Tag Archives: socialmedia

5 Reasons for Recruiters to Monitor Social Media

Traditional methods of Recruitment are gradually being replaced by Social Media, seeing as it is a new era that is evolving at a fast pace. The task of a Recruiter just got easier and more fun. Never before has obtaining contacts been so simple and acquiring Candidates of calibre is now easy too.

If you thought that Social Media was only for portraying your social presence and to catch up or mingle with your friends, well think again. Owing to the huge success that is Social Media and its ever responsive users, even Business owners have realised the potential of Social Media and its effectiveness in marketing their products.

So before you post something on your page, stop for a minute and analyse your posts because even employers are active on these sites. What you post is evaluated and viewed at the time of job hunting too. And don’t think that this doesn’t apply to you because you’re a Recruiter in fact it mainly applies to you as you’re representing your company.

As a Recruiter part of your job description usually requires you to not just monitor Social Networking sites but to build your network as well. And the way to enhance the quality and quantity of your Connections is through Social Media. So why monitor Social Media?

5 Reasons for Recruiters to Monitor Social Media

Online Presence

Well if every second person is active on Social Media you too are probable there; working hard to collect potential candidates for your company. Well even employers and their competitors are fairly active online but for branding. Doesn’t this make you wonder, what a small world we live in? Everyone you’d want to contact and the ones you wish didn’t get in touch with you are all there doing the same thing, you do. Thus your presence or the company’s is equally important hence be cautious and professional on the page at all times.

Monitor the Online Presence

With similar companies mushrooming in different pockets, it is absolutely essential that you know and have first-hand information on the latest developments in your connections and that of your competitors. Hence, the proverb, “the early bird catches the worm” holds true for anyone in the Recruiting business and for a company’s competitors too.

Track Candidates

Although Social Media has made the task of reaching customers fairly easy it also requires you to monitor them so that you are targeting the right people with your job specs. This is important especially when you have over 2 billion people active on Social Media sites with different interests and counting. You don’t want your efforts wasted; you want it to be worth your time and effort spent, to achieve the best results and being cost effective. You don’t want to market to the wrong people and risk losing potential Candidates while simultaneously affecting the company’s reputation.

Get Queries Resolved

Resolving the queries that potential Candidates bring forth via interviews is a part of the Recruiting process but a vital one. This is because it plays an important role in the Candidate’s decision making process. By giving solutions you speed up the process and are likely to land with the desired Candidate at the right time, before they are picked up by another company. Let’s face it acquiring good talent is not a common occurrence but rather a rare one.  If you’re a Recruiter you’d agree to this statement.

Identify New Marketing Opportunities

The Social Media platform is filled with endless opportunities that haven’t yet been discovered, so why not be the first to use it to your advantage. This will automatically filter out those competitors who haven’t yet encountered this method before they catch up with you. This will give you access to the best pool of Candidates available at that time and that too with the right calibre.

Like I always say explore all your opportunities before you decide on one and stick to it and even then explore some more. As you will never know when that effort will pay off and land you with a suitable and adequately qualified employee. So look for a way on how you can convince him / her to join your company or risk losing that Candidate to another instead. You definitely don’t want that, now do you?


Using Latest Communication Tools for Recruitment


The modern techniques or trends of recruitment have boosted the Sourcing process for recruiters and companies as well. The modern method of recruiting no doubt has improved the recruitment process due to easy access to a huge database of Social Media like LinkedIn.

Gone are the days where job seekers went through job ads in newspapers while employers waited and hoped that the right candidate would walk in. Most recruiters and human resource departments have resorted to modern methods of sourcing candidates.

Social Media a Recruiting Tool

One of the modern ways of recruiting is through Social Media platforms like LinkedIn. Everyone who is anybody most definitely is on LinkedIn so getting desired applicants is now easy. Most Sourcers looking to fill in a vacancy would do better if they used social media sites. These sites with a huge database of Candidates also have at their disposal all the necessary information a Recruiter is looking for and is cost effective too.

Social media platforms like Facebook and Twitter allow employers to post job ads on these sites, apart from this they can even swift through potential candidate profiles and create a selection list of candidates that are suitable for the post. This is possible because these sites also give all the necessary information to Sourcers. Therefore they are perfect ways to source Candidates with caliber. They can even help you schedule your job postings at an appropriate time that yields maximum results.

