How to Recruit with the Top Six Social Media Platforms?

The recruiting field has never been the same since the arrival of Social media in all its glory. As a result recruiting has evolved to accommodate the changing trends. Almost everyone these days is on multiple social network sites.  So knowing which social media will be best is just as important for recruiting. Most individuals are active on popular sites like Facebook, Twitter, LinkedIn, Google+, Pinterest and Instagram. So these sites would serve you best for recruiting talent.

With such a large database of potential applicants available; including the features that these sites have integrated into their sites, the recruiting process has been simplified for recruiters. Thus a recruiter’s performance has improved, making it effective and efficient. If you’re wondering, “How to Recruit with the Top Six Social Media Platforms?” then you’re in the right place. So let’s begin with the most basic ones.


No matter how you look at it, it is still the biggest social network out there with over 1.3 Billion registered users and growing. It’s been positioning itself as the place to search for people, grow your business, and market goods and services. So here’s how it can be used for recruiting?

You can start by creating a company page and ask people to “Like” it. Once they do that, they will start to receive your job ads and updates on their timeline. As your network grows organically, you can then pay to extend your reach to new audiences. The statistics suggest that paid Facebook pages rank higher than unpaid ones. This will, in turn, boost your search engine ranking and assist the content to be picked up by aggregates.


Second in line with Facebook is none other than Twitter. With its features like broadcasts called Tweets that give you the flexibility to use 140 characters to assist the visibility of the posted content. The best thing about Twitter is that anyone from anywhere can view your posts and that too at any time. With Twitter, you can even schedule your tweets to be posted at different intervals with the assurance that your post will be viewed at different intervals as well.

Another useful feature is that of hashtags (#jobs, #hiring). This simple feature helps viewers to search, identify, view and follow your posts, which in return keeps your users wanting to know more about you and your activities. In short, you keep them glued to the activities if they are interested in it and also generate an interest where none exists.


Unlike the above mentioned social networking sites LinkedIn is geared towards professional users and has more than 250 million users. LinkedIn also has an account devoted to recruiters alone. This feature gives them access to their entire database of users comprising of different fields and supports Boolean Search Strings. Recruiters can avail of these benefits of all these features and a lot more just under one umbrella, how great is this?


I guess by now I’ve covered this site enough in previous articles, so do I need to spell it out for you? Well just in case does this ring a bell? It’s a site meant for creative individuals, so the majority of the individuals you will get will probably fall within the same group. So if you’re looking for more information on this subject you can visit the blogs on Pinterest.


Similar to Pinterest is Instagram but of course with more features that can complete your recruiter needs. Sharing pictures never get old and is just as effective as simple text. So just like both Twitter and Pinterest one can share pictures of their workplace. Both Twitter and Instagram have the video feature inbuilt and even share the hashtag feature.  Here too you can post job specs like on Pinterest and is a great marketing and branding tool that will add to your candidate experience. Apart from this users can portray and highlight their skills as graphic designers, user experience, videographers, and web developers.

So stop reading and start using, else you stand to lose a lot by wasting more time reading when you can be out there collecting your profit by using these sites to its full potential before anyone else catches on and steals your profits.

How to Conduct a Successful Campus Recruitment Program?

We are all aware of the concept of Campus Recruitment program but how many of us as recruiters can ensure that it will be a successful event. I think we all know the answer to that not that often. With more and more companies turning to social networking sites to fulfill all their recruitment needs. Wouldn’t it be great if we had the right tools and the knowledge that goes with it, to improve our performance on the whole? Therefore, the question, How to Conduct a Successful Campus Recruitment Programcomes to the fore.  So let’s find answers to this question.

Form Relations

For campus recruitment to be successful it is essential that you build, develop, manage and maintain campus relationships. This can be achieved mainly by long term results and not by short term ones and is definitely built upon strong relationships. Some ways this can be done are –

  • Hold internships programs
  • Hold career fairs, job-posting services
  • Hole On-campus recruiting programs
  • Continuing internship programs
  • When openings aren’t available, take the initiative to continue the relationship by
  • Taking part in mock interviews
  • Performing resume critiques
  • Host introductory sessions
  • Be a guest speaker

These are some ways that you can form and strengthen your relationships.

Start with realistic goals

Whoever has been in the recruiting industry long enough will agree that recruiting starts with developing realistic goals. When setting goals and to identify whether they are based on supply, demand and related facts here are a few questions that you might want to ask –

  • How large is the potential pool?
  • Where are the candidates?
  • Who are your competitors?
  • What are they offering?

If you do all of this work upfront you’ll definitely be able to set reachable goals that are fact-based.

