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New technologies are changing the rules of the war for talent.
Competitors are targeting your candidate pool. On a global scale, with multiple networks, and innovative tactics based on big data.
Resistance to adopting these technologies is futile.
But, why resist?
The future of recruiting is both social and automated, and these two trends will make your recruiting easier, and more effective.
So don’t wait, bring your recruiting into the future today!
Social Recruiting
Social media has become an integral part of the recruitment process, with 94% (Source: Jobvite) of companies using social networks as a key part of their hiring strategy.
Social media is being used to interact with candidates, post jobs, and boost employer brand.
In the past, big companies, with widely recognizable brands had a huge advantage over small – medium sized companies… And they still do.
Social media does, however, give non-Fortune 500 companies a much better chance at creating an employer brand to attract job seekers.
Take the recruitment video, for example. You can now shoot an inexpensive, even free, recruitment video with your smart phone, and upload it onto YouTube for all to see (and share.)
Why is this a big deal?
Job posts that include a recruitment video have 36% higher rate of application. – Click to Tweet
Recruitment videos give job seekers a real glimpse into what it’s like to work at your company, which makes them one of the most effective employer branding tools.
Then there are social networks like Facebook, Twitter, and LinkedIn. By creating a presence on these networks, you become “searchable”. Being searchable matters to today’s candidates as it gives them more ways to engage with you, assures them of your company’s legitimacy, and establishes social trust.
To gain these benefits, set up accounts on major social networks and share content like blog posts relevant to your job seekers, pictures of staff parties, and updates about job openings.
You can also use BCjobs Social to increase traffic to your job posts by allowing you to create a branded Facebook Career Page where you can post jobs, and share them to your Facebook Timeline, Twitter account, and LinkedIn Page.
Automate tasks: Don’t do it yourself!
There are several ways that you can use technology to automate aspects of your hiring strategy.
One of the most obvious is the use of scheduling tools.
As mentioned above, sharing pertinent content to social networks like Twitter, and Facebook, is a key part of building a strong employer brand. To make this process easier, and save time, you can use tools like Hootsuite, Buffer and Swayy to automate the process.
These apps suggest content that is relevant to your field, or popular with your audience, so that you do not have to waste time sifting through page after page of irrelevant Google search results!
Hootsuite, Buffer, and Swayy also allow you to schedule the content you select ahead of time, so that you can share it at peak times for engagement… And make sure that your networks don’t go dead if you decide to take a day off!
You can also schedule job posts to be shared with these tools, so that the jobs you have trouble filling get re-posted regularly.
Integration is another automation tool that can make your recruiting efforts quite a bit easier.
These days, many apps can integrate with your career site and ATS.
For example, BCjobs.ca offers an enterprise package that integrates with your career site so that the jobs you post there are automatically shared on the BCjobs.ca job board.
Automation reduces redundant tasks, so that you have more time to focus on all the other work that you need to get done in a day!
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]]>The post 3 Reasons Your Employee Culture Must Get Social appeared first on BC Jobs Blog.
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What if you made your employees an active part of your hiring process?
What if you gave them the chance to participate in, and expand your social strategy?
What if you could inspire them to become social media brand ambassadors for your organization?
Social media is made powerful by people.
The more people spreading your message, the better.
If you can engage your entire team in the process, harness all of their social channels, and leverage their connections; then you have successfully gone viral and you’ll see your social reach soar!
Consider these three examples, and I’m sure you’ll agree, socially engaged employees are one of the best assets a company can hope to have.
Brand Ambassadors
Train your employees in social media best practices: show them how to engage with customers online, explain to them the importance of reaching out to clients through social channels, and make them aware of all of the different networks you use.
Then give your team permission and incentives to get involved. They may make the occasional blunder, but with proper encouragement and training, most of your people will handle all this technology like pros. Just make sure you keep things fun, positive, and offer treats or other incentives to let them know their help is appreciated.
With an inclusive social strategy like this, it won’t be long before you start seeing them jump in with a positive response when a disgruntled customer leaves negative feedback on your Facebook wall, or jump at the chance to answer a potential client’s question about your product.
This kind of engagement makes everyone involved feel good!
Social Proof
Nothing is beets social proof when it comes to building a trusted employer brand, or any kind of brand for that matter!
