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attract candidates with social media

How To Attract Candidates Using Social Media

attract candidates with social media

Social media plays a big part in our lives today. We use it to connect with friends, receive news updates and to interact with people and groups who share our interests and passions. It’s no surprise that more and more job seekers are using social media in their hunt for suitable positions. Why then should employers be any different?

 

The most important thing is that candidates want to interact with people, not a faceless brand or company. It’s vital that you build rapport with your connections. This can be done by providing links to quality content, interacting with them and answering any queries they have about the company or specific roles within it. It also enables anyone interested in working with you to learn about what you do and your ethos and culture as a company.

 

While you do need to adjust your approach to attracting candidates according to which social media platform you’re using, there are some common elements that can be utilised across all channels.This post focuses on the three social media platforms that are mainly used for recruitment; LinkedIn, Facebook and Twitter.

 

LinkedIn

LinkedIn is the number one social media tool utilised by employers and jobseekers alike as it is a platform that connects professionals to each other and to businesses.

 

Ensure that your company’s profile is attractive and optimised with key words so people can find you easily. Any vacancy listed on your profile should include links to further information such as the job spec, skills required, company description and how to apply. While it is obviously important to have your company page optimised, it’s also a really good idea to encourage current employees to bring their own profiles up to date. If people are interested in joining a company they often like to hear what people currently working there have to say about it.

 

 

Facebook

Facebook is the most personal of the social media platforms allowing you to showcase the ‘human side’ of your organisation. Photos and videos of staff outings and events can help to portray your company as a positive, fun environment in which to work.

Again you should include a link providing further relevant information. Something as simple as including a ‘job listings’ tab on your company’s page can lead to a significantly increased candidate pool.

You can target potential candidates with Facebook ads. The ad feature on Facebook allows you to aim ads at a very specific audience through the use of filters such as education and work experience.

 

 

Twitter

Twitter may not be the first place you’d think of when looking to attract candidates, but there’s no doubt it can serve as a very useful recruitment tool. With its 140 character limit, it’s all about making an instant impact. Be aware of topical issues and areas of interest for suitable candidates. Create tweets around these areas and use the appropriate hashtags to attract the right people. Include links in your tweets to relevant content on your blog and website.

 

Follow the right people and chances are they will follow you back. Comment on their tweets and always reply if they contact you. This helps to cement the relationship.

 

A really great function of Twitter is that it allows you to group people together in different lists. Generate twitter lists of individuals that may be suitable for different roles. You can then focus on targeting them with tweets tailored to their interests.


Social media has the ability to foster relationships with people who could be great employees for you. If you put the effort into developing your platforms, the rewards can be great.

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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The Dos and Don’ts of Hiring Contract Workers