Mobile as a Recruiting Tool

Well if you thought that social media is probably the only trend that most employers follow to capture candidates you are mistaken. Because aside from Social Media Recruiting you also have Mobile Recruiting as the recent trend making its mark, due to its availability. Besides it is easier for most individuals to access as it is flexible.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           The flexibility it provides enables individuals not only to view job postings but also to apply to the ones that interest them instantly no matter where they are or even if they are on the move. When conducting Mobile Recruiting you need to ensure that your job posting is visible on a small screen like a Mobile and is easily viewable without disruptions.

Both these tools if used together can boost your search for the right Candidate at it gives you access to Passive Candidates apart from the active ones. Each tool has its own advantages that can speed up the process of Recruiting and capture suitable Candidates for the vacancy. Therefore for modern Recruiters knowledge about Sourcing Candidates via Social Media channels and Mobile Recruitment are essential.

Let’s not forget our all-time favorite Recruiting methods of communication like a simple message, email and the most effective way to verify the information making a call and then having a face to face interaction with suitable Candidate.

These are some of the most effective methods of sourcing Candidates that have served Recruiters well and continue to be as effective as before. So go ahead and use these methods to receive results and select the suitable Candidates.

New Ways of Social Media Recruiting

Gone are the days when recruiters used to use traditional methods of marketing, job ads. The traditional methods of recruiting include the distribution of pamphlets, newspaper job ads job portals and referrals. These days’ with Social Media dominating the way we connect with people it has improved the way recruiters look to hire talented individuals.

Popular Social Media sites like Facebook, Twitter, LinkedIn, Google+ and Pinterest are but only a few examples of the sites that most individuals are active on.  With the majority of applicants spending most of their time on these platforms, targeting these users is fairly simple due to the developments in these sites and posting job specs is also relatively simple. So what are these, New Ways of Social Media Recruiting?”


Where to Begin

As the heading clearly states; you need to start where the people flock, if you are to get anywhere in your Recruiting or Sourcing process. It is that simple, go to Social Media sites because that’s where your potential candidates are job hunting.

Know which Social Media sites to browse through

It may sound obvious, but it isn’t. While you have several social networking sites available not all, serve you best. Sites like LinkedIn, Facebook and Twitter are preferable due to their large database including their features. But industry focused sites or blogs have a small database to choose from that comprise of specific field related audience.

Recruiting online begins in your office

When building online connections for Recruiting; don’t forget your biggest asset, your current employees. It is important to note that internal recommendations are the best way to get reliable employees. Besides you can even request your employees to post job ads on their social network sites.

Quality V.S. Quantity, which is better

Although it is preferable to have a lot of connections, it is also essential that you have quality connections. Put simply, having 500 connections is not as effective as having 50 connections that know you well and who would help you with your recruitment needs.

Use LinkedIn

LinkedIn is more than a networking site it is a dedicated business networking site. Its layout and display of information is in the resume style. This enables you to get a view of all the information at first glance. Besides, it even has the groups feature, which helps you to participate in the forum discussions. You also need to answer the posts on the forum if you have some information to contribute and help’s you to get recognised as well.

If all of these aspects are taken care of you are likely to get more applicants if they recognise you. With the kind of connections you form you can then boost your Recruitment process while you get noticed. So pay attention to all these aspects to receive the best results. I leave you with an encouraging thought, Don’t let the fear of the time it will take to accomplish something stand in the way of your doing it. The time will pass anyway; we might just as well put that passing time to the best possible use.” – Earl Nightingale

Insights into Social Media Monitoring

Social Media monitoring has now become essential for every individual who refers to themselves as a recruiter or Sourcer. The concept of Social Media Monitoring has recently caught up with the current trends due to the realisation of its effectiveness in almost all aspects of a successfully run business.

So if you’re wondering what these “Insights in to Social Media Monitoring” are then you’ll be glad to know that this is exactly what will be covered as you move forward. These are the things that you should be focused on while monitoring either yours or the company’s page. So let’s begin with the basics.


Watch the Opinions expressed

Well individual opinions matter a lot, so check if the opinions mentioned are positive or negative. If negative, you need to check if it is following a certain pattern. If that is the case then you need to identify all the possible reasons for the case.

Focus on the Feedback

Even paying attention to the feedback given by customers about your product or services and the feedback floating around Twitter too can give you information that you wouldn’t come across otherwise.