Think about it like this: when you’re interviewing candidates what would make a bigger impact, the candidate telling you that they hard working and highly skilled, or, a former colleague of your candidate describing them as such?
The colleague’s opinion holds more weight because they have less to gain from praising their former co-worker. The same is true for branding.
You can shout from the rooftops that your company is a great place to work, that your company culture is awesome, and your employees are happy, but as far as your audience is concerned, you have to say those things because it is your job to do so.
If, on the other hand, your employees share their own positive experiences working for you, respond to potential hires’ questions about your company culture with enthusiasm, and Like and share the content you post, their actions “prove” the authenticity of your employer brand message.
Referrals 2.1 (Because 2.0 is totally passé)
Referrals are still the number one most effective way to boost quality of hire. You know what one of the best ways to boost quantity of referrals is? Social media!
Social networks are just that, networks. They provide an easy, effective way for your employees to reach out to their connections and share job opportunities.
Instead of getting on the phone, or setting up face-to-face meetings in order to set up referrals, with social media, your employees can reach out to entire groups with a single post or message.
Your team members can even create permanent groups on Facebook of connections who they think are a good fit for your organization and reach out to those groups whenever a new position opens up.
Another huge bonus feature of social referrals is that they make it extremely easy for your employees to make introductions. They can simply begin a group chat and connect you, or your recruiting team, with potential hires.
Successful companies around the globe are already building their social employee culture. They know that in today’s socially driven world, leveraging employees’ connections and networks isn’t just a good idea; it is an essential part of staying competitive. (https://www.qualityhotelgander.com/)
To get your people on board won’t be easy, you’ll need to give them training, incentives, and, most importantly, trust. But, if you do, you’ll see that a social employee culture will improve your employer brand, your hiring, and your retention.
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]]>The post Boost Your Hiring Success with this Effective Combination appeared first on BC Jobs Blog.
]]>But did you know that all of this can also be said about social recruiting?
Recruiters are now reporting that social media comes in just below referrals as a source of quality hires. A third of recruiters report that using social recruiting has improved both the quantity and quality of the candidates they hire.
Mixing a little social into your referral program will increase its effectiveness and reach because you can harness your employees’ social networks to work in tandem with your own.
Here’s how you can mix social media with referrals to bring your hiring strategy to the next level
Leverage Your Employees Social Network
Your employees are connected. They are connected via Facebook, Twitter, Instagram, Google Plus, and the list goes on!
You can make their connectedness work for you by encouraging them to share the jobs you post with their social networks. Many tools even have automated sharing options to help you facilitate this for your staff.
Educating and assisting your staff to use social media when participating in your company’s referral program and you’ll gain greater access to higher quality candidates.
Teach your staff to fish… For very specific fish
You can teach your employees to use Facebook Graph Search to search their network for the type of candidate who best fits your specific job requirements.
Also teach them about how to best use these channels, give them examples of the kinds of messages they can send out, tips on how to get people excited about the idea of working you’re your company, and show them how to use tools like hashtags, so that when they share the jobs you’ve posted on BC Jobs with their Twitter accounts, those shares are searchable.
Educating employees about these tricks will help them leverage their own social networks’ data to help them get the word out, and even jar their memories about forgotten connections who would make ideal hires.
Reward a job well done
If you want your staff to put in the time and effort to send quality candidates your way, you have to give them something in return.
50% of workers report that incentives are what motivate them to take part in company referral programs.
Keep in mind; it’s important to reward the effort as well as the results. Thankfully, social media actually makes this a lot easier!
You can easily track which employees are the most active in sharing your job posts and offer rewards based on this activity. Small gift cards given to staff members, who share the most job posts on their Facebook Page, or hit a similar kind of goal, make great incentives. Then offer larger rewards for employees whenever one of their recommendations is hired.
Getting employees on board with your recruiting efforts through a socially optimized referral program is one of the best ways you can improve your hiring process, engage your current employees, and snag the best talent on the market!
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Companies who use social media, as well as job boards for their recruiting, see an increase in candidate quantity by around 50%. They also see a significant increase in quality of hire, and a decrease in time to hire!
Sharing the jobs you post to social networks is one of the best ways you can achieve similar results for your own organization.
