How To Recruit Top Talent Through Twitter and Social Media

HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com HOW TO RECRUIT TOP TALENT USING SOCIAL MEDIA Social media may not be the be-all, end-all when it comes to finding the perfect employees to work for your business. But when used properly, social media can save your company valuable time and money when you're on the hunt. So, if your company hasn't tapped into this valuable resource yet, it's time to get moving. WHY USE SOCIAL MEDIA? Using social media to recruit employees is like killing two birds with one stone: %$. You save money by steering clear of expensive traditional recruiting methods. It spreads brand awareness at the same time. Here are some simple steps to finding your sharpest employees via social media: paramount when it comes to finding new talent. Use your personal or business social media presence to attract as many followers as you can. Chances are that someone PICK THE RIGHT JOB BOARD IT'S STILL WHO YOU KNOW who is already following you in these channels is the The first step is the most crucial: finding the right venue to advertise on. It may sound all too rudimentary, but Linkedin is your best candidate since its interface is tailored to job- related conversation. You can use it to search for passive candidates and target a specific audience. There are certain truths inherent in "traditional" ways of perfect candidate for your open position. Beyond utilizing your own social media presence, don't underestimate the presence of your current employees. Your extensive social media campaigning will result in a broad swath of candidates to choose conducting a recruiting campaign that still ring true when using social media. One of them is that it's still "who you know" that counts. If you're well-connected to begin with, your colleagues will have insider knowledge on whom to recruit, who's looking, etc. Social media is a great way to connect with those in your field to get recommendations on potential employees. Twitter is an alternative, but its 140-character word limit just doesn't allow for much description. from when the time is right. Your Facebook fan page is an excellent place advertise just about anything -- including your job opening. Even better is Facebook's new "Work Work FOR US For Us" app that allows you to post a customized job board on your page, as well. SCREEN RIGOROUSLY You can utilize outside search engines like Google to search many social networking sites -- Once you find a bio with credentials that fit the bill, don't stop there; pore through their online information: IT'S JUST THE BEGINNING STAGES and get past LinkedIn "social degree" requirements -- or utilize Twitter-specific engines like twellow.com or Remember that social media isn't the be-alI, end-all tactic of your candidate search. You will of course eventually need to speak with prospective employees over the phone, meet them in person, and pursue them in the way that employers always have, by having them perform a preliminary task to your satisfaction. Read recommendations on LinkedIn. Look for these red flags on their social media profiles: • Negative comments about past employers • Complaints about work • Discussion of illegal behavior tweepsearch.com to quickly comb through bio information only. First Last Google their name. You Although you may encounter their credentials somewhere 2 never know what interesting information, good or bad, you'll dig up. online, it is still crucial to obtain a resume. While this may not vary much from traditional recruiting methods, social media allows you to better target your desired pool of prospective hires. BE ACTIVE IN YOUR INDUSTRY Of course, your focus should be directed towards indicators of Making friendships others in your industry and posting fresh content in your what their behavior will be while on the job. social media streams are SOURCES: Mashable.com CareerBuilder.com About.com mindfläsh.com