Check the Questions Mentioned

Even the Frequently Asked Questions (FAQs) can help a great deal as these common questions is what your consumers are looking for answers to. So you can use this opportunity to create a piece of content that helps answer all these queries.

Keep Track of your links

By keeping track of who’s linking to you, helps so that you can link back to them. Remember that social media is all about linking and connecting to more individuals to expand and build your connections. Simply because you need to build your brand up if you are seeking individuals to join your firm.

Language used

Remember that the language used is simple and easy to understand by the masses in general. So it has to be precise and to the point as far as possible because you want your potential customers or in this case your recruits to understand full well about the company they are hoping to work for. Another aspect that plays a role is if your company has information in different languages make sure that it is appropriately and correctly translated. You don’t want to miss guide your visitors.

Resolve Issues

If most of your customers are complaining of the same problems with your product, you can utilise this opportunity to fix the problems and let your customers know that you have resolved the issue. Your audience is likely to respond to you if they know that their issues have been taken in to consideration and not fallen onto deaf ears. This needs to be rectified at the earliest, as this will boost your response rate.

Content monitoring

Apart from the language used you also need to check if there are repeated topics, because this will give you insights into the common and recurring topics that most people are interested in. So you know what interest’s your audience hence you can put in measures in place that keeps them glued and wanting for more, thus they are engaged. This is supposed to be your main goal.

These are but a few that I’ve come across, so if in case you know of a few more or are aware of some that I haven’t yet mentioned and that are part of the points discussed, then you can always mention them via our comments section. It is designed just for that, so make sure that you use it and helps us improve and update the information that we already have.

Talent Acquisition & Sourcing Conclave (#TASCON15) – Activities

The Talent Acquisition and Sourcing Conclave (#TASCON15) was a grand success and began with an opening session by Yusuf Pathan, the Managing Director of Key Resourcing. He gave a brief introduction about Sourcing Adda (@sourcingadda) and #TASCON15. The launching of Sourcing Adda was based on the realisation of engaging our patrons. With that in mind several activities were started like Webinars, Tweet Chats, Mega Sourcing Contest, Meet Ups etc. Here’s a description of the activities that were conducted…Tascon

Sourcing Adda

We had planned some activities which were thus announced…

  • Highest number of Tweets would win a prize
  • A Selfie contest where the most innovative and engaged on Twitter would get a prize
  • A Standee with the statement “One thing you learnt today!!!” where all the delegates or participants had to write about what they learnt.

The winners of the activities would be announced at the end of the event. When Tweeting the audience, participants including speakers were requested to use the hash tag “# TASCON 15” and the activities took off with Yusuf clicking a Selfie himself.

Standee with the statement “One thing you learnt today!!!”

Some of the interesting things that the participants learnt, appreciated and mentioned were…

  • LinkedIn candidates information, dated knowledge were great leads for all of us
  • It was a good leaning, as well as knowledge sharing session
  • Make Sourcing your passion to succeed
  • Excellent Initiative, hope to see more of TASCON
  • Amazing learning with new tools and many more

Sponsor SourcePRO

SourcePRO had a treat of its own to offer which was highlighted when Angeline Peters addressed the crowd during the opening session.

  • A Lucky Draw wherein a Lucky winner would receive a free SourcePRO Talent Sourcing Training & Certification Program.
  • To get listed for the lucky draw all our Speakers and delegates were asked to drop in their visiting cards into the 2 drop in boxes at the registration desk.
  • If registered today (15th– Apr – 2015) you would receive a 10% discount on the SourcePRO Talent Sourcing Training & Certification Program.
  • They also had a test for Talent Acquisition Professionals to challenge themselves on their Sourcing Knowledge and if they were able to get all the answers right they received a white badge.

I bet your impatiently waiting to know who the lucky winners are so I’ll not keeping you waiting and let yo0u in on who the winners are –

  • The Twitter Contest – Vaishali Wanchoo (Capgemini)
  • Selfie contest – Ankita Gupta (for her Selfie with the entire Capgemini Team)
  • SourcePRO’s Lucky Draw – Prashant Shah from Sapphire Management Training Consultancy

Overall, I think it’s safe to say that the Conference was a success with lots of fun and take a ways to treat your-self with to generate best results. I’d like to say that “This was the perfect end to such a grand event and we hope to receive the same response at an even grander scale at # TASCON 16.”

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