15 Social recruiting gems from people who are crushing it. Via Smarterer SkillSets

1. Social Recruiting
Gems from
People Who are
Crushing It
15
www.smarterer.com/skillsets

2. “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
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3. “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

4. “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

5. “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

6. “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

7. “Employers need to optimize their mobile site for users. That means
no questions that require long, drawn-out answers.”
- Hari Bayireddy, iMomentous

8. @“[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

9. “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

10. “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

11. “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

12. “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

13. “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

14. “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

15. “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

16. “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

17. Social media is
empowering people
to learn new skills
faster than ever…

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