A huge 58% of
job seekers use Twitter in their search – the network actually has more active
candidates than professionally minded LinkedIn. It seems crazy to not use
Twitter for recruitment t and ignore anywhere with this many active candidates!
best recruiting opportunities on Twitter are free. There are no ‘recruiter’ licenses
to pay or subscriptions to sign up to.
You can use
ads to extend the reach of your tweets, but if you take our advice, this
shouldn’t be necessary.
you should use Twitter for Recruitment:
1. Discover candidates and
At a time
when many candidates are shutting down their LinkedIn profiles and leaving the
professional network, it helps to have another bullet in your chamber.
not have the wealth of professional information that LinkedIn has, but it’s got
nifty advanced search functionality that helps you find candidates and it’s
definitely more geared to conversation and relationship building.
There are a
couple of reasons for this:
i) It’s easy to get to know
gives you a great snapshot of skills and experience, but at Beamery we’ve
definitely found that Twitter gives you more insight into what candidates are
A quick look
through a candidate’s recent tweets and the accounts they’re following will
give you a great idea of their interests and whether they might be a culture
fit for your company.
Keep an eye
out for ‘retweets’ (tweets that users have forwarded on to their followers).
This is a neat way of seeing the kind of people that candidates respect and the
ideas that they’re enthusiastic about.
ii) It’s easy to start
to start a conversation on Twitter than LinkedIn. You don’t have the barrier of
in mail acceptance; you can just go ahead and reach out to relevant talent.
Now bear in
mind that if you just spam candidates with information about your role you’re
unlikely to hear anything back! Make sure you personalize your tweets and
reference information you’ve found in the candidate’s profile.
In fact, it’s often better to follow candidates for a while before you reach
out. This lets you see the style of their interactions and helps you understand
what kind of outreach would work best for the initial connection.
If you take
this approach I’d recommend’ re-tweeting’
some of the candidate’s tweets after you start following them – everyone likes
a little flattery!
2. Highlight your top
is the key to winning the trust and attention of candidates on Twitter. People
are usually pretty wary of corporate slogans and looking to make a human
mean that your employees are your secret weapon. They’re the most trusted
influencers when communicating to candidates about their company, and can be
the key to a successful Twitter strategy.
roles, workers end up spending more time at the office than they do with their
families. Can you blame them for wanting to know what the people they’ll be
sitting next to at work are really like?
I know what
you’re thinking. My team is swamped, the last thing they’re going to have time
with is to start chatting to people on social media.
Well, you can
incentivize your top performers to engage with candidates on Twitter by
offering referral bonuses for people that apply after interacting with them.
need any fancy referral software for this, just give each employee a unique
link to your open roles or careers page which they can share in their
interactions with candidates.
You can then
track this link to monitor how many candidates actually apply using it. This
can be done pretty simply using a tool like Bitly.
If you want
to start using your employees as a recruiting tool on Twitter, data shows that
you’re in pretty good company. After announcing job openings, highlighting
specific employees is the most common subject of Fortune 500 tweets.
instance, uses the #Life at ATT hashtag to feature employees who describe their
responsibilities, dish out career advice and explain what it’s really like to
work at the company.
3. Amplify your Employer
employer brand is your best chance of turning your company into a talent
touchpoint you have with a candidate is an opportunity to spread your message
and win more brand advocates, the fact that Twitter offers the opportunity for
thousands of these touchpoints each day makes it a great place to amplify your
There are a
key few tactics that you can employ to amplify your Employer Brand on Twitter.
i) Run multiple Twitter
serious about using Twitter for recruitment, you might end up with a company
feed that’s pretty dominated by hiring-specific tweets.
As a result,
many companies create a separate recruiting Twitter handle to announce open
positions, post company culture videos and articles, highlight key employees
and advertise upcoming recruitment events.
job seekers a targeted stream that they can follow to stay in the loop with new
opportunities, ask career questions and learn about company culture.
especially important for companies such as Disney, whose customer base, namely
children and families (@Disney), and target audience for recruiting (@TWDCjobs)
are very different. In fact, our of the Fortune 500, 174 companies have a
dedicated ‘recruiting account’.
looking for an example of a company that really nails this approach, take a
look at Hootsuite’s #hootsuitelife account which shares anything from job
tweets to pictures of team events (they also have an awesome blog that does the
Buffer and Tweetdeck make managing multiple Twitter accounts pretty easy if
you’re getting worried by logistics.
ii) Use video
probably rather watch House of Cards on Netflix than read the script right?
(Possibly a slightly unfair question)
most candidates would always rather watch short videos on your company or short
employee testimonial clips than read your company careers site.
lets you embed video directly into your stream, so candidates can watch entire
clips without ever leaving the platform.
This makes it
far easier to get important content in front of prospects. You don’t have to
rely on them clicking on links that you tweet out and navigating your website,
you just need them to hit play.
average attention span is terrifyingly short so the easier you make the process
iii) The power of the
be a pretty crowded space. With an average of 500 million tweets being sent per
day, it’s easy for information to get lost among the masses.
it easy for Twitter users to cut through the noise and find exactly what
they’re looking for. Users can search for specific hashtags and then filter all
the tweets that fit the bill.
use branded hashtags, like #GEJobs (jobs at General Electric), to make it easy
for job seekers to find out about open roles. No matter how many tweets come
after the initial job announcement, job seekers will always be able to locate
useful though, is the potential of hashtags to define a company audience.
organisations interested in reaching more veterans can use hashtags like
#veterans or #veteranjobs and companies who are only interested in hiring in
London can make their tweets location specific by including a #london hashtag.
plenty of possibilities here. The key is narrowing your audience to make sure
your tweets appeal to your target candidates.