If you’re a Recruiter who has been resisting the idea of checking out Twitter for finding candidates or for sharing your job openings, you’re not alone. But there are several Recruiters and Talent Acquisition pros out there who are finding Twitter to be a fertile new ground for building relationships and accessing potential talent pools that haven’t been previously as accessible through other means. So how do you decide which camp you should be in?
Recently, Joshua Kahn – an Accenture Talent Consultant embedded at Best Buy as a Pipeline Generation Expert – responded to a debate (on Twitter of course) among several Recruiters as to whether or not Twitter is an effective tool for posting jobs by taking to his blog – find+attract – and sharing his thoughts. As with everything I’ve seen from Josh – including his recent presentation at the ERE Social Recruiting Summit – his post on “Should You Post Jobs to Twitter” is spot on. If you’re trying to figure out if Twitter is a tool to add to your Recruiter’s Toolbox, then check out Josh’s post.
Some things Josh suggests considering to determine if Twitter is a viable recruiting tool include:
Obvious Point 2: “Who” your Followers are matters.
Obvious Point 3: It’s important to post jobs during high traffic times and maybe more than once.
Obvious Point 4: Use URL shorteners to track your results and determine if your job posting links are being clicked.
Other important things to consider:
- Use relevant Hashtags to post your jobs.
- Don’t have a Job Board mentality with Twitter. Remember it’s a social network.
- Add links and code to your Career Site that allow your jobs to be shared on Twitter.
- Enable the community of people who have a vested interest in the job to participate on Twitter. (Best Buy uses ConnectTweet to allow multiple employees to tweet via one account.)
- Follow appropriate Hashtags and Conferences to access potential candidates for your jobs.
Nice “secret sauce” recipe on using Twitter for recruiting by a Candidate Sourcing expert!
What tips and tricks do you think have been left out? Anything you’d add that you’ve found helpful – or not helpful – in using Twitter for recruiting?