Dear Tireless, Brilliant, Talented Job-Seekers: Friend Us on Facebook!

by Greentarget

Still anonymously searching for resumes on LinkedIn or That’s so 20th century. If you want to attract the most talented job seekers now, you’d best jump into the fray, not only on LinkedIn but also on Facebook, Twitter and maybe even Google+. More than ever, social media plays an integral role in attracting new employees.

Why? First of all, your competition is already doing it. About 92 percent of U.S. companies are using social networks and media to find talent this year, and 73 percent of employers have successfully hired a candidate through social media, according to Jobvite’s Social Recruiting 2012 survey. And no major social-media channel is left untapped—of the employers who hired, 89 percent have hired from LinkedIn, 25 percent through Facebook and 15 percent through Twitter. (The Jobvite survey didn’t touch on Google+, but you ignore the service at your peril. Though a fraction of the size of Facebook, Google+ surpassed 100 million users earlier this year.)

Social-media channels, it turns out, are equally crucial in discovering compatible job candidates and tapping into talent pools for both B2B and B2C. Social-media brand profiles are highly visible and easily accessible—and they live where your savviest potential employees spend their free time. So you should make it easier for them to find your company and get a sense of why they might want to work for you.

A whopping 71 percent of HR and recruiting professionals already consider themselves moderate to exceptional social recruiters, according to the Jobvite survey. What makes an exceptional social recruiter? Being sophisticated about conveying the workplace culture that will compel people to work at your company. These are not one-way channels, like the old help-wanted section in the back of the newspaper. Good recruiters facilitate social dialogue, according to a recent Research Now survey. A company should strive to achieve the same level of comfort and compatibility with potential employees that it does with clients and prospects.

Social-media channels should be well-rounded resources within their industries, incorporating not just job postings but also articles and studies that add value and drive discussion. “The real value of social recruiting is when companies continually engage with people through social networking, so when an appropriate job opens up, the person is familiar with the company and has a propensity to want to work there,” says Ted Elliott, CEO and founder of social enterprise talent management firm Jobscience, in an eWeek article. “It’s about social sourcing and building pipelines of talent, so your talent pool never runs dry.”

Hyatt Hotels, which participated in our recent Social Media Week discussion on shared social-media strategies between B2B and B2C marketers, has taken this concept to heart. The company maintains an active Twitter account and Facebook page for ongoing interaction with job seekers, not only showcasing upcoming job fairs but also sharing photos of employee celebrations, news about the company’s involvement in the community, and general tips on job hunting. They have established a consistent presence in the social-media feeds of the sort of people they would like to hire.

Starbucks, meanwhile, just launched a new job app that details open positions, benefits and company culture. “What’s it like to work at Starbucks? It’s a lot like working with friends,” the app’s opening paragraph reads. “For one thing, the people who work here aren’t ‘employees’ – we’re ‘partners’ because we passionately share common goals and mutual success.” The app feeds into the tech-savvy habits of both job seekers and current employees with a shareable and easily accessible platform that, on Facebook alone, reaches more than 32 million Starbucks “fans.”

As corporate social-media efforts expand, smart recruiting departments aren’t shouldering the responsibility alone. They’re using current employees to drive and disseminate the message. Employees on Twitter, LinkedIn and Facebook increasingly contribute to recruiting efforts through their own posts and tweets, writes Sajjad Masud, CEO of cloud-based social-recruiting platform Simplicant, on Mashable. “Not only are open positions getting distributed as pieces of content to vast networks of people, but it’s also facilitating the use of social referrals—one of the best sources of quality candidates. Job seekers are finding ways to take advantage of social referrals by keeping in contact and engaging with key members of companies.”

The underlying theme in this evolving social media strategy, for both B2B and B2C marketers, is the cultivation of deeper, lasting and more meaningful relationships. We’ll be following this trend closely as it continues to grow.

Written by:


Greentarget on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
Privacy Policy (Updated: October 8, 2015):

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.


JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at:

- hide
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.