But what networks should you use?
Well, in recruiting it’s always best to go where the fish are and, according to Jobvite’s 2014 social recruiting survey, the top networks for recruiting in order of candidate traffic are:
- Google Plus
Here’s how you can leverage these networks to convert more candidates:
This is where a lot of talent spends time. Not only does Facebook have the most members of any social networking service, its members spend an average of 405 minutes per month on the site.
Facebook is huge, so you must create a company Page that stands out if you want to be noticed. You’ll want to brand your company Page with your logo, your brand colors, and imagery, like a custom banner.
Use your Facebook Page to give job seekers a taste of your company culture and also to share industry-related content. This will give potential candidates an idea of what your organization is all about, and encourage them to want to work for your company. It will also grow your audience so, when you post jobs, they will be seen by more candidates.
It is important to be consistent with your posts, but it is not necessary to post more than once a day on Facebook.
When recruiting on Twitter, you should focus on using hashtags and keywords to target potential candidates. Including location information, and commonly searched hashtags, like #hiring, in your tweets is very important.
You will also want to post consistently throughout the day; otherwise your job posts will be lost in a sea of tweets!
Google+
Google+ allows users to create “circles”, which means you can be selective about who sees what content. This is great for recruiting, because it means you can target your content so that it is relevant towards specific types of candidates.
For example, you can have one circle dedicated to finding employees to fill your tech-related job openings, a separate one for marketing positions, and yet another for retail. This makes your social sharing more efficient because you are only sharing content that is specific to the candidates you want to convert. (https://michaelpalance.com)
Another plus of Google + is that it allows you to connect with anyone, whether or not you have interacted with them in the past, by adding them to your circles, or creating open groups and inviting them to join.
LinkedIn is great for hiring professionals and upper management (it is less effective for younger, hourly, or blue collar workers).
The best way to use LinkedIn is by participating in group discussions, posting job openings, and sharing interesting content on your company page. You should also share your job posts on group pages that are relevant to your industry, so that they are seen by even more candidates.
It’s all good!
You can choose to use only one of these networks, but you will actually get a much higher ROI if you use all four. They will all work together to increase your overall audience, and with tools of automated sharing, it takes the same amount of time to post to one network as it does to post to all of them.
In fact, it is extremely easy to set up automated sharing for all of the jobs that you post on BC Jobs. If you’d like more information about setting up social sharing for your job posts, just get in touch with us here. We’re happy to help.
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]]>The post 3 Essentials of Facebook Recruiting Strategy appeared first on BC Jobs Blog.
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Facebook is an incredibly useful hiring tool. Not only does it have a massive user base, but Facebook also provides a wealth of sourcing and recruitment friendly tools such as graph search, and targeted ads.
“84% of job seekers have a Facebook profile”
This is why so many employers are flocking to the social network in an attempt to use Facebook to win the war for talent. Unfortunately many of them do not get the results that they are hoping for because they do not understand how to use Facebook effectively to get the results they want; applications from qualified candidates.
Why do they fail? That’s easy; they don’t have a strong Facebook recruiting strategy. Most of them have no strategy at all!
But not you. You’re smart, you’re reading this blog, doing your research, that fact alone already puts you ahead of most employers and recruiters out there! Now let’s put you even further ahead.
Building a strategy for your social recruiting is a crucial process, but it doesn’t have to be a complicated one. In this article I’ll provide you with the fundamental steps you need to take in order to successfully recruit candidates using Facebook, I’ll also include sources for further reading in case you want to discover more advanced tactics. Although, I doubt you’ll need them!
Here we go:
3 Basics of Facebook Recruiting Strategy
Facebook Page
Your company Page is the heart of your Facebook presence. You must build it wisely.
If you are a smaller company, you’ll want to use your main company Page to build your brand so that you have a larger network to work with. You can simply ad a careers section to your current Page and combine your recruiting efforts with your existing marketing. They’ll actually complement each other very well!
If your company is larger, you have a recognizable brand, and a larger following already, then you’ll want to create a separate company Facebook career Page that is entirely focused on recruiting.
Earls Restaurant has both a regular company Page and a Facebook career Page dedicated to recruiting
No matter what sized organization you have, your Facebook Company Page should have a look and feel that is consistent with both your online, and brick and mortar brand. Make sure and that your message is the same no matter what channel you are using to share it.
