On this basis, it’s fair to say Twitter tends to occupy the vacuum in the middle. So why integrate it as part of your recruitment strategy?
Twitter is a valuable tool if you’re looking to inject some personality into your latest job opportunities and direct audiences to your website or blog without seeming to ‘salesy’. That’s if you get it right.
There are a number of companies already successfully using Twitter as part of their hiring strategy, recognising early on that it gives a new dimension to the hiring process – one that can significantly extend the reach of your message.
Just look at companies such as KPMG (@KPMGRecruitment), ITV Careers (@ITVCareers) and Nokia (@NokiaCareers). A brief look at their profiles shows they’re engaging with the followers, increasing their reach and most of all, sharing their latest recruitment opportunities.
If you’re considering Twitter as part of your social media recruitment strategy, here are five ways to ensure you start on the right foot.
1. Optimise your profile
Optimising your Twitter profile is crucial if you want to capture the attention of prospective hires, yet many businesses neglect to complete it in full.
Some Twitter profiles can be perceived as quite static and dull (not including those lucky enough to benefit from a Twitter brand profile ) yet it is possible to create a profile that supports your recruitment strategy.
For instance, include keywords in your 160 word bio that directs audiences to your careers page. Get creative with your background; include snaps of your company culture and be sure to include links to your website in the background. Think about your audience, what do you want them to do?
2. Content really is king
Google’s algorithm checks the authority of every user that tweets, therefore valuable, relevant content will give you a great edge. However, people still struggle to come up with tweets that engage audiences.
If you sell too much in a tweet, you’ll may run the risk of alienating your followers. And if you don’t ‘sell’ enough, you may not see the returns you wished you had.
At least at first, I’d recommend allocating 1 in 5 tweets to the sharing of your jobs. The remaining updates/responses should seek to reply to followers, direct people to your website and share relevant content.
3. Mind your Ps and Qs
Adhering to Twitter etiquette can help you to gain much needed currency on the platform. To start, ensure to personalise content as much as you can. Thank people for RTing your content, and politely involve yourself in conversations.
Hubspot suggests that as much as 64% of users are more likely to purchase from businesses that answer their questions on Twitter. Why should this be any different when applied to your recruitment strategy?
4. Follow the leader
To increase your following, it’s important to identify and follow the ‘good’ tweeters – the influencers who can get your message out to the right people.
Experiment with keywords – what is your ideal candidate inputting into Twitter? What are they talking about? Don’t be afraid to look at what your competitors are doing. Apply the good pointers and improve on the bad.
As a side note – size isn’t everything. Remember, when it comes to Twitter, you’re measured on value. How much do you give back to the community? How often to do you respond to people? Influence is everything.
5. Integrate
Especially when using Twitter as part of your recruitment strategy, it’s important to direct visitors to your careers page. This will ensure your message is seamless; ensuring a smooth journey.
If, however, you do not have a careers page, why not create a landing page and collection form? For a relatively small price, this will ensure to enhance the audience’s journey and will speak volumes about your process. Include a straight forward collection form, and start building your talent pool straight away.
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