Are your tweets falling on deaf ears? You’re not alone. According to a recent study by the iCIMS Hire Expectations Institute, 51 percent of all jobs on social media are posted to Twitter, yet only one percent of candidates actually expect to find a job on the popular micro-blogging site. Why the disconnect? “Recruiters need to make a conscious decision to use each resource differently,” noted Adam Heagy, president of Interactive Recruiting Consultants, LLC. “Twitter is primarily a social network, so you have to tailor your content and approach to bridge the gap between employers and job hunters.”
Build Your Network
The chances of anyone actually seeing your job advertisement are fairly low unless you build a substantial network of users, noted Craig Fisher, the head of employer branding for CA Technologies, who has managed to garner more than 69,000 followers. “Only 3 percent of your total followers are on Twitter at any given time,” he explained. “Engage in brand building and provide relevant content to encourage referrals, increase your network, and extend your reach.” Develop a cadence with your followers by regularly sharing relevant content such as white papers or articles. Or post a photo of your tech employees at work and at play, and encourage candidates to interact with your staff and explore your culture. “Follow a five-to-one give-to-ask ratio,” Fisher said. “Because if you’re always asking people to do something, like look at a job posting, no one is going to take action.”Master the Hook
Bland or formulaic job postings tend to get lost in the sea of tweets. Grab the attention of your target audience by starting with a question, tantalizing benefit or thought provoking statement. For example:- “Want to Rock the Healthcare World? Check out This Exciting Start-Up.”
- “Software Engineers: Want More Meaningful Work?”
- “Software Bugging You? Become a Testing and QC Consultant.”