Your Page should also have a high quality banner, photo galleries, and, whenever possible, recruiting videos. Social job seekers are more likely to engage with video than any other type of content.
Employer Brand
Did you know that 58% of employers reported that building a strong employer brand has increased the quality of their applicants?
Employer branding has become one of the most important elements of recruiting. Nowadays the first thing job seekers do when considering a future position with a company is Google them, so having a positive social media presence is crucial.
Facebook is an incredible resource for employers and recruiters looking to improve their employer brand.
Along with Job listings and basic information about your organization, you can share content that expresses your company culture.
Posting recruiting videos, photos of staff parties, updates about your company’s community involvement or charitable efforts, and employee profiles to your Facebook Career Page. Sharing this kind of content will not only help you recruit quality candidates, but it is also a quick effective way to grow your employer brand, and your company’s social media presence.
Create an effective content strategy for Facebook recruiting with Reg Hamilton of Phoenix Group
Facebook Ads
Facebook ads are the social network’s gift to recruiting.
Their ROI is five times higher than that of regular web ads, and they receive on average 20 times more clicks!
The absolute best way to reach the talent you want is by created targeted Facebook ads. Facebook ads not only get your job posts seen by more candidates, but more importantly they get them seen by the right candidate, which means more quality applications. They’ll also improve your brand visibility, drive traffic to your Facebook Page, and help you build up your Facebook talent community while they’re at it.
Once you have your employer branding established, the first thing you’ll want to do is focus on creating targeted Facebook ads to promote your content and job posts. Make sure you use all of the targeting options provided, such as: skills, work history, and interests. The more specific you get, the more likely your ads are to reach the hires you want.
These basics are really all you need to get started with using Facebook to hire. Now, if you want to take your Facebook recruiting to the next level, using a top rated Facebook recruiting app is another awesome option that I highly suggest you consider.
60% of employees will share a job with friends or family members
What interests you most about Facebook recruiting? Have you tried using Facebook ads? Are there any other topics you would like to see covered on this blog?
Let us know in the comments!
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Millennials currently make up around 36% of the workforce, and as the baby boomer population retires in greater numbers, that percentage will just keep getting higher.
The shift towards a labor market comprised of younger candidates requires a shift in recruiting strategy.
This generation of candidate has very different expectations of their potential employer than the generations before them had. Traditional recruiting methods simply aren’t enough to win the war for millennial talent.
Here are 3 things you can do to attract, engage, and recruit millennials:
Make your recruiting social
Millennials use social media for everything, including their job search. In fact 83% of millennials reported using Facebook to look for work in 2013 (Jobvite). This is why social recruiting is one of the best ways to reach younger talent.
To get started with social recruiting you will need to build a presence on at least one social platform. As Facebook is the number one choice for millennial job seekers I suggest you start by using a recruiting app to create a career section on your company Facebook Page. Twitter is another excellent social platform for recruiting millennials. You can use Twitter to share the jobs you post on your company Facebook Page to get your post seen by more potential hires. Use tags like #hiring and #recruiting to make your job posts searchable. It is also a good idea to include a location in your job Tweet.
Check out Jobcast for an effective Facebook recruiting app and TweetMyJobs to help improve your Twitter recruiting.
Make your recruiting mobile
Millennial job seekers expect to be able to connect with potential employers via mobile. In fact approximately 77% of job seekers reported using mobile to look for work in 2013 and most of the job seekers who reported doing so were millennials. This is why not having a mobile friendly career site is huge problem for employers looking to attract younger candidates.
In order to make your recruiting more mobile you can either re-structure your career site so that it is mobile friendly and responsive (works on a wide assortment of devices), or you can use the social recruiting strategies mentioned above. Having a Facebook and Twitter presence means you also have a mobile presence and, if you have a Facebook career section, the jobs you post there will also be visible via mobile device.
Appeal to millennial’s values
Surprisingly salary rates significantly lower on millennials’ list of work life values than it does for boomers. The potential to progress and grow with a company is much more important to millennials than the promise of a high salary. They also value flexible working arrangements and hours, training and development programs, and a company culture that is in line with their own values.
