible in social media is a business imperative. The longer any

company steers away from connecting through popular platforms with its consumers, the easier it will be for more social businesses to shift market share from the companies that are busy burying their heads in the sand.”

- Daniel Newman, Millenial CEO

Social media is

empowering people

to learn new skills

faster than ever…

Create a SkillSet

Share with Candidates

Test Candidates

Review Scores