Recruiting on Twitter sounds easy… just follow a bunch of potential candidates and tweet them links to your jobs. But in fact this is the exact wrong approach.
1. Get A Picture By all means upload a picture. Nothing screams “bot” or “spam” like the default profile image. And while you are in there – add a nice description and link to your personal website or LinkedIn profile.
3. What To Tweet Whatever you do – don’t automate tweets from your Applicant Tracking System. There is nothing worse than seeing someone follow you that doesn’t have a picture and all their tweets are “Job 343: Systems Analyst Apply here http://bit.ly/asdfasf”. You won’t get followed back. Guaranteed. Tweet things the people in Step 2 might find interesting. Ask them questions on projects they are working on.
4. Use Buffer To Schedule Tweets Buffer is a fantastic service that allows you to queue tweets so they are posted at specific times throughout the day on whatever schedule to provide. It also has handy tools that allow you to add articles to post to your queue with a simple click of a bookmarklet. Why is this important? You don’t want to blast your followers with a bunch of tweets all at once. Buffer allows you to post everything at once but then it won’t tweet out for you until the scheduled time. This turns your tweets into a drip that is less likely to annoy your followers.
5. Engage and promote The quickest way to get on a candidates radar is to help them promote stuff they are passionate about. Retweet and engage them about their hobbies and projects. This helps you build a relationship and when you go to pitch them on a job later they will have some history with you.
Got any other tips for recruiting and sourcing on Twitter? Let us know in the comments!
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In this 3rd episode of NinjaCast we discuss 5 Social Recruiting Faux Pas. In this episode we talk about using the right message for the right channel, relationships before engagement, and general social media etiquette.
1. Don’t automate your status updates. It’s obvious and not engaging.
2. Use the right message for the appropriate channel
3. Learn about someone before you message them
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Our last NinjaCast focused on job descriptions… specifically how bad they generally are. Listen to “Your Job Descriptions Suck” to learn how we view the state of job descriptions. Here is a summary of 5 reasons why your job descriptions suck.
They are too long. Get to the point already
No culture. Most people reading want to know what it’s like to work there first
Skills dump. Don’t add the “it would be nice” skills. It throws people off – just list what’s required and keep it to 4-5 points
Generally not written well to sell. Study some marketing copywriting for techniques.
Horrible Headline. “Job 34394 Systems Analyst Bullhorn” does not entice me at all
What do you think? Do you think job descriptions suck? Leave your job description writing tips and tricks in the comments!
The Staff Ninja team uses Asana regularly to manage what we are working on. But here’s an ingenious way to turn it into a free Applicant Tracking System (ATS) your entire team can use. Pretty interesting stuff. Let us know what you think in the comments!
Are your job descriptions longer than a page? Do you stuff everything you *wish* the candidate possessed rather than what skills the candidates *needs* for the job? Are you looking for purple unicorns that can code, design, qa, and fly while chewing gum? Listen to this episode of NinjaCast where Andy and Doug talk about the horrible state of job descriptions and how they can be improved.
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In the tech field (where we mostly play) a lot of candidates will have their resume posted online – often times on their own website. For the most part these are easy to find with some simple boolean search logic in Google.
Read Erin’s great post on what each of those things inside the string means
Is the whole boolean string thing not for you? Try our resume hunting tool X-Ray which hunts down resumes on personal websites by keyword. It’s not as comprehensive as the awesome boolean strings that Erin put together but it’s definitely a good start if you don’t do boolean on your own!
Welcome to the first of many NinjaCasts – a podcast for and about recruiters. Learn old and new techniques for mastering the ninja art of recruiting. We’ll talk techniques, technology, sourcing, tools, and more.
Last month we updated our popular boolean x-ray search tool.
So by now you’ve heard of Facebook’s Graph Search… and it’s potential to impact the recruiting industry. According to industry pundits this will change everything that happens in the social media world – from advertising to recruiting and more.
Wired claims this release could “crush” recruiting and staffing services like LinkedIn, Monster, and CareerBuilder (more so for the last two) because it allows you to search Facebook based on interests, intent, motivation, and more. So theoretically you could search “Software Engineer that currently works at Facebook or Google”. That’s powerful stuff and something we’ll be covering extensively in the coming months.
For now – here’s a roundup of great posts over the last week on using Facebook’s social graph for recruiting.