To better attract millennials you should highlight the aspects of your company culture that reflect these values. If, for example, your company offers excellent training opportunities and provides employees with flexible work options, you should be sure to highlight this in all of your job posts, in your interactions with potential hires, and in all of the content you share via social media and job boards.
There are many more ways to appeal to millennials, but these three techniques are extremely effective and should serve you well to start. For more detailed information about millennial candidates you can check out this survey by PWC.
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]]>The post BC Jobs is Pleased to Announce Full Mobile Optimization! appeared first on BC Jobs Blog.
]]>BC Jobs is now mobile!
Why is this so important? Well, Jobvite’s 2013 social recruiting survey reported over 1 billion job applications from mobile in the U.S. alone. Over 60% of job seekers use mobile devices to hunt for work, and that number just keeps growing.
This is why we made it a priority to upgrade BC Jobs to a responsive, fully mobile-optimized site.
We know that if candidates cannot complete the application process from the comfort of their device, approximately half of them will abandon the application process entirely. That is why we are very excited to be able to help you make your recruiting mobile!
Happy recruiting!
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Facebook is becoming a much more commonly used tool for recruiting. This is in huge part due to the social network’s massive user base (over 1 billion active users), and the many Facebook recruiting apps on the market, making it easier than ever to attract applicants.
Recently Facebook added a “Professional Skills” section to user’s profiles. This addition is extremely exciting for both employers and recruiting for many different reasons, some more obvious than others. Before we get into those reasons, let me explain what exactly this new feature is.
Facebook’s new ‘Professional Skills’ option shows up under the ‘Work and Education’ heading in the about section of a user’s profile. The new feature allows users to add a list of their professional skills to their profile similar to how they would on LinkedIn. That information is then available to their connections, and with Facebook Graph Search. What’s even more interesting is that when a Facebook user adds professional skills to their profile, the list does not remain static. Facebook takes the information and links users to relevant groups based on each skill they have entered.
Here are 4 reasons why Facebook Skills will benefit your recruiting:
Groups Give Recruiters a Foot in the Door
Linking users’ skills to groups automatically fosters engagement and allows employers to interact with potential candidates without it feeling forced. By introducing these skill-based groups, Facebook is giving recruiters and employers a foot in the door with candidates, even if they are not connected to them in any other way. This means you should update your profile as well, so as not to miss any new and helpful connections.
Facebook is Going Professional
Facebook has lost traction amongst younger users (tweens and younger teens). In response, Facebook is growing up and becoming more professional. In fact last year 52% of job seekers surveyed reported using Facebook to look for work (Jobvite). The social network is becoming more focused on forging connections with others in your field, and showing off accomplishments and professional skills.
This shift in focus is bad news for companies using Facebook to advertise to a younger demographic, but fantastic news for recruiting. The introduction of Facebook Skills is changing how users perceive Facebook; they are becoming more open to it as a place to connect professionally, which makes them more open to being contacted by a potential employer (you).
Encouraged Information Sharing
Every time Facebook rolls out a new feature, users receive a series of prompts urging them to check it out. Prompts that encourage users to fill out the skills section of their profile also encourage them to update the rest of their profile information. The more information users make available to Facebook’s Graph, the more employers and recruiters have to go on when searching for candidates.
Facebook Skills will help make recruiting passive candidates for difficult to fill positions easier.
Better Targeting for Facebook Ads
More searchable information available on users’ profiles means you can get even more targeted with your Facebook Ads campaigns. We already know that Facebook Ads are the most effective tool for social recruiting. We also know that the reason that they are so effective is that they allow you to target talent based on demographics, work history, occupation, education, location, interests, and now, professional skills! You will now be able to use Facebook Ads to target potential candidates based on the specific skills the position you’re trying to fill requires, like “joinery skills”, “CSS skills”, etc…
Check out this tutorial on targeting candidates with Facebook Ads, download the Jobcast Facebook recruiting app, and get recruiting! Heck, if you read through the tutorial and decide that using Facebook Ads is too much of a hassle, just sign up for Jobcast Enterprise and Jobcast will handle your whole Facebook recruiting campaign for you.
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]]>The post Learn Facebook Recruiting Best Practices from the Masters appeared first on BC Jobs Blog.