The Dos and Don’ts of Hiring Contract Workers

Taking on temporary staff can increase efficiency and productivity while offering workers flexibility. Here are some tips for finding the right candidates.  Published in the Business Post 18th October 2020 The trend towards increased temporary and contract hiring has been magnified with the onset of Covid-19. Traditionally hired for cost-saving measures, temporary and contract staff are now hired more for their skills and expertise, for the efficiency and productivity they can bring and for the flexibility they give organisations. At Sigmar Recrutiment, we surveyed 1,000 companies in Ireland recently and 91 per cent said they were more likely to hire temps or contractors now than they were before Covid-19. This may be reflective of the need for flexibility in an abruptly volatile and uncertain market. The good news for employers, however, is that the pool of talent available for temp and contract work is probably the biggest it has been in a decade.Attitudes to this type of work have also changed post-Covid-19. In addition to our company survey, we surveyed 3,500 candidates and found that 82 per cent would be willing to consider temporary work if they were offered some flexibility, such as remote working. So, what is the best way to find and recruit these candidates? Here are some dos and don’ts to get you started. Dos: 1: Have a strategy for temps While recruiting temp or contract labour is sometimes brought on by unforeseen circumstances, successful hirers of temporary staff generally have a plan. Plans for 2021 are being formulated at most companies right now, so consider your plan for engaging flexible talent as part of your overall strategy. Who will own it, for example, HR, managers or procurement? Will you hire directly or through an agency? What is your projected spend – is it seasonal or year-round? 2: Have an EVP for flexible workers Employer brand and company culture are central to any talent acquisition strategy, but organisations predominantly focus on permanent hires. Multiple studies show the link between employee engagement and business performance. How costly is it to your brand if a temp worker is disengaged, feels undervalued, yet is customer facing for your company? Make sure you consider your employee value proposition (EVP) for temp workers. Get it right and it will yield a loyal and sustainable pipeline of flexible talent. 3: Be honest If there is potential for the job to turn permanent, shout this from the rooftops. In our recent survey, the possibility of a permanent post was the number one reason for candidates to consider a temp or contract role. On the other hand, if no permanent opportunity exists, be honest with this and manage expectations from the outset. Remember, many temporary and contract workers won’t consider a permanent job either, so honesty is always the best policy. 4: Consider a specialist partner At least consider the benefits a good agency partner can bring. Specialist agencies will already have pre-screened and pre-qualified candidates available immediately, saving you crucial time and effort. The agency takes on the costs of advertising across multiple channels, again saving you money and time. They look after employment contracts, help keep you compliant, and run payroll, saving you further on admin overheads. Good agencies can also validate salary levels and advise on availability of talent in the market. Don’ts: 1: Wait Apart from unexpected emergency cover, don’t wait until the last minute to look for temp or contract staff. Like all recruitment, forward planning will allow you to access better talent in higher numbers either directly or through a partner. 2: Ignore compliance Understand legislation as it applies to temps and contractors. Don’t assume that because they are temps, they have few or no rights. A good agency partner will help here. 3: Forget to measure No matter what size your flexible workforce is, don’t forget to audit it. How is spend on flexible workers controlled, for example, by HR, procurement or hiring managers? Keep an eye on tenures also. 4: Undervalue This is crucial. Remember, today’s temp may be tomorrow’s permanent member of staff. A good experience for a temp will encourage them to return, but also provides a rich pool from which permanent hires may come. While some view contractors as expensive, bear in mind the specialist expertise they can bring with them, and remember they can also transfer their knowledge to your internal staff, improving the overall level of expertise within your organisation.

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

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Sigmar’s COVID Jobs Initiative Guides ONE in SIX Newly Unemployed in its First Three Months

Sigmar’s COVID Jobs Initiative Guides ONE in SIX Newly Unemployed in its First Three Months

Sigmar Recruitment today announces the impact of its, not for profit, COVID Response Jobs initiative three months after its launch. The online platform was set up as the COVID crisis took hold, and subsequently saw six hundred thousand people lose their jobs. It was set up to connect jobseekers with frontline jobs, offer career advisory services as well as free up-skilling opportunities for the restricted workforce, ultimately to support a more robust and effective recovery.   The initiative has since seen: 83,716 jobseekers’ availed of career advisory services ranging from; video interviewing, remote working, digital collaboration, social branding, job hunting in the low-touch economy to traditional advice on interview preparation, and CV content. 10,702 availed of free online upskilling, through learning partner Alison.com. Most common courses completed were in Project Management and MS Excel. 3,010 jobseekers connected with over 200 frontline employers across retail & grocery, catering, healthcare, supply chain, production, security, and warehousing. 900+ jobs advertised over the period. 15,050 jobseekers subscribed on weekly basis for employment insights.   Commenting on the initial results, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig said;  “ We’ve been overwhelmed by the level of engagement amongst jobseekers coming to the site, particularly the quantum availing of the career advisory services, which have been tailor-made to support the remote job search in the current environment. Recruitment has changed significantly in recent months and how jobseekers compete is now very different from what it was. Our career advisory service has helped jobseekers articulate competencies and achievements through a digital recruitment process for a lower touch economy.”   “In addition, we are delighted to have supported over 200 frontline employers in a meaningful way and in turn help keep the national infrastructure up and running.”   Commenting on the take up of upskilling, Mac Giolla Phádraig added; “We had 10,702 people take up free learning pathways through our partner Alison.com, in subjects such as Project Management, MS Excel, Web development, Data Science, GDPR, Accounting and many more. In addition to skills training, the learning content has been COVID curated for maximum impact across Business Skills, IT Skills, Mental Health, and Personal Development.    Thanking partners of the initiative, Mac Giolla Phádraig commented; “When times were at their worst, our partners were at their best. It’s humbling to see how our combined efforts, can touch so many at a time of need and to see the effect of Team Ireland in action.”   www.covidresponsejobs.com was created by Sigmar Recruitment, supported by Candidate Manager, Alison.com, The Irish Times, Communicorp and Virgin Media