Social media tools and sites have created an environment where any company can quickly, easily, and inexpensively engage with top talent at every level. Learn the best practices of how to start using social media in addition to your boring non-effective job boards to attract great talent.
The 3 Mistakes We See Recruiters Making on Twitter
Barry Deutsch's insight:
A few key tactics to leverage using Twitter as a recruiting tool. Good recommendations - but high time investment to find profiles to follow, comment on tweets, and post original content. This might fall into the area of large recruiting teams - I also think it captures the segment of the market actively looking for a job - and it focuses on a younger segment of the market.
My experience of using Twitter as a recruiting tool for executives is that it's basically worthless. However, if you're recruiting a sales rep with 1-2 years post college, it might be a good tactic if you can afford the investment of time.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.
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A few key tactics to leverage using Twitter as a recruiting tool. Good recommendations - but high time investment to find profiles to follow, comment on tweets, and post original content. This might fall into the area of large recruiting teams - I also think it captures the segment of the market actively looking for a job - and it focuses on a younger segment of the market.
My experience of using Twitter as a recruiting tool for executives is that it's basically worthless. However, if you're recruiting a sales rep with 1-2 years post college, it might be a good tactic if you can afford the investment of time.