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When it comes to learning new tricks, examples go a long, long way. It’s one thing to read tips and tricks about how to recruit, create an employer brand, and implement social media strategies, but actually seeing these practices in action can take your comprehension to the next level.
Facebook recruiting is still relatively new to many employers, but luckily there are still lots of innovative early adopters to learn from. This article will look at specific best practices employed by family-run business Gordon Food Service, hospitality giant Hotel Marriott, and the province of Saskatchewan. All three of these businesses provide fantastic examples for any employer interested in giving Facebook recruiting a try. We’ll explain how you can learn from their example and apply their strategies to your own recruiting.
Gordon Food Service
Gordon Food Service has made their Facebook Career Page a place where people can get a more in-depth look at what their company culture is really like. How their staff interact, what their values are, and what the company prioritizes are all showcased on their Facebook Career Page.
GFS uses Facebook to communicate their brand message not just to candidates, but also to current and potential customers. This is why they make branding a key part of their Facebook Career Page.
What can you learn from Gordon Food Service’s strategy?
Use your Facebook Career Page to express company culture and promote your brand.
All of Gordon Food Service’s content is valuable, in that it is useful to clients and potential candidates. The GFS Facebook Career Page is fully branded with company colors and a custom banner to maintain brand consistency. They post updates about community service projects, fun staff activities, and sponsored events. GFS also posts food-related questions to their fans, topical articles, and great tips on grilling. (louisvilleroofing.com) GFS engages with their fans by creating dialogue and asking and answering questions, which has garnered them a very loyal Facebook following. Check out their Company Page and you’ll find tons of positive comments and thank yous from their customers and employees.
Follow their lead and your Facebook Career Page will grow your brand and your talent pool.
Next up, Hotel Marriott
Hotel Marriott turned the social recruiting world on its head by using a social game to recruit thousands of hourly workers for their massive expansion outside of the U.S.
Potential hires create their own virtual restaurant, buy equipment and ingredients on a budget, hire and train employees, and serve customers. Gamers earn points for happy customers… and lose points for poor service. Players’ success is based on their operation turning a profit.
What can you learn from Marriott?
Experiment
I’m not suggesting you invest thousands in creating a virtual game – far from it! But trying new social strategies will set your employer brand apart.
Try out different kinds of content, posting on different days or at different times, and maybe even make a short recruiting video. You won’t know what works best for you unless you experiment.
And last, but most definitely not least, Think Sask Jobs!
The Think Sask Jobs campaign is an effort to brand the Province of Saskatchewan as an awesome place to live and work, in order to fill the many new jobs created by its booming economy. Phoenix Group has been incredibly successful in using Facebook to create an Employer brand for Saskatchewan. Their page has over 5,000 Likes and their average daily reach is around 1.7 million users.
What can you learn from the Think Sask Jobs campaign?
Have a Game Plan
Much of their success is owed to the creation of a brilliant and specific social strategy. Phoenix group researched how frequently they should post, what days and time work best, and what kinds of content are the most appealing to the workers that Saskatchewan needs.
They then created a game plan based on their research.
For example, the content posted on the Think Sask Company page is divided evenly into three categories: job postings, posts about how to get hired in Saskatchewan, local culture and fun lifestyle-related content. That way they know exactly what kind of content is needed each day.
Even the choice of Facebook as a medium for their social recruiting effort was based on solid research into where potential candidates were looking for jobs.
Researching before beginning a social recruiting campaign is a must (you can start with this article about how to use Facebook for recruiting), as is creating a plan to guide your efforts.
What do all three have in common?
Each of these businesses uses metrics to measure their success. Tracking what works and what doesn’t is an important part of any recruiting campaign, social or not! That’s why the Jobcast Facebook recruiting app supplies an easy way to view reports and statistics. You can’t move forward without knowing where you’ve been, so make sure you keep your metrics up to date.
Happy social recruiting!
To make recruiting with Facebook even easier, try using the Jobcast Facebook recruiting app. Jobcast works with BC Jobs, so it’s easy for you to sync your BC Jobs posts with the app, and start using Facebook to find awesome candidates.
For more information about making your recruitment better using Facebook, please don’t hesitate to get in touch with Ryan by email at ryan@bcjobs.ca or by phone at 778-331-2122.
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