Tweeting it in?

Over time we have grown accustomed to the warnings that our social media presence could be a time capsule and living breathing resume that we may or may not want shared with the world.

What about now, in the day and age when the President of the United States defaults to Tweeting real time over saving the detail for the press conferences?

Can your social media be your way in to or out of your next job? Or will it help you find the right candidate for your role?

How important is the social media presence of a prospective employee? And when you really think about it, what about the social media presence of a prospective employer?

The debate has been going on for several years-  does that tweet, LinkedIn share, Facebook post really impact the lifecycle of a hire, the candidate experience and the employment brand? Or is social media killing the process altogether?

Every job seeker expects a company to have a social media account, however it must be used with caution. That means your social media posts and activity must be relevant to the jobs available and the job seekers you’re targeting. Instead of just blasting job postings every hour, you must work on placing a call to action and engaging candidates through creating a community. That call to action should involve promoting your business as a great place to work, and touting the benefits and perks available for candidates who are hired. Make sure your business is one candidates seek out in their search by developing a community within social media.

For the most part, an average job seeker goes to a search engine and types in ‘developer job +location’ and then looks at general listings for all different companies. What you want them to do is search specifically within your company for positions because they feel they’re already part of that community — the one you’ve built through social media outreach.

Employers are often searching specific skill sets, locations and title. When you think about your social media presences, do you have a professional angle that leads employers to find you in a search? Or do you have that kind of Instagram where you “Like” the meme with the kid with his fist up in the air, because it’s oh-so-hysterical, and you tell the world that you dislike waiting in a long line to get your car washed.

How you brand yourself is critical and the more avenues you use, the better chance you have to be seen and heard by your next employer. You may also realize you have more connections in common with your employer of choice then you thought you did, and are better poised to get a great leg up in the process.

For employers, using the online presence to attract, educate and find common connections, increases the chance to find an employee who can be a better fit for the organization. This online community and presence will allow for warm interviews that get to heart of the work, because the employer has invested the time in telling prospective candidates about the brand.

The fact is, you can begin a conversation with a Tweet, Like or Share on either side. But that is just the beginning of the process to engaging with top talent and employers of choice.  Social Media isn’t a replacement of, but an enhancement to the recruiting process. So be memorable, consistent and relevant and good luck!



By |2018-08-24T13:05:41+00:00March 3rd, 2017|Categories: Social Media Tips|0 Comments

About the Author:

Emily Gordon is Vice President of Client Delivery. She has more than 16 years’ experience in talent acquisition, and has overseen sourcing, continual process improvement, and client implementations. Currently she is serving as Vice President of Client Delivery. Her expertise is in transitions, process improvement, team building, client relationship development, and operational delivery. Previously, Emily built and implemented multiple national delivery centers while working with one of the largest global staffing and sourcing providers. She holds a Six Sigma Green Belt certification. Emily is a graduate of the University of Michigan.

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