Measure and analyze the results

To be a success, it is essential that you analyse and measure your results so that you can get a fair idea about the progress. Here are some tips –

  • Track how many hires you make
  • Track your interviews on the number of offers, offer to acceptance and also the retention rates

These insights will help you understand where the problems are. For Instance, if there are a high number of interviews but fewer offers then you know that there is a problem with screening. Similarly, if you extend many offers but receive few acceptances that could mean that there is something wrong in this aspect of the procedure. Some other questions you should ask are –

  • Is your job description too vague, meaning that your candidates can’t screen themselves out?
  • Are you unclear about what you want in a candidate?
  • Where are the snags?
  • Are your salaries competitive?
  • Are you taking too long to extend the offer—and thus losing candidates to other organizations?
  • You can also find out the reasons as to why your offers are being turned down

Start an Internship program

Well, this is a perfect strategy to improve your hires and make them full-time employees that too by simply holding an internship program. These interns are likely to be good employees as the can be molded into working in accordance with the employer. They are perfect candidates that you can invest in to build your company.

Make sure that you focus on all these aspects, if you wish to have a successful Campus Recruitment Program, this will also improve you’re branding if done effectively.  There you have it, you can now be assured that the Campus Recruitment Program will be a success if everything is done effectively and in an efficient manner.

How to Choose a Social Media Analytic Tool?

In a technology-driven age and the rise in the number of social media users it is essential for companies to be present online, active and updated at all times. In view of the current trends the company’s need to ensure that they are aware of the latest developments in social media to improve their branding and to capture suitable candidates for vacancies that may arise.

With the number of tools like Hootsuite, BottlenoseFacebook Insights, Google Analytics, Klout, Meltwater, Pinterest Web Analytics, etc. that crowd the Internet on regular bases, choosing a Social Media Analytic Tool to suit your needs is a difficult task. So to make things a little easier;  here are some points that you need to consider before choosing a social media analytic tool that works for you.

There are several analytic tools that serve different needs; therefore you need to choose one that fulfills all your requirements.

Browser Check

To ensure that you can install the desired tools or extensions that support your choice of the analytical tool, ensure that you have Firefox, Google Chrome or Safari as most of these tools generally work with these browsers; apart from these you also have others. These browsers most definitely support the analytical tools mentioned.

Monitoring Channels

Based on the channels that you need to monitor, you should pick your tool. The most common channels monitored and used are Twitter, Facebook, LinkedIn, Google+, Instagram and Pinterest. Most analytic tools cover all of these channels but to make sure they do, you need to review the chosen social media monitoring tool.

Budget and Plan Accordingly

Based on your budget and needs you can then choose one that serves you best. Check the rates or you can also go in for a free tool, besides some have a trial period which is free so you can pick them and see if your needs are met.

Check the Stats you get

Are the stats that you receive the ones that are helping you or are they irrelevant and time-consuming? Based on these aspects you can then choose the one that gives you stats on all the activity of all your accounts and the performance of your products if that is your requirement.

Data Collected

See if the data you receive through the analytics is real-time data, complete, sufficient and up to date. Analyze the information and see if you have any improvements that will boost the traffic towards your site and verify which aspects are assisting the company’s branding.

Some examples of free analytic tools are Tweetreach is mostly good for marketing, advertising, and branding campaigns; Klout, Hootsuite and Social Mention are popular ones due to their remarkable features and real-time inputs on the activity, posts, tweets and anything related. These tools give you information about all the aspects involved in order to track the performance. Once analyzed it can give you insights into improvements for the company’s branding and even boost sourcing as an added advantage.

How to Apply SEO Principles to C.Vs. and LinkedIn Profiles?

It is a common notion that Search Engine Optimization (SEO) only applies to Blogs and SEO articles while that may be true it can also be used to boost your job hunt as well. Knowing “How to Apply SEO Principles to C.Vs. and LinkedIn profiles?” gives you an edge over your competitors and thus improves your chances of getting noticed by Sourcers.

But before you do this it is important to have a basic understanding of what SEO is all about.  It is a writing and web page technique that boosts the visibility of the website and improves the ranking in search tools like Google, Yahoo and Bing. This technique brings your webpage or blog within the first few options which are where you want your webpage to be. Statistics suggest that most individuals usually view the first few results and then type in another search. If your page ranks within the first page of the Google search itself you’re likely to get a lot of traffic towards your website or blog. So if this is done correctly, it will automatically affect not only your visibility but also the ranking.

In a nutshell it is a technique that enables your webpage or blogs to rank among the first few searches within the first page of a Google search thus directing all the traffic towards your webpage or blog.

Keywords Used

The foundation of good SEO is the keywords used. So what are keywords? These are commonly used words or phrases that people are likely to enter in search engines. For instance coffee, brew, coffee beans, roasted, etc. are all related to each other which when used together are woven seamlessly several times into content created. These keywords differ according to the profile for which you’re job hunting. If you’re a graphic designer the words you should use depending upon your experience are Photoshop, Composition, Layout, and Creative.

