Social Hiring

About Social Hiring

Reference: Jobvite.com Social Recruiting Survey Performed in 2012

Social Hiring

Social media has quickly become a dominant force

for companies to find and hire quality talent. Because

it allows employers to tap extended networks for

candidates that would not be found otherwise, social

recruiting offers tremendous value to companies of all

sizes. It has become an essential avenue for recruiters

to successfully compete in the war for talent.

The increase in social media use for recruiting is

a direct result of the number of quality candidates

seen from social channels. As tracking systems and

social networks become commonplace in recruiting,

trending data indicates social recruiting not only

increases the number of applicants in the hiring

pipeline, but also the quality of candidates.

Does it work?

Who’s using it?

Where should we recruit?

Linked In, Facebook, and Twitter are the most popular hiring platforms.

LinkedIn is GREAT but it can be expensive.The alternative?

Smart Recruiters

Hiring on Facebook is totally legal and totally FREE!

The careers tab by Smart Recruiters has been used by many big name companies like Photobucket to hire their employees.

Visit their Facebook page http://www.facebook.com/careerstabbysmartrecruiters and click get started.

You have to install the app and create a free account with them.

This is the tab that will appear on your page.

Click on the tab and then sign up for a free account

This is the signup screen you will be redirected to.

You will be directed to this page where you can connect your Twitter, Facebook, and LinkedIn accounts.

After your accounts are connected, click next and you will land here where you can fill in your information.

Now you’re ready to create a job posting!

Here is the job description page. Anytime you want to create a new job posting just simply login and click “Create a Job”.

Once you’ve started posting your jobs, you can view analytics on how the posts are doing. You can even link any social ad’s or paid advertising to keep track of how they are performing.

A few quick Do’s and Don’ts

3 Do’s of Job Description Writing

DO tell people what it's like to work at your firm. Sometimes job ads focus so heavily on the open position that they gloss over the organization itself. Tell a story about what it's actually like to work in your office."Create a picture for people who are reading and trying to decide if this is a place they might be interested in working," says Marshall.

DO write the job ad in your company's voice. A legal firm, for instance, might need buttoned-up formal job descriptions while a small digital agency might write in a more playful, conversational tone. If you're not a wordsmith, try tapping your company's creative team for help. "I have partnered with our internal copy team," Marshall says. "They're writers. They definitely helped me set a tone."

DO take the opportunity to refine a position. When hiring for an open role on her team, Stephanie Dahlman, creative services manager at the American Heart Association, starts by looking at an existing job description. But then she thinks about how she can refine the role to move the whole department forward. "I always try to look for talents that could potentially grow the creative department's services," she says.

3 Don’ts of Job Description Writing

DON'T forget to talk about potential hires. A job ad isn't solely about the job requirements and organization. Mention what your perfect hire might be like. Amy Marshall, talent manager at branding and design firm Hornall Anderson, often begins a job description by detailing the ideal candidate. This typically involves "you" phrases, such as "you fight for your ideas but keep an open mind" or "you take the time to listen.“

DON'T list too many must-haves. Knowing what you need in a job candidate is critical, but a list of 15 requirements might work against you. Focus on the five or six most crucial skills or qualities for the job; you'll cover the fundamentals but still leave enough room to discover unexpected talents that might be of value to your company.

DON'T go overboard. A little fun in a job listing can be good, but it still needs to come across as professional to attract top talent. Your company might throw the best Friday happy hours, but it's probably better to focus on the lively, creative atmosphere at brainstorming sessions in a job description.