Recruiter's Essential Tips

Twitter, one of the most popular social networking sites, has been growing at a phenomenal rate. Here are 5 reasons why recruiters should use Twitter: Twitter has 500 million users. In a recruiter’s perspective, you have a large, diverse candidate pool that you can reach by a simple tweet.    Using hashtags, you can search for information on any topic of your interest; get to know about job openings by companies and candidates looking for jobs.   You can check who is mentioning you and who is retweeting your updates. This can help you to initiate a conversation. A majority of the users use Twitter on their mobile phones too. So, you can instantly reach your candidates on Twitter. Your followers opt-in to receive your tweets. So tweet relevant updates that are useful, informative and engaging.

Social media recruiting is the order of the day in today’s recruiting landscape. A lot of candidates prefer companies and recruiters to be on the social media. Here are top 3 reasons why recruiters should be on social media: Ease of access – Candidates can reach recruiters 24x7 and they can get themselves clarified before or after the interview. Information - Candidates look for company profiles to know about the history, company culture, etc.  Updates on future openings – If the candidate isn’t fit for the job currently, she can receive updates on future job openings. Source: eGrabber Newsletter

If you are looking for location-specific profiles on Twitter, then this Google search string will be handy. The Google syntax to search for Twitter profiles is: site:twitter.com Keyword (State) "City" -jobs For example, if you are looking for mechanical engineers in Dallas , TX , the search string to use on Google will be: site:twitter.com mechanical engineer (Texas OR TX) "Dallas" –jobs Try different variations of the above search string or replace the keyword with related terms to get the desired search results.

Source: eGrabber Newsletter Social media is the easiest and the cost-effective way for recruiters to reach candidates but the unfortunate thing is, most of them don’t engage. Widen your engagement intersection to make the most of social media. Always remember to do the following: 1.     Think about how to engage candidates easily and make it easier for candidates to engage. 2.     While engaging, try to understand more about the candidates who engage with you. 3.     Start a talent pool or community. Build and maintain relationships with your community members. 4.     Once you build relationships, reciprocate to the candidate’s message. They want a job. 5.     Experiment and find out what’s working, what’s not working and why.

Source: eGrabber Newsletter In a recent newsletter we had mentioned how your success as a recruiter in future will be determined by how good you are in social media recruiting - building a community of potential candidates using LinkedIn, Twitter, etc. Here are things you should do to increase your followers on Twitter:     *      Have a detailed bio and a picture     *      Follow people you know and invite them to follow you     *      Search for people in your target talent pool.              (If you specialize in hiring CPAs, follow CPAs and get them to follow you)     *      Use TweepSearch, PeopleBrowsr, Twellow, etc. to find people, categories and locations     *      Tweet appropriate and useful content regularly    By setting aside time and doing this regularly, you can grow your network quickly.

 Source: eGrabber Newsletter The focus for recruiters this year and the next few would be on building a community of potential candidates. Many Internet sourcing experts are of the view that recruiters should be able to fill routine job positions using just their social networks and connections. Given this, it is critical that you -     determine social media sites that work best for your industry -     understand the kind of audience (talent) that different social sites attract -     adopt tactics to build/ grow your network, etc. In the coming years, your success as a recruiter will be determined to a large extent by how good you are in social media recruiting.

Source: eGrabber Newsletters In a recent newsletter, we had mentioned how your success as a recruiter in future will be determined by how good you are in social media recruiting - building a community of potential candidates using LinkedIn, Twitter, etc. Here are things you should do to increase your followers on Twitter: Have a detailed bio and a picture Follow people you know and invite them to follow you Search for people in your target talent pool. (If you specialize in hiring CPAs, follow CPAs and get them to follow you) Use TweepSearch, PeopleBrowsr, Twellow, etc. to find people, categories and locations Tweet appropriate and useful content regularly By setting aside time and doing this regularly, you can grow your network quickly.

Source: eGrabber Though LinkedIn is still the leader, you can use a number of other professional networking sites that offer access to niches. Here are a couple of networks you can use to build extensive contact lists and to source candidates better: Doostang is a good source for candidates from exclusive top schools and recently graduated candidates. Members also have access to thousands of jobs from employers; a good place to be if you are looking for new clients or search assignments. Vault is a network made of user generated content that provides great insight into company's business in formation, culture and such that can help with finding new job orders and/or candidates. Both these sites have a basic/free membership.