Profile Completion

When completing your LinkedIn profile for instance it is preferable to begin the description with your name as it acts as a keyword in itself. In addition, you also need to use these keywords within your profile to get the desired results.

Titles & Subtitles

If you thought keywords were to be used mainly in your profile then think again. These same keywords need to be in your titles and subtitles as well. If you want to create an impression with your profile then you need to have titles and subtitles that will convey the message too. Titles and subtitles that stand out and that attract attention are likely to receive a better response from Sourcers. Another aspect to focus on is to ensure that the keywords and headlines used to highlight your experience.


Another important aspect to focus on to improve the visibility of the webpage via the Search Engine is the number of quality links that point towards your webpage. These search engines function based on the answers to these questions:

  • Which other websites point to this webpage?
  • Are these sites of high quality, substantial and popular?
  • Have these sites been around for a long time and whether they are managed to keep their reputation?

You might have noticed that recommendations and endorsements are generally done from professionals who might be from a group. This too assists the search engine to function effectively.

If all of these questions are answered then chances are that your search engine is functioning properly and this will be highlighted by the results you see. If all of these aspects have suitable and relevant keywords it will definitely boost your visibility and ranking thus improving your opportunities simultaneously. So what are you waiting to integrate keywords that best highlight your experience into your LinkedIn profile and in your C. V. and watch your opportunities grow.

Effective Outbound Recruiting Strategies

The recent developments in the recruiting field have resulted in the crowding of Social Media with posts which can affect the quality of hires. So as an alternative to this, recruiters can take advantage of traditional methods that seem to be fading out. One such strategy is that of outbound Recruiting. The outbound recruiting strategy never grows old; as if all other methods fail, recruiters can always rely on the outbound process for their recruitment needs.

So recruiters can look at the outbound recruiting strategies as a safety net to fulfill your requirements. These are very effective ways to build your company’s branding and even get the word out of your company and its products. So let’s find out more on these strategies that seem to be the answer to our recruitment issues.

Leverage the right people

When we talk about leveraging people, we are referring to individuals that were part of or within your organizations having a significant or a relatively important place in your company or individuals that are a part of the institute where you wish to conduct your campus recruitment.  For instance, alumni from that same institute or employees or interns from your company can have an impact on the applicants. Aside from this even if you have former students as your employees or interns holding the sessions that too can affect the candidate’s attitude towards your company.

Using Existing Platforms

Existing platforms such as your company’s website and of course social media that aren’t as crowded as the popular ones can also impact a potential recruit’s attitude to your company. You can also use popular media if you get responses. So make sure that all these platforms have positive content on them at all times and is updated from time to time, so that they promote a healthy attitude towards you and your company. As this too affects the quality of candidates you receive.

Have a Personalised Strategy Ready

Research has proven that students are likely to respond to personalized methods of connecting to them for a particular job opportunity. You can also use frequently used job portals to meet your requirements, even though it is an online mode of communicating your job vacancy and that too a cost-effective one, I presume.  Make use of a resume book database or an institute’s resume book database. When emailing such potential recruits, ensure that you do it directly from your company; it makes a big difference in their perception of your company.

Hold Company Presentations

This is a great way to get to know potential candidates, as they have a chance to interact with you on a first-hand base and get all their queries or doubts resolved immediately. Besides students will respond better to your campus recruitment in the future as they have met the company representatives. So whenever you do hold a campus recruitment session, make sure you inform the ones who questioned as they are the ones who are sure to respond and notify their friends who are seeking a similar job opportunity. When conducting a presentation ensure that you have the right people, as this plays a major role in the impact that you have on potential recruits as a company looking to recruit talented individuals.

Career Fairs

This is another interesting technique that can yield good results. It is relatively similar to campus recruitment but the difference lies in the participation of several companies from different fields ranging from small, medium to large-sized. So your competitors increase, thus, limiting your chances of capturing the right talent with the desired qualifications. Nevertheless, it’s a great platform to build a reputation so that the next time you participate in one, you are likely to receive a better response nonetheless.

Therefore, make sure to use these alternative techniques to capture talented individuals that best suit your needs and to boost your selection process of recruiting. This is a nice opportunity to take advantage of, especially since most companies prefer to scout for candidates using social networking sites rather than making use of the traditional methods that can still be applied for the same purpose. To end on a positive note here’s something to think about, “Opportunity; is missed by most people because it is dressed in overalls and looks like work” – Thomas A. Edison. If you have any views do post them in the comments section and we’ll be glad to add them in.

%d